Employee Participation Research Articles (Page 1)

Purpose Tourism and hospitality generate and face risks that undermine the climate and significantly impact employees’ careers and health, exacerbating their existing economic vulnerability. Despite their precarious situation, these employees can play a pivotal role as active contributors to climate action, contributing to saving the planet, sustaining the sector, ensuring its future and improving their circumstances as long as their challenges are recognized and appropriate interventions are implemented. However, employees and what enables or triggers their contribution have often been overlooked due to the predominant focus on tourists’ behaviors. This viewpoint aims to bring attention to this oversight, focusing on how to enhance employees’ contributions to climate action while mitigating their vulnerability. Design/methodology/approach This study is a viewpoint. It is based on the authors’ opinions and experiences, supported by both gray and academic literature. Findings At the moment, there is more emphasis on how tourists’ behaviors can reduce the contribution of tourism and hospitality to climate change rather than on how employees can mitigate climate change through their work. Climate change has adverse consequences for employees’ careers and health, which can be alleviated through heightened involvement in climate action. Though highly vulnerable, employees can play a crucial role in advancing climate action when their challenges are properly addressed. Interventions such as enhancing engagement, upskilling and fostering a sense of purpose are essential to empowering meaningful employee participation. Ultimately, climate initiatives are more effective when employees are recognized not as passive actors but as active contributors to sustainability. Practical implications This viewpoint highlights that employees are a key organizational capability through which tourism and hospitality organizations can reduce their impact on climate change. It informs managers, HR professionals and policymakers on actions to enhance employees’ contributions to climate action. Originality/value This viewpoint offers a novel perspective by shifting the predominant focus on tourists to employees in tourism and hospitality, highlighting their dual role as both vulnerable to climate change and potential agents of change. It discusses how climate-related risks threaten employees’ careers and health, and how strategic organizational support, particularly through a human resource management perspective, can empower their role in advancing climate action. By reframing the discussion, it expands the sustainability discourse in the industry and highlights the importance of employee-centered approaches often overlooked in current literature.

This study investigates how dynamic capabilities enable green innovation and enhance corporate environmental performance in Chinese organizations. Drawing on Dynamic Capability Theory, the research examines the role of perceived green leadership support, digital infrastructure for sustainability, and green organizational culture in shaping employee participation in open innovation and, in turn, influencing corporate green performance. A quantitative design was employed, with survey data collected from 482 employees across environmentally regulated sectors in China. Structural equation modeling using SmartPLS was applied to test six hypotheses. The results demonstrate that both green leadership support and digital support significantly promote employee participation in open innovation, which emerged as the strongest predictor of perceived corporate green performance. Leadership and digital support also exhibited direct positive effects on green performance, confirming their independent importance as organizational enablers. Effect size analysis indicated that employee participation in open innovation had a medium effect on corporate green performance, while all other relationships were small. Contrary to expectations, green organizational culture did not significantly moderate the innovation–performance relationship, suggesting that cultural orientation may act more as a contextual baseline than as an active enhancer of dynamic capability deployment. These findings contribute to theory by clarifying the micro foundations of sustainability-oriented dynamic capabilities and by integrating open innovation into the dynamic capabilities framework. Practically, the study provides guidance for managers and policymakers in China seeking to align leadership development, digital transformation, and employee innovation engagement with national dual-carbon goals and broader sustainability agendas.

This article explores the ethical dimensions of cloud-based human resources technologies in aviation, examining the intersection of digital transformation with the unique challenges of a safety-critical industry. It analyzes how these technologies reshape employee monitoring, performance evaluation, and psychological assessment while creating new power dynamics between organizations and aviation professionals. Through examination of case studies, including mental wellness tools and performance review systems, the article develops a framework for human-centered design that balances automation with meaningful oversight, transparency, and employee participation. It proposes governance mechanisms that address regulatory complexities across international jurisdictions while establishing stakeholder engagement models, accountability structures, and grievance platforms. The article concludes by articulating a vision for socially responsible implementation that harnesses technological capabilities while preserving the professional judgment, psychological well-being, and human dignity essential to aviation safety and operational excellence.

