Employee Perceptions Research Articles

Organization of Vaccination Sites in Quebec: Perception of Users, Employees and managers

Abstract Since late 2020, vaccination sites have emerged rapidly in order to protect the population against COVID-19. Health services in Montérégie (Québec) are provided by three organizations. Each adopted a different approach to immunization. The Regional Public Health Department took this opportunity to describe, compare, and explain these three approaches. A mixed methods design through a multiple case study was conducted. Users, employees and managers were interviewed at the end of 2021 on several performance-related topics. Individual interviews with employees and managers in mid-2022 further explored these topics. 38 managers, 360 employees, and 946 users participated in the survey. 9 managers and 10 employees were interviewed. Most participants were satisfied with vaccination organization regardless of the model used, mainly because of high geographic and temporal accessibility of the sites. Further signage to indicate directions could optimize accessibility. High adaptability was essential for managers and employees. Training strategies such as people to refer to and pairing allowed to better deal with frequent changes and staff rotation. The addition of ongoing training could be beneficial. Rapid changes in employee schedules were identified as a challenge. The use of technology-based scheduling tools, accessible to all, brought added flexibility, which was appreciated. Several ideas were used to communicate updates on a daily basis. However, timely implementation of new recommendations remained an ongoing challenge. Dedicated clinics for specific clienteles were successful. Community partnerships were generally beneficial, although establishing more of them could potentially reach other vulnerable communities. To improve accessibility and minimize health social inequities, a greater investment in local partnerships might reach more vulnerable clienteles. Regular communication and innovative employee support are key elements to improve fluidity of operations. Key messages • Reaching out for vulnerable clienteles is essential to minimize health social inequities. • Rapid changes in services needs underlign fluidity communication importance.

A system dynamics model based on ISM for risk perception in emergency by employees in chemical industrial parks

Risk perception is one of the factors that guide human behavior in the workplace. In accident prevention and emergency response, the risk perception of employees affects the safety behaviour and efficiency of emergency disposal. Besides, risk perception is a complicated process restricted by many influencing factors. The study aims to identify the most important factors affecting risk perception. This study had three phases. In the first, factors affecting the risk perception were extracted based on the questionnaire survey and the expert scoring. Then, the Interpretive Structure Model (ISM) was used to stratify the 14 influencing factors of risk perception and obtain a hierarchical structure chart. Finally, by analyzing the influence paths in the ISM, the system dynamics feedback loop diagram was constructed. The model took the state variable “risk perception→ risk response→ risk identification→ risk communication→ risk perception” as the main circular loop, and was supplemented and perfected by multiple feeder loop circuits. Research indicates risk experience is the most fundamental factor affecting risk perception. In the aspect of sensitivity analysis, the study shows that the risk perception of employees is related to the distance of the risk source. Its effectiveness in quantifying qualitative data, identifying influential factors, and establishing cause-effect relationships make it a valuable tool for enhancing risk perception in chemical industry park.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

Employee Perceptions and Intention to Leave Among Academic Staff in Public Universities in Kenya

Purpose: The specific objectives of the study included perceived organizational support, commitment, performance and perceived organizational support as predictors of intention to leave. Methodology: The descriptive survey research designs was adopted. The population consisted of all cadres of academic staff in the chosen three public universities in Western Kenya. Yamane’s (1967) formula was utilised in determining a sample size of 121 respondents. Purposive sampling technique was utilised in coming up with the sample. Questionnaires were used to obtain primary data for analysis. A pilot study was done on 5% of the sample and Cronbach’s alpha helped in testing reliability. Both face and content validity of the research instrument were checked. Descriptive and inferential statistics of frequencies, means and standard deviation and inferential technique were utilised to analyse quantitative data using SPSS. Findings: The results revealed that perceived organizational support had a negative significant relationship with intention to leave. Perceived commitment, performance and manager support were all positively related with intention to leave. Unique Contribution to Theory, Policy and Practice: The study recommends that universities should assess and improve employee perceptions if they want to influence them to stay longer with the firms.

Employee and Supervisor Perceptions of a Policy Promoting Standing in the Workplace: A Qualitative Study

Many employees have jobs that predominantly require sitting, and reducing sitting time to improve physical health has been a focus of health research. A widespread environmental design change is the incorporation of sit-stand desks. Since the workplace plays a large role in a person’s day-to-day activities, researchers and environmental designers must still assess how joint optimization can be reached to satisfy worker well-being and performance. We conducted a qualitative research study to determine how support and/or concern over a hypothetical policy to increase standing in a predominantly seated workplace would differ between those with and without job supervisory tasks. Employees saw the benefits of reducing their sitting time at work and welcomed the added autonomy. Others saw this as infringing their autonomy, uncertainty about how this would affect their tasks, if they would have appropriate equipment, and if the policy was inclusive to people with difficulty standing.

