Views Of Employees Research Articles

A Study on Employee Perspective on Diversity Initiatives in IT Industry of Bengaluru

This research uses a structured questionnaire to explore employees' perspectives on diversity initiatives, focusing on factors like workplace culture and demographic influences. The primary data was collected from 110 respondents via Google Forms, using a descriptive methodology to objectively analyze patterns in employee perceptions. This approach aims to identify key elements that shape how employees view diversity efforts within the organization. The findings are intended to provide insights that can guide improvements in diversity initiatives, fostering a more inclusive workplace culture based on employees’ experiences and expectations. The findings from this research will be valuable for understanding not only the current state of diversity acceptance within the organization but also areas that may require improvement. By identifying the factors that shape these perceptions, the organization can make data-driven decisions to enhance its diversity initiatives, promote an inclusive culture, and address specific areas where employees might feel excluded or underrepresented

From awareness to action: unraveling the interplay of employee AI awareness and change leadership in fostering knowledge hiding

PurposeThis paper investigates the mediating role of employee awareness of artificial intelligence (AI) in the relationship between technological turbulence and knowledge hiding, with a focus on the moderating impact of change leadership.Design/methodology/approachThe survey study adopted a quantitative approach to propose and test a model based on predictors of knowledge hidings. The survey approach received 320 respondent firms in the hotel management sector. The structural and measurement model was calculated using SmartPLS.FindingsEmployee AI awareness mediates the relationship between technological turbulence and knowledge hiding. Change leadership significantly moderates this relationship, reducing knowledge hiding by promoting innovative discussions and collaboration. High employee AI awareness can lead to knowledge hiding due to perceived threats to job security, but effective leadership mitigates this by fostering a collaborative environment.Originality/valueThe study highlights the importance of effective leadership in reducing knowledge hiding and emphasizes the need for a collaborative environment where employees view external partnerships as opportunities for learning and acquiring AI knowledge.

The Experiences and Views of Employees on Hybrid Ways of Working

The contemporary post-COVID-19 corporate environment of instant response and hybrid work settings motivates employees to learn to adjust their expectations. This new corporate working model incorporates flex locations and flex schedules by working at home 1–2 days per week and staying connected for non-urgent requests, even outside business hours. This work setting empowers employees to prioritize work accordingly and to accommodate the fluid schedules of their coworkers. As a result, this new hybrid workplace requires leaders and their teams to face new challenges in terms of communication, coordination, and team connection to remain effective. This research examines the experiences of employees in an SME that applied a hybrid work policy following the post-pandemic crisis, bringing additional complexity to their modern work system. This study investigates employees’ views on the changing work environment as important evidence for HR management to incorporate into future organizational practices. To understand the various principles at play and provide more granular results, this paper includes a business case study (N = 25) where semi-structured interviews were used to identify the views and concerns of employees regarding hybrid work settings. The scope of this case study was to collect empirical data regarding this new agile way of working while understanding participant thinking. The findings suggest that while there are clear benefits in terms of efficiency and flexibility in hybrid work settings, there are also challenges related to social interactions and non-verbal clues. This study enhances conceptual and empirical understanding and supports contemporary research on the future of work.

Managers’ Toxic Masculinity Erodes Employees’ Work Ethics in Private Institutions of DRC’s City of Bukavu

Purpose: This research has explored views of employees in Bukavu (DRC) private institutions regarding ways managers’ toxic masculinity damages employers’ work ethics at workplace. Methodology: Researchers conducted this qualitative study in the city of Bukavu between April and June 2024 with randomly selected 25 respondents from five private institutions. Respondents were Congolese females and males whose ages varied between 19 and 63. Data was collected via face-to-face focus group discussions, with in-depth interviews. The theories of masculinity and control guided the research. Masculinity posits that managers must exert power and control over their employees at workplace. Managers resorting to toxic masculinity damage the ethics of their workers, which can affect productivity. Findings: Results reveal how a manager may use toxic masculinity to deride the workers, which kills their appreciation and motivation for work. Managers applying domination, homophobia, giving poor and unfair salaries, abusing employees and discriminating against them are perpetuating toxic masculinity in their institutions. These factors are demotivating and destructive agents for employees’ ethics at work because they convey toxic masculinity through power and control, all causing work unproductivity. Unique Contribution to Theory, Practice and Policy: The research suggests that employers should develop progressive masculinity at work by valuing and respecting the workers. The perspective can boost collaboration; sustain commitment and harmony at work. Socializing constructive manliness can create a conducive work environment in private institutions of Bukavu, increase workers’ commitment to work, as well as the production.

