Views Of Employees Research Articles

Study of factors influencing the occurrence of conflicts in pharmacies

The aim of the study was to investigate the factors influencing the occurrence of conflicts in pharmacies during the provision of pharmaceutical care, with the subsequent goal of optimizing the social and psychological climate within the team and improving the quality of service to the population. Materials and methods. Systematic-analytical, mathematical statistical, comparative, and sociological research methods were employed in the study. Descriptive statistics were utilized to present the obtained data. To assess the significance of individual factors, the questionnaire results were converted into corresponding component weights (Wij). Results. The study of conflicts between visitors and pharmacy employees, from the point of view of visitors, revealed several key findings. Most customers expressed dissatisfaction with the prices of medicines and medical devices (Wij = 1.00). Additionally, there were concerns about the perceived quality of the products (Wi j= 0.67), and some customers reported feeling distressed due to the unavailability of necessary medicines (Wij = 0.57). The study, conducted from the point of view of employees, focused on conflicts between employees and visitors. The findings revealed that conflicts most often arise due to dissatisfaction with the prices of medicines and medical devices (Wij = 1.00). Additionally, issues such as requests to dispense over-the-counter medicines from the list of prescription drugs (Wij = 0.70) and returning medicines to the pharmacy after purchase (Wij = 0.67) were identified as contributing factors. The analysis of factors that provoke conflicts in the pharmacy team revealed several key contributors. The most significant include the inadequate behavior of employees (Wij = 1.00), inconsistency in words, assessments, and actions of some team members with the expectations and requirements of others (Wij = 0.89), and psychological incompatibility between employees (Wij = 0.88). The study of conflicts between the administration and subordinates in the pharmacy revealed frequent occurrences linked to several factors. Most notably, conflicts were associated with an imperfect bonus system (Wij = 1.00), high workload (Wij = 0.92), and a perceived lack of career development opportunities (Wij = 0.76). Conclusions. The factors that contribute to the emergence of conflict situations in pharmacies have been identified and studied. Approaches to preventing and resolving conflicts by pharmacy employees are proposed.

Outbound open innovation effectiveness measurement between big organizations and startups using Fuzzy MCDM

PurposeThis research aims to identify the key factors affecting Outbound Open Innovation between Startups and Big organizations using the multiple criteria decision-making analysis (MCDM) approach. The MCDM technique ranks the four key factors identified from the literature study that can help to improve collaboration opportunities with Startups.Design/methodology/approachIdentification of key factors affecting Outbound Open Innovation between Startups and big organizations based on extant literature. A questionnaire is prepared based on these four identified key factors to gather views of the startup's employees, from the designer level to the startup's founder. MCDM techniques are used to evaluate the questionnaire. The ensemble technique is used to rank the key factors coming from three different MCDM methods.FindingsThe findings from the MCDM approach and Ensemble techniques give insight to the big organizations to facilitate outbound Open Innovation effectively. It also provides insight into the requirements of the startups and the kind of support they seek from the big organizations. The ranking can help the big organization close the gaps and make an informed decision to increase the effectiveness of the collaborations and boost innovation.Originality/valueThis is a unique research work where the MCDM approach is used to identify the ranking of key factors affecting outbound open innovation between startups and big organizations. The MCDM technique is followed by the ensemble method to rationalize the findings. Technology Relevance ranks highest, followed by Innovation Ecosystem, Organization commitment and Knowledge Sharing.

Enhancing Business Performance through ERP. Views of Employees, Supervisors and Managers: Α Case Study in Greece

Enhancing Business Performance through ERP. Views of Employees, Supervisors and Managers: Α Case Study in Greece

Performance measurement at polish public universities in the eyes of their employees - selected issues

Polish universities are still going through reform. Previous government made some changes into the way how universities are evaluate, which is connected with categories they will achieve and money they will receive to provide future researches. Government change from 2023 didn’t stabilize universities situation. The objective of this paper is to try to present:– what polish universities employees see as a performance measurement in their organization,– their opinion, if employers put enough effort to engage them in improvement action provided in their entity, which should help university in quicker goal achievement.The carried out research (which only small part is presented in this paper) shows, how employees see the performance measurement at their university. Knowledge about which concept is used are mostly connected with managerial level, and the rest of employees see only their own periodic employee evaluation. Employees are not sure how their work will be evalueted or how it will indicate in university performance measurement. Most of them also don’t see whole picture of performance measurement which is fulfill by their employer. The objective of this paper is to present selected issues of employees (basic as well as managers) view of performance management provided by their employer.

The Role of Administrative Governance Principles in Achieving Institutional Excellence: An Applied Study on the Saudi Telecom Company in Jeddah.

