Opinions Of Employees Research Articles

Role of professional Environment on Content Editing in Kurdish Satellite Channels

This research in time with the wide range of the democracy and ethics duty spreads in KRG Television station out of any requirements on the journalist's, day after day everything gets changed, but the action will request more awareness of how to collect and edit the information and how to broadcast it. The objectives of this research relate to a warning about how the media content influences the political environment on the KRG satellite Channels. For this reason, this research depends on the survey methodology, a survey to find out the opinions of expertise and employees in the news Kurdish satellite channel in the Kurdistan Region-Iraq, duration from February, 1st till August 1st, 2022. The conclusion of the research shows that more than half of journalists relate to the ideological and parties owner of the news channels in the Kurdistan Region-Iraq. On the other hand, the researchers come to the conclusion that the political environment affected the media contents. At the same time, besides the demography of the research, there are no differences in measurements that will reveal the positive direction. All the journalists thought that the environment skills have a positive effect on the media editing contents especially on the media’s sample research, there is only the difference between the gender return to male.

Knowledge Management in the Context of Remote Work in the Opinions of Employees. Challenges and Opportunities

The article presented here focuses on the determinants of knowledge management in a remote work environment. Information and knowledge management is an essential part of organizational management, which has been undergoing major changes as electronic media, mainly internet-based platforms, have been replacing traditional interpersonal contacts completely. Knowledge production, distribution and clarification are all subject to significant transformations under conditions of limited face-to-face contact. Changes in this scope imply significant problems in knowledge management, both at the level of knowledge creation and knowledge distribution as well as information perception and exchange. As an important resource for modern organizations operating in today's economy, knowledge is particularly susceptible to all kinds of distortions in its transmission, interpretation and application. Due to the above, there is need for an in-depth analysis of the issue, both at the theoretical level and, above all, at the empirical level. The main goal of this research is to show how remote work affects knowledge management in an organization. The research was conducted on a sample of 387 respondents belonging to the Z generation. A questionnaire based on the Likert scale was used for this purpose. The general conclusion that can be drawn from the research highlights the fact that, in relation to knowledge management, remote work mode works to varying degrees depending on the industry in which the organisation operates as well as its size.

Sharing Knowledge in Multi-generational Teams in Remote Working Conditions During the Covid-19 Pandemic

The economic crisis caused by the coronavirus pandemic has contributed to changing the philosophy of managing a multi-generational team. The COVID-19 pandemic is accompanied by a general atmosphere of uncertainty, which creates a sense of chaos and disorganization. Its effects are felt by numerous organizations from many industries. Entrepreneurs have the opportunity to maintain business continuity by implementing remote work. Companies are increasingly opening up to remote work, seeing many new opportunities in it that they want to actively use. Hence, there is an urgent need for companies to develop effective actions that will motivate a multi-generational team to share knowledge, strengthen its skills and competences in this area, and build commitment to ongoing work for optimal performance of permanent duties. Although it requires more effort, especially from the managerial staff, remote implementation of the duties entrusted to multi-generational teams may prove effective in achieving business goals thanks to the knowledge and experience of specialists. Team management in the covid reality has taught Polish managers that in order to stimulate people to be active in sharing knowledge, it will be crucial to show care for the needs of employees and integrate them with the goals of the organization. This approach underlies how companies manage multi-generational teams efficiently in the Covid reality and will pay off in the future.The considerations in the article were based on literature studies and the analysis of the results of surveys conducted from March to November 2022 on a group of 258 people representing all generations.The first part of the study is of a theoretical nature and discusses the factors determining the efficient sharing of knowledge in multi-generational teams in conditions of remote work forced by the epidemiological situation. The second part of the study concerns pilot studies conducted in Polish companies in order to obtain and analyze the opinions of employees regarding the conditions for sharing knowledge in the situation of remote work, which came suddenly. This article is an attempt to answer the question of whether belonging to a specific generational group has a positive effect on the transfer of knowledge during a pandemic. Obtaining a cross-sectional nature of the considerations is a contribution to further and extended research in the field of the issues raised.

Towards the improvement of university management

In recent decades, the concept of strategic management at universities has attracted more and more attention. There is a significant increase in the awareness of the importance of well-developed development concepts, both among university employees and management staff. Numerous research studies also discuss the need for changes in that presented area. Unfortunately, the analysis of the literature on the subject shows that more attention is paid to the strategy development phase than to its implementation. There are also few studies examining the influence of factors on the strategy implementation at universities. The area of research was related to factors influencing the process of strategy implementation. This article presents the detailed results of the survey of analysis, which covered the opinions of management and employees influencing the strategy implementation at universities in Poland. The main objective of the study was to measure the operational risk of factors influencing the process of strategy at universities and to specify the factors with the highest operational risk level. The study was conducted using the PAPI (Paper and Pencil Interview) technique, based on the research questionnaire. The method of collecting data in an open (explicit) and standardized manner was used there. For this purpose, a standardized research questionnaire was used.