A Study on Employees Perception towards NPS & EPF

The study "A Study on Employees' Perception towards NPS & EPF" investigates the views of employees regarding two of India's most prominent pension schemes: the National Pension System (NPS) and Employees' Provident Fund (EPF). The research aims to understand employees' preferences and satisfaction levels with these schemes based on factors such as returns, risk, ease of access, transparency, and tax benefits.NPS, being a market-linked pension scheme, offers higher flexibility and potential for better returns but also carries a higher risk. It is typically favored by employees who seek control over their investments and are comfortable with market fluctuations. In contrast, EPF is a government-backed, more stable scheme, offering lower risk but fixed returns. It is preferred by risk-averse employees who prioritize security over potentially higher gains. Through primary data collected from employees across different sectors, the study highlights key insights into how employees' perceptions differ based on their employment type, income levels, and financial goals. Understanding these perceptions is crucial for policymakers and employers to address gaps in awareness and satisfaction, thereby encouraging more informed decisions for retirement planning and improving participation in both pension schemes. The study contributes to a broader understanding of retirement planning preferences in India

Understanding wise leadership: Employees’ perspective in Oman’s government sector

Orientation: Success is a common goal in both personal and professional life, and wise leadership is key to achieving it. Effective leadership guides and motivates teams, driving them toward success and excellence.Research purpose: This study examines wise leadership in Oman’s government sector, using Hassi and Storti’s theoretical frameworks. It explores dimensions such as Intellectual Shrewdness, Spurring Action, Moral Conduct, and Cultivating Humility to improve employee awareness and perception.Motivation for the study: To assess wise leadership qualities across different dimensions and demographic groups to identify strengths and areas for improvement in leadership practices.Research approach/design and method: A descriptive method was employed, and a questionnaire was used as a data gathering tool. The data were analysed by several techniques including T-tests, ANOVA and descriptive statistics. Data were anonymously collected from 300 respondents across the Ministry of Labour, Ministry of Information and Taxation Authority, representing diverse demographic profiles and organisational ranks.Main findings: The findings highlight that practical wisdom is vital for organisational resilience, effective communication, and societal well-being in complex governance. While there is broad agreement on key leadership traits, minor discrepancies suggest challenges in applying theoretical ideals, especially concerning vulnerability and humility.Practical/managerial implications: Providing a detailed look at employees’ views on wise leadership and the impact of personal characteristics on these perceptions.Contribution/value-add: Provides a comprehensive view of employees’ perceptions of wise leadership and how personal characteristics influence these perceptions.

Between Morals and Margins: Employee Views on Ethical Challenges in Profit-Driven Environments

Between Morals and Margins: Employee Views on Ethical Challenges in Profit-Driven Environments

Does corporate social responsibility dimensions effects on employees’ satisfaction and retention for sustainability?

This study investigates the relationship between Corporate Social Responsibility (CSR) dimensions and employees’ satisfaction and retention for sustainability in banks. Four components (economic, legal, ethical, and philanthropic) are analyzed CSR activities and their effects on employee’s satisfaction and retention in the company. Purposive and convenient sampling method was used to get the information from 221 participants. The entire form of the dataset is utilized to execute regression and correlation analysis using SPSS. In order to find out the relationship between economic, legal, ethical, and philanthropic factors and employee’s satisfaction and retention, regression beta coefficient and correlation were used to analyze. This study also examines the relationship between job satisfaction and intentions to retain with an organization. The findings demonstrate that the CSR aspects of ethical and philanthropic have a considerable and favorable influence on employee’s satisfaction. The outcome also demonstrates a good and prominent influence of legal CSR on the satisfaction of employee’s to retain with the firm. Moreover, this study demonstrates that economic aspect of CSR has no significant impact on employee’s retention and satisfaction. Correlation analysis depicts that economic CSR is positively and significantly connected with employee’s retention and satisfaction. This research came to the conclusion that enhancing employees view regarding CSR activities such as economic, legal, ethical, and philanthropic will increase employee’s satisfaction. Therefore, executives and managers in the banks should take steps to influence how employees see CSR areas in order to raise employee’s satisfaction and retention in the banks for sustainability.

When ideologies align: Progressive corporate activism and within‐firm ideological alignment

AbstractResearch SummaryThis article examines the association between ideology and firm participation in sociopolitical activism. In particular, it focuses on the ideological alignment between a firm's upper echelons and its general employees. We theorize that participation in progressive corporate activism reflects the ideological views of both the top management team and general employees. By examining firm participation in letter campaigns supporting progressive causes, our findings indicate that ideological alignment between a top management teams and general employees' liberal political leanings is associated with a firm's participation in progressive corporate activism. The CEO's own ideological preferences do not have an independent association with this kind of activism. This article concludes with a discussion of implications for our understanding of corporate political action and nonmarket strategy.Managerial SummaryThis article looks at the relationship between political ideology and firm participation in sociopolitical activism. Although some have argued that firms' activism reflects a CEO's ideological preferences or employee activism, we find that neither explanation fully accounts for the kinds of companies that engage in this kind of activism. We find that progressive corporate activism reflects the ideological views of both top management and general employees. Our findings suggest that companies that have ideological alignment on progressive issues are more likely to take public stands on those issues because the stands reinforce core values held by employees and the top management.