The study aimed to identify the role of administrative governance principles with their dimensions (transparency, accountability, integrity, participation) in achieving institutional excellence from the point of view of employees of the Saudi Telecom Company in Jeddah Governorate. The study relied on the descriptive analytical approach, and used the questionnaire as the main tool for collecting data from a random sample. There were (164) employees of the administrative departments at the Saudi Telecom Company in Jeddah. The data was analyzed using the SPSS program, and the results of the study concluded that the role of the principle of transparency in achieving institutional excellence in the company was at a very high level, with an approval rate of (87%), and that the principle of accountability was at a high level. High and approval rate (83.2%), the principle of integrity came at a high level and approval rate (80%), and the principle of participation came at a high level and approval rate (78.2%). The results also showed that the level of institutional excellence at the Saudi Telecom Company in Jeddah Governorate was at a high level with an approval rate of (81.4%). The results also reached acceptance of the main hypothesis, that is, there is a statistically significant relationship at the 0.05 significance level between the principles of administrative governance in its four dimensions and achieving excellence. Corporate Institution of Saudi Telecom Company in Jeddah Governorate. The study recommended the necessity of conducting a study similar to the current study as an applied study on all other organizations and telecommunications companies, while conducting more future studies on the obstacles that prevent telecommunications companies from adhering to the principles of governance.

ACHIEVING SUSTAINABILITY THROUGH OPTIMAL WELL-BEING AND WORK LIFE BALANCE: ENTREPRENEUR'S EQUATION FOR SUCCESS.

Entrepreneurship is the impetus behind social and economic advancement, but it also comes with a multitude of hardships that can affect an entrepreneur's general health and work-life equilibrium (WLB). This research explores the complex interactions between these factors and how entrepreneurial success affects organizational sustainability both directly and indirectly. In light of how workplace cultures are changing in the aftermath of the pandemic, this study looks at how entrepreneurs' requirements are changing and how important it is to promote WLB and optimal well-being. A quantitative technique utilising surveys was used, with 180 entrepreneurs from various industries in North Karnataka participating. The study evaluated the validity and reliability of constructs like Work-Life Balance (WLB), Organizational Sustainability (OSY), Well-Being (WBG), and Entrepreneurial Success (ESS) using Structural Equation Modeling (SEM) analysis, specifically the SmartPLS approach. Significant validity and reliability were shown by the results, confirming the strength of the research approach. Analysis for the current study indicate that WBG, WLB, ESS, and OSY—workplace variables—have substantial correlations with one another. Although there is not a significant direct impact of WBG on OSY, mediation analysis shows that ESS and WLB are important factors in interpreting the relationship. In general, WLB's influence on ESS entirely mediates its favorable impact on OSY, emphasizing the significance of work-life balance in determining entrepreneur satisfaction. Similarly, ESS entirely mediates the association between WBG and OSY, highlighting the importance of employee views in explaining overall outcomes. Moreover, a sequential mediation analysis highlights the complexity of the interactions by indicating that both WLB and ESS influence OSY. Findings shed light on how crucial it is for entrepreneurs to put their health and work-life balance first in order to achieve sustainable success. The paper acknowledges the changing dynamics following the epidemic and suggests promoting supportive work settings. This study highlights the importance of work-life balance, individual well-being, and organizational success in attaining sustainable entrepreneurship. It also adds to our understanding of the complex interactions among these factors.

Threat or opportunity? - Managers’ and employees’ perception of automation and digitalization in the horticultural sector

While technology advancements are present in all parts of the agricultural sector, horticulture is particularly effected: horticulture has the highest need for manual labor and tasks are increasingly taken over by technology. The aim of our research is to explore and contrast farm managers’ and employees’ assessments of automation and digitalization in the horticultural sector. We collect data from 156 horticultural managers and 132 horticultural employees from Germany via an online survey. We focus on both groups, as farm managers are the decision-makers on investments and technology, but these decisions directly affect employees and their daily work. Overall, participating horticultural managers and employees view automation and digitalization mostly positive and both groups share similar views. Both groups view, on average, that automation and digitalization (i) is a solution to the ongoing skill shortage, (ii) can increase the control over production and data, (iii) effect current employees and their work positively (e.g., reduces stress and physical strain), (iv) change the industry image to the better, and (v) can reduce overall costs and increase productivity. However, both groups do also, on average, expect a shift towards large farms due to automation and digitalization and find acquisitions to be costly. Slight disagreements between the groups arise only in terms of one of the two groups expecting even clearer advantages from automation or digitalization. Our survey is the first to identify and contrast both managers and employees perception on the opportunities and risks of automation and digitalization.