Improving Social Equity Within Public Organizations: Authority Differentials as Reference Points for Fostering Diversity and Inclusion Within U.S. Federal Agencies

Fostering diversity and inclusion (D&I) is a major challenge confronting the contemporary American administrative state. The asymmetric distribution of authority within U.S. federal agencies is critical for understanding employee perceptions of agency D&I efforts. Leveraging data from approximately 2.51 million U.S. federal employees across 105 agencies between 2010 and 2019, the statistical evidence demonstrates that authority differentials, reflected by the relative gender and racial balance of supervisory and non-supervisory personnel within U.S. federal agencies, predict employees’ evaluations of agency efforts at fostering D&I. Although these authority differentials have similar effects on employee D&I evaluations for both men and women, minority employees exhibit more sanguine assessments of agency D&I efforts than compared to non-minority colleagues predicated on such authority differentials. The statistical relationship between authority differentials and employees’ agency D&I evaluations is most pronounced for women minority employees, as well as for those holding supervisory positions.

The Impact of Psychological Empowerment on Individual Performance in Balloon Companies: Is Justice Perception a Mediator?

Today’s organizations inevitably experience rapid changes at every moment. One factor that plays an important role in the success of organizations in this change is their employees. This study aims to examine the intermediary role of justice in the impact of psychological empowerment perceptions of employees working in balloon businesses belonging to the private aviation industry on individual performance. The study used a convenience sampling method, and the data were obtained from 454 employees by questionnaire. The study used the SPSS 25.0 Program and Process Macro v 4.0 application. Frequency analysis, exploratory factor analysis, confirmatory factor analysis, and reliability analysis were conducted. In addition, descriptive statistics, correlation analysis, regression, and mediating effects were analyzed using the bootstrap method developed by Hayes (2013). In addition, the Sobel test was used to examine the significance of the mediating effect. As a result of the study, the relationship between competence and interactional justice (r =.550; p =.000) is higher than other variables. Moreover, psychological empowerment has a significant and positive impact on individual performance (95% CI [.37; .59]; ß=.4553; p=.000). In addition, psychological empowerment has a significant and positive impact on the justice perception (95% CI [.31; .32]; ß=0.191; p=.000). Justice perception has a significant and positive impact on individual performance (95% CI [.32; .47]; ß=.4052; p=.000). Finally, justice perception has a semi-intermediary impact on psychological empowerment and individual performance (ß=.7892) and (95% CI [.1431, .1488]).

The impact of corporate social advocacy on employee trust and distrust: an empirical study of #StopAsianHate

PurposeThis study examines the relationship between corporate social advocacy (CSA) and employee trust and distrust, focusing on perceived employer support for the #StopAsianHate movement. We aim to explore how perceived CSA relates to employee perceptions and engagement in the workplace, answering for the following research questions: How do employees perceive their companies’ engagement in CSA, specifically the #StopAsianHate movement? To what extent do these perceptions influence trust and distrust toward their employers? How do trust and distrust, in turn, affect employees’ workplace engagement?Design/methodology/approachThe study conducted an online survey of 798 full-time employees across various industries in the USA in March 2022. To ensure a diverse and representative sample, the survey targeted demographic representation based on the latest US census data.FindingsCSA initiatives were found to be positively related to both trust and distrust by employees. Trust was significantly positively connected to employee engagement cognitively, emotionally and physically in the workplace, mediating the relationship between CSA and employee engagement.Originality/valueThis study adds to the empirical CSA research on employee–employer relations by incorporating a real-world context of the #StopAsianHate movement and illustrating the complexity of ambivalent CSA perceptions – both trust and distrust. It highlights the importance of understanding these dynamics within corporate advocacy efforts, offering an overview of CSA’s role in shaping workplace relations.

Leadership in the Employees of a Public Institution, Cajamarca

The general objective of this research was to understand the manifestations of managerial leadership in the employees of a public institution in Cajamarca. The research is qualitative in nature, based on the analysis of scientific research obtained from the review of various studies and academic documents. The main results revealed the coexistence of different leadership approaches within the institution, highlighting transformational leadership and systemic leadership, characterized by fostering skills development, promoting a shared vision, and stimulating innovation; however, the presence of autocratic leadership was also identified, suggesting the persistence of more traditional and centralized approaches in some aspects of management. The research concluded that the perception of employees regarding these leadership styles is crucial to understand their impact on motivation, satisfaction, and performance; therefore, more participatory and adaptable leadership styles should be prioritized in order to avoid feelings of dissatisfaction among workers, phenomena that manifest in autocratic or less participatory styles.

