Employee Value Research Articles

Greenwashing and its potential to damage

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Organizations must guard against the likely damaging consequences of greenwashing. This can be achieved through commitment to activities and practices that genuinely aid environmental welfare. In turn, it helps ensure alignment between firm and employee values to strengthen job satisfaction, affective commitment and the likelihood of employee engagement in extra-role activities for the environment. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Does Occupational Exposure to Chemicals/Carcinogens Affect the Hematological Parameters of Workers?

Background/Objectives: Chemical and carcinogenic risk in workplace are linked to an increase of the incidence of cancer in exposed workers. The aim of this observational study was to identify an association between exposure to chemical risk and changes in hematochemical parameters of workers exposed. Methods: The study examined blood count parameters performed on 4523 employees of Sapienza University of Rome from September 2019 to February 2020. A total of 1402 workers in research laboratories, exposed to chemical risk and carcinogens, was compared with a cohort of 3121 blood donors, in apparently good health, matched for age, sex, and period of blood collection. Results: Multivariate analysis demonstrated acrylamide is the most frequently associated chemical with significant changes between the groups. It is related to an increase in monocytes and MPV, a reduction of lymphocytes, platelets, and red series values, while MCH remained unchanged. Formaldehyde reveals the same changes as acrylamide, with the exception of the percentage of lymphocytes, red blood cells, and HB, which remain unchanged. Other chemicals and carcinogens show variations for few blood count parameters. Conclusions: The present study found out a significant change in blood count values in workers exposed to acrylamide and formaldehyde. It also showed an increase in the mean monocyte value in employees exposed to carcinogenic risk, compared to non-exposed, with the exception of Trypan Blue. The implementation of efficient health surveillance remains of critical importance. These data should be compared with those from follow-up studies.

Human agility management in Thai SMEs: A catalyst for enhancing employee value proposition

This study investigates the application of Operational Agility Management in Thai SMEs, examining its impact on Employee Dynamic Capability and the resulting Employee Value Proposition. Using a quantitative approach with a questionnaire survey targeted at Thai SME executives, the research analyzes the relationships between “Value of Work”, “Goal Orientation”, and “Network Communication” as independent variables, “Employee Dynamic Capability” as a mediating variable, and “Employee Value Proposition” as the dependent variable. The findings reveal that Thai Small and Medium-sized Enterprises (SMEs) struggle particularly with “Network Communication” in enhancing their “Employee Value Proposition”, primarily due to their predominant hierarchical command structure. This challenge highlights the need for Thai SMEs to reassess their organizational structures and communication practices to improve employee dynamic capabilities and overall employee value proposition. The study provides novel insights into the application of Operational Agility Management in Thai SMEs, bridging the gap between high-performance management theories and the practical realities faced by SMEs in unpredictable business environments, thus offering a unique perspective on cultivating employee dynamic capabilities in this setting.

Informal employment: research and evaluation methods

The article examines various approaches to studying new forms of informal employment, including unofficial employment and entrepreneurial activities. The main goal of the work is to explore diverse methods that can be applied to achieve a more accurate assessment of informal employment and the contribution of the informal sector to the economy, including its impact on economic and social indicators. During the COVID and post-COVID periods, the global financial crisis intensified, necessitating an examination of the current situation not only in the global labor market but also in Kazakhstan. The labor market has always been and will remain sensitive to the state of the economy, significantly affecting both employers and employees. The strengths and weaknesses of applying a range of methods, identifying methodological approaches to the application and systematization of tools to improve the quality of work in the informal sector were analysed. Problems connected with evaluation of informal employment were discussed such as assess to different types of data, identifying boundaries of informal sector and different methodological limitations. The conclusions and obtained results can form a scientific basis for further research and assessment of informal employment, contributing to the adoption of more effective measures at the state level to support the informal sector of the economy in various countries, including our republic. To obtain more accurate results in assessing the volumes of informal employment, it is necessary to use a combination of existing scientific and practical methods, taking into account the specificities of each country, undoubtedly enhancing the efficiency and accuracy of the results obtained.

Building the right employee value proposition to retain millennial talents: A case study at a national bank in Indonesia

Bank ABC are dominated by the millennial generation, which makes up 65% of all employees. During the 2020-2022 period, there was an increase in the number of employees who resigned, most of whom were the millennial generation and had good performance. Meanwhile, in the next 3-5 years the millennial generation is projected to occupy strategic positions. Therefore, this study aims to develop employee value proposition (EVP) development strategy in the context of millennial talent employees’ retention. The research was conducted through a survey using Pawar and Charak's EVP Priority Model dimension guide, equipped with additional dimensions obtained from interviews with millennial employees with high potential and performance. The survey was filled by 366 millennial talent employees. The survey results were processed and analysed using the Importance Performance Analysis (IPA) method. Results related to priority EVP attributes for development (quadrant 1 IPA results) were obtained, namely: Career development, performance appraisal, workload, work-life balance, technological innovation, annual leave and performance-based remuneration. Based on the findings obtained, a model has been built which consists of three priority areas for EVP development, namely Leader's Future Development, Design of Organization, and Remuneration for Human Capital Sustainability (abbreviated to LDR – Leadership Development Remuneration Model), with four strategic program designs consisting of: (1) performance assessments that prioritize the principle of fairness,(2) acceleration of levels digital-based career and competency development, (3) workload analysis and job design that supports the future of work, and (4) development of competitive compensation with equitable principles.