The role of persuasive leadership in reducing job alienation for the opinions of a sample of employees of the Faculty of Administration and Economics / Al-Mustansiriya University

Job alienation is one of the challenges facing the contemporary working environment, which negatively affects individuals and organizations. The role of persuasive leadership here comes to play a vital role in reducing these effects and enhancing employee engagement and commitment. This research deals with the role of persuasive leadership in reducing functional alienation of the opinions of a sample of administrators of the Faculty of Administration and Economics at Al-Mustansiriya University. The methodology was to use a questionnaire to collect data from (34) employees. The results showed that the level of availability of the dimensions of persuasive leadership was moderate from the point of view of employees, as the dimensions of persuasive leadership had a direct impact on reducing job alienation.

I'm only here for the donuts: stand-up meeting relevance's effects on work meaningfulness and motivation

PurposeStand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.Design/methodology/approachFollowing the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.FindingsConsistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.Practical implicationsOrganizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.Originality/valueThis work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.

Weak in ability but still follow what the headquarters asks: a legitimacy‐based view of MNC employees' adoption of English

This paper advances a legitimacy‐based view on what factors determine multinational corporation (MNC) employees' adoption of English at work. We posit that legitimacy judgment represents an alternative mechanism, other than language ability, for explaining MNC employees' response to headquarters' corporate language policy. The hypotheses were confirmed in two studies with mixed‐methods (experiments; semi‐structured interviews), involving MNC employees in China. Our findings verified that corporate language policy increases positive legitimacy judgment, which in turn enhances employees' adoption of English at work. Further analysis showed that language ability moderates the mediating effect of legitimacy judgment, such that this effect is stronger for employees with lower language ability. Semi‐structured interviews confirmed the experimental findings and brought more insight into why and how Chinese employees adopt English in daily work. This paper contributes to the research on corporate language policy, legitimacy judgment, and cross‐border management in Asia Pacific.

Managing an ageing workforce: workplace retention practices and early labour market exit

This study addresses a critical gap in our understanding of how the employer and workplace context influences the working career of older employees. Leveraging linked employer–employee data, this study examines the impact of workplace retention practices on an early labour market exit for employees aged fifty-five to sixty-four in Denmark. The findings reveal that, for those eligible for early retirement, work environment adaptation, re-employment of retired employees, and positive views of older employees’ productivity significantly contribute to avoiding early retirement. However, these workplace retention practices do not influence unemployment, emphasizing their effectiveness in postponing early retirement rather than mitigating job loss. Moreover, the analysis shows that employees with managerial roles and high skill levels benefit more from workplace retention practices in terms of avoiding both early retirement and unemployment. This finding highlights the employer’s key role in shaping inequalities in an ageing workforce by selectively providing opportunities to extend working lives.

Increasing Task Administration Efficiency by Means of a Customizable ICT Solution

In production companies, managers frequently deal with inefficiencies caused by employees learning about new tasks with a considerable delay. The paper focuses on solving the lack of real-time interaction in currently used task administration systems by means of an ICT solution. The main causes of the inefficiencies consist in insufficient real-time information on the sides of both workers and managers. Employees view updates in the information system randomly, thus increasing unnecessary periods of idle time, while their superiors are not fully informed about the status of tasks in progress and about current workload of individual workers. The presented ICT solution was developed for production companies and implemented for the purpose of administering production line failure records. The solution is based on informing employees about a new maintenance task online in real time, using a combination of the designed information system with a mobile phone. The presented system utilizes advanced information technologies – cloud messaging, mobile applications, and web applications. The employee will be equipped with a smartphone with a specially designed application. By a notification sent to the mobile phone, the employee will be immediately informed about the task assigned. As regards task administering, employees enter information about the phases of task execution and managers are informed about the status of executed tasks. Another key feature of the system is providing managers with managerial overviews and compiling reports in order to monitor a number of key indicators. The Unified Process (UP) methodology was used to design the information system. The system accelerates the process of receiving tasks by individual maintenance workers after a failure has been reported, an online overview of the status of work on failures, including a managerial overview of the work of individual workers and the total time spent on solving the task (e.g. a production line defect removal). The system is designed to be universally applicable in other workplaces.

Informacijos valdymas taikant Lean sistemos 5S ir Kanban metodus įmonės administracijos darbuotojų požiūriu

This article delves into the theoretical and practical aspects of applying Lean system methods in information management processes. When implementing the Lean system in corporate management, the primary emphasis is placed on supplier management, quality, and loss elimination. Recognizing information as a crucial organizational resource, comprehensive solutions are deemed necessary for effectively and securely managing company information. The premise is that Lean's 5S and Kanban methodologies have an impact on the promptness and success of information management within the company, facilitating access to pertinent information for all company personnel. The research carried out assessed the significance of Lean system 5S and Kanban methods from the point of view of employees of the administration of a specific company. Keywords: Lean system, 5S method, Kanban method, information management in the company.

