Employee Perceptions Research Articles

Measuring service quality: perceptions of employees in the hotel industry during the Covid19 pandemic in Hungary

Measuring service quality: perceptions of employees in the hotel industry during the Covid19 pandemic in Hungary

A higher education marketing perspective on choice factors and sources of information considered by prospective first-year students in Botswana

The increasing nature of competition in the higher education sector of Botswana means that universities need to craft strategies to be more competitive. The recipe for competitiveness is primarily hinged on the ability of institutions to be cognisant of the factors that influence prospective learners in selecting a university of choice to study. They also critically need to know the sources of information where prospective learners acquire information to redirect their marketing strategies. To achieve these objectives, the purpose of this study was to investigate the factors influencing the choice of university of study as well as their sources of information in influencing choice decision-making. The study followed a qualitative research approach and data was collected using in-depth interviews. Thematic narrative analysis was used to unpack the underlying influences on decision-making. The findings indicate that prospective students get their information from multiple factors. The most influential sources identified are family and friends, career fairs and exhibitions, social media, and to a lesser extent the mass media and promotional materials. The findings also showed that prospective university students’ choice of university is influenced by a variety of factors. These include university location, availability of accommodation, perceptions of university reputation, quality of academic programs, alignment of lifelong interests and desires, and the perception of employability. There are other factors that are less influential as degree of persuasion, funding issues, costs associated with applications as well as government processes and procedures. These findings have potential to influence university marketing strategies and policies in seeking competitiveness and improvement in enrolment numbers.

Gauging the Technology Acceptance of Manufacturing Employees: A New Measure for Pre-Implementation

Recent technological advances are bringing about the digitalization of manufacturing, enabled by introducing and integrating new and improved technologies into existing processes and activities. Integrating advanced technologies into the workplace can have a positive effect on manufacturing efficiency and competitiveness, as well as sustainability and environmental impact. Employee acceptance of these new technologies is critical for manufacturing organizations to achieve these goals. Unfortunately, a notable deficiency of tools to assess the readiness of an employee work group or organization to accept a new technology exists. The objective of this study was to develop and validate a new tool for gauging employee technology acceptance in a pre-implementation decision context known as the Technology Acceptance in a Manufacturing Environment (TAME). Statistical validation measures were conducted on survey responses from 823 respondents across seven locations of one large organization. The results indicate that TAME is appropriate for assessing readiness for technology acceptance among manufacturing workers with little to no training or knowledge of the technology being considered for implementation (R2 = 86%). TAME can facilitate the organizational assessment of employee perception of new technologies before implementation, increasing the chances of a successful launch. This research results in the first known application of technology acceptance models in a pre-implementation context in a manufacturing environment.

Do employee perception of HR training quality and manager innovation signals employee thrive?

Using signalling and self‐perception theory, we propose and test a multilevel model that investigates the impact of aggregated high‐quality HR training on individual‐level thriving through the innovative behaviour of managers. We collected data from 192 respondents in 45 teams from various multinational organizations and analysed it using a multilevel path analytic method, specifically Hierarchical Linear Modelling. The study's findings indicate that team‐level perceived high‐quality HR training positively predicts individual‐level employee‐rated managers' innovative work behaviour and employee‐rated managers' innovative work behaviour is positively related to employees' thriving at work. This finding supports our hypothesis of an indirect positive effect from HR training quality to thriving via managers' innovative work behaviour. Furthermore, the cross‐level analysis revealed that aggregated HR training quality strengthens the relationship signal that favours the manager's innovative work behaviour, which, in turn, positively affects their own thriving at work. Our research offers novel insights into the thriving process, underscoring the importance of considering both contextual and individual factors. Our findings' theoretical and practical implications are discussed in detail, including their limitations. In conclusion, this study provides valuable knowledge to organizations, managers and employees, highlighting the significance of high‐quality HR training and innovative work behaviour in promoting employee thriving.

Remote “Helicopter Bosses”: Employee Perceptions of the Effects of Supervisory Controls and Remote Work During the COVID‐19 Pandemic*

ABSTRACTThe COVID‐19 pandemic precipitated an extensive involuntary shift to remote work and has since dramatically reshaped work and its supervision. We examine how employees' perceived productivity is associated with remote work during the pandemic, how supervisory controls moderate this relationship, and how remote work and perceived productivity impact employee preference for post‐pandemic remote work. We survey 589 workers in June 2020 via Mechanical Turk and find a directionally positive but nonsignificant association between remote work and perceived productivity. Additional analysis, however, indicates an indirect positive effect of remote work on perceived productivity through more hours worked. We further find supervisory monitoring intensity (SMI) is positively associated with perceived productivity, and the association between remote work and perceived productivity is more negative with more intense supervisory monitoring. Outcome‐based evaluation is also positively associated with perceived productivity, but it does not moderate the relationship between remote work and perceived productivity. Supervisor‐based evaluation has no significant association with perceived productivity, nor does it moderate the relationship between remote work and perceived productivity. Overall, our results suggest the main effect of remote work on perceived productivity during the pandemic is weak at best, and SMI is less compatible with remote work supervision than outcome‐based evaluation. Finally, we find increased remote work and perceived productivity improvement during the pandemic are positively associated with preference for post‐pandemic remote work, and we find a marginal positive interaction effect between them. These findings provide empirical evidence of the pandemic's repercussions on the post‐pandemic work environment.

