Employment Related Issues Research Articles

Employee assistance program for players in the Chinese Professional Baseball League

Employee Assistance Programs (EAP) offer services that assist in the management of problems faced by employees. EAP can assist in addressing employee-related issues in various workplaces, including the problems faced by professional baseball players. The purpose of this study is to develop the framework for a suitable EAP for the players of the Chinese Professional Baseball League (CPBL). This study chose the modified Delphi method to develop the EAP for players of the CPBL. The selection of members of the expert panel was based on their expertise in human resource management, counseling, EAP, and sports management, as well as retired professional baseball players. The two rounds of nine-week survey were conducted to collect the opinions of the panel experts. The results indicated that EAP for CPBL players fall into four categories: EAP about work, which can help players pursue their career development; EAP about health, which can help players maintain their physical and mental health; EAP about family life, which can help improve the quality of life of players and their families; and other EAP, which can be used to establish communication channels with the teams. There are a total of 40 EAP items developed in this study.

Exploring the Dark and Bright Side of Leader-member Exchange Differentiation: A Social Comparison Perspective

Although Public sector organizations face many employee-related issues, it has been identified that the employee task performance and organization cynicism-related issues are affecting more of the success of the organizations. Despite prior studies exploring the inclusion of perfect leadership in the public sector organization, it can enhance and build positive behavioral tendencies of its employees. However, leaders are also the main cause of generating social comparison emotion and envy in their in-group and out-group employees. In line with the thoughts, the current objectives were to identify the impact of Leader-Member Exchange differentiation on positive and negative behavior through social comparison emotions. Positivism research philosophy following the deductive approach has been used for the current study. 235 sample collected through self-administrated questionnaires from Public Sector organizations has been used to meet the study's objective. Results suggested sequential mediation of social comparison emotions and envy on employees' positive and negative behavior. The study has several implications presented at the end of the study and will provide help for the management of public sector organizations.

Financial Capability as a Predictor of Financial Satisfaction among Catholic Higher Education Employees: A Sequential Explanatory Mixed Method Inquiry

Understanding the financial capability and satisfaction of Catholic Higher Education Institution (CHEI) employees is crucial in addressing their financial well-being. Hence, this paper quantitatively assessed the financial capability and financial satisfaction of CHEI employees. Meanwhile, the qualitative phase explored the factors influencing financial capability and financial satisfaction through interviews. By employing a sequential explanatory mixed-method approach, the research provided a holistic understanding of how financial capability impacts financial satisfaction and explore potential strategies to enhance their financial well-being. The quantitative phase involved a self-made research instrument. The researcher employed tools like frequency distribution, mean, standard deviation, and regression analysis. For the qualitative phase, data collection involved a semi-structured interview. Lichtman's 3 Cs analyzed the transcribed data. The quantitative results revealed that the CHEI employees has a high financial capability. However, they are financially dissatisfied. In their demographics, income, educational attainment, and employment classification has a significant relationship of CHEI financial capability. In financial satisfaction, only income and educational attainment has a significant relationship. Moreover, the qualitative results revealed that having alternative means of living, receiving spousal support, and having fewer dependents are key elements that enhance the financial resilience and flexibility of CHEI employees. However, despite their financial capability, the research indicates that CHEI employees may face financial dissatisfaction linked to employment-related issues. Factors such as limited career advancement opportunities and lower monthly salary levels are identified as significant contributors to their financial dissatisfaction.

