Employee Perceptions Research Articles

Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”

This research aims to identify employee perceptions of employee readiness to implement the core values of BerAKHLAK, analyze the influence of leadership, organizational support, and commitment to the organization on employee readiness to change, and formulate policy recommendations to increase employee readiness to change. The survey samples chosen to be the subjects of this research were TNI, POLRI, and ASN, who had active work periods of more than one year. Data processing and analysis were performed using Structural Equation Modeling–Partial Least Square (SEM-PLS). The research results show that the respondents in this study were dominated by employees aged 46-55 years. Based on the results of Structural Equation Modeling data processing, leadership variables and organizational support directly influence employee readiness to change. However, a commitment to the organization has little effect on employee readiness to change. Managerial implications can be implemented by the Secretariat General of the National Resilience Council by implementing the POLC (Planning, Organizing, Leading, Controlling) model. In addition, further research is likely to include other factors related to employee readiness to change.

Navigating Change to Integrate Employee Perceptions into the Strategic Landscape of Business Split: A Study of PT Jasa Yuwana's Potential Business Split

Organizational change is important for business evolution, as it can impact the business direction and employees’ perceptions. Although intimidating, organizational changes can offer opportunities for growth and advancement when effectively managed. PT Jasa Yuwana, known for its assurance services, faces challenges due to low revenue growth over the past five years in assurance services, constraints in revenue optimization, and positive prospects in consulting business. It is crucial for the Company to understand employee perceptions as it plans a split. This study evaluates employee perceptions and suggests strategies for the new entity, NewCo. The main factors affecting perception are Healthy relationships with the employer/leaders and Application of skills and knowledge. To develop a growth strategy that focuses on strengths and opportunities, NewCo can use tools like the IE Matrix and TOWS Matrix. The implementation of the SO strategy is crucial for post-split survival, with employee retention being key to long-term competitiveness.

Stigma Perceptions of Public Employees Concerning Covid-19 Disease

Abstract
 Aim: The Covid-19 pandemic has caused people to be exposed to negative attitudes and stigma. The aim of the study was to investigate the stigma perceptions of public employees concerning Covid-19 and to determine variables thought to be related.
 Materials and Methods: Study adopted descriptive design was conducted between 4/11/2021 and 1/1/2022. 351 employees in two public workplaces responded to the research. The Stigmatization of Covid-19 Questionnaire was delivered to the employees through online platform. The participation rate was 63.8%. Data were analyzed using the SPSS 20.0 Package program.
 Results: The majority of the participants (42.5%) fell within the age group of 36-45 years. 69.2% of them were male, and 61.8% were workers. While the mean score of self-stigma associated with Covid-19 was 50.61±9.73, stigma toward others was 78.68±13.01. There was a statistically significant difference between the mean scores of age, gender, education, marital status, history of previous Covid, and stigma toward others.
 Conclusion: Self-stigma perceptions of employees were low while the toward others were high. The factors such as age, gender, education, marital status, previous experience of Covid-19 affected employees’ perceptions of stigma associated with Covid-19. The findings of the study highlight the importance of intervening early to provide psychological or social support for employees.

Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USA

PurposeThis study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment.Design/methodology/approachA qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers in different positions (e.g. managers, servers, chefs and cooks) in the USA.FindingsAs a result of content analysis, different perspectives emerged on equal employment opportunity and diversity in restaurant labor. While some employees and managers believe that restaurant labor has equal employment opportunities, others think there is a lack of equal employment opportunity and partial equal employment opportunity in the industry. Most participants perceive working in a diversity-rich restaurant work environment as beneficial (an opportunity to learn about different cultures and an opportunity to learn different experiences and approaches).Originality/valueTo the best of our knowledge, this is the first paper to explore employees' and managers' perceptions of equal employment opportunity and diversity in the hospitality labor context, specifically restaurant labor. Therefore, the research findings will create value for scholars to understand the view on equal employment opportunity and diversity in restaurant labor. Further, it will assist practitioners in designing their labor structure regarding equal employment opportunity and diversity management for the future.