Linking Employee Perceptions and Adaptability to Project Performance: The Chain Mediation of Agile Management Elements in China's Architecture Sector

Linking Employee Perceptions and Adaptability to Project Performance: The Chain Mediation of Agile Management Elements in China's Architecture Sector

Barriers to Employees’ Participation in Continuing Professional Education Programs in Greece

Surveys that examine the perceptions of employees regarding lifelong learning in Greece reveal that employees have a positive attitude towards education and also indicate that about 70% of the working population showed intention to participate in some form of continuing education. However, the participation rates of Greek employees in educational programs are below the European average. At this point, it is worth noting that little is known regarding the barriers that prevent them from participating. In this light, the present study is the first attempt to investigate both individual barriers and barrier categories of employees’ participation in Greece. Survey data were collected using a questionnaire. The results of the present study revealed four categories of barriers. Of these, situational barriers gathered the highest average, followed by <italic>institutional: state/institute barriers and, institutional: working environment and, to a lesser extent, dispositional barriers. In particular, the three main barriers faced by employees were the “lack of time due to work obligations”, the “participation cost”, and the “lack of time due to taking care of children.” In addition, the categories of barriers were found to be related to three of the four demographic variables examined: gender, employment status, and occupation, which were independent of age.

Why do Stayers Stay? Perceptions of White and Black Long-Term Employees in a Community Mental Health Center

Why do Stayers Stay? Perceptions of White and Black Long-Term Employees in a Community Mental Health Center

Examining the Role of Mentoring on Perceived Employability Among University Students in China

The purpose of this study is to examine the impact of mentoring on university students’ perception of employability in China and to investigate the role of mentoring duration, frequency, and mentor-mentee similarity as potential moderating factors. This quantitative study was conducted by administering an online survey among university students in China. All participants ( N = 1023) completed demographic questions and a Likert scale questionnaire consisting of 16 self-perceived employability scale items and 25 college student mentoring scale items. After controlling for the university students’ age, gender, academic field, and university rank, mentoring was significantly positively associated with perceived employability. Our results further reveal that out of the four mentoring functions, psychological emotional support is significantly positively associated with perceived employability. The findings suggest that mentoring duration, frequency, and mentor-mentee similarities shape the impact of psychological emotional support on employability. The findings of this study contribute to the literature on mentoring and perceived employability, and provide valuable insights for educators, policymakers, and mentoring program developers. By emphasizing the importance of key mentorship functions, educational institutions can develop effective mentoring programs and interventions to enhance university students’ career prospects and employability.

Understanding the Role of Structural Change Management from Employees’ Perspective: A Case Study for Hawassa Industrial Park

This qualitative research aimed to show that to exploring the understanding of the role of Structural change management from employees’ perspectives in Hawassa Industrial Parks under Ethiopian Industrial Parks Corporations. This specific study attempted to emphasize on the role of structural change management for structural change performance enhancement. The study on structural change management from employees’ perspectives employed qualitative exploratory method to capture the experience and perception of employee’s. For this specific study in the study area data source would be only primary data. Data collection method was semi-structured in-depth interview made with the eight employees and one supervisor from eighteen companies with in the Hawassa Industrial Park. The data were analyzed by using thematic &content analysis. The research on structural change management from employees’ perspectives has the finding of training related, experience related, perception related and administrative body related aspects hindering change management. Finally the study recommended that the companies in the industrial parks, National and regional government and industrial park’s administrative bodies should apply open door policy to exploit eternal opportunities and the employees in the companies also should be open wise to adapt as well as to exercise change management. Over-all study suggested some limitations for other researchers.