A Study on Employee Attitude towards Organization in GS Groups, Sivakasi

The project work entitled “Employee’s attitude towards the organization” with special reference to the GS Groups, Sivagiri the various factors that are concerned towards the attitude of the employees. The analysis has been made mainly based on the primary data that is by the employees’ opinion survey method. The researcher has taken a sample size of 50 and has used the stratified random sampling method to select the samples from the total population. The study gives the opinion of employees about all the H.R. functions of GS Groups, Sivagiri, employment conditions, wages and incentives, interpersonal relationship, working conditions, management practices, etc. The researcher has used percentage analysis and CHI-Square test, and the study reveals that there is no relationship between JOB ENRICHMENT educational qualifications of the respondents, and there is no relationship between length of service of the respondents, and welfare facilities, and there is no relationship between the salary of the respondents and welfare facilities. The study has also revealed that most of the respondents have a positive attitude towards the welfare facilities, management practices and employment conditions, WELFARE FACILITIES, INTER PERSONAL RELATIONSHIP, WORKING CONDITION the researcher has given suggestions for its improvement which includes suggestion schemes which may be transparent and promotions which may be made both based on seniority and performance to a certain level in the organizational hierarchy.

Employer ratings in social media and firm performance: Evidence from an explainable machine learning approach

AbstractThis study examines the ability of crowdsourced employee opinions about their workplace to reveal value‐relevant information about corporate culture. We investigate the employee‐friendly (EF) corporate culture values that are strongly associated with firm value and operating performance using a unique social media dataset of approximately 250,000 crowdsourced employee reviews to evaluate 18 distinct characteristics of a firm's corporate culture. The explainable machine learning model is used to examine the nonlinear associations and relative importance of employee‐friendly cultural values. We find that several employee‐friendly corporate culture features are associated with firms' value (Tobin's Q) and operating performance (ROA). Our findings reveal two features whose association is clearly superior to other EF culture variables in our explainable machine learning model: pride in the company for Tobin's Q and job security for ROA. Based on the SHAP values, their effects are positive, significant, and relatively linear.

Learning Organization on Technological Company in Beijing, China: Perspective of ABC Company Employees

Background and Aim: Learning organizations incorporate knowledge to improve workforce behavior and address societal, competitive, and economic challenges, adapting management styles and innovations to maintain competitive advantages. This research aims to investigate the level of the opinion of employees on the learning organization of ABC Company in Beijing, China, and to study the guidelines to improve the learning organization of ABC Company in Beijing, China. Materials and Methods: This research is a quantitative research method. The ABC Company is a technological company which was located in the company in Beijing, China. The number 323 employees of CCIC Company are identified as the sample size for this study. The questionnaire was used as the research tool. The statistical parameters, such as the mean and standard deviation, were utilized to analyze the data and determine the presented information. Results: Beijing employees highly value ABC Company's learning organization, promoting self-determination, innovation, cooperation, and risk-taking. Key factors include team learning, open-minded thinking, commitment, system thinking, and vision sharing. Continuous learning is crucial for organizational success. Conclusion: Beijing employees value ABC Company's learning organization, promoting self-determination, innovation, cooperation, and risk-taking for organizational success. A learning organization should develop employees with a common vision, foster creativity, and collaborate, ensuring knowledge exchange and self-tests. Innovation capability is essential in using new technologies, supporting personnel, and promoting business exchange.

