Employee Identification Research Articles

A systematic review of computer vision-based personal protective equipment compliance in industry practice: advancements, challenges and future directions

Computerized compliance of Personal Protective Equipment (PPE) is an emerging topic in academic literature that aims to enhance workplace safety through the automation of compliance and prevention of PPE misuse (which currently relies on manual employee supervision and reporting). Although trends in the scientific literature indicate a high potential for solving the compliance problem by employing computer vision (CV) techniques, the practice has revealed a series of barriers that limit their wider applications. This article aims to contribute to the advancement of CV-based PPE compliance by providing a comparative review of high-level approaches, algorithms, datasets, and technologies used in the literature. The systematic review highlights industry-specific challenges, environmental variations, and computational costs related to the real-time management of PPE compliance. The issues of employee identification and identity management are also discussed, along with ethical and cybersecurity concerns. Through the concept of CV-based PPE Compliance 4.0, which encapsulates PPE, human, and company spatio-temporal variabilities, this study provides guidelines for future research directions for addressing the identified barriers. The further advancements and adoption of CV-based solutions for PPE compliance will require simultaneously addressing human identification, pose estimation, object recognition and tracking, necessitating the development of corresponding public datasets.

The Double-Edged Sword: Unraveling the Dual Outcomes of Workplace Humor on the Social Identity of Employees

The Double-Edged Sword: Unraveling the Dual Outcomes of Workplace Humor on the Social Identity of Employees

A Study on Belonging Theory and the Importance of Belonging in Businesses

Research to understand the place of individuals within groups, communities, or social structures has been one of the cornerstones of the social sciences. In this context, the theory of belonging, which examines how individuals relate to social structures and groups, is one of the most interesting and important approaches in this field. The sense of belonging has been intertwined with human strategies for staying, surviving, and reproducing as social beings since the early stages of evolution. The integration of humans into communities has profound effects at both the individual and societal levels. This research aims to take a journey into the depths of the subject by addressing the foundations of the theory of belonging, the importance of the positioning of the individual within the community, and the contributions of this theory to the social sciences. In this context, it discusses in detail the approaches that fed the theory and how it arrived at the form of a theory. The paper then examines how belonging at the organizational level affects organizations and tries to show how benefits can be derived from these effects. These results suggest that the cost of promoting employees' sense of belonging to the organisation is lower compared to the performance to be achieved, but companies may avoid incurring these costs. In addition, the effect of higher-than-expected levels of employee identification on long-term performance is debatable.

Current problems of using artificial intelligence inHR management in Kazakhstan

The article provides an understanding of artificial intelligence in the field of HR, and it is said that the digitization of the industry is reflected in the widespread use of artificial intelligence. The theory and history of the field of artificial intelligence is systematized by reviewing the works of researchers. The possibilities of using artificial intelligence are clarified and its efficiency is considered. As a result of the study, it was determined that artificial intelligence is used in four main categories in the field of HR, and it was found that there is a high demand for automated resume search, analysis, and selection services. At the same time, in order to invite candidates for a vacant position, including the identification of qualified talented employees, chatbots, Skype interviews, the use of information on online recruiting platforms such as HeadHunter, notification of vacancies at fairs, and pilot projects introduced by the state will be analyzed. The features of artificial intelligence programs introduced in the Kazakhstan labor exchange, and changes brought to the HR system, the advantages and disadvantages will be discussed. Especially as the most effective programs in the field of artificial intelligence in recent years: IBM's Deep Blue program, Alvinn program for driving, and Microsoft Application and Services Group's talking robot program, the importance of research on the specificity of programs in the field of medicine and pharmaceuticals will be analyzed and considered as examples of regional enterprises.

