Organizational Employee Research Articles

Ideas of class

This text was originally published by David S. Parker in 1998 as an introduction to the book The Idea of the Middle Class: White-Collar Workers and Peruvian Society, 1900-1950, published by Penn State University Press. In the book, the author reflects on the union organization of private employees in Lima (Peru) and the origin of the 1924 law that established a legal distinction between empleado (white-collar employee) and obrero (blue-collar worker). Both the “constructivist” school and the linguistic turn argue that social classes are abstractions, inventions of the collective imaginary, that is, ideas that compete in an ideological market. Among the infinite ways of conceptualizing society, only a few images and discourses become common sense, influencing the formation of identities and inspiring laws and public policies. This text affirms and characterizes that the formation of the middle class concept in Peru is due to ideological, discursive and political processes.

Relationships and identity fusion: Understanding antecedents of employees' megaphoning behaviours in response to corporate misconduct‐related crises

AbstractThe purpose of this study was to understand employees' cognitive and communicative reactions to allegations of corporate misconduct levied against their organization, and identify factors that may impact employees' reactions to such allegations. Specifically, this study focused on the idea of identity fusion as a key factor in helping buffer the organization against the negative cognitive and communicative impacts of corporate crises. Surveys conducted among American employees of large corporations revealed that identity fusion indeed mitigated their negative cognitive and communicative reactions to misconduct allegations, and encouraged positive megaphoning behaviours. Furthermore, identity fusion experienced by employees also mediated the relationship between employee–organization relationships and positive and negative megaphoning intentions. Implications for theory and practice are discussed.

INFLUENCE OF DIVERSITY ON EMPLOYEE SATISFACTION: A STUDY OF TERTIARY INSTITUTIONS IN THE NIGER DELTA REGION OF NIGERIA

This study investigated the influence of diversity on employee satisfaction: A study of tertiary institutions in the Niger Delta region of Nigeria. Discrimination is becoming widespread in the workplace and is harmful to organizations. Any modern business goals should always consist of abolishing all kinds of discrimination around their work environment and creating a positive environment that includes diversity. From a population of 13822, a sample of 389 respondents was chosen for the study. The simple percentage, mean & standard deviation, as well as Pearson Product Moment Correlation analytic methods, were used to analyze the data generated from fieldwork. It was discovered that there is no significant relationship between gender and organizational employee satisfaction, there is no significant relationship between age and employee satisfaction, and there is a relationship between ethnicity and employee satisfaction as well. There is a relationship between education and employee satisfaction. From the findings generated for this study, the researcher recommends that; organizations must consider workplace diversity as an important factor for the satisfaction of employees, organizations that are working in diversity will also focus on ethnicity and development of a common social awareness model, management of organizations should continue to take steps to manage the diversity elements for attaining the satisfaction of employees as well as remuneration, promotion and other motivational incentives awarded to employees should be based on merit rather than tribalism, educational qualifications or age/gender differences so as to establish equity in the workplace.

Effect of the human resources, discipline and infrastructure quality on employee performance

The aim of this study was to test, and analyze the effect of the human resources, discipline and infrastructure quality on performance at the Bulawa Public Health Center, Bone Bolango Regency. The population of this study were employees at the Bulawa Community Public Health Center, Bone Bolango Regency, it consisted of 35 people. This research method used was a quantitative type with a descriptive approach. The analysis technique used Structural Equation Modeling with the Partial Least Square (SEM-PLS) algorithm approach. The results indicated that the quality of human resources had an effect on employee performance with a path coefficient value of 0.598 and a p-value of 0.000. Discipline affected employee performance with a coefficient value of 0.465 and a p-value of 0.003. Facilities and infrastructure did not have an effect on employee performance with a coefficient value of -0.149 and a p-value of 0.252. The organization of employees at public health center has not yet referred to the applicable government regulations and laws in which each employee will be assigned the distribution of human resources, work discipline, and infrastructure needed at the Bulawa Public Health Center.

A Game Theory Approach for Strategic Partnerships in Academic Medicine.

Forming strategic partnerships is vital to academic health centers to further their missions of patient care, education, research, and community engagement. Formulating a strategy for such partnerships can be daunting due to the complexities of the health care landscape. The authors propose a game theory approach to partnership formation with the players being gatekeepers, facilitators, organizational employees, and economic buyers. Forming an academic partnership is not a game that is typically won or lost but is rather an ongoing engagement. Consistent with our game theory approach, the authors propose six basic rules to assist in successful strategic partnership formation for academic health centers.