A Study on the Impacts of ‘Youtube’ as an Earning Platform on the Motivation Factors of Generation Z in the Workplace

Motivation’ has been proposed as one of the significant and effective methods for handling employee related issues in an organization since the 18th century, when Industrial Revolution (IR) 1.0 transformed the livelihood of people. Human resource practitioners and scholars, through their past studies and research from different eras of time, have identified various factors that motivate the employees. As humans are complex, various motivation theories have been developed by the researchers to understand people’s motivation better from different perspectives including their needs. Studies have indicated that various employee-related issues including employee turnover, organizational commitment, employee retention have been resolved through implementing the recommended motivation factors. This whole scenario was effective enough for the prevailing generations including Baby boomers, Gen X and Gen Y, as in most of the cases, issues arise from either the employees or the management where there was a gap of expectation fulfillment between these two parties only. The key question is, apart from these two parties, how if an external environment factor (refers to social media – YouTube in this study), leave an impact on the motivation factors of employees, especially the Gen Z, who is the first generation stepped onto the globally connected world. The focus of this study is centered on exploring the impacts of ‘YouTube’ as an earning platform on the motivation factors of Gen Z in their workplace.

Knowledge and attitude on childhood cancer survivorship among healthcare trainees: a multicentre study from India

BackgroundThe proportion of childhood cancer survivors (CCS) in low/middle-income countries (LMICs) is rising. CCS often develop several physical and psycho-social long-term adverse effects, with unique healthcare needs. Primary healthcare providers...

EFFECT OF MOTIVATIONAL STRATEGIES ON EMPLOYEE PERFORMANCE IN NIGERIAN DEPOSIT MONEY BANKS

Purpose: This study examines the impact of motivational strategies on employee performance with the mediating role of employee formal recognition.
 
 Method: Collected data were analyzed by structural equation modeling. This study reveals that factors such as salary satisfaction, working environment, bonus and fringe benefits, and training and development have positive and significant associations with employee performance except for job security.
 
 Findings: Moreover, these findings suggest that providing formal recognition to employees enhances their employee performance, thereby positively impacting their overall performance.
 
 Research, Practical & Social Implications: Hence, this study recommends that the management should focus on these motivational factors by creating a positive work environment, attract and retain talented employees, and foster higher levels of job satisfaction, and ultimately contributing to improved organizational performance and success.
 
 Originality/Value: The originality of this study lies in its analysis of motivational strategies and employee performance in Nigerian Deposit money banks. Furthermore, the study highlights the relevance of motivating employee related issues to ensure improved performance and effective use of strategies.

Government Subsidy Nexus: The Case of Employment and Performance Dynamics

In this article, the impact of nexus of subsidy on economic growth and performance is examined, with focus on age influence. We analyse data from 1,272 Chinese manufacturing firms from 2007 to 2017 using quantile regressions and Generalized Method of Moments. The findings indicate that subsidies have a positive effect on employment growth but a negative impact on performance. Age is found to have a weaker moderating effect on the subsidy-performance relationship but a stronger effect on the subsidy-employment-growth relationship. Young and private firms experience alternating growth patterns, while state and matured firms consistently exhibit positive growth across all quantiles. The study also reveals that lagged employment and subsidy levels have a significant positive relationship with current employment-related issues, while performance shows a change in direction with lags. Our result shows that subsidy impacts better on growth rather than performance as a by-product. However, with limiting recommendations on governments efforts to overspend on young firms. We discuss our findings within the theoretical frameworks of the economics of subsidy and the theory of cost and benefit for emerging markets.

Effect of Employee Relations Practices on Employee Performance in Commercial Banks in Narok County, Kenya