Crafting an ultrashort workplace incivility scale and determining cutoffs for varied risk levels through item response theory

AbstractWorkplace incivility (WI), characterized by disrespectful or rude behavior in the workplace, is linked to poor mental health and overall well-being. The Workplace Incivility Scale (WIS) is a popular 7-item measure for assessing WI. There is a current need for an ultrashort conceptually clear version of the WIS. In addition, the cutoffs for varied at-risks of WI, requiring intervention, remains unknown. Using data from 426 employees across diverse organizations, we employed item response theory (IRT) to create an ultrashort WIS and establish cutoffs for high, moderate, low, and at-not risk of WI. Confirmatory factor analyses were utilized to validate WIS construct validity. In supporting convergent validity, WIS was correlated with workplace bullying and poor health-related quality of life. All items demonstrated adequate severity threshold parameters with very high discrimination and good reliability parameters except for item WIS7. We successfully developed an ultrashort and valid 3-item WIS, specifically comprising items WIS2–4, and identified cutoffs for varying levels of WI risk. This streamlined measure aims to reduce response burden and foster a healthier organizational culture. In essence, cutoff points streamline the classification process, allowing for quicker and more standardized identification of at-risk employees. This concise, valid, and reliable ultrashort WIS holds potential for use in intervention studies conducted by organizational and occupational health psychologists, ultimately promoting employee well-being and cultivating a positive workplace environment. The current study further advances the existing theoretical framework rooted in the social interactionist perspective by delineating WI as a distinct and independent construct.

An Analysis of Sport Employee Identification of NCAA Division I Compliance Employees

The current study examined NCAA Division I compliance employees utilizing Sport Employee Identification (SEI; Oja et al., 2020). Little academic inquiry has focused on the various ways sport employees, like NCAA compliance employees, identify with their organization. The current study attempted to establish SEI as an applicable construct in sport scholarship and examine potential outcomes of SEI. Thus, the purpose of this study was to examine if SEI contributes to organizational behavior outcomes of job satisfaction, lower turnover intentions, and organizational citizenship behaviors with NCAA Division I compliance employees. The researchers utilized a demographic form and a 24-item survey including the SEI instrument, job satisfaction, turnover intentions, and the relationship between SEI and organizational citizenship behaviors. Data analysis consisted of confirmatory factor analysis, multiple one-way analysis of variance to analyze the connection between demographic variables and SEI, and regression analyses to examine the relationship between SEI and potential organizational behavior outcomes. A total of 217 responses highlighted job satisfaction and lower turnover intentions as outcomes of SEI, while organizational citizenship behaviors lacked enough support as an outcome of SEI. The findings have the potential to assist intercollegiate executives in better managing their compliance personnel and understanding compliance identification processes.

Evaluasi Bibliometrik Kinerja Sistem Dalam Meningkatkan Efisiensi Identifikasi Karyawan

In current workforce management, the integration of bibliometric systems has become a crucial strategy to streamline the employee identification process. This journal explores bibliometric analysis of existing literature to evaluate the performance of bibliometric systems in enhancing employee identification efficiency. Through a systematic examination of relevant studies, this research aims to provide insights into the current state of biometric technology, its applications, and its impact on workforce identification within organizational settings. The study employs bibliometric methods to assess the frequency and trends of key themes, technologies, and methodologies used in this field. The findings from this research offer a comprehensive understanding of advancements in biometric systems, their effectiveness in employee identification, and their implications for optimizing operational efficiency in contemporary workplaces.

Object-control and human-control in the development of sustainable innovation: exploring the interactions among epistemic objects, Guanxi network and knowledge integration of “who knows what”