Bad Employees: Examining Deviant Security Behaviors

ABSTRACT Control balance theory (CBT) is a control-based theory of deviant behavior When imbalances in control between an individual and their environment exist, deviant behavior can occur. However, sufficient violation motivation and the facilitating conditions must exist. Past research has shown that technology itself often provides the means for deviant behavior among organizational employees. Presently, research on employee deviance using technology is underdeveloped in the field of Information Systems. Further, no work has been done to explore CBT in the context of Information Systems Security Policy violations, which are often a form of technology-facilitated deviant behavior. This study examines, for the first time, Tittle’s full set of proposed constructs, including fear, in the context of technology-based employee security deviance. This research uses CBT to demonstrate the importance of understanding the interplay between technology and employee deviance and the role of organizations in preventing it.

How Suboptimal is Work-From-Home Security in IT/ICS Enterprises? A Strategic Organizational Theory for Managers

The COVID-19 pandemic (e.g., especially the first and second COVID waves) had forced firms (organizations) to radically shift a considerable (if not all) proportion of their employees to serve in a work-from-home (WFH) mode. Industry statistics showcase that despite ushering in significant work-flexibility (and other) benefits, the WFH mode has also expanded an organization’s cyber-vulnerability space, and increased the number of cyber-breaches in IT and IT-OT systems (e.g., ICSs). This leads us to an important fundamental question: is the WFH paradigm detrimental to IT and IoT-driven ICS security in general? While vulnerability reasoning and empirical statistics might qualitatively support an affirmative answer to this question, a rigorous, practically motivated, and strategic cost-benefit analysis is yet to be conducted to establish in principle whether and to what degree WFH-induced cyber-security in an IT/ICS system is sub-optimal when compared to that in the non-WFH work mode. We propose a novel and rigorous strategic method to dynamically quantify the degree of sub-optimal cyber-security in an IT/ICS organization of employees, all of whom work in heterogeneous WFH “siloes”. We first derive as benchmark for a WFH setting - the centrally-planned socially optimal aggregate employee effort in cyber-security best practices at any given time instant. We then derive and compute (using Breton’s Nash equilibrium computation algorithm for stochastic dynamic games) for for the same setting - the distributed time-varying strategic Nash equilibrium amount of aggregate employee effort in cyber-security. The time-varying ratios of these centralized and distributed estimates quantify the free riding dynamics, i.e., a proxy concept for security sub-optimality, within an IT/ICS organization for the WFH setting. We finally compare the free-riding ratio between WFH and non-WFH work modes to gauge the (possible) extent of the increase (lower bound) in security sub-optimality when the organization operates in a WFH mode. We counter-intuitively observe through extensive real-world-trace-driven Monte Carlo simulations that the maximum of the time-dependent median increase in the related security sub-optimality ranges around 25% but decreases fast with time to near 0% (implying security sub-optimality in the WFH mode equals that in the non-WFH mode) if the impact of employee security effort is time-accumulative (sustainable) even for short time intervals.

Linking Organisational Justice to Malaysian Public Doctors’ Turnover Intention: A Moderated-mediation Model

Malaysia is working on achieving Universal Health Coverage for its people. On the other hand, the migration of experienced doctors from the public to private sectors is a significant hurdle to achieving universal health access. The scenario harms health systems worldwide, including Malaysia, where many public doctors have resigned from the Ministry of Health. One ground reason for their withdrawal was concerns about the justice system. A review of the literature revealed that a positive perception of organisational justice could inversely impact the level of turnover intention. This serves as a precursor that leads to actual turnover among organisational employees. To a certain extent, organisational citizenship behaviour and personal norm of reciprocity could determine the nature of the interaction between the variables with their mediation or moderation roles. Therefore, this conceptual paper aims to investigate to what extent the mediation of organisational citizenship behaviour and moderation of personal norms of reciprocity could significantly alter the interaction between organisational justice and turnover intention among Malaysian public doctors. The authors believe this is the first study of its kind to integrate organisational citizenship behaviour and personal norms of reciprocity in a moderated-mediation model involving Malaysian public health professionals, particularly doctors.