Sociological analysis of the functioning of early assistance services for children under 3 years in the Krasnoyarsk Krai

The purpose of the study is a comprehensive sociological analysis of the functioning of early intervention services for children under 3 years of age in the Krasnoyarsk Territory. The tasks of the analysis include: 1) studying the structure of the early intervention service as a social organization, the functions of its elements, systemic connections and relationships between them; 2) studying the satisfaction of representatives of client families with the work of early intervention services; 3) studying the subjective perceptions of employees of early intervention services and representative’s client families about the content and meaning of the services. The authors used the methods of a sociological survey, in-depth interviews, participant observation. Based on a number of indicators, the authors concluded that early intervention services were predominantly highly effective. The article shows the problem area of the functioning of early intervention services, which lies in the difference in understanding the goals and results of working with children on the part of client families and early intervention service specialists. Specialists see as the main goal the development of functional skills by children that contribute to socialization and independence, and then the improvement, the acquisition of educational, cognitive skills. Parents often prioritize learning skills when setting class goals. This difference may reduce parental satisfaction with the results of early intervention and the effectiveness of classes. The authors revealed the dependence of the level of involvement of parents in work with children together with specialists from early intervention services on the length of service and the age of the child. The more experience and the older the child, the less parents are involved in working with children. The authors proposed a social typology of representatives of client families on the grounds of their involvement in work with children and their attitude to the results of work with a child.

Sharing and hiding knowledge under pandemics: The role of stressor appraisals, perceived supervisor behaviors and attributions of supervisor motives

AbstractThis study aims to shed light on the dual impact of appraisals of pandemic‐induced job stressors on employee knowledge sharing and hiding behaviors. Drawing on the transactional attribution model, we hypothesize that employee perceptions of supervisor compassionate and self‐serving behavior would positively mediate the impact of employee challenge and hindrance appraisals of pandemic‐induced job stressors on employee knowledge sharing and knowledge hiding, respectively. Moreover, stressor appraisals are expected to interact with employee attributions of supervisor compassionate and self‐serving motives in shaping perceptions of supervisor compassionate and self‐serving behavior, respectively. To test our hypotheses, we conducted two independent studies—a three‐wave full longitudinal study with 230 employees from UK and U.S. firms during the first COVID‐19 outbreak and a randomized scenario‐based experiment with 210 U.S. employees. Cross‐lagged structural equation analyses, analyses of variance, and path analyses fully supported our predictions, thus providing a nuanced understanding of the role of perceived supervisor behavior and attributions of supervisor motives in accounting for the differential effects of employee appraisals of pandemic‐induced job stressors on knowledge behaviors.

Understanding Employee Grievances

The perceptions of employees towards grievance handling, the grievances present among employees, the grievance handling practices, and the main causes of employee grievances in the hotel industry of Nepal. The research employed a cross-sectional time horizon and descriptive research methodology, collecting data through questionnaires. Demographic information revealed that a majority of respondents were young adults below the age of 25. Employee grievances primarily revolved around unmanageable work pressure, lack of facilities, recognition, and teamwork, indicating areas for improvement in organizational practices. Improper management was identified as a significant factor leading to a bad reputation, reduced morale and performance, and higher turnover rates. Management practices that satisfy employees include protecting personal information, responding to inquiries and complaints, and training staff effectively. The study emphasizes the importance of effective grievance communication for good management. The findings suggest the necessity of transparent grievance handling procedures, investment in employee training and development, and promotion of a supportive work environment to address grievances effectively and enhance organizational outcomes in the hotel industry of Nepal.