Employee performance is a critical factor for the success of commercial banks in Kenya. Commercial banks in Kenya have been facing various employee-related issues that have affected their performance, productivity and turnover. According to a survey conducted by the Central Bank of Kenya in 2019, the average staff turnover rate in commercial banks in Kenya was 14.6%. This has been attributed to various factors, such as inadequate compensation, lack of career growth opportunities, and poor working conditions. The general objective of the study was to establish the effect of employee relations practices on employee performance in commercial banks in Narok County, Kenya. The study was anchored on the Appraisal theory, Reinforcement theory and expectancy theory. The study adopted a descriptive research design. The target population was 336 managers and middle-level workers in 14 commercial banks in Narok County, Kenya. The study adopted Slovins' formula to get a sample of 182 employees. The study further adopted stratified random sampling to get the sample of each category of worker. The study collected primary data using a questionnaire. Content validity was ensured by the opinions of experts and supervisors. The reliability of the study instruments was determined by conducting a pilot test in Narok County, whereby 18 questionnaires were issued to employees in 2 banks. An internal consistency technique was adopted by utilization of Cronbach's Alpha. Data gathered in the study was both quantitative and qualitative in nature. Descriptive and inferential statistics were employed in the study. Descriptive statistics involves the use of percentages, frequencies, and mean and standard deviation. Inferential statistics involves the use of correlation and multiple analyses. After analysis, data were presented in the form of tables. The study concluded that there is a strong positive correlation between employee relations practices and employee performance in commercial banks in Narok County, Kenya. From the findings, the study recommended that commercial banks in Narok County should encourage a two-way flow of communication where employees feel comfortable sharing their ideas, concerns, and feedback with management. Moreover, commercial banks in Narok County should support employees in achieving a healthy work-life balance to prevent burnout and increase job satisfaction.

Barriers at Workplace: Challenges for Adults With Visual Impairments—A Systematic Literature Review

Introduction: A systematic review was carried out to determine and address the employment-related barriers encountered by persons with visual impairment. The existing database has been analyzed to summarize employment-related issues, facilitate support, and ensure rehabilitation and equal participation in employment. Methods: Fourteen peer-reviewed publications in more than 13 countries from 1998 to 2021 that met the criteria to address employment issues were selected to summarize workplace-related barriers, workplace experience, and assistive technology usage. A three-point rating scale was used to evaluate the studies based on the number of employment-related issues they emphasized. Results: The findings were drawn thematically and suggested that (a) various workplace-related issues, including transportation, (b) the employer's intention to hire, and (c) lack of assistive technology are the most crucial barriers to employment. Discussions: The article identified the barriers to employment of persons with visual impairment from the existing literature and discussed the significant issues. Society needs to support the inclusion of each individual and ensure equal participation. Implications for the Practitioners: The review will enable rehabilitation professionals to get an insight into the issues and risk factors related to the employment of persons with visual impairment. This will allow the professionals to work out strategies to address the same.

Factors Influencing Employability of Persons with Disabilities in India: A Systematic Review Protocol

Employment is a social determinant of health. There is compelling evidence that work improves general health and well-being and reduces psychological stress. People with disabilities are more likely to be unemployed and generally earn less even when employed. Despite the recent strides in terms of legislative frameworks aligned to the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) 2004 (which India ratified in 2007) like the Rights of Persons with Disabilities (RPWD) act 2016, the social reality of the employment status of the Persons with Disabilities (PwDs) is in stark contrast. Several barriers contribute to the disadvantages experienced by people with disabilities while seeking jobs and retention of meaningful employment. Literature showed many studies regarding employment-related issues particularly employability of PwDs, but very few have studied local factors coming into play. This study aims to develop a systematic review protocol to systematically analyze and synthesize the existing knowledge within this area in India for planning future interventions. The protocol has already been registered to PROSPERO International Prospective Register of Systematic Reviews. (Registration ID. CRD42023407717) Keywords: Persons with disabilities, Systematic review protocol, Employment, Health care, Sustainable development, Indian context, Rights of persons with disabilities

Toward a model of academic support in transnational education in China: Under the strategic goal of sustainability

Academic support is an important part of quality education provision in higher education institutions (HEIs). Although many researches discuss about the different approaches and their effectiveness of academic support in retaining students and meeting their diversified needs, there is not so much literature written on the academic support in transnational education (TNE) under the strategic goal of sustainability. Based on an integrated analysis of a Chinese-Finnish TNE program, this paper uses mixed methods with qualitative and quantitative approaches in a case study to analyze what academic support should be provided to students, how and when it should be provided. Findings show that students need academic support in the aspects of employment-related issues and courses learning most. And Fu Dao Yuan is suggested to be the links between students and academic support mechanisms. The paper also proposes a longitudinal model of academic support to achieve Sustainable Development Goals (SDGs), which can be a reference model adopted in other TNE in the Chinese context.