Public accounting’s gender ledger: Where should audit firms target their gender initiatives to better balance representation?

Although men and women enter the public accounting profession at similar rates, women are not equally represented at the highest leadership levels. One possible contributor to the gender gap is that women and men enter the profession with differing levels of fit with the profession, which is the congruence between what an employee values and what an organization values. Using survey evidence from future public accounting professionals, we find that, on average, women experience lower fit with the public accounting profession, as compared to men, in three distinct areas: Women desire the public accounting profession to be more people-oriented, less demanding, and less competitive than they perceive it to be. Based on these results, we provide suggestions for firms to implement to improve fit for women in these areas. Our findings and suggestions will allow firms to develop improved gender initiatives that can assist in reducing gender disparity in the public accounting industry.

The impact of employee satisfaction on company's labour investment efficiency

This study examines the impact of employee satisfaction on company's labour investment efficiency (CLIE) using a sample of 2,333 company-year observations associated with 302 companies listed in the UK between 2008 and 2020. Arguments based on human relations theory suggest that satisfied employees are likely to be motived to exert greater efforts and exhibit lower turnover, thereby reducing employer's exposure to labour market frictions. In contrast, agency theory argues that satisfied employees may become entrenched and thus harm organisational outcomes, including CLIE. We measure satisfaction with employers across our sample companies using 164,341 employees' ratings posted on Glassdoor UK. We observe a positive impact of employee satisfaction on CLIE, demonstrating the validity of underlying human relations theory for the present business context characterised by labour shortages. We also find the positive impact of employee satisfaction on CLIE to be stronger for companies with higher labour intensity, more reliance on skilled labour, and more competitive industry environments. Our study contributes to research investigating the determinants of efficient investment in workforce. We also demonstrate the informational value of employee' online reviews for understanding a company's performance, particularly in assessing the efficiency of its employment decisions.

The production of destruction: How employee values shape platform afterlives

This article addresses how platform closure is produced by drawing on interviews with former employees of MySpace, the social media platform popular in the mid-2000s. Focusing on how staff grappled with user-generated content and user data while sunsetting an old version of the MySpace platform in 2011 to make way for a newly configured MySpace platform that debuted in 2013, it chronicles the decisions that platform employees were faced with while closing a platform, and the values and worldviews that ultimately shaped what remained of the old site. The article shows that sunsetting a platform and acts of technological destruction more generally are not arbitrary or neutral processes with fixed outcomes, but rather processes of sociotechnical production that vary in consequential ways.

Study on Understanding the Use of Light Fire Extinguishers in Airport Terminals

Emergencies and conditions can occur at any time. Preventive measures are necessary to reduce accidents and emergencies. This research, which measures the level of understanding of tenant employees regarding the use of light fire extinguishers in airport terminals, is of significant importance. The study used a mixed methods research approach with a sample of 77 people and obtained measurable values for tenant employees' understanding of light fire extinguishers. The results included 87% of tenant employees understanding emergencies, 81.8% knowing the meaning of light fire extinguishers, 55.8% knowing how to use light fire extinguishers, 58.4% who have never participated in socialization on light fire extinguishers use, and 83.1% who did not have a certificate/license for using light fire extinguishers, provide a crucial basis for further policy-making. In the form of preventive actions, these policies will be carried out by aircraft rescue and fire fighting in the form of fire prevention outreach/training through educational innovations in using light fire extinguishers via videos accessed by all tenant employees. The success of these actions will be measured through pre/post-test results before and after the material intervention, with certificates issued to participants who meet the assessment scoring. As part of the airport community, active participation in these initiatives is not just crucial but also a responsibility and a testament to the ownership of the safety of all airport users.