Internal CSR Programs in the Context of a Financial Institution Operating in Nepal

This study investigates the internal corporate social responsibility (CSR) practices of employees in commercial banks and explores the relationship between demographic factors and trust. Adopting a quantitative research design, data were collected through a questionnaire distributed to 40 employees representing various levels and departments within the banks. Purposive sampling was utilized, and ethical considerations were strictly followed. Descriptive and inferential statistical analyses were employed to examine the data. Results reveal gender differences in perceptions of company policies, with females generally showing higher agreement on aspects like career development and work-life balance. Married individuals also tended to perceive higher levels of agreement with company policies compared to unmarried counterparts. Moreover, age and years of service exhibited weak negative correlations with various policy aspects, suggesting limited influence on employee perceptions. Overall, the findings emphasize the importance of tailored CSR practices to address diverse employee needs and preferences, irrespective of demographic factors. These insights can inform strategies to enhance employee engagement and organizational performance in commercial banks.

Examining Employee Perceptions Of HRD Climate In BSNL's Assam Telecom Circle: A Quantitative Study

Examining Employee Perceptions Of HRD Climate In BSNL's Assam Telecom Circle: A Quantitative Study

The Strategic Effort to Ensure Successful Breastfeeding Practice in the Workplace: An Indonesian Expert Opinion

BackgroundBreastfeeding has benefits for both the child and the mother. However, breastfeeding can be a challenge for working mothers due to inadequate time and space for expressing breastmilk, employer perceptions of reduced productivity, regulations prohibiting children in the workplace, and the lack of childcare close to the workplace.MethodologyThe experts from different backgrounds were invited to provide their views on this matter. This report summarizes the discussion of multidisciplinary experts on the recommendations about breastfeeding practices for mothers and the workplace.ResultsImproving education and knowledge, implementing a lactation promotion model, seeking information, and making plans and arrangements are recommended for successful breastfeeding practices.ConclusionThe aspects of the lactation promotion model can be the key to successful breastfeeding for working mothers.

Holistic approach of Talent Management for a successful Succession Planning

Preparing ourselves for future volatile economic environment is a challenge. Every Organization needs to develop a succession plan for taking up the roles and responsibility by the next generation leaders. Indian Public Sectors Units (PSUs) often find themselves in a challenging situation while positioning suitable manpower for the key leadership positions in the changing market situation. They adopt several Management Practices to develop future leaders within the organization, as it is more preferable to develop a Talent Pool in-house, rather than acquiring it from outside. Based on various studies in the past, relationship between Succession planning and Talent Management is well established. Yet, the impact of Performance Management in particular, needs to be specifically addressed, critically analyzed and reviewed in depth in line with acquiring, developing and retaining the talent for a successful Succession Planning.
 Problem statement - how does Performance Management System impact on Succession Planning? what is the relevance in integrating these two and how does it contribute to organizational sustainability? what are the Talent Management processes that support successful Succession Planning?
 The study involves a sample of Indian PSUs from various sectors. A mixed method approach for data analysis is preferred. Document analysis involves review of Policy/guidelines, Procedures and Reports related to Human Resource Development (HRD); whereas feedback on perception of employees were collected through interactions with key stakeholders and analyzed using thematic analysis to identify linkage between Performance Management and Succession Planning.
 The study suggests the holistic approach towards Talent Management and its best practices for a successful Succession Planning. It recommends to identify and develop individuals in-house, for the critical and key leadership roles thus achieving organizational sustainability.

Perceived organizational justice and support facilitate employee innovation: A moderated mediation model of work engagement and empowerment

In this study we employed a dual theory of social exchange and conservation of resources to examine how individual perceptions of organizational justice and support translate into innovative work behavior via engagement and empowerment. We analyzed data from 367 academic staff and their leaders in 82 public higher education institutions in China, and the results revealed a positive association between perceived organizational support and innovative work behavior, which was mediated by work engagement. A result surprising to us was that although organizational justice indirectly enhanced innovative work behavior through work engagement, organizational justice did not directly drive innovative work behavior. Moreover, psychological empowerment did not moderate the indirect linkage between organizational justice/perceived organizational support and innovative work behavior via work engagement. These findings are relevant to organizations seeking to utilize different perceptions of individual employees to drive innovation.