Influence of Staff Recruitment and Development on Performance of Saccos in Meru County, Kenya

The Savings and Credit Co-operative (SACCO) subsector is critical to Kenya's economic growth, since it provides a distinct and crucial role in financial services. Despite this, most SACCOs continue to suffer significant losses, with some even folding, raising questions about the procedures put in place to ensure continuing success. SACCOs in Meru County, in particular, have been plagued by financial scandals and employee-related issues, resulting in poor performance, raising questions about the role of human resource practices in easing these problems. The purpose of the study was to determine the influence of human resource management practices on performance of SACCOS in Meru County, Kenya. The specific objectives were to assess the influence of staff welfare practices and employee development practices on the performance of SACCOS in Meru County, Kenya. The study was anchored on Contingency Theory. A descriptive research design was followed by the study. The research was conducted on 24 SACCOs in Meru County, with the target population consisting of SACCO managers, auditors, human resource directors, and operations managers. Questionnaires were used to gather data for the study, which were then analyzed using descriptive and inferential statistics. From the descriptive analysis, it was revealed that the human resource management practices including Staff recruitment practices (x̅=4.46), Employee development practices (x̅=4.40) were adopted to a very large extent in the Saccos. The correlation analysis showed that all the research variables including Staff recruitment practices (r=0.276) and Employee development practices (r=0.535) had a positive effect on the performance of Saccos in Meru County, Kenya. The study recommends that Saccos to engage human resource practitioners’ offices or employee experts in recruiting if they are to meet their objectives. The study recommends that the organizations should undertake job training for their employees, and employee training techniques should be in line with available resources, organizational structure, and organizational culture.

A relational perspective of schizophrenia at work

PurposeDespite a plethora of research on diversity and inclusion, workplace-related issues pertaining to individuals with schizophrenia (SCZ) remain grossly underexplored. This paper seeks to develop a relational, multilevel perspective of issues and challenges faced by individuals with SCZ in the work and career.Design/methodology/approachThe research draws on the findings from in-depth, qualitative interviews with schizophrenic individuals, individuals’ family members, healthcare professionals and nongovernmental organization (NGO) representatives.FindingsThe findings highlight the interconnected nature of multilevel issues faced by schizophrenic individuals and indicate that at the societal level, social stigma, economic conditions and inadequate government policies are the key challenges faced by them. At the organizational level workplace support and job suitability and design affect individuals’ employment. At the individual level, self-stigma affects the employability in a negative way whereas personal motivation and resilience, family and social support and realization of illness are the facilitating factors.Originality/valueThe study adds to disability and diversity literature by developing a relational perspective that holistically captures the issues faced by schizophrenic individuals and suggests that the work and employment-related issues may be simultaneously addressed at multiple levels.

Invisible Diversity: Multilevel View of Work Related Issues Facing Individuals with Schizophrenia

Informed by a relational perspective of managing diversity, this study focuses on the following question: what multilevel issues are experienced by individuals with schizophrenia in their work and career? Drawing on 30 semi-structured interviews with schizophrenic individuals, their family members, healthcare professionals and NGO representatives, the findings suggest that at the societal-level, social stigma, economic conditions and lack of government support pose challenges to schizophrenic individuals. At the organizational-level, workplace support and person-job fit affect their employment. At the individual-level, self-stigma affects their employability in a negative way whereas personal motivation and resilience, support and realization of illness are facilitating factors. The study adds to diversity and disability literature by highlighting not only the invisibility of diversity and inequality facing individuals with schizophrenia but also demonstrates the interconnectedness of the factors and suggests that their work and employment-related issues may be simultaneously addressed at multiple levels.