Purpose This study aims to explore how coworkers leverage epistemic objects and guanxi (a Chinese term defining relationships based on mutual dependence) network to promote knowledge integration of “who knows what” in the development of sustainable innovation. Design/methodology/approach This study used a mixed-methods research approach, including quantitative questionnaires, social network analyses and a qualitative ethnography, all of which were collected from a large enterprise in China. Findings Epistemic objects can promote knowledge integration of “who knows what” among coworkers during their innovation development process. In addition, structural holes in a coworker network will impede knowledge integration of “who knows what,” but guanxi can turn this impeding effect into a facilitating effect. Research limitations/implications First, the focus on the role of epistemic objects in eliciting knowledge generates implications for creating employee identity and coordinating knowledge heterogeneity. Second, by demonstrating how epistemic objects trigger both affective and cognitive trust to promote knowledge integration of “who knows what,” the authors complement existing studies of knowledge management (KM). Third, by presenting how coworkers fill their structural holes in their collaborative innovation, the study reveals the nature of connecting the appropriate resources with the appropriate needs, which generates implications for social capital integration and innovation enhancement. Fourth, by showing how “structural hole controllers” become “structural hole fillers” under different conditions, the authors recognize the different ways in which brokers leverage their structural holes and highlight the unique role of Chinese guanxi culture in triggering a structural hole filling behavior, thereby contributing to the literature of structural hole theory and culture management. Fifth, by creating a full picture of how coworkers strategically leverage their knowledge of “who knows what” in the development of sustainable innovation, the authors identify the influential factor that stimulates innovation, adding to the literature on the interaction between KM and innovation. Sixth, the emphasis on the independent role of epistemic objects produces an implication for the interplay between object-control and human-control in innovation work. Practical implications This study supports organizational leaders to make optimal decisions in their innovation development process by suggesting them to invest in developing an integrated knowledge of “who knows what.” To achieve it, the authors suggest managers make good use of non-human artifacts to gain the identification with the knowledge of not only themselves but also the whole team, and award the “integrator” an honor for filling structural holes that may trigger the creation of more structural hole fillers. Furthermore, the focus on the independent role of epistemic objects as knowledge elicitors and trust triggers in innovation work generates another practical implication for managers to rethink the controlling role of objects and humans in the organization and modify their managerial practices accordingly. Originality/value By exploring how coworkers leverage epistemic objects and guanxi network to promote knowledge integration of “who knows what” in the development of sustainable innovation, this study reveals the role of object-control and human-control in facilitating knowledge practices for stimulating innovation, thereby contributing to the literature of KM and innovation.

Factors Related to the Recurrence of Sickness Absence Due to Common Mental Health Disorders: A Systematic Review.

Employees who experience sickness absence (SA) due to common mental disorders (CMD) are at increased risk of recurrent sickness absence (RSA). This systematic literature review examines the factors at different levels in the work and non-work context that increase or decrease the likelihood of RSA due to CMD. The resulting knowledge enables more accurate identification of employees at risk of RSA. We conducted a search in June 2023 using the following databases: PubMed, PsycInfo, Web of Science, Cumulative Index to Nursing & Allied Health Literature (Cinahl), Embase and Business Source Ultimate (BSU). Inclusion criteria were as follows: (self-)employees, CMD, related factors, RSA. The quality of the studies was assessed using the Mixed Methods Appraisal Tool (MMAT). The Individual, Group, Leader, Organisation and Overarching/social context (IGLOO) model were used to cluster the found factors and these factors were graded by evidence grading. Nineteen quantitative and one qualitative studies of mainly high and some moderate quality were included in this review. A total of 78 factors were found. These factors were grouped according to the IGLOO levels and merged in 17 key factors. After evidence grading, we found that mainly low socioeconomic status (SES) and the type of previous SA (short-term SA and SA due to CMD) are predictors of an increased risk of RSA. Having a low SES and previous experience of SA (short term, or due to CMD) are factors that predict the chance of RSA, implying the need for prolonged support from occupational health professionals after the employee has returned to work.