Problems of the development of cultural tourism in the Carpathian region: the vision of consumers and service providers

Tourism development in Ukraine has improved in terms of tourist flows, both as a diversification of tourism demand and tourism products in the last decades. Cultural tourism is a promising direction of tourist activity and occupies a leading position in the modern global tourist management system. The object of research is cultural tourism within the tourist destination of the Ivano-Frankivsk region. Regarding this, the authors revisit the phenomenon of cultural tourism in the country, in order to identify cultural tourism potential through cultural consumption among tourists, applying a special tourism survey. The purpose of this research is to identify the main problems of the development of cultural tourism in the Carpathian region from the point of view of demand and supply of cultural tourism programs based on the results of a comprehensive sociological study on the evaluation of tourist objects and the possibility of their inclusion in the cross-border tourist product “Carpathian Cultural Route”. The results of the survey demonstrated responses from 264 consumers of cultural tourism, which is 2,5% of the number of tourists (general population), and 140 respondents – employees of cultural institutions (objects of cultural tourism), the calculated sample of which was 28% of providers of cultural tourism services. The estimated sample was 28% of cultural tourism service providers. Among the positive aspects of the visit, tourists noted the price policy of institutions acceptable to them, the high level of authenticity and historical and cultural value of objects, the appropriate quality of service, and emotional comfort when visiting cultural and historical objects. According to consumers, the main problems of the development of cultural tourism are the low level of infrastructure support of objects and tourist destinations in general, the limited range of additional services, and limited information about the object. The authors emphasize the importance of developing culturally coherent policies to increase the competitiveness of tourist destinations. The most significant problems of the development of cultural tourism from the point of view of employees of tourist objects of cultural tourism are low level of infrastructure development of cultural tourist objects and tourist destinations in general, insufficient financing of institutions, low level of monetization of objects, low level of tourist and cultural activities in a tourist destination, insufficient advertising of the tourist object, imperfection of state tools for regulating tourist activity within cultural objects, low qualification of employees. Scientific developments on this topic will foster the application of innovative approaches towards the differentiation of cultural tourism objects, which, as a consequence, will help to target potential consumers and improve cultural tourism programs.

Does Ethical Leadership Contribute towards Organizational Commitment? A Mediational Study of Employees in Hotel Industry

Purpose: This study assesses how perceived corporate social responsibility by employees’ functions as a mediator between organizational commitment and moral leadership.
 Design/Methodology/Approach: According to the social exchange theory, there is reciprocation between an employee and their employer, and how an employer conducts business shapes the perspective of its employees. Employees follow the same activities and behaviors that the corporation does. 348 front-line hotel employees in Pakistan provided the information. To test the data, structural equation modeling was used.
 Findings: The findings show that a leader's moral and ethical behavior influences how employees view a firm's CSR and how committed they are to the organization. Results exhibit that when workers witness their supervisors performing ethically, it affects their attitudes and makes them more dedicated to their businesses.
 Implications/Originality/Value: The study is distinctive in that by utilizing employee views of CSR as a mediator, the relationship between leadership and commitment was explored. The study has essential management and organizational ramifications, particularly for increasing employee engagement.

Understanding Sentiment and Emotion through ChatGPT to Support Emotion-based Management Decision Making

Effective management decision-making is a key element in organisational success. In the ever-evolving digital age, human interaction with computer systems is increasingly complex and diverse. One increasingly popular form of interaction is the use of Chatbots that are based on artificial intelligence technology. Chatbots trained using language models, such as ChatGPT, have demonstrated their ability to communicate with humans naturally and can be used in a variety of applications, including in management contexts. This research aims to fill this knowledge gap by proposing and implementing a customised ChatGPT model for understanding sentiment and emotion in the context of management decision-making. This research is a literature review that adopts a qualitative method approach, which means it will analyse and interpret data by relying on information and text from various sources. The study results show that understanding sentiment and emotion through ChatGPT is an important innovation that can support emotion-based management decision-making in an increasingly complex and rapidly changing business environment. By analysing and recognising feelings, views and attitudes in text, ChatGPT provides valuable insights for managers to respond to market changes, understand customer and employee views, enhance brand and reputation, and create a healthier and more productive work environment.