Faktor Intention to Stay pada Karyawan dalam Lingkungan Kerja: Pendekatan Systematic Literature Review

This study aims to explore the factors that contribute to employee intention to stay in a work environment. The method used in this study is a systematic literature review of PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) using articles from the Scopus database from 2018 to 2023. The results of the study indicate that the factors that influence employee intention to stay based on the literature review conducted by author 1 are talent development, work intensification, cultural competence, aspects (psychological, rational, and fundamental), perceived organizational factors, spirituality in the workplace, promotion, job satisfaction, stress, work frequency, training, mentoring, work environment, distributive justice, paternalistic leadership, trust in management, clarity of goals, work family conflict, rational job creation, HR practices (recruitment, training, performance appraisal, rewards, career opportunities), organizational practices, perception of calling, learning opportunities, and employee value proposition (EVP). Keywords: Intention To Stay, Workplace, Systematic Literature Review

The Impact of Mega-Threats on Employee Values in Social Enterprises

The Impact of Mega-Threats on Employee Values in Social Enterprises

Impact of Employer Branding on Job Satisfaction: A Conceptual Framework

Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers published in peer reviewed journals that are indexed in various databases related to employer branding and job satisfaction. Findings: The findings of the study reveal that employer branding involves all the strategies that an organisation undertakes in order to elevate its reputation in the eyes of its current employees by virtue of its unique employee value proposition and also create a positive image in the minds of their prospective employees by highlighting various monetary and non-monetary benefits for getting associated with the brand. Also, organisation in their quest to attract and retain talented workforce have realised the importance of employer branding. The study also reveals that when employers prioritize meeting employee expectations, such as offering career advancement prospects and equitable remuneration, while still satisfying their own commitments, it fosters a sense of fairness and trust that eventually results in job satisfaction. Implications: The study offers practical implications for organisations and human resource professionals. The organisations should reflect on the expectations of the workforce in order to foster a sense of belonging among the employees and increase job satisfaction. These expectations may be related to work-life balance, career development opportunities, an inclusive work culture, fair compensations, recognition and appreciation for their efforts. Originality: The study emphasises the crucial role of employer branding and its various dimensions on employee job satisfaction in organisations as well as in higher educational institutions. Further, different empirical studies can use the developed conceptual framework to examine the relationship between employer branding and job satisfaction.

Intrinsic satisfaction and turnover intentions: the moderating roles of collegial and managerial values congruence

PurposeThis paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).Design/methodology/approachThe study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.FindingsOur results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.Research limitations/implicationsThe study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.Practical implicationsUnderstanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.Originality/valueThis study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

Explaining the innovation dichotomy: the contexts, contents, conflicts, and compromises of innovation stories

Abstract This study describes the narratives of innovation produced in a knowledge-based company, constructs them into core stories and develops a narrative framework suitable for researching the topic. The research data consisted of thematic interviews with 23 professionals from the Finnish technology company. Innovation stories were convoluted, identifying innovation-framing contexts that were related to ownership, drivers, continuity, decisions and values. Based on these narratives, the study generated the 4Co (context, content, conflict, and compromise) analytical framework suitable for examining narrative data in innovation research. The study also produced an ideal description of innovation as a simultaneously shared and personally meaningful evolutionary learning process that takes place in small steps and requires a balance of necessity and freedom as well as decision-making based on intuition and facts, producing human efficiency as a value for employees and the organisation. Based on the findings, scientific, methodological, and practical discussions are also presented.

Application of Bayesian Decision Analysis to Estimate Occupational Noise Levels from Limited Exposure Data

In recent years, Bayesian statistical modeling approaches have emerged as valuable tools in Industrial Hygiene (IH), particularly in situations with limited exposure data. This paper delves into the application of Bayesian Statistical Models, specifically Bayesian Decision Analysis (BDA), to analyze occupational noise exposure data within two Similar Exposure Groups (SEGs) of groundskeeping workers, addressing the pervasive issue of high noise levels exceeding 85 dBA. The primary aim is to estimate exposure levels based on the location of the exposure profiles for the SEGs within the AIHA® Exposure Control Categories (ECCs) 0-4, later modified and expanded to AIHA-ECC 0-5. This study employs BDA to estimate noise exposures among groundskeepers, emphasizing the scarcity of literature on BDA in noise exposure rating. Groundskeepers, facing potential risk of hearing impairment due to prolonged exposure, constitute a crucial and critical demographic, with nearly one million individuals in the United States alone. Noise data from the two SEGs was analyzed by using the Exposure Assessment Strategies Committee—EASC- AIHA® IHData Analyst for BDA modeling, complemented with the AIHA IHSTAT™ for certainty rating. The resulting posterior graphs were utilized to categorize exposure profiles into respective AIHA ECCs relative to noise OEL. These findings provide valuable insights, indicating a posterior probability of approximately 43.5% and 56.5% with 95% confidence that noise exposure levels fall within AIHA ECC 3 and AIHA ECC 4, respectively. However, while the 95% percentile decision statistics suggest exposure values lower than the OEL, the Upper Tolerance Limit (UTL) significantly surpass the OEL indicating low certainty regarding these exposure values for employees. Notably, the UTLs suggest that the SEGs are experiencing noise levels above the legally required 90 dBA for more than 5% of the time, which is an unacceptable scenario. Recommendations include implementing protective strategies such as regular training, surveillance, and monitoring, alongside engineering control strategies and mandatory use of personal protective equipment. These results underscore the critical need for refining judgments about noise exposures based on variability within and between employees, suggesting the use of additional statistical tools such as ANOVA (single-multivariate), MATLAB, and Python.