The impact of perceived corporate social responsibility on employees’ turnover intention in professional team sports: a conditional mediation model

PurposeThe study investigated the impact of perceived corporate social responsibility (CSR) on employees' turnover intention in professional team sports organizations, focusing on employee identification and co-production’s role in this context.Design/methodology/approachData were collected from 225 employees in professional team sports organizations, with analysis conducted via partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicated that perceived CSR negatively impacted turnover intention. Employee identification mediated the relationship between perceived CSR and turnover intention. Moreover, co-production moderated the relationship between perceived CSR and employee identification, affecting the mediating role of employee identification between perceived CSR and turnover intention.Practical implicationsPrioritizing CSR offers benefits beyond improving an organization’s public image. It also plays a crucial role in enhancing internal organizational dynamics. Specifically, it helps to increase employee identification with the company, reduce turnover intentions, and promote co-production. These outcomes, when combined, lead to the development of a stronger, more cohesive, and resilient organization.Originality/valueThis study provides empirical evidence of the influence of perceived CSR on employee identification and behavior within professional team sports organizations. It underscores the importance of enhancing employee identification to reduce turnover intention.

Exploring the impact of social responsibility on staff engagement in Ghanaian Universities:

Ghanaian universities have embraced a corporate identity and are actively participating in Corporate Social Responsibility (CSR), which is referred to as University Social Responsibility (USR). The purpose of this is to enhance the perception of identification (organisational identity) and promote employee involvement. This research examines the effect of University Social Responsibility (USR) on the level of involvement and commitment of staff members in Ghanaian institutions. It also proposes that the sense of identity plays a role in mediating the relationship between USR and staff engagement. This study utilised a cross-sectional survey methodology. The poll utilised a two-stage multi-stage sampling procedure to choose 412 participants. The survey utilised a validated questionnaire using a 5-point Likert scale. The questionnaire had a Cronbach's alpha coefficient (?) greater than 0.70. The data acquired from this questionnaire was customised for the survey. The data collected were configured and subjected to Structural Equation Modelling for analysis at a significance level of p<.05 using the SMART pls software. The findings indicate that identification perception does not significantly and directly predict the mediation effect of internal CSR on employee engagement (beta=0.008; t<1.96; p=0.439: p>0.05), and external CSR on employee engagement (beta=0.002; t<1.96; p=0.443: p>0.05) in the surveyed Ghanaian universities. The study concluded that the impression of identification did not operate as a mediator in the predicted association between the internal and external corporate social responsibility activities of the universities and employee engagement. According to the findings and conclusion, Ghanaian universities should take into account several elements and adopt a comprehensive approach when aiming to enhance employee job engagement. It is important not to exclusively concentrate on employee identification with the institution. It is advisable for the administration of Ghanaian institutions to develop efficient employee-focused engagement strategies and activities, both internally and externally, to boost the welfare of their workers, promote a sense of belonging, and improve overall performance.

From Losers to Winners: Overcoming Negative Leader Legacy in Radical Organisational Change

This study examines how a new leader reshapes the negative legacy of a previous leader to influence employee identification during radical organisational change. Drawing on a longitudinal study in one of the world’s oldest airlines, we analyse the organisational discourse surrounding a radical transformation spanning the tenures of two successive Chief Executive Officers (from now on CEO). Our findings show how the first CEO’s coercive discourse of “responsibilisation” led to resistance and conflict, ultimately leading to his departure. Subsequently, the second CEO reframed the negative discursive legacy of the previous CEO into an aspirational identity for the organisation. Our findings elaborate on the conditions these discourses provided for employee identification. We discuss the implications of our study for the literature on leadership legacies and provide new insights into leaders’ restorative use of discourse in the context of organisational change.

Metode Asessment Center sebagai sarana pengembangan Sumber Daya Manusia melalui identifikasi potensi dan kompetensi SDM

To strive and expand organizations need to have competent and loyal employees who can be dependable enough not only for the present condition but also to be the future leaders of the organizations. This condition makes organizations need to conduct employee identification of their potential and competency. The results of the identification to be used not only for putting the employees based on the right man and the right place but also to identify potential employees that can become the talent. There are many methods can be used for this program and one of it is using the method of Assessment Center. By using this method with many varieties of the assessment the results of the employee assessment will be more complete. This paper will discuss about the implementation of the Assessment Center method to identify the potential and competent employees to become the talent and the future leader of the organization.