The Consequences of the Emancipation Process in People with Physical Disabilities: A Qualitative Research

Background: The concept of emancipation in the sense of empowerment, independence, and freedom came to the literature on disability with the emergence of a social model. Despite the importance of this concept, it is still unclear what effects the realization of the emancipation process has on the lives of people with disabilities and society. Objectives: This study aimed to explore the consequences of the emancipation process for people with physical disabilities. Methods: The study was conducted using the grounded theory method in 2021. Participants included 23 people with physical disabilities, a welfare organization manager, a welfare organization employee, a rehabilitation nurse, a physician, and two family members. The research data reached theoretical saturation with 18 individual interviews and two focused groups with 11 people with physical disabilities. 5 people were in the first group, and six were in the second group. Results: Data were analyzed based on the approach of Corbin and Strauss (2008). Data analysis led to 833 codes, seven sub-themes, and three main themes. The main themes included excellence and growth, functional health, and realization of a disabled-friendly society, and subthemes included self-actualization, self-determination, improving personal performance, economic self-sufficiency, improving social relationships, cultural acceptance of disability, and realization of social participation. Conclusions: The emancipation process leads to positive outcomes in the lives of individuals with physical disabilities. These consequences appear in individual areas, such as improving performance and self-sufficiency, social participation, and promoting community culture, which can be useful in planning and policy-making focusing on the realization of the emancipation process. A rehabilitation team can assist in achieving emancipation and its consequences.

Compensatory beliefs in the internet gratification behavior: A study of game-based assessment.

Internet gratification behaviors (IGB) may lead to sub-optimal performance in schools and workplace as well as mental health problems such as Internet addiction. The present research examines this phenomenon, focusing on the compensatory belief (CB)-a belief that the negative impact of a certain behavior can be compensated or neutralized by another positive behavior-as a potential psychological mechanism for IGB. An interactive-narrative-style game-based assessment was designed and responses from a random-sampled population of 1,298 participants including college students and organizational employees were collected online. It was found that around 40% of college students and organizational employees would activate some kind of compensatory beliefs when facing with the internet temptation. Those who failed to perform compensatory behaviors afterwards were more likely to regret than those who were able to perform them, which was consistent with the prediction of the CB theory. This study expands the applicability of the CB theory to the field of internet addiction, enriches the understanding of the psychological mechanisms of internet addiction, and suggests that the interactive-narrative-style game-based assessment may be a practical method to study the CB.

A Study of the Issues and Proposed Solutions for the Operation of the Gyeonggi-Do Career Center: Focusing on the Ordinances

The purpose of this study is to identify the heads of the Gyeonggi Career Experience Support Center's perceptions of the operation of the center and to suggest policy directions for qualitative growth and performance enhancement of the center. A total of 10 participants, including 2 Gyeonggi scholars in charge of career pathways and 8 leaders of the Gyeonggi career experience support center, participated in the first Delphi test and the second and third in-depth interviews. As a result of the first Delphi survey, in-depth interviews were conducted by nomadizing them into an organization, work, qualification, training, and others. First, the organization cited the stability of status, the size of the organization of qualified employees, and the standardized center assessment index as a result of the in-depth interview. Second, the division of tasks based on significance and the usage of the Base Center were discussed since it is difficult to complete all of the tasks specified in the ordinance. Third, qualification and training refer to the expansion of qualifications and periodic training of center members. Fourth, others referred to the revision of ordinances, consulting, and establishment of a career education center. In conclusion, it was first suggested to ensure the homogeneity of the organizational structure and human resources throughout 31 career experience support centers in Gyeonggi-do. Second, it was advised that the center employees broaden their credentials and offer training to develop their skills in order to obtain expertise in accordance with the expansion of the center's activity. Lastly, a proposal was made to construct the Gyeonggi Jinro Education Center as the control tower for the administrative and financial support of 31 centers in Gyeonggi-do.