This research was conducted to evaluate the effectiveness of behavior-based safety approach as an incident prevention tools in selected construction companies in Port Harcourt. Analytical and cross-sectional research design approach was adopted. Primary and secondary sources of data collection were employed via the administration of a structured questionnaire. The population comprised of 542 workers (70 from small scale, 472 from medium scale company) from which 230 participants were sampled. 230 questionnaires were distributed and only 199 questionnaires were correctly filled and returned representing 86.5% response rate. Data analysis was done using SPSS version 25.0 software and Excel statistics. Pearson correlation analysis showed that there is a significant and positive relationship between BBS and incident prevention because the correlation coefficient r is 0.602 indicating strong positive relationship and p-value is 0.000<0.01indicating significant relationship. This means that continuous improvement in the BBS approach will lead to a great reduction of incidents in construction companies. This suggests that the tendency of occurrence of incidents decreases as BBS rises. Results also reveals that there are some practices and behaviors identified by the BBS approach that might significantly influence incident prevention, as shown by the relatively strong positive association. Methodically collecting and analyzing data on safety behaviors and observations, training and education, employee participation, safety equipment and resources, workload and time pressure, and enhancing safety based on BBS findings were all components of this particular activity. There was a high probability that incidents will rise in the organizations unless these practices are implemented. The study recommended that construction firms should implement a comprehensive BBS program and create a positive safety culture that encourages employees to speak up about safety concerns.

Purpose This paper focuses on international engineering contracting enterprises (IECEs), exploring the impact mechanism of core competence on corporate social responsibility (CSR) as well as the mediating role of employee participation, customer expectations and CSR strategies in this relationship. Thereby, which helps IECEs leverage their core competence to better fulfill CSR. Design/methodology/approach This study used the questionnaire method to collect 272 valid questionnaire data. Based on the questionnaire data, this study employs partial least squares structural equation modeling (PLS-SEM) to examine the relationship between core competence and CSR as well as the mediating effects within the model. Findings The PLS-SEM results indicate that in IECEs, core competence has a positive impact on CSR. Strong core competence provides a guarantee for enterprises to fulfill CSR and enables them to do so more effectively by leveraging their core competence advantages. In addition, the three mediating variables of this study, employee participation, CSR strategies and customer expectations, play a positive mediating role between core competence and CSR. Originality/value This study enriches the research on the factors influencing CSR and provides useful insights and suggestions on how IECEs can better fulfill their social responsibilities.

ABSTRACT This paper examines the role of vocational education and training (VET) in innovation by comparing the participation of VET-qualified employees with that of university graduates such as scientists and engineers. Using individual-level data from the German manufacturing sector, we distinguish between initial VET qualifications (acquired through dual apprenticeships) and higher VET qualifications (e.g. master craftsmen or technicians). The results show that university graduates dominate formal research and development (R&D) activities. However, VET-qualified employees – particularly those with higher VET qualifications – strongly participate in both the invention and implementation phases. Initial VET graduates are especially active in implementation, notably in introducing new machinery, equipment, and technologies. Higher VET graduates play a crucial bridging role between R&D and the shop floor, facilitating knowledge transfer across qualification groups. Participation patterns also vary by firm size, with larger firms displaying clearer task allocation and specialisation. Overall, the findings demonstrate that innovation in manufacturing relies on the complementary strengths of vocational and academic qualifications, which are rooted in their respective knowledge types and firm-level modes of learning and innovation.