ОСОБЕННОСТИ ВЗАИМОСВЯЗИ СОЦИАЛЬНОЙ СТРУКТУРЫ ПЕРСОНАЛА И УДОВЛЕТВОРЕННОСТИ ТРУДОМ НА ПРЕДПРИЯТИЯХ КРУПНОГО БИЗНЕСА

In the article, the authors emphasize the importance of a differentiated approach to managing job satisfaction in dynamic socio-economic conditions, taking into account the social structure of the staff. The importance of timely management decisions to change motivational policies in order to retain core personnel to achieve business goals and maintain stable employee efficiency is shown. It is emphasized that the social structure of the staff is constantly undergoing changes and periodic measurement of its characteristics is required in order to establish the appropriateness of management efforts to maintain the social and financial well-being of the staff and the commitment of the company during their working life at large business enterprises. It is established that the monitoring of staff self-assessment of factors of job satisfaction is an effective tool that emphasizes the interest of management in the opinion of employees. The survey methodology and the results of in-depth data analysis can provide up-to-date information for making point management decisions. As an example, the results of a study of the overall level of satisfaction with labor factors of the personnel of two large-scale enterprises and their differentiation depending on gender, age, seniority and education are given, indicating the expediency of introducing differences in labor satisfaction management. 
 It is shown that the effectiveness of job satisfaction management depends, first of all, on the timely assessment and identification of motivational factors of distress and growth factors in the context of the social structure of the staff and on their basis the formation of a targeted approach to motivation. The main problem in this regard is the underestimation by the company’s management of the influence of age, gender, seniority and education on the level of job satisfaction; an average assessment of all factors of job satisfaction and ignoring real problem areas and the subjective significance for employees of individual factors of job satisfaction, including in the context of the social structure of the staff; orientation to invited multifunctional employees, and not the disclosure of the potential of working qualified workers.

Assessment of the Effects of the COVID-19 Pandemic in the HoReCa Industry in the Opinion of Customers and Employees

Assessment of the Effects of the COVID-19 Pandemic in the HoReCa Industry in the Opinion of Customers and Employees

Organizational sustainability and TQM practices in hospitality industry: employee-employer perception

PurposePractitioners and academics have recently put a lot of emphasis on studying and improving how likely an organization will be successful in the long run. A company's capacity to thrive, excel and gain a competitive edge in today's market is increasingly dependent on the company's ability to adopt and successfully execute sustainable practices. The aim of this paper is to take a critical look at the relationship between total quality management (TQM) practices and business sustainability in the hospitality industry, with a focus on the hospitality sector; to evaluate the role of perceived organizational support (POS) and sustainable behavior in promoting long-term success and to make some suggestions for how these practices could be put into place.Design/methodology/approachThe data used were randomly collected from 361 hotel employees, covering both the five-star and four-star hotels. Descriptive and inferential statistics were employed to analyze the data. With the use of partial least squares structural equation modeling (PLS-SEM), the heuristic model was tested.FindingsThe results show that putting TQM practices into place leads to better company performance, higher productivity and steady growth for the business. In addition, empirical studies show that the link between sustainable behavior in TQM implementation and a sustainable company is strong, especially when coming to better governance and sustainability related to employees.Research limitations/implicationsThis paper offers guidelines for gauging employee's opinions of an organization's long-term viability. A two-factor model has been used to measure the sustainability of an organization and possible factors that can aid effective implementation of TQM practices have been suggested.Originality/valueThere is increasing recognition of the organizational support for successful TQM implementation, while yearning toward sustainability. Within the context of the hospitality industry, no previous research has empirically examined the synergistic moderating effect of POS and sustainable behavior on the relationship between TQM and sustainability.

TOOLS FOR MONITORING AND QUALITY ASSURANCE OF EDUCATION IN THE CONDITIONS OF AUTONOMY OF KAZAKHSTAN’S UNIVERSITIES

The purpose of the research is to analyze the implementation and perception by the academic community of the main tools for control and quality assurance of higher education as preventive control and accreditation.Methodology. The method of analysis of secondary data obtained from open sources of the Committee for Quality Assurance in Education and Science, the Center for the Bologna Process and Academic Mobility, the Information and Analytical Center under the Ministry of Education and Science of the Republic of Kazakhstan was used. Content analysis of legislation, strategic and program documents, national reports, speeches was also carried out. In addition, a mixed research method was used as an expert survey (758 respondents) and an expert interview (14 people).The originality / value of the research lies in conducting a study based on the opinions of employees and teachers of Kazakhstani universities to determine the level of their perception of preventive control and accreditation.Findings. As a result of the analysis of the assessment of preventive control and accreditation and the perception of universities, more positive assessment of accreditation than of preventive control was revealed. The survey results proved that despite the rejection of state certification, the elements and approach in preventive control remain «bureaucratic» and «limiting the autonomy of universities».Considering the positive perception of independent accreditation by the academic community, today the question is brewing as to whether it is already relevant to use these two tools in parallel with duplicate goals (achieving quality, improving quality) in quality assurance.