Understanding reaction to corporate activism: The moderating role of polarization.

In our polarized societies, more companies are taking a stand on divisive sociopolitical issues. However, given the mixed findings from previous studies, it remains unclear whether Corporate Activism (CA) is more likely to hurt or help a company's performance and reputation, or shape the public's attitudes toward the sociopolitical issue involved. To better understand the impact of CA in polarized societies, it is valuable to study moderating factors, especially those linked to polarization. A meta-analysis of 72 scholarly works is conducted to examine the impact of CA on various outcomes (e.g. ads and social media engagement, cognitive and attitudinal reactions, public's intentions and actions, emotional reactions, social and ethical engagement, workplace, and employee perceptions) and the role of moderators (a sociopolitical issue's political leaning and controversy level, political orientation of the target audience, key demographics). The analysis reveals a positive, albeit small, effect size (0.085 [95% CI (0.0542, 0.1158)]) with the most impact on two outcomes: cognitive and attitudinal reactions, and emotional reactions. It further reveals that companies adopting liberal-leaning CAs elicit more favorable responses than those adopting conservative CAs and that liberals respond positively to CA, while conservatives are more neutral. However, when there is alignment between the CA's political leaning and the audience's political orientation, conservatives have a stronger positive response than liberals. Also, younger audiences view CA more positively. Finally, per national culture, while power distance and individualism positively moderate the reaction to CA, uncertainty avoidance has a negative effect.

A Study on Employees Perception towards NPS & EPF

The study "A Study on Employees' Perception towards NPS & EPF" investigates the views of employees regarding two of India's most prominent pension schemes: the National Pension System (NPS) and Employees' Provident Fund (EPF). The research aims to understand employees' preferences and satisfaction levels with these schemes based on factors such as returns, risk, ease of access, transparency, and tax benefits.NPS, being a market-linked pension scheme, offers higher flexibility and potential for better returns but also carries a higher risk. It is typically favored by employees who seek control over their investments and are comfortable with market fluctuations. In contrast, EPF is a government-backed, more stable scheme, offering lower risk but fixed returns. It is preferred by risk-averse employees who prioritize security over potentially higher gains. Through primary data collected from employees across different sectors, the study highlights key insights into how employees' perceptions differ based on their employment type, income levels, and financial goals. Understanding these perceptions is crucial for policymakers and employers to address gaps in awareness and satisfaction, thereby encouraging more informed decisions for retirement planning and improving participation in both pension schemes. The study contributes to a broader understanding of retirement planning preferences in India

Second Version on A Centralized Approach to Reducing Burnouts in the IT industry Using Work Pattern Monitoring Using Artificial Intelligence Using MongoDB Atlas and Python

Industry burnout is interlinked with cultural, individual, physical, or emotional exhaustion, and social factors, the resolution of which requires the technology-driven trends in the workplace and the technologies such as work pattern monitoring and Artificial Intelligence that can deal with large amounts of data. Industries face a gigantic problem i.e., employee burnout which can charge a firm loss in numerous hours and thousands of dollars every year. The more advanced companies use work pattern monitoring using Artificial Intelligence to make their employees work more professionally. In this research my attempts to understand the development and leadership, on the effects of work pattern monitoring using Artificial Intelligence technology on information technology organizations (Sasibhushan Rao Chanthati, 2022). In this updated second version, the data of the employees will be stored on a cloud server with governance & compliances. The study discussed the development of methods which are configured as two different system interfaces, which are of minimum valuable product (MVP) and the results obtained from the two approaches. The system will provide work pattern monitoring via the ‘Real-Time Database – MongoDB Atlas’ which will synchronize the employee burnout data to improve the employee experience. This research also illustrates the advantages and disadvantages of the proposed solutions. “Burnout Detection Mechanism” that will help Industry management and Human Resource Management to manage the emotional state of the employees, understanding their real state. The study conducted a self-survey, and the outputs of the surveys are explained in this paper. The sample data we are using is mainly focused on information technology employment perception.