This study explores the role of human-centric Artificial Intelligence (AI) in enhancing organisational productivity across diverse Asian contexts. As AI technologies become integral to the digital transformation of workplaces, there is a growing emphasis on deploying AI systems that augment human capabilities while ensuring ethical, inclusive, and socially responsible results. This study investigates how organisations in Asia—specifically in Singapore, South Korea, India, Japan, and China—integrate human-centric AI principles to drive productivity improvements. Employing a qualitative comparative case study methodology, data from organisational documents, expert interviews, and productivity reports were thematically analysed from various secondary sources to uncover patterns and challenges in human-AI collaboration across diverse sociocultural contexts. The findings reveal that organisations adopting transparent and inclusive AI governance, such as Singapore’s multi-stakeholder frameworks and South Korea’s public-private partnerships, demonstrate significant efficiency gains and workforce satisfaction. Conversely, centralised governance models, such as China’s, emphasise social stability but reveal potential tensions surrounding employee participation in AI oversight. India’s grassroots-driven AI applications illustrate how contextualised human-centric AI can optimise productivity in underserved sectors. Japan’s integration of AI governance with social welfare underscores the ethical concerns unique to an aging society. This study highlights key productivity benefits, including task automation, decision-making acceleration, and innovation facilitation. However, challenges persist, notably workforce digital skill gaps, infrastructural limitations, and ethical governance complexities. This study advocates for culturally sensitive, adaptive governance, continuous digital literacy investment, and participatory change management to ensure that AI technologies augment rather than replace human potential. These findings offer valuable insights for policymakers and organisational leaders seeking to harness human-centric AI to sustainably boost productivity while safeguarding ethical standards in Asia’s pluralistic workplaces.

This paper takes Shandong Xinjian Sports Goods Co., Ltd. as the research object, and uses a questionnaire survey method to explore the influencing factors of employee job dedication and psychological identification and the relationship between the two. The study found that employees generally believe that cognitive, emotional and behavioral factors affect their level of job dedication; psychological identification significantly affects employee job dedication, and the higher the employee's identification with compensation management, leadership style and performance appraisal, the higher the job dedication; the difference in job dedication and psychological identification between employees with different characteristics is not significant; there is a significant positive correlation between employee job dedication and psychological identification; compensation identification, decision-making participation identification and performance system identification all significantly affect employee job dedication, with decision-making participation having the greatest impact. Based on the research results, this paper puts forward suggestions for optimizing the compensation and benefits system, improving the performance management mechanism, and strengthening employee participation in decision-making, in order to provide a useful reference for improving employee job dedication and promoting high-performance management in enterprises.

The food and beverage industry is one of the most important sectors of the Vietnamese economy, not only because of its contribution to GDP but also because it creates millions of jobs for workers. With a large population, a rich culinary culture, and a potential domestic market, this industry is on the rise and attracts significant investment interest from both domestic and international investors. The purpose of this study is to evaluate, analyze, and measure the influence of financial resources and marketing strategies on the competitiveness of food and beverage (F&B) enterprises in Vietnam, and to propose recommendations to help F&B enterprises in Hanoi improve business performance and expand their scale. Methodology involved a survey conducted with the participation of employees from F&B enterprises in Vietnam, including members of the board of directors, accounting departments, and sales departments. However, only 250 survey forms met the requirements and were processed. Analytical methods such as descriptive statistics, Cronbach's alpha coefficient analysis, exploratory factor analysis (EFA), correlation analysis, and regression models were used to test and measure the scales. The research results indicate that financial resources and marketing strategies positively influence the competitiveness of F&B enterprises in Vietnam to varying degrees. This study utilizes the contents of financial resources and marketing strategies of firms, along with the firms' competitiveness based on prior research in the field. In the context of digital technology, food safety, and essential consumer needs, these variables serve as useful solutions for firms.