ANALISIS EFEKTIFITAS DIMENSI KEPEMIMPINAN (Studi Kasus pada RSUD Prof. dr. Soekandar Mojokerto)

Success in the management of District Hospital of Prof. dr. Soekandar Mojokerto closely related to leadership effectiveness at the managerial level. Measurement of the effectiveness of leadership that has been applied by a manager can be judged from the point of view of the perception of employees, so that it can be seen the gap between perception and expectation of the employees. This study aims to perceive and identify the expectations of leadership based on appraisals, as well as analyzing the things that become priorities for improving leadership effectiveness based on gap analysis.
 Measurement of leadership effectiveness used three dimensions such as; relationship of innate leadership, task structure, position power of the leader. Research is a descriptive survey using a method stratified random sampling. Numbers of samples were 126 employees who occupy positions in hospital management at District Hospital of Prof. dr. Soekandar Mojokerto.
 The results showed that the assessment of employees on the effectiveness of leadership in District Hospital of Prof. dr. Soekandar Mojokerto had been viewed that it did not in line with expectations at both the head of departement, head of section, coordinators and staff space. While the results of the gap analysis showed that there was a lack of appreciation of the employees,because of less rewarding high to performing employees, achieving promotion to employees and find it was fairless in giving punishment to the employees.
 To improve the effectiveness of leadership in District Hospital of Prof. dr. Soekandar Mojokerto need step of improvement priorities such as the development of a vision and mission hospitals, tariffs improvement, strengthen partnerships, develop human resources and public services.

Screening the Digital Landscape: Generation Z Insights into Employee Perceptions of Social Media Use in the Workplace

Purpose: In the era of digital transformation, companies are increasingly utilizing social networks to enhance business dynamics. This study investigates Generation Z employee perceptions regarding the integration of social media platforms in the workplace.
 Design/Method/Approach: A quantitative approach done by the administration of a comprehensive online questionnaire, involving 152 professionals.
 Findings: Findings reveal that Generation Z employees consider engaging with the public as the most significant advantage of social networks, followed by the potential for swift and effective consumer communication, while broad access to information holds relatively less importance. Negative aspects cited include heightened competition in certain sectors, increased dependence on the Internet, and an excess of advertising. Respondents also identify key company objectives tied to social media adoption, emphasizing the importance of publicizing the company and brand, expanding customer bases, fostering business growth, and enhancing labour relations.
 Theoretical Implications: Negative aspects cited include heightened competition in certain sectors, increased dependence on the Internet, and an excess of advertising.
 Practical Implications: Respondents also identify key company objectives tied to social media adoption, emphasizing the importance of publicizing the company and brand, expanding customer bases, fostering business growth, and enhancing labour relations.
 Originality/Value: New approach to Generation Z Insights into Employee Perceptions of Social Media Use in the Workplace.
 Research Limitations/Future Research: A bigger sample would be Portugal's representative what is indeed important.
 Paper Type: Empirical
 JEL Classification: F61, F66, M14

Cultivating a D&I Climate in the Workplace and Mitigating Microaggression Against Asian Employees: The Role of Strategic D&I Leadership and Motivating Language

abstract: The study addresses the D&I (diversity and inclusion) climate and microaggression challenges in workplaces from the perspective of Asian employees in the United States. Building on strategic leadership literature and motivating language theory, the research posits that strategic D&I leadership and leaders' motivational language can positively impact the D&I-related perceptions of Asian employees at work. A nationwide survey of Asian employees was conducted. The findings indicated that strategic D&I leadership both directly and indirectly promotes a positive D&I environment, diminishes microaggressions against minority employees, and strengthens organizational trust. Leaders' motivating language further aids in supporting D&I and diminishing microaggressions. The study's implications and limitations are further discussed.