Psychological Wellbeing and Employability of Retrenched Workforce During COVID-19: A Qualitative Study Exploring the Mitigations for Post Pandemic Recovery Phase.

The ongoing COVID-19 pandemic has triggered several employment-related issues, followed by different response strategies. With retrenchment measures being a common response strategy during economic downturns, many individuals have been faced with unemployment. This study aimed to explore the effect of the COVID-19 pandemic related retrenchment on the psychological wellbeing of the Malaysian workforce, using a qualitative research approach and based on the Latent-deprivation Model. A purposive sample of 30 retrenched participants was interviewed via telephone during Malaysia's Movement Control Order (MCO). Thematic analysis was subsequently conducted to identify key themes in the data set. Six themes emerged from the thematic analysis: (1) Retrenchment leading to the deterioration of psychological wellbeing; (2) Unemployment, financial strain and economic uncertainty; (3) Emotions related to the COVID-19 virus; (4) Coping with lifestyle change; (5) Recommendations to improve the psychological wellbeing and mental health of the retrenched workforce, and (6) Career and financial support at the recovery phase. The present study provides valuable insight into the wellbeing of retrenched workforce who are forced to cope with both unemployment and a global pandemic, and workforce perspectives regarding types of support needed during the recovery phase.

Effects of VHA Policy Directive 1163 on Acceptance and Employment Rates for Veterans with Substance Use Disorders Referred to VHA Vocational Rehabilitation.

Research has shown that Veterans with Substance/Alcohol Use Disorders (SUDs/AUDs) are at a greater risk for employment-related issues (eg, lower labor force participation rates), and interventions such as Vocational Rehabilitation (VR) have been used as a tool to reduce employment obtainment and maintenance. The purpose of the current study was to evaluate acceptance rates and employment rates at closure for Veterans with SUDs/AUDs prior to the implementation of VHA Policy Directive 1163 (mandated that Veterans are not refused services based on prior or current SUD/AUDs). SUD/AUDs were coded to reflect DSM 5-TR criteria of active use and in-remission. Data from a VHA Vocational Rehabilitation program in the Veterans Integrated Service Network 12 network were obtained for the purpose of the current study. Findings showed that Veterans with AUDs were less likely to be accepted for VR services prior and after implementation of VHA Policy Directive 1163. When examining active and inactive SUDs/AUDs, findings showed that implementation of VHA Policy Directive 1163 was not effective for Veterans with AUDs. One factor that was not explored but could explain disparities in program acceptance rates is duration of program entry. If a Veteran has a consult placed for VHA Vocational Rehabilitation services, and their program entry date (date accepted) is a significant duration, then perhaps Veterans with active AUDs start drinking again given that they are waiting for vocational assistance. Thus, it would be important to assist Veterans with active AUDs into services in a timely manner (perhaps prior them being discharged from SUD treatment).

A comparative analysis of employees’ and customers’ attitude towards Islamic banking

PurposeIslamic banking industry with all of its exponential growth and global recognition has been under criticism for the past two decades. However, the problem signifies further when such criticism is made from within the organization and is well supported by outside (the customers). The purpose of this study is to provide a coherent exploration to investigate the factors that polarize its employees and customers across many parts of the world.Design/methodology/approachTo investigate the phenomenon, a total of 30 responses were taken through interviews 15 each from customers and employees. Afterwards, the data was analysed and summarized into two categories. In doing so, the top five Malaysia’s Islamic banks were shortlisted to collect data from employees and customers.FindingsA detailed thematic analysis resulted in six themes (Contradiction between theory and practice, Islamic banking knowledge and awareness, inadequate Shariah training, employees’ background, Shariah compliance, Islamic banking benefits) for employees and five (Islamic banking benefits, applying Shariah in Islamic banking, knowledge of Islamic banking, Islamic banking promotion, Islamic banking employees’ behaviour) for customers, respectively.Research limitations/implicationsThe results have stronger implications for both practice and theory as organizations can assess stakeholders and their perceptions about Islamic banking. Another implication is the comparative examination of employees and customers which can potentially affect decision and policy making in Islamic banks. Islamic banks can also address employment-related issues related to employees’ behaviour vis-à-vis marketing-related problems faced by its customers that will ultimately improve its global market share and strategic positioning.Originality/valueThe study is based on the importance of Islamic banking in Malaysia and explores the factors that potentially create a positive or negative insight into Islamic banking – both in employees and customers.