The internal training program of KPLH (SAKTI) at PT Antareja Mahada Makmur Jobsite Mifa has not been effective in forming safe behavior. The main problems include low training implementation (30.8% of the plan), low employee participation (6.2% of 2,830 people), and the dominance of unsafe behavior and personal factors as causes of work accidents. Based on the results of the analysis of the identification of the root causes of the ineffectiveness of the internal training of KPLH SAKTI is due to the absence of a real-time monitoring system, suboptimal trainer appointment, the absence of TNA-based needs analysis, and the absence of a post-training evaluation mechanism. The innovation of the Mining Occupational Safety and Health (KPLH) Training system (SAKTI) which is more structured and digitally based has resulted in a significant increase in participant participation (Q1: 6.2% to 15.3% in Q2), increased training implementation (Q1: 30.8% to 53.8% in Q2), as well as evaluation of learning outcomes with the achievement of a score of >70 and the implementation of safe behavior in the workplace. to 15.3%, training implementation realization at 53.8%, and learning outcome evaluations above 70, which contribute to the implementation of safe behavior in the field. Other impacts achieved from this innovation include strengthening a behavior-based safety culture, improving the quality of the training system in accordance with the standards of the Director General of Mineral and Coal Mining Decree No. 185/2019, and contributing to the development of human resource competencies in K3.

Supply chain performance refers to the ability of an extended supply chain to meet end-customer demands through responsive inventory and capacity management, timely delivery, and product availability. This study sought to establish the influence of employee capabilities on supply chain performance. The study was anchored on the Resource-Based View Theory. A descriptive survey research design was employed, targeting four sugar manufacturing firms with a total population of 281 respondents. A sample size of 165 was selected using purposive and simple random sampling techniques. Data was collected using structured questionnaires. A pilot study conducted at Kibos Sugar Company in Kisumu County tested the reliability and validity of the research instruments. Reliability was confirmed with Cronbach’s alpha coefficients of 0.7 and above, while validity was ensured through expert reviews. Data analysis involved descriptive statistics (frequencies, percentages, means, and standard deviations) and inferential statistics, including linear regression. The findings revealed that employee capabilities (r = 0.664, R² = 0.441, p = 0.000) had significant positive effects on supply chain performance. The study recommends that sugar manufacturing firms invest in enhancing employee competencies, streamline production cycles, improve fleet management systems, and promote effective information sharing. Additionally, adopting democratic management styles that encourage employee participation and innovation is essential for optimizing supply chain performance.

ABSTRACTIn South Korea, traditional indirect voice mechanisms are being replaced by formal direct voice mechanisms controlled by employers: employer‐sponsored voice practices (ESVPs). This creates an opportunity to encourage employees to speak up about issues related to their work; however, the mere presence of ESVPs tells us little about how employees experience these management practices. Building from signaling theory, we develop a multilevel employee voice process model to investigate how an organization's ESVPs are associated with employees' perceived ESVPs and, in turn, employee perceptions of voice efficacy and voice safety. We suggest that this process is further moderated by the organizational climate for employee participation. A cross‐level investigation of employee voice perceptions involving 476 employees across 22 organizations in South Korea was conducted. The results show that organizational ESVPs are indirectly positively related to employee perceptions of voice efficacy via perceived ESVPs, while the same pattern was not found for employee perceptions of voice safety. The results further demonstrate a moderation effect of participative climate on the relationship between perceived ESVPs and employee perceptions of both voice efficacy and safety. The findings have important implications for both employee voice theory and practice.

ABSTRACT This study analyses how employer-initiated organisational policies and representative employee participation influence employees’ control over their work. Using combined individual-, organisational-, and country-level data from over 23,000 employees across 33 countries, it addresses a key gap in research that often focuses solely on individual-level determinants of task-level control. The findings demonstrate that while employee participation and employer-initiated psychosocial safety measures at the organisational level independently enhance task-level control, their alignment—particularly at the industry level—produces the most substantial effects. This interaction underscores the importance of coordinated efforts between management and employee representatives to improve working conditions. Integrating these practices into broader human resource strategies offers the potential to foster greater adaptability and resilience among employees. The study emphasises the need for a multi-level approach to working conditions in both research and policy.