A Quantitative Analysis of Employee Perceptions and Motivations in Guangdong’s Travel Industry

A Quantitative Analysis of Employee Perceptions and Motivations in Guangdong’s Travel Industry

The Association Between Organizational Justice and Organizational Trust Among Correctional Staff

This study employed organizational justice theory to examine the influence of employee perceptions of distributive, procedural, and interactional justice on whether employees trust their supervisors and management. Analysis of survey results from 322 employees of a state prison located in the Southern United States indicate that procedural and interactional justice—but not distributive justice—predict employee trust in both supervisors and management. These findings present important policy implications that suggest that the employing organization would benefit from having mechanisms in place to ensure that decisions follow consistent rules and strategies. Considering the relevance of employee trust to the organization, transparency in the use of pre-determined standards to allocate resources and rewards fairly needs to become a priority in institutions of corrections.

Does a High-Performance Human Resource Practice Stimulate Employee Creativity: A Moderated Mediation Model

This study explores entrepreneurial leadership as a moderator between employee work engagement and perceptions of high-performance human resource management (HRM) practices. Additionally, it delves into the mediating role of employee work engagement between employee creativity and these perceptions. Utilizing a quantitative research strategy, the study includes a sample of 396 members from the banking sector in Pakistan. The study employs PLS-SEM to test hypotheses. Findings indicate that employee work engagement serves as a mediator between employees’ perceptions of high-performance HRM practices and creativity, while entrepreneurial leadership moderates this association. Entrepreneurial leadership enhances the employee–organization relationship and strengthens the impact of high-performance HRM practices on positive work-related behaviours. The study contributes to the body of knowledge by examining the strong role of employee work engagement in the relationship between employee perceptions of high-performance HRM practices and creativity as mediator, as well as the significance of entrepreneurial leadership as a moderator in that relationship to optimize the working of organization stimulating through the demand resource theory.

Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic period

PurposeAlmost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions regarding the change in the legislative and contractual framework, as well as in the working conditions and the use of telework, also change. Therefore, the aim of the paper is to identify the perceptions of employees regarding the use of telework in the post-pandemic period.Design/methodology/approachThe research was based on a survey carried out on 128 teleworkers in the post-pandemic period. The statistical hypotheses were tested using Kolmogorov–Smirnov and Kruskal–Wallis tests, multiple linear regression and pairwise comparison analysis.FindingsThe results of the study demonstrate that the modification of the legislative and contractual framework and of the working conditions, as well as of the way of using information and communication technology in the post-pandemic era, generates a positive and significant impact on the use of telework by employees. Some of the main advantages valued by teleworkers included the possibility of benefitting from a flexible work schedule and the possibility of reducing transport costs.Originality/valueThe study highlights the need to continuously develop and update labour policies and strategies in line with current and future labour market requirements, considering the implications of telework on the perceptions of employees, so that government organisations and managers who want to protect the rights and interests of teleworkers, aspects of their lives and organise an appropriate work environment manage to do so in order to achieve the expected results.

How are middle‐ and older‐age women employees perceived and treated at work? A review and analysis

AbstractBuilding on the rich array of literatures that explore women's ageing and employment, we conduct a comprehensive review of research on middle‐ and older‐age women and work (including menopause and post‐menopause). In reviewing these studies, we blend our interdisciplinary discussions across several domains. We reflect on the question: How are employed, middle‐ and older‐age women treated in organizations, and what are employers’ perceptions of these workers? Through our analysis, we identify and critique two predominant, conflicting yet inter‐related themes. These are, namely, notions of constraint (and women's supposed/perceived reduced competencies as they age) versus ideas of flexibility (foregrounding assumptions that employed women experience fewer limitations as they age). As a theoretical lens for theorizing the constraints theme, we draw upon the concept of abjection, highlighting how employer perceptions of women's health as supposedly diminishing can lead to discriminatory treatment at work. In analysing theoretical assumptions regarding apparently enhanced flexibility among middle‐ and older‐age women, we note how women's differing circumstances and requirements might go unrecognized. We argue the need to deepen theoretical understandings about ideas of flexibility during women's middle and older age. Reflecting on the limitations of both themes, we consider the implications for future research agendas.