Flexible labour policies as competitive advantage

The emergence of the Covid-19 pandemic and the constant changes in the expectations and needs of employees have accelerated the implementation of labour flexibility policies by companies. Currently, there is some uncertainty in the literature about the real benefits of adopting these policies, hence the relevance of this research, which aims to assess whether they represent a source of sustainable competitive advantage. This research used a qualitative approach involving in-depth interviews with human resource managers to analyse the impact of labour flexibility policies on a firm's competitive advantage using the VRIO framework. The study found that while employees view labour flexibility as beneficial to their work-life balance and job satisfaction, from the perspective of firms, these policies may be valuable but do not provide a distinct competitive advantage. Consequently, companies need to consider these policies when developing strategies to maintain their competitiveness and market position.

Role of a Manager in Managing Information in the Remote Work of Generation Z Employees

The increasing significance of information as an economic resource and a component of competitiveness results in that it has become essential for the smooth functioning and development of modern organisations. Possessing information provides a competitive advantage, which is why information is regarded as a strategic resource of an organisation, which supports various processes including: decision-making, employee communication, and knowledge management. For people from Generation Z, representing the youngest workers on the labour market, the availability of information constitutes a significant attribute of quality of life, as well as quality of work. The significance of information and the resulting information management takes on particular importance in a remote work system. The aim of this paper is to present the views of employees from Generation Z concerning the significance of information and the role of the superior in managing information in a remote work system. The research results presented in this paper are part of a nationwide quantitative study of workers from the youngest generation on the labour market. The study was carried out in December 2022 on a representative sample of Polish Generation Z employees who had experience of remote work. In order to learn the opinions of the young workers concerning the analysed issues, a survey was prepared and the questionnaire technique based on a five-point Likert scale was used. The results of the conducted research indicate that young people from generation Z positively assess the impact of remote working on both the speed of information exchange and the ability to understand the provided information, as well as assess its veracity. They were most appreciative of the speed of information transfer in remote working, and more doubtful about the reliability of the obtained information. In contrast, respondents assessed the amount of information flowing to employees working remotely in a negative manner. As can be seen from the obtained data, respondents appreciate the role of the manager in exchanging information in remote work, especially young employees with short experience in this form of work. Whereas, those with longer experience of remote working and working in micro organisations obtained information mainly from colleagues. However, it should be emphasized that despite the positive assessment of information sharing in remote working and the role played by the supervisor, the interviewed Generation Z employees indicated primarily that they would like to work stationary or in a hybrid manner in the future.

How does mindfulness reduce stress at work? A two-study examination using a stress appraisal perspective

Although it has been shown that practicing mindfulness reduces stress, scholars have not yet developed and tested a solid theoretical framework to explain how mindfulness reduces stress. Drawing on the Transactional Model of Stress, this paper investigates whether mindfulness is effective in reducing stress because it helps employees re-appraise their work tasks. More specifically, we examine if mindfulness is related to reduced stress via more favorable work task appraisal (i.e., reduced threat task appraisal and increased challenge task appraisal). Study 1, a two-wave study, and Study 2, an experience sampling study, show that mindfulness is related to reduced stress via decreased threat task appraisal, but not through enhanced challenge appraisal. Taken together, our findings suggest that mindfulness can reduce stress at work because it helps employees view work tasks less as a threat.

The Drivers of Innovation at Universities: A Case of South African Universities

Purpose: The study is aimed to contribute to an understanding of the drivers of innovation that lead to practical solutions at South African Universities. Theoretical Framework: This article borrows from both Institutional Theory and organizational Theory’s perspectives on innovation. Those theories are crucial in exploring the views of employees and leaders on what they deemed to be drivers of innovation at their respective universities with the view to suggest a sustainable conceptual model for public universities’ innovativeness. Design/methodology/approach: A mixed method approach was adopted, entailing an online survey and semi-structured interviews, to explore innovation from both an employee's and senior leaders' perspective. The population for the study included employees from two Universities, and random sampling and purposive sampling were applied respectively, for the survey and semi-structured interviews. Survey data were analysed using SPSS and semi-structured interviews data were analysed using Nvivo 12. Results: Several drivers for innovation were found, including the need to respond to societal challenges, the drive for collaborative knowledge exchange, global rankings, individual employee drive, a nurturing environment, leadership, students, and government. Research, Practical & Social implications: Careful reflections must be entered into by all relevant internal and external stakeholders (see figure 1) so that Universities can define the scope of innovation they wish to pursue based on their resources and contexts since Universities differ. Originality/value: The original contribution to knowledge of this study lies in the suggested conceptual model for South African universities as they position themselves to innovatively address local and global socio-economic challenges.