Objective: This study aimed to analyze the state of strategic renewal practices among decision-makers at the Ministry of Youth and Sports from the perspective of its employees. It also sought to examine the relationship between these practices and the effectiveness of operational performance. Methodology: The research adopted a descriptive-analytical method. A specially designed questionnaire, which measured four dimensions of strategic renewal, was administered to a stratified random sample of 150 employees. The instrument's validity and reliability were verified using factor analysis and Cronbach's Alpha coefficient. The data were then analyzed using SPSS software. Findings: The results showed that employees hold positive perceptions of strategic renewal practices, and that all four dimensions, strategic awareness, participation, change management, and continuous evaluation, are implemented at a high level. The study also revealed strong positive correlations among these dimensions, confirming that they function as an integrated system. Discussion: The findings support existing literature, which emphasizes that strategic renewal is essential for the public sector and that employee participation in this process reduces resistance to change. The results suggest the ministry has moved beyond traditional administrative inertia and has a solid foundation for continuous improvement. Conclusion: The research concludes that the Ministry of Youth and Sports has taken significant steps toward adopting strategic renewal. The key to sustainable success lies in enhancing strategic awareness and expanding employee participation. The study recommends leveraging these positive findings to build future action plans based on continuous evaluation and innovation.

The South African education landscape is facing gradual change to meet the ever changing and turbulent environment. Sustainability and retention of human capital is greatly dependent on the involvement of employees in as far as organisational change and decision-making is concerned. This paper is presenting a study conducted at a university that underwent changes in the few years prior to the study. Unfortunately, hardly ten years later, there was a de-merger followed by an immediate change in processes within the organisation as well as a name change. The study was conducted with the aim of exploring the employees’ understanding of the changes that took place, their engagement in the whole change process and whether they felt that the changes that took place were effective or not. A qualitative study was conducted with the employees. The sample was drawn from both administrative and academic staff of the institution. Obtained data in the study were analysed using the NVIVO version 14 through the principle of thematic analysis. Results of the study show that employees were dissatisfied with the way change was managed at this particular university. The paper recommends more communication and engagement of all relevant stakeholders in future change management endeavours.

This study investigates the influence of internal control, green budgeting, and employee participation on environmental accountability in green property companies in Indonesia. Employing a quantitative research design, data were collected from 140 respondents using a 1–5 Likert scale questionnaire. The data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS 3). The results show that internal control has a significant positive effect on environmental accountability, demonstrating the role of strong monitoring and evaluation systems in enhancing compliance with sustainability practices. Green budgeting also exhibits a positive and significant impact, highlighting the importance of allocating financial resources toward environmentally friendly initiatives. Furthermore, employee participation significantly strengthens environmental accountability, reflecting the need for inclusive involvement in organizational decision-making related to sustainability. Overall, the findings emphasize that integrating robust governance mechanisms, environmentally oriented budgeting, and employee engagement can substantially improve environmental accountability in Indonesia’s green property sector. These results provide both theoretical contributions to sustainability research and practical recommendations for policymakers and business leaders seeking to align corporate practices with global environmental standards.

Large-scale commercial activities in economic centers like Hanoi contribute to tax collection, attract capital (investment in stores, warehouses, and digital platforms), and are attractive to domestic and foreign investors. The purpose of this study is to evaluate, analyze, and measure the influence of financial and human resources on the business performance of commercial enterprises in Hanoi City to propose some recommendations to help commercial enterprises in Hanoi City improve business performance and expand scale. Methodology via a survey was conducted with the participation of employees of commercial enterprises in Hanoi City, including the board of directors, accounting department and sales department. However, only 285 survey forms met the requirements and were processed. Analytical methods such as descriptive statistics, the Cronbach alpha coefficient analysis, EFA analysis, correlation analysis and the regression model are used to test and measure the scales. Research results show that financial resources and human resources have a positive influence on the business performance of commercial enterprises in Hanoi City. This research uses the contents of the financial resources and human resources of firms and the business performance of firms based on prior studies in the realm of firms. Within the context of digital technology, these variables are useful solutions for firms.