Effect of Psychosocial Safety Climate on Organizational Citizenship Behaviours of Operators in the Ready-Made Garment Industry in Bangladesh

This study aimed to explore the effect of four dimensions of psychosocial safety climate (PSC) on organizational citizenship behaviour toward individuals (OCBI) and organizations (OCBO) of operator-level employees of the ready-made garment (RMG) industry in Bangladesh. Despite having plenteous research in the PSC and OCB literature, the development of theoretical models and validation were the gaps that required attempts to investigate the role of specific dimensions of PSC on the employees’ positive behavioural outcomes. The study followed quantitative, co-relational and cross-sectional approaches to examine the responses of 327 sample participants. The population of this study was all operating employees of the RMG organizations registered with BGMEA located in Dhaka. The study collected data through a structured questionnaire following the survey method. The present study developed a theoretical model and employed the PLS-SEM technique to justify the reliability and validity (convergent and discriminant) of the measurement model and test the study hypotheses through the structural model assessment. The study employed SPSS v.20 and Smart PLS v.3.3.3 for common method variance and the descriptive and inferential statistical assessments. The study results supported six hypotheses out of eight and unveiled that the employees’ perception of three dimensions of PSC (PSCMS, PSCOC and PSCOP) had positive impacts on OCBI and OCBO. Besides, the other two hypotheses were not supported by the study results, where the impacts of PSCMP on OCBI and OCBO were examined. The study discussed its findings in alignment with previous research reports and presented suggestions for future researchers and practitioners. This study poses theoretical implications in developing and corroborating a new conceptual model in PSC and OCB literature that cover the impact of each dimension of PSC on employees’ OCBI and OCBO. The findings of this study will contribute practically by sending a message to the higher authority of Bangladeshi RMG organizations that the employees’ psychosocial well-being oriented managerial support, communication, and participation will persuade the employees to expose the greater extent of OCB.

The commitment to the organization of executives and employees in Thai Beverage Public Company Limited.

The commitment to the organization of executives and employees in Thai Beverage Public Company Limited.

Investigating the impact of organization culture, personal-job fit and employee engagement on turnover intention: An assessment of IT sector from an emerging market perspective

Investigating the impact of organization culture, personal-job fit and employee engagement on turnover intention: An assessment of IT sector from an emerging market perspective

On the impact of excessive document flow on the labor activity of a budgetary organization employee

The causes and results of the formation of excessive workflow in budgetary organizations are analyzed with the help of mathematical modeling. The model was built taking into account the opinion of the former head of the Ministry of Economic Development of the Russian Federation Maxim Oreshkin, according to whom excessive reporting consumes a huge amount of resources, and therefore can be generated with a hostile intent to create an obstacle to achieving national goals. The model is based on the following assumptions: An agent (an employee of a budgetary organization) cannot refuse to carry out the reporting burden. An official (an employee of a higher ranking organization or a representative of government bodies) has an uncontrolled and unlimited opportunity to demand that the controlled organization draw up documents in the form proposed by him and provide them within the specified time. The utility of the official increases with receipt of these documents. It is shown that under such conditions the official benefits by unlimitedly increasing labor intensity of the reporting burden imposed on the agent. As a result of an increase in the amount of unpaid effort spent by an agent on reporting, his activity, which is determined by the part of paid efforts that exceed their minimum volume, drops to zero. The activity of two officials is compared: one of them has no hostile intentions and simply increases his work’s utility, while the other pursues a hostile goal to paralyze the work of the controlled organization. It is shown that there is only a quantitative difference in the results of their activities: the threshold value of the complexity of tasks, the achievement or exceeding of which destroys the activity of the agent, is lower in the case of a hostile official. Three possible ways of limiting the activity of an official are discussed: taxing the controlling organization with a corrective tax, full compensation for the costs of the controlled organization, and legislative restriction of document flow.

Career Development and Employee Performance in Private University : a Study of UNTAG Semarang, Central Java, Indonesia

This study was an attempt to explore the nexus between career development and employee job performance in UNTAG Semarang, Central Java, Indonesia. The study was necessitated following the need to institute career development programs in organizations for employees to acquire additional knowledge for improved job performance. This study was a survey-type of research that employed a correlational design in an attempt to ascertain the magnitude of the relationship between the studied variables. Structured questionnaires were administered to a sample size of 250 drawn from the population of the study. The Likert 5- point scale was used in quantifying responses while simple regression was employed in determining the degree of the relationship between career development and employee job performance. The result shows a strong relationship between career mentoring and the quality of employee job performance in the organization and concludes that organizations that wish to improve on employee job performance must institute and entrench career mentoring necessary for skill acquisition. The study recommends that organizations should encourage career counseling activities as a leeway to providing a sustainable framework upon which employees acquire the needed operational skills that will enhance their job performance in a typical organization.