Social characteristics of employees in the context of generational theory and age periodization

The article examines the main characteristics of the theory of generations in the context of labor relations and employee values, identifies the specifics of approaches in the theory of generations by different authors, both foreign (W. Strauss, N. Howe, etc.) and Russian scientists (Yu.A. Levada, V.V. Radaeva, etc.). The ratio of age and generational characteristics of personality is analyzed in relation to labor relations. The potential and possibilities of the theory of generations are considered taking into account the existing limitations and shortcomings of the explanatory model.

O-105 HOW HEALTHY IS YOUR WORKPLACE? OCCUPATIONAL HEALTH PROGRAMS IN GERMAN COMPANIES – CREATION AND VALIDATION OF EFFECTIVE MEASURES*

Abstract Introduction Companies are struggling with the costs of absenteeism due to their employees’ physical and increasing psychological illnesses. At the same time, employers should recognize the value of healthy employees in terms of greater productivity and the development of positive organizational attitudes. Many organizations have implemented workplace health promotion (WHP) programs; however, we still have limited knowledge about the effectiveness of various measures. The present study examines 18 WHP activities and their effect on employees’ perceived health support and actual absence rates. Methods I organized 112 German companies into four groups based on their subjective (employee perception of health promotion) and objective (absence rate) performance. Applying multinomial regression analysis, I assessed a company’s likelihood of falling into one of the four clusters if a specific measure is not implemented in it. Results Five measures were identified that significantly differ between company clusters: healthy food offerings, sports offerings, having fitness rooms, systematically evaluating WHP programs, and smoking cessation courses. Discussion Sports courses and fitness rooms not only give employees the chance to improve their physical and mental health but also fulfill social needs by enabling contact with other colleagues. Companies should inform their employees about health topics and make them aware of their own health behavior. Moreover, health managers should carefully implement interventions and follow strategies not only to ensure high participation rates but also to evaluate the interventions systematically. Conclusion Investing in occupational health management can be a strategic asset for organizations. It shows that employers can enhance employee well-being by using simple WHP activities. *The full article will be published in the International Journal of Workplace Health Management, DOI 10.1108/IJWHM-08-2023-0118.

Организационно-управленческие подходы к развитию организационного поведения в системе управления персоналом

The article substantiates the relevance of modern organizational and management approaches to the development of organizational behavior of personnel. The role of behavior types and work values of the organization's employees, which resulted in the motivational model of organizational behavior of the staff, is revealed. Taking into account the identified motivational types of personnel, a set of methods for the development of organizational behavior of employees, including scientific-methodological, informational, andragogical and socio-communicative approaches is proposed. The study shows that organizational behavior is one of the key elements of the personnel management system, the effectiveness of which determines the management result and the financial success of the enterprise.

Methodological bases of personnel management in the context of implementation of the “green office” concept

“Green” human resource management is a strategic approach that recognizes the relationship between environmental sustainability and human resources. This can lead to numerous benefits, including cost savings, improved employee engagement, and long-term organizational sustainability. The article examines the methodological foundations of human resource management in the context of implementing the green office concept. The purpose of the study is to identify the components of the conceptual model for implementing the policy of “green” human resource management at enterprises. The basic procedures of “green” human resource management are researched. It is identified that environmentally oriented HR initiatives can be considered as an organizational mechanism aimed at ensuring that employees behave in a “green” way. It is proved that “green” human resource management plays an important role in shaping the environmental values of employees and improving their environmental behaviour, contributing to the formation of the need to create answers to sustainable development issues in the human resource management systems of organizations. A promising direction for further research is the scientific substantiation of the list of indicators for assessing the effectiveness of the implementation of the “green” policy of an enterprise in terms of personnel management.

«For most of its history, that was not the case»: The importance of corporate archives in the use of past strategy

This paper looks at how Barclays used the services of its in-house corporate archives during a period of severe legitimacy crises. In 2012, Barclays were found to have been rigging the LIBOR rate, another scandal in a succession of scandals for the bank and the banking industry since 2008. To rebuild its legitimacy and create a new set of corporate values for employees, Barclays used its historical resources to con- struct new values based on its Quaker heritage. Barclays Group Archives (BGA) were integral in conducting the research that underpinned the narrative that was used to disseminate these values. The archives were also used to preserve and provide the artefacts that Barclays would use in its promotional material. This paper will show the importance of the archives and the archivists in this process and how they pro- vided unique resources and professional skills that were integral in pursuing a use of the past strategy.