Purpose Drawing on social exchange theory, this study examines the effect of green human resource management (GHRM) on two types of employee green innovative behavior (in-role and extra-role), with employee participation as a moderator. Design/methodology/approach The hypotheses were verified based on data from 397 respondents employed in the production departments of manufacturing companies in Poland. PLS-SEM was applied in the statistical process. Drawing on the “House of participation” model, employee participation was treated as a categorical variable in this study. Findings The study demonstrates that GHRM positively influences two types of employee green innovative behavior; however, the impact of GHRM on extra-role behavior is higher than on in-role behavior. Similarly, the conditional impact of employee participation on the “GHRM – extra-role green innovative behavior” relationship is higher than that on the “GHRM – in-role green innovative behavior” relationship. Practical implications The results of this study suggest that to foster employee involvement in sustainability efforts, employers should encourage employees to come up with green ideas and initiatives. More independence and autonomy positively interact with GHRM and boost employee enthusiasm to bring new innovative value to the organization. Originality/value This study adds to the literature on GHRM by exploring a unique research framework covering two types of employee green innovative behavior and the neglected factor of employee participation (including employee structural empowerment as the highest level of participation). It also offers practical implications.

ABSTRACT The current research unfolds the moderating effect of meaningfulness at work on the relationship between participative and ethical leadership and employees’ green innovative service behaviors (GISB) in the restaurant industry in China. Sustainable management strategies continue to rise, and employee participation in green activities is crucial. Using the framework of Self Determination Theory (SDT) the study examines how leadership behaviors promote a workplace environment that supports employees’ voices and interest in sustainability-related issues. The current study used 487 restaurant employees from mainland China with the help of a multi-wave survey method. The outcome of this research reveals that there is a significant and positive relationship between both participative and ethical leadership and meaningfulness to the employee’s GISB. Also, meaningfulness at work is a major mediator between leadership styles and GISB. Thus, the study draws attention to leadership as a crucial factor in fostering an empowering and ethical organizational environment with meaningful, responsible engagement of employees in organizational sustainability initiatives. Thus, the findings of this research enhance that focus on leadership, motivation, and green innovation among the employees of the restaurant business in China and provide important insights for practitioners who want to encourage employees’ sustainable actions.

BackgroundOrganizational change remains a critical challenge in the industrial sectors of the Kingdom of Saudi Arabia, where leadership practices and deep-rooted cultural norms significantly influence transformation efforts. Despite a growing body of global change management literature, limited empirical research addresses the interplay between cultural dynamics and change management within the Saudi context.ObjectiveThis study examines how change management techniques and cultural elements jointly affect employee engagement and performance in Saudi Arabia’s industrial sector. Kurt Lewin’s change management model serves as the theoretical foundation, providing a structured lens for analyzing transformation processes.MethodsA quantitative research design was adopted, using a self-administered survey completed by 477 employees from diverse industrial firms across Saudi Arabia. A pilot study ensured the instrument’s validity and reliability. Structural Equation Modeling (SEM) was employed to evaluate relationships among change management practices, cultural factors, and employee outcomes.ResultsThe findings reveal that leadership—when aligned with culturally appropriate practices—significantly enhances employee engagement and performance. Transparent communication, employee participation, and targeted training were identified as critical enablers of effective change. Furthermore, cultural factors moderated the impact of change management strategies, emphasizing the necessity of context-sensitive approaches.ConclusionThis study contributes theoretically by integrating cultural considerations into change management frameworks, addressing a gap in region-specific organizational research. Practically, the results offer actionable insights for leaders and HR professionals aiming to design culturally responsive change strategies. The novelty of this research lies in its empirical focus on the Saudi industrial sector, providing evidence-based guidance for managing change in culturally complex environments.