Rehabilitative Health Care Professionals' Perceptions of Appearance-Based Professionalism.

Professionalism has been discussed and defined in a variety of ways, including attire and other forms of self-expression. To determine athletic trainer (AT), physical therapist (PT), and athletic training or PT students' perceptions of appearance-based professionalism in the workplace and, secondly, to ascertain how perceptions differed across professions. Cross-sectional study. Web-based survey. Athletic trainers, PTs, and athletic training and PT students who were predominantly White, non-Hispanic, female, aged 30 ± 9 years, and recruited via listservs and social media. The independent variables were participant demographics. The dependent variables were self-reported perceptions of professionalism for each photo. The survey consisted of 3 sections: demographics, 8 photos of ATs or PTs with depictions of patient-provider interactions, and open-ended responses. For each photo, participants selected yes, no, or unsure regarding the photo. An open-ended response was prompted with a no or unsure selection. The participant further described the reason for that choice. Most participants determined the health care provider depicted in 7 photos appeared professional. Only 1 photo was deemed unprofessional by the professional majority. Significant differences existed between students and professionals for 5 photos. The proportion of participants who reported the photos were unprofessional differed among professions for 2 photos. From our qualitative analysis, we found 6 domains: (1) unprofessional attire and hair, (2) situation-dependent attire, (3) role confusion and health care employer or employee identification, (4) nonappearance related, (5) tattoo-related bias, and (6) rethinking after question is displayed. What is considered appropriate and professional is not concrete. Differing concepts of professionalism generated biased judgments and criticisms. Our findings should lead providers to reexamine the definition of professionalism. The past should not dictate the future, and today's social mores can help shape the definition as it should be considered in today's settings.

DISEÑO Y EVALUACIÓN DE UN SISTEMA BIOMÉTRICO DE BAJO COSTE PARA REGISTRO DE LA ACTIVIDAD LABORAL

Employee time tracking is sometimes an issue for many companies for two reasons. First, the lack of convenient devices. Second, the reluctance of employees. This is particularly noticeable in situations where employees do not work within corporate facilities, making it difficult to track work hours. Recent regulations by governments have emphasized the need for accurate time tracking, creating uncertainty in business environments. This paper proposes a simple and cost-effective time tracking system using the Asterisk PBX that runs on commodity hardware. This allows employees to track their working time without additional devices and regardless their locations. This solution uses an interactive voice menu, so employees may record actions related to their daily activities (start and end of the workday, etc.). The employee calls the Asterisk PBX and utters a passphrase before recording the action. Then, a biometric module analyzes the employee's voice to verify their identity, preventing impersonation. The verification process is independent of the text (IT), so the passphrases given to employees have no constraints. The results of the tests performed on the system indicate an accuracy of 99.7%, demonstrating the reliability of the biometric module. High values of accuracy (99.89) and recall (99.8%) are also obtained. Thus, the identification of legitimate employees and fraudulent identification attempts are very accurate. Keywords:

Enhancing Workplace Efficiency and Security Through Intelligent Employee Surveillance