Unlocking employee engagement: Investigating the influence of informational justice in Nigerian banking sector

This study explores the relationship between informational justice and employee engagement. The objectives of the study are to examine the influence of informational justice on affective engagement, behavioral engagement, cognitive engagement, and physical engagement. To guarantee a representative and varied sample of the Nigerian banking industry, a survey design was used, and participants were chosen using the stratified sampling technique. We collected necessary data from primary sources and deemed 209 copies of the 231 distributed questionnaires valid and suitable for the study. Preliminary findings suggest a strong positive relationship between employee engagement levels and perceptions of informational justice. Workers with higher levels of participation in all four categories—behavioral, cognitive, physical, and affective—tend to perceive a high degree of informational justice, where communication is clear, prompt, and comprehensive. This suggests that employees are more likely to be emotionally committed, display positive work behaviors, be intellectually focused, and be physically present in their tasks when they feel well-informed and sense fairness in the sharing of information. The findings contribute to the literature in several ways, including improving the understanding of informational justice in Nigeria's banking sector. Furthermore, the findings offer practical insights for the bank seeking to enhance employee engagement through improvements in communication processes and transparency.

Social sustainability: employment of former-offenders by small and medium-sized enterprises (SMEs) in the Czech Republic

Purpose The purpose of this study is to examine the recruitment practice of small and medium-sized enterprises (SMEs) in the Czech Republic to learn whether it encourages or discourages former offenders from attempting to attain work after release. Design/methodology/approach A qualitative approach was taken to understand the perspective of SME company owners and decision-makers within the Czech Republic. In all, 25 semi-structured interviews were conducted which examined the current recruitment practice and individual attitudes towards employing former offenders. Findings Through a change of employer perception, working with support agencies and amending recruitment practice, opportunities can be created for former offenders in the workplace to assist their rehabilitation. This would assist with overcoming employer attitudes which have little sense of responsibility to helping former offenders with reintegration through employment. Recruitment practices focus heavily on past accomplishments and the existence of a criminal record which can disincentivise former offenders from applying for work because of their stigmatised identity. Prior experience with offenders can lead to a change of attitude and offers a vector for changing employer attitudes. In combination with linkage to agencies which work with former offenders, small businesses could amend their recruitment practice and provide support for former offenders on their rehabilitation journey. Research limitations/implications This study is based on a limited sample size, only 25 responses, and the need for translation from English to Czech could have led to a loss of nuance in the responses gathered. With asynchronous interviews also being used, some brief responses limited the insight which could have been gained. Practical implications The findings of this study highlight areas of practice which can be amended to better attract former offenders, being future-focused rather than past-focused. Social implications Enhancing employment opportunities for former offenders would be a major enhancer for their reintegration efforts and lower the associated social costs to society. Originality/value Prior research has been conducted into the offender experience, with recruiter/owner receiving far less attention. Most prior studies have been quantitative in nature, with few using a qualitative approach.

The influence of stakeholder theory and Islamic faith on employee perception of CSR

Purpose The purpose of this paper is to examine the influences of employee perception of corporate social responsibility (CSR) in the Readymade Garment Industry (RMG). The RMG industry in Bangladesh has faced constant criticism of their working practices, and following some fatal incidents, the industry was faced with external pressures of implementing CSR practices and policies. Manufacturers invested and initiated CSR in their business and marketing strategy to survive in the global competition. Employees are internal stakeholders that help to implement and disseminate strategies successfully; however, there is not enough knowledge in the area of employee perception of CSR. Design/methodology/approach The paper is an exploratory study using the quantitative data collection method. In total, 128 responses have been collected from participants who are employees of garment factories in Bangladesh to understand their perception of CSR. Regression analysis has been conducted to ascertain the relationships between the factors that influence employee perception. Theories of stakeholder management, organizational citizenship behaviour, social exchange theory and employee engagement have been used to analyse the factors that influence employee perception. Findings The findings show that the factors that influence perception of CSR are not confined to the stakeholder’s initiatives but are significantly dependent on the employees’ direct involvement, engagement and personal values as a beneficiary and an executioner. In addition to the stakeholder’s initiatives that are a key deliverable to the marketing strategy, the employees are influenced by their personal beliefs and practices that can be associated with influences of religion, culture and the wider social landscape. Research limitations/implications The data is limited to a small number of factories located near the capital, Dhaka, this is a small sample compared to the 4,000 factories in Bangladesh. Further research can be conducted based on a larger data set, which could represent a wider range of employee perspectives from different factories relating to size, product category and geographical location. The study does not expand on the factors that influence employee perception specifically. Practical implications The findings of the study can help the employers understand that the organization’s priority and participation are not the only factors that influence the employee’s perceptions. The employees’ assessment of the stakeholder’s intentions of CSR, which are reflected in the organization’s priority, shapes employee perceptions that are influenced by their personal values and beliefs. The awareness of the factors that influence the employees will enable organizations to motivate them and deliver on expectations of the business partners. Social implications It is the practices aimed at the employees that enhance their engagement in CSR that enable them to reciprocate and influence their perception of the organization’s fair and genuine motives. The effectiveness of this aids the macro-marketing aspects of managing social concerns and the impact of businesses. Originality/value The data collected is primary data from employees of garment manufacturers. The hypothesized framework is developed by the authors, and the outcomes of the factors that influence the employee perception of CSR are escalated from the analysis conducted by the authors.