A strategic decision quality optimization approach with WSC framework

With China entering the era of high-quality development, it is of vital importance to improve strategic decision quality (SDQ) of state-owned enterprises (SOEs). As one of the most basic strategic decisions in the process of SOEs reform, position evaluation (PE) is seldom studied from the perspective of strategic decision. Instead of adopting the single decision-making body of traditional SDQ evaluation, a new PE model based on the multi-level strategic decision-making body and aiming at the dynamic balance between strategic stability and strategic change is constructed under the WSC (i.e., “Who”-“Should do”-“Can do”) framework combining top-down strategy and bottom-up strategy. Compared with the traditional model, the three key phases of this new PE model are establishing decision-making body, determining weight of bodies, and optimizing subject weights by K-means. The empirical results show that the model can comprehensively consider the opinions of senior, middle and grass-roots employees by reasonably optimizing subject weights, so as to effectively optimize the existing PE in SDQ of SOEs. This provides a direction for the SDQ optimization of SOEs and a new idea for SDQ evaluation research.

Human resources as the main vector of communication: the case of Mobexpert Group

"Owners and employees represent those stakeholders who substantially shape the organisational culture. In fact, their values, their expectations, significantly influence the company’s performance. Moreover, customers see a brand through its employees, through the owner. This paper has the following objectives: to explore the expectations/possibilities ‒ as basic pillars of an effective collaboration ‒ both from the point of view of the employees and from the point of view of the owner of the Mobexpert Group, and to identify those values that are appreciated by the employees of the Mobexpert brand, which also define the owner of the Mobexpert Group. In order to achieve the proposed objectives, content analysis was conducted based on the show ‘Empire of Lions’, Season 3, i.e. regarding the experiences and opinions of employees posted on YouTube (Mobexpert People section). Following the analysis, it was found that: (1) the success of the brand is summed up in the set of expectations, outlined values, (2) trust, self-confidence, perseverance and creativity representing the foundation/stone of the employee-brand relationship, and of possible collaboration between the owner of the Mobexpert Group as investor and potential business partners. Key words: Mobexpert Group, communication, brand essence, employees, owner JEL classification: M31, O15"

New quality in the implementation of social services on the example of the social services centre in Mylenice

The Act of 19 July 2019 on the provision of social services by the social services centre introduces an optional possibility to transform the existing structures of a social welfare centre into a social services centre, which, according to the legislator, is supposed to increase access to social services in a given local environment. The subject of the considerations presented in the article is to show the process of changes in the implementation of social services on the example of the Social Services Centre in Mylenice. The undertaken analysis concerns both the formal process of transforming a Municipal Social Welfare Centre into a Social Services Centre, as well as the own research showing the opinion of employees and management in the field of implemented changes. The newly established Social Services Centre in Mylenice appears as a space to provide a wide range of services in a new quality.

Analysis Of Employee Engagement And Job Satisfaction As An Effort To Increase Work Effectiveness On CU. Cinta Kasih Tigapanah

This study seeks to analyze employee engagement and job satisfaction as an effort to increase work effectiveness in CU. Cinta Kasih Tigapanah. The form of research used in this study is qualitative research. Data collection is carried out through documentation, interview, and observation techniques. The data analysis process is carried out by means of data collection, data reduction, data presentation, then drawing conclusions. The results of the research conducted show that the application of employee engagement and job satisfaction as an effort to increase employee work effectiveness has gone well and it can be seen that employees in terms of materials, skills, directions, and meeting employee job satisfaction so as to produce employee work effectiveness while carrying out their duties. This is shown by the opinions of employees towards the company both in terms of the dimension of employee engagement and the dimension of job satisfaction in increasing work effectiveness efforts.

Clientelism and Subservience in Organizational Behaviour and Professional Practice

The purpose of this qualitative study was to discuss the opinions of diverse employees in a developing country where social inequalities, stratification and behavioural attitudes encourage the type of subservient behaviour and clientelistic attitudes that impact organizational behaviour and a tendency towards corruption. A range of qualitative techniques, such as observation, third-person listening, formal and informal dialogue and an in-depth interview approach was adopted to collect data from selected participants through a non-probability sampling strategy. An extreme lack of professional behaviour was observed. The qualitative study of contributions and motivations to these practices reveals a misunderstanding of professional etiquette, leading to a culture of senior officials and subordinate relationships (corruption), lack of responsibility and accountability and negative impacts on organizational policy implementation. The research revealed that networks may have a layered system that informs the activities of actors involved in organizational management. This study is the first evidence that subservient attitudes and senior-subordinate relationships may cause barriers to the execution of professional attitudes and other official rules and norms.