This project aims to develop an innovative system for accurately tracking employees' working hours based on their presence within designated workspace areas, particularly their work cabins. Leveraging advanced technologies such as image annotation, preprocessing, and augmentation, as well as robust object detection models, this study addresses the need for efficient employee surveillance and time management solutions in contemporary workplaces. The methodology involved detailed annotation and enhancement of image data, enabling precise representation of cabin areas and identification of individual employees within images. Subsequently, a state-of-the-art object detection model, YOLOv8, was utilized to train using this annotated dataset, achieving an impressive accuracy of more than 90% in recognizing and tracking employee presence within the specified cabin regions. Through small incremental changes based on previous insights and optimization, the project achieved high levels of accuracy in inferring employees' working hours based on their occupancy within the designated workspace. By differentiating between time spent inside cabins (considered as working time) and time spent outside these areas (considered as non-working time), the system offers an automated and objective approach to time tracking, eliminating the need for manual input or subjective assessments. Future scopes for this research include exploring the integration of additional sensors or data sources to further enhance the accuracy and granularity of employee activity tracking. Additionally, advancements in machine learning algorithms and hardware may enable real-time processing and analysis of surveillance data, leading to more proactive management of employee productivity and well-being. Moreover, the application of this technology could extend beyond traditional office settings to various industries, such as manufacturing, retail, and healthcare, where precise monitoring of employee activities is crucial for optimizing operations and ensuring compliance with regulations. This research underscores the potential of advanced computer vision techniques, particularly YOLOv8, in revolutionizing employee surveillance and time management practices. By providing real-time monitoring capabilities and ensuring compliance with work regulations, this approach holds promise for enhancing workplace productivity, transparency, and accountability.

Corrigendum: Performance management process changes on the work identity of employees during COVID-19

No abstract available.

Playing an AI game to drive adoption of regulated employee identity

Purpose This study aims to answer the key questions about the role of digital identities in organisations and within the HR function, the role of regulation in the digital identity space as it catches up with innovators and the vast potential of artificial intelligence (AI) in supporting digital identity. Design/methodology/approach Developed by using insight from the organisation’s extensive experience in digital identities and knowledge of the regulatory environment, alongside experience with the HR industry and relevant customers. Findings The digitalisation of business processes and the reality of an increasingly geographically distributed workforce have made digital identities for employees an increasingly important element of modern organisational and human resources functions. The benefits of using digital identities for employees are clear. With the growth of remote working and borderless company operations, digital identities provide employers with enhanced security, improved efficiency and cost savings. As organisations embark on their digital transformation journeys, the delicate balance between facilitating employees’ access to technology and safeguarding the organisation against cyber threats becomes clear. This intricate compromise requires the precise orchestration of certain processes, governance and technology. Originality/value In the UK, it is especially important for HR directors to consider the role of AI-empowered employee digital identities. The UK is taking a lead in digitising employee processes, with 68% of respondents in a 2023 poll by SD Worx reporting their company is investing in digital HR and training offerings, compared to a 60% average across Europe.

Joining in With Leadership? A Survey of Leadership Behaviour and Identity of Non-Managerial Employees in Public Organizations

Although non-managerial employees are increasingly seen as valuable sources of leadership in public organizations, their leadership behavior is rarely studied. This study zooms in on the leadership behavior of non-managerial employees and assesses whether leadership identity and previous experience in formal leadership positions affect their engagement in leadership. According to identity theory, seeing oneself as a leader may be a crucial component in behaving as one. Survey data collected among public servants ( n = 976) in The Netherlands show that non-managerial employees with a more central leadership identity use all types of leadership behavior from the repertoire more often, which can partially be explained by their experience. This demonstrates that leadership identity is a meaningful lens to explain why this group engages in leadership behavior. Leadership development can be stimulated by helping non-managerial employees identify with a leadership role.

Trust in leadership and perceptions of justice in fostering employee commitment.

In a period of uncertainty, trust in leadership and perceptions of fairness have emerged as pivotal factors for fostering employee identification and affective commitment. Drawing from authentic leadership theory, this leadership style is identified as a crucial antecedent of affective commitment, examining the mediating role of distributive justice and the moderating role of interactional justice. A quantitative approach was employed, utilizing data from 302 questionnaires completed by Spanish retail workers. For data analysis, SPSS v.25 was used to generate descriptive statistics, while partial least squares structural equation modeling was applied to test the proposed hypotheses. Our findings revealed that authentic leadership is positively associated with the development of affective commitment, with distributive justice acting as a mediating factor between the two. Furthermore, interactional justice negatively moderates the relationship between distributive justice and affective commitment. Contrary to initial expectations, the second moderation, between authentic leadership and affective commitment, was not found to be significant. The research concludes by discussing the practical implications of the results.