Exploring the professional experiences of mental health occupational therapists during a period of COVID-19

Purpose: The COVID-19 pandemic has brought about disruption in the way health-care professionals carry out their day-to-day practices across communities. The purpose of this research paper is to explore the professional experiences of occupational therapists working in community and rehabilitation mental health settings during a period of the COVID-19 pandemic and to help gain an understanding of how their day-to-day work practices have been affected. Design/methodology/approach: A qualitative phenomenological research study explored the lived experiences of ten occupational therapists working within Health Service Executive community and rehabilitation mental health services during the COVID-19 pandemic. Participants included eight community mental health occupational therapists and two rehabilitative mental health occupational therapists. Data was collected through semi-structured interviews and analysed using reflexive thematic analysis. Findings: Three themes were identified: holding on to what we do;technology: friend and foe;and COVID as a catalyst to clarify the occupational therapy role. These themes capture the community changes, challenges and frustrations experienced by the occupational therapists while striving to provide quality mental health occupational therapy services during the pandemic. Originality/value: The findings demonstrate the adaptive nature of the profession, the importance of traditional observation methods of community-based care, the experiences with telehealth approaches and an opportunity to clarify misconceptions of aspects of the profession’s role in relation to employment-related issues and occupational therapy group work within such mental health settings. © 2021, Brendan Culleton.

A confirmatory factor analysis of the challenges of effective management of construction workforce in South Africa

PurposeThe South African construction industry (SACI) is a huge employer of labour as the industry depends mostly on human resources to carry out its activities. However, the industry has also been noted for its poor workforce management and lack of attention to human resource management (HRM) issues. Therefore, this study aims to assess the challenges facing the effective management of the construction workforce in South Africa with a view to improving HRM activities in the industry and improve overall service delivery through an effectively managed workforce.Design/methodology/approachA pragmatic philosophical view using a mixed-method research design was adopted. The study’s qualitative strand was achieved through a Delphi, whilst the quantitative strand was achieved through a questionnaire survey. In addition, descriptive and inferential statistics such as mean item score, Kruskal-Wallis H-test, exploratory and confirmatory factor analysis were adopted for data analysis.FindingsWith high reliability, construct validity and model fit indices, the study found that for effective HRM to be attained within construction organisations, careful attention must be given to issues surrounding the nature of the industry, unhealthy working environment, employee-related issues, diversity and working condition in the industry.Originality/valueWhilst several studies have been conducted on HRM, there is a lack of studies on the major challenges facing effective HRM in the SACI. The findings also offer future research studies a good theoretical platform to build upon.

Pandemics, politics, and the resilience of employment relations research

ABSTRACT The Covid-19 pandemic has profoundly altered people’s experiences of work around the world. In doing so, the crisis has appeared to change the public narrative on work and employment, and consequently has highlighted the continued relevance and value of employment relations as a field of study, in terms of both policy and research. In this paper, we reflect on the implications of the Covid-19 outbreak for the field of employment relations. We argue that the current crisis has highlighted the resilience of the field of employment relations, reminding us of its critical relevance to academic and public interest (although for how long is another matter). However, this can only be understood in the context of the broader dynamics and issues facing this field of study. We outline the challenges faced by academics and practitioners working in this area to build upon this new found attention to ensure that employment relations issues remain central in terms of research, teaching and public policy.