Perceptions of Female Administrative Employees on the New Career Advancement Model at Universidade Nacional Timor Lorosa'e

Perceptions of Female Administrative Employees on the New Career Advancement Model at Universidade Nacional Timor Lorosa'e

Role of Financial Innovation in Enhancing the Meezan Bank’s Market Share: Evaluating the Perception of Regional versus Branch Level Employees

In Pakistan very few researchers have focused on targeting the element of financial innovation within the sector of Islamic banking, despite of its ongoing growth. This study therefore aims to provide the perception based analysis about the effect of Financial innovative/Fintech tools on the market share of Meezan Bank in Pakistan. The present study report the results from the questionnaire survey distributed to the 52 branch as well as regional employees of Meezan Bank in Pakistan. The analysis of survey findingsthrough multivariate regression suggest that financial innovation is positively related to the market share of Meezan bank. On the basis of Step wise regression it is suggested that among the six elements of Fintech services (Mobile banking, internet banking, telephone banking, Automated teller machines (ATMs), Point of Sale terminals (POS), and Artificial Intelligence (AI) only ATM and POS are the most significant variables. Moreover, regional employees are significantly optimistic about the influence of Fintech on the market share of the selected bank.

Unpacking the behavioural outcomes of internal crisis communication: Underlining nexus of employee task performance, crisis responsibility and work well‐being to improve organizational reputation

AbstractThe COVID‐19 pandemic has redefined the corporate sector's communication requirements to maintain organizational reputation among employees. This situation has led to lacklustre organizational performance and a decline in employee well‐being. However, little is known about how the sophisticated execution of internal crisis communication can foster productive employee responses. This study examines how internal communication during times of crisis strengthens employee task performance and well‐being, both of which are crucial for organizational success following the COVID‐19 pandemic. Drawing inspiration from situational crisis communication theory, the study primarily investigates the outcomes of internal crisis communication that generate favourable employee perceptions of their organization. A quantitative survey of 384 employees from various organizations was conducted, and the results indicated that efficient internal crisis communication enhances employee task performance, boosts employee well‐being and reduces crisis attribution, thus promoting employee behaviour that improves reputation. These findings contribute to the growing body of literature in public relations focused on understanding the psychological mechanisms underlying positive employee behavioural intentions during times of crisis. More importantly, strategic internal communication and maintaining a human element in employee interactions will benefit organizations in the long run. Practical implications for researchers and practitioners are discussed.

How Do Employee Characteristics and Perception Shape the Willingness to Work with Service Robot: A Study of Hotel Employees in Dhaka, Bangladesh

How Do Employee Characteristics and Perception Shape the Willingness to Work with Service Robot: A Study of Hotel Employees in Dhaka, Bangladesh

Eco-green mirage: investigating turnover intention as organizational turbulence through perceived greenwashing, cynicism and alienation

PurposeUsing social and moral identity theory, this study aims to investigate the influence of perceived greenwashing on employee work attitudes by using social and moral identity theory. By examining the relationships between perceived greenwashing, employee cynicism, work alienation and turnover intention, this study unveils essential mechanisms that shed light on the complex relationship between these variables.Design/methodology/approachThe study gathered data from a sample of 267 employees in the service industry and used variance-based structuring equation modeling to test the hypothesized associations. The results of the study indicated a positive relationship between perceived greenwashing and turnover intention.FindingsEmployee cynicism and work alienation emerged as crucial mediating factors, revealing the underlying psychological dynamics linking perceived greenwashing to turnover intention. Moreover, the study identified organizational pride as a powerful moderator that mitigates the adverse effects of greenwashing on employee attitudes.Practical implicationsGenuine and transparent environmental practices are crucial in the service industry to avoid misleading claims, safeguard reputation and establish trust. Leaders should exemplify genuine commitment to environmental practices, serving as role models. Regular and honest feedback mechanisms should be established to gauge employee perceptions of the organization’s environmental initiatives. Educating employees about the signs of deceptive practices can empower them to make informed judgments, reducing the likelihood of falling victim to misrepresentations and mitigating associated negative outcomes.Originality/valueThe current research seeks to shed light on the profound impact of greenwashing on employees, an area that has been surprisingly overlooked. The study responds to the call of the antecedents that influence employees’ intentions to leave their organizations. The study explored the vital relationship between perceived greenwashing and employee attitudes, thereby contributing valuable insights to the existing literature on the sustainable practices of organizations, particularly those in the service industry.

An investigation of employer perceptions of Irish nutrition graduate competencies.

Undergraduate nutrition programmes prepare students and graduates for a wide range of employment opportunities. However, little is known about how employers perceive current nutrition education practices in Ireland and how well graduates are prepared for the realities of today's workforce. The present study aimed to explore employers' perspectives of nutrition placement students and graduates' competencies for the workforce. Interviews were conducted with 12 nutrition employers across Ireland and the UK who currently or have recently employed Irish nutrition graduates or supervised placement students. Interviews were transcribed verbatim and thematically analysed. Three themes were identified including: "adapting to modern workforce needs", "professional competency expectations" and "valuing competency-based educational and professional systems". Employers reported an overall positive experience with Irish nutrition placement students and graduates. They are perceived as adaptable, willing to learn and professional. Many felt nutrition students and graduates had received quality education with knowledge, skills and attitudes meeting expectations of nutrition education being provided but felt that students and graduates often lacked confidence in their abilities. Employers remarked that graduates who had undergone placements were better prepared for the professional work environment. However, gaps were identified because employers felt nutrition curricula lack training on business skills and digital competencies. Employers had a positive experience with Irish nutrition graduates and students and felt they were competent for the workforce. Addressing the gaps identified by employers to adapt curricula to modern workforce needs would further enhance graduate employability.