Believing in Change: Predicting Identification, Performance, and Ethical Culture in an Organizational Acquisition Case in Romania

This study examines how positive beliefs about organizational changes during a foreign acquisition case influence organizational identification, perceptions of ethical organizational culture, and individual performance seven months post-acquisition. By integrating theories of social identity and organizational change, we offer a new perspective on how positive perceptions of change influence key outcomes following mergers and acquisitions (M&As). Using a cross-lagged design with two cross-sectional datasets within a high-intensity telecommuting organization in Romania, we found that viewing change positively significantly enhanced organizational identification, perceptions of ethical organizational culture, and individual performance. These findings highlight the crucial role of effectively managing the narrative surrounding change processes and enhancing employee perceptions in successful organizational integration following M&As.

Exploring the Impact of Communicative Leadership on Employee Engagement: The Mediated Moderated Effect of Employee Perceptions of Communication and Leaders' Intention to use ChatGPT

Exploring the Impact of Communicative Leadership on Employee Engagement: The Mediated Moderated Effect of Employee Perceptions of Communication and Leaders' Intention to use ChatGPT

The Mediating Role of Organizational Culture in the Effect of Organizational Climate on Organizational Commitment and Research

The purpose of this study is to examine the effect of organizational climate on organizational commitment and the mediating role of organizational culture in this effect. Organizational climate is defined as the perceived atmosphere in an organization, while organizational commitment refers to the loyalty of employees to the organization. Organizational culture, on the other hand, is a collection of values, rituals, and symbols arising from the organization's historical background that guides the behavior of employees. The main hypothesis of this research is that a positive organizational climate will increase organizational commitment and that organizational culture plays a mediating role in this process. To test this hypothesis, a survey has been conducted with employees of a company operating in the construction sector in Çanakkale. The survey consists of scales that measure employee perceptions of organizational climate, organizational commitment, and organizational culture. The data collected from the surveys have been evaluated with statistical analysis methods. The results of the analyses indicate that organizational climate has a significant effect on organizational commitment, which is strengthened through organizational culture.

“Every idea made life easier:” A critical discourse analysis of creative employee-driven innovation in the Italian healthcare system

PurposeThe purpose of this study is to scrutinize the connection between creativity and innovation in the context of public healthcare. This is achieved by applying the theoretical concept of employee-driven innovation (EDI) to explore employees’ perceptions of their creative engagement in innovation processes, as well as to capture the managerial implications of setting up such processes in the sector.Design/methodology/approachA critical discourse analysis (CDA) is applied as a methodological lens to capture the interaction between the macro-level production and meso-level distribution of innovation discourse (top-down), and the micro-level perception of, and response to, the same (bottom-up). This study is based on a qualitative approach and is set in the public healthcare system of the Autonomous Province of Trento, Northeast Italy. In total, 26 semi-structured interviews were conducted with 22 healthcare professionals. For triangulation purposes, observation and document analysis were also performed.FindingsThe findings of this study reveal that tensions are present between the macro-level discourses and the meso-level strategies around innovation, and the micro-level perceptions of employees’ creative engagement in innovation processes. Healthcare professionals’ creative efforts are not easily recognized and supported by top management, which in turn does not receive a framework of reference in policies acknowledging the importance of human skills and creativity in innovation processes.Research limitations/implicationsThat this is a single case study implies a limitation on the generalizability of its results, but the results may nevertheless be transferable to similar empirical contexts. Therefore, a multiple case study design would be preferable in future studies in order to study EDI strategies and policies across various types of organizations in the public sector. Moreover, apart from CDA, other theoretical and methodological lenses can be applied to investigate the interaction between top-down organizing and bottom-up responses to innovation.Originality/valueThis study contributes to the EDI literature by providing a more integrative understanding of EDI in the public sector, demonstrating the importance of scrutinizing the interactions between employees and top-level management.

The Relationship between New Career Approach Attitudes and Subjective Career Success Perceptions of Typical and Flexible Employees

The Relationship between New Career Approach Attitudes and Subjective Career Success Perceptions of Typical and Flexible Employees