How ex-employee citizenship behavior is generated: From the perspective of legacy identification.

The termination of employment is not the end of an organization-employee relationship. As ex-employees can provide various benefits to their former organizations, and a large number of ex-employees have accumulated in enterprises because of increased employee mobility, research on ex-employees' contribution behavior, and how it is generated are significant to organizations in making use of their ex-employees effectively and consequently improving organizational efficiency. Based on the research into organizational citizenship behavior, Study 1 extended the focus of organizational citizenship behavior research to include ex-employees, introducing the concept of ex-employee citizenship behavior. The measurement of ex-employee citizenship behavior was developed based on Hinkin's tutorial. Using social identity theory, Study 2 discussed how ex-employee citizenship behavior is generated. A two-wave survey of 291 former employees was conducted. Hierarchical regression analysis and the bootstrap method were then applied to test the hypotheses. The results showed that legacy identification was positively related to ex-employee citizenship behavior. Furthermore, the interaction between perceived organizational prestige and perceived insider status was positively related to legacy identification. Perceived organizational prestige and perceived insider status were also indirectly and interactively related to ex-employee citizenship behavior through legacy identification. The positive relationship between legacy identification and ex-employee citizenship behavior was moderated by the cooperative relationship between the current and former organizations. Additionally, the indirect positive effect of the interaction between perceived organizational prestige and perceived insider status on ex-employee citizenship behavior through legacy identification is moderated by the cooperative relationship between the current and former organizations. The theoretical and practical implications of this study were discussed. Finally, the limitations of this study were presented alongside suggestions for future research.

Leader Apology in the Employee–Organization Relationship: The Roles of Subordinate Power Distance Belief and Leader Competence

According to the organizational support theory, leaders' words and deeds are not only the products of their own will but also a reflection of organizations' standpoints. We thus focus on leader apology in the case of organizational transgressions and predict that leaders' apologetic acts are likely to influence employees' organization-oriented attitudes and behaviors. Specifically, leader apology is hypothesized to positively influence employees' perception of organizational support, which in turn, is positively associated with employees' helping and risk taking behavior. Furthermore, drawing upon the organizational support theory that delineates the discretion and value perceived in the employee-organization relationship, we further propose that employees' perceived leader competence and power distance belief serve as two contingencies that influence the relationship between leader apology and employees' perceived organizational support. In particular, this relationship is stronger when employees perceive higher leader competence or hold stronger power distance beliefs. Two multi-wave data collected from hospitality employees support these hypotheses. The findings provide a new perspective to comprehending leader apology within the employee-organization relationship wherein leaders are considered as organizational agents. This research extends the existing literature on leader apology that largely focuses on leader apology following leaders’ transgressions and leader-oriented outcomes.

Exploring the Relationship between Organizational Culture, Organizational Commitment and Performance in Commercial Banks in Two African Countries

Although the relationship between organizational culture, organizational commitment and organizational performance has been thoroughly researched in most developed countries, not much research has been conducted in developing countries, especially in Africa. Thus, being sparked by the erratic performance, an on-line survey was conducted among to reflect the above relationships. With respect to organizational employees from a commercial bank in two African countries, to test 12 (twelve) hypotheses which were postulated commitment, the study focused on the three antecedents, namely, normative, affective and continuance commitment, rather than the composite concept. Upon analysis of the data from a non-probability sample of 265 respondents using structural equation modelling, it was ascertained that there is no relationship between the three antecedents of organizational commitment and the performance of employees in both the combined, as well as in the individual bank samples. However, although no relationship existed between organizational culture and employee performance, a strong positive relationship was ascertained between organizational culture and organizational performance. Considering that the findings do not necessarily concur with much of what has been reported in the literature, the implications of the findings on the performance of the sampled banks as well as for future research, are discussed.

Employee Assistance Programs: A Misunderstood and Underused Resource for Nurses.

As the focus on nurse well-being evolves, an important consideration is the role of an organization's employee assistance program (EAP). Employee assistance programs are historically underused by employees and are not understood in terms of the depth of services and partnerships they can offer. Nurse executives have a key role in maximizing EAP services and utilization as ones who refer staff and who can influence and decide on an EAP partner and related programs and services. This column discusses how EAPs can be a significant tool for nurse leaders in supporting employees.