Economic aspects of assessing the loyalty of the personnel of an economic entity

One of the important tasks of personnel management is to determine the level of employee loyalty to the company, which allows assessing the level of staff satisfaction and responding to emerging problems in a timely manner. According to the author, staff loyalty is an integral part of the successful functioning of any enterprise, because it is the employees who ensure its efficiency and competitiveness in the market. Various methods are used to determine the degree of employee loyalty, including surveys, interviews, questionnaires, observation of employee behavior, analysis of certain indicators (for example, staff turnover or the frequency of painful absences). Each method has its advantages and disadvantages, and the choice of the appropriate one depends on the goals and capabilities of the company. Surveys and questionnaires allow you to quickly obtain information about the opinion of employees but may not be detailed enough and do not allow you to ask clarifying questions. Interviews give a more complete picture of the opinion of employees but require more time and resources. Observing the behavior of employees can provide information about how they feel about work, but it does not always reveal the reasons for negative or positive behavior. Analysis of indicators can show what problems exist in the company, but it is not always objective enough and does not take into account the individual characteristics of employees. To achieve the best results, an integrated approach is used, which includes several methods. In addition, it is important to take into account feedback from employees and use the information received to improve working conditions and increase staff satisfaction. The author notes the importance of understanding that the level of employee loyalty to the company directly affects its efficiency and competitiveness in the market. Therefore, regular determination of the level of loyalty and the use of the information received to improve working conditions and increase employee satisfaction are necessary conditions for the successful functioning of any enterprise.

The effect of cognitive abilities on the creative performance of employees: An exploratory study of the opinions of a sample of employees working at Tikrit University / College of Administration and Economics

The research aims to describe the study Variables As well as analyzing the relationship between (cognitive abilities and creative performance), and measuring the impact of cognitive abilities in achieving creative performance. In order to find an answer to the research questions and achieve its objectives, the research depends on two main hypotheses: there is a significant correlation between cognitive abilities and the achievement of creative performance, as well as a significant influence relationship for cognitive abilities in enhancing creative performance. The researcher used the analytical method in order to reach the results, and the questionnaire was a main tool in collecting data and information related to the field aspect of the research, and the University of Tikrit / College of Administration and Economics was chosen as a field for research and testing its hypotheses, and the opinions of (90) employees of the mentioned college were surveyed. The most important conclusions were that the dimensions of cognitive abilities achieved statistically significant correlations with creative performance. These results indicate that creative performance depends largely on cognitive abilities, as the more the college under study tends to adopt the dimensions of cognitive abilities and employ them correctly, the more this contributes to achieving and enhancing the creative performance of employees. As for the most important recommendations, the following should be sought to create an environment that supports and maintains the creative performance of working individuals on the one hand, and educational services on the other hand, as well as urging the administration of the college under study to think seriously and with high interest in terms of cognitive abilities and to look at them according to a future strategic perspective because of their Of the positive effects, as well as the need for the college under study to employ the dimensions of knowledge capabilities in its field of work and at all administrative levels according to a purposeful vision in order to achieve creative performance.

How does Workplace Ostracism Affect Employee Performance? Mediating Role of Psychological Resilience, Moderated Mediation Role of Cyberloafing

Abstract Background and Purpose: Workplace ostracism is the situation in which the employee is rejected and ignored by the employees in the same workplace. Since this is a situation that prevents the success of the employees, it affects the performance of the employee. In this respect we assume that it is an important mediator in terms of experiencing psychological resilience in this relationship. In our research model, we also suggested that cyberloafing will affect the severity of the relationship between workplace ostracism and resilience. Therefore, we suggested that psychological resilience would have a mediator role and cyberloafing would have a moderating role in the relationship between workplace ostracism and employee performance, based on the opinions of employees. Design/Methodology/Approach: Data were obtained from 482 employees of Erzincan Municipality by utilizing the survey method. The obtained data were analyzed by using structural equation modeling to test our hypotheses. Results: It was found that there is a significant and positive correlation between workplace ostracism and psychological resilience, a significant and positive correlation between psychological resilience and employee performance, and a significant and negative correlation between workplace ostracism and employee performance. In addition, it was determined that workplace ostracism has an indirect effect on employee performance through psychological resilience, and cyberloafing has a moderating role in this indirect relationship. Conclusion: Our results showed the importance of the mediator role of psychological resilience and the moderator role of cyberloafing in the relationship between perceived workplace ostracism and employee performance.

Приоритет-2030: риск или успех

The work is devoted to assessing the opinion of employees of Southwestern State University on the implementation of the strategic academic leadership program “Priority-2030”. The author’s sociological research was carried out, which allowed to identify new features of the educational process and the features of the communication space of the Southern State University within the framework of the implementation of the Priority-2030 program. The advantages of this program and possible risks are considered.