EMPLOYEE PERCEPTION ABOUT ORGANIZATIONAL HR PRACTICES AND ITS CULTURE

A study on employee perception about organizational HR practices and culture at IWL India Private Limited. This study explores employee perceptions of organizational HR practices and culture and their impact on employee satisfaction and engagement. The research aims to understand how employees perceive various HR practices, such as recruitment, training, performance management, and compensation, and how these practices influence their perceptions of the organization's culture. The study also examines the relationship between employee perceptions of HR practices and their job satisfaction, organizational commitment, and intention to stay with the organization. The research adopts a descriptive research design to analyze the perspectives of 200 employees through a survey questionnaire. Using SPSS 16 for data analysis, quantitative research methodology is used. The questionnaire assesses the overall HR practices and culture. The transparency, flexibility, monetary rewards and remuneration, HR practices and culture which makes task easier and comfortable, and employee’s opinions and ideas in the study. The findings aim to provide insights into how employees perceive these practices and their impact on organizational culture. This study contributes to the existing literature by offering a comprehensive analysis of employee perceptions, which can guide organizations in improving their HR practices and fostering a positive organizational culture. Key Words: HR practices, organisational culture

A STUDY ON EFFECTIVENESS OF USING AI IN RECRUITMENT PROCESS IN STEEL 1 PRIVATE LTD

This study explores the effectiveness of AI in recruitment and its impact on employee perceptions and organizational outcomes. Analyzing data from 140 employees, including demographics and attitudes towards AI recruitment, revealed positive sentiments about AI's relevance and skill representation. However, concerns about time-saving efficiency and algorithm accuracy were noted. Using statistical tools like Kolmogorov-Smirnov, Mann-Whitney U, and Kruskal-Wallis H tests, the study found dependencies between AI perceptions and employee qualifications, indicating a need for tailored recruitment strategies. Despite high correlations among variables, the non-normal data distribution highlights the complexity of employee attitudes towards AI recruitment. The findings emphasize addressing employee concerns and customizing AI recruitment strategies to fit diverse perceptions and qualifications. Further qualitative and longitudinal research is recommended to better understand AI's evolving role in recruitment.

A STUDY ON THE EMPLOYEE’S OPINION TOWARDS EFFECTIVENESS OF CYBER SECURITY MEASURES IN OMEGA HEALTHCARE

The study examines employee satisfaction and perceptions regarding cybersecurity measures at Omega Healthcare. It aims to assess management support, factors affecting security training, challenges in policy adherence, and suggests improvements. Using a mixed-methods approach, it combines surveys and interviews with a diverse sample of employees. Surveys gauge satisfaction levels and policy adherence, while interviews delve into experiences and suggestions. The findings aim to inform Omega Healthcare's cybersecurity strategy, promoting a culture of security awareness and compliance.

A STUDY ON ANALYSIS OF PERFORMANCE APPRASIAL SYSTEM

This study aims to analyze the performance appraisal system implemented at Koso India Pvt. Ltd., a leading provider of industrial valves and automation solutions. Performance appraisal systems are critical in assessing employee performance, enhancing productivity, and aligning individual objectives with organizational goals. This research investigates the effectiveness, efficiency, and employee perceptions of the current appraisal system at Koso India Pvt. Ltd. The methodology involves a mixed-methods approach, combining quantitative data from employee performance records and qualitative insights from employee surveys and interviews. Key performance indicators (KPIs) and appraisal outcomes were analyzed to gauge the system's impact on employee development and organizational performance. Findings reveal that while the performance appraisal system at Koso India Pvt. Ltd. effectively identifies high performers and areas needing improvement, there are challenges related to consistency, transparency, and feedback mechanisms. Employees expressed concerns over the subjective nature of certain evaluation criteria and the lack of actionable feedback. Additionally, the study highlights the need for continuous training for appraisers to ensure fairness and objectivity. Recommendations include enhancing the transparency of the appraisal process, incorporating 360-degree feedback mechanisms, and providing regular training sessions for both employees and appraisers. By addressing these areas, Koso India Pvt. Ltd. can improve employee satisfaction, foster a culture of continuous improvement, and better align individual performance with the company's strategic goals.