The Role of Media in Achieving Sustainable Agricultural Development from the Point of View of Agricultural Employees in Salah Al-Din Governorate |1

The Role of Media in Achieving Sustainable Agricultural Development from the Point of View of Agricultural Employees in Salah Al-Din Governorate |1

The Level of Environmental Conservation from the Point of View of Agricultural Employees in the Upper Euphrates Region - Anbar Governorate / Iraq

The Level of Environmental Conservation from the Point of View of Agricultural Employees in the Upper Euphrates Region - Anbar Governorate / Iraq

Obstacles to Extension Communication from the Point of View of Agricultural Employees in Salah Al-Din Governorate / 1

Obstacles to Extension Communication from the Point of View of Agricultural Employees in Salah Al-Din Governorate / 1

Trauma-Informed Care in a Homeless Women's Shelter: A Mixed Method Evaluation

Trauma-informed care (TIC) benefits to service users and providers are increasingly acknowledged across various health and social care settings. TIC can potentially increase service user engagement, prolong shelter placements, and lessen staff vicarious trauma and burnout. However, studies documenting staff experiences and/or the implementation of TIC are scarce. This limitation has prompted calls for more grounded and applied research into trauma-informed practice, tracking implementation in practice, staff perceptions, barriers, and organisational change. This study aims to address this gap and is an ecological, mixed-methods evaluation of the efficacy of TIC training in a female-only homeless shelter. Quantitative data included 132 incident reports during the first yearly quarters pre- and post-training, hypothesising post-training reductions in incident numbers and severity. Using expansive thematic analysis, semi-structured interviews with six shelter staff (n = 6) explored employee views of TIC relative to trauma understanding, incident management, and integration in practice. Findings revealed a marginal increase in incident numbers and a statistically significant reduction in incident severity post-TIC with a 50% reduction in calls to emergency medical services (EMS). Participant accounts of working practice pre- and post-TIC uncovered increased trauma understanding, increased confidence and competence, healing relationships, and enhanced self-care. Findings are discussed with reference to Substance Abuse and Mental Health Services Administration (SAMHSA)’s (2014) trauma-informed framework and Yatchmenoff et al’s. (2017) core questions in evaluating TIC. While these results are significant as one of the first evaluations of TIC training in Ireland, limitations and implications for future research and practice are considered.

Regulatory agency reputation acquisition: A Q Methodology analysis of the views of agency employees

AbstractThis article reports findings of a Q Methodology study in which we explored the opinions of employees from eight Dutch regulatory agencies on how agencies gain their reputation. This is the largest study to date examining employee's views on the relative importance of different factors in reputation acquisition by public organizations, and the first analyzing employees in regulatory agencies. Results reveal five distinct “profiles” of opinion among employees about the factors most important in reputation acquisition. Regression analysis, further, supports that different regulatory agencies are dominated by employees with different opinions on how reputation is formed. These findings contribute to the growing empirical literature on how regulatory agencies, and their various employees, understand and approach reputation management.

Employees’ perceptions of corporate social responsibility in a selected manufacturing enterprise in South Africa

Despite small and medium enterprises (SMEs) being the backbone of any economy, their performance is not satisfactory. Corporate Social Responsibility (CSR) is frequently utilised to improve business sustainability and meet stakeholder responsibilities. However, literature focuses on CSR practices in larger corporations, neglecting the practice in SMEs. On the other hand, CSR research usually overlooks internal stakeholders such as employees. In order to bridge this gap, the researcher investigated internal stakeholders’ perceptions of CSR in a South African medium-sized organization located in the eThekwini municipal area, as this perspective is critical in developing a comprehensive CSR strategy. Data for this research was gathered through interviews and focus group discussions with managers and employees of the selected organization. Thematic content analysis was the primary method utilised for analysing the collected data, which was aided by NVivo 12 software for complete data processing and organization. The findings revealed that employees view CSR as a viable practice that encourages dedication and motivation to improve work performance. CSR implementation within the organization is seen as an effective motivational tool, resulting in greater output, increased staff dedication, decreased absenteeism, and increased employee turnover. The researcher argues that CSR can increase employee performance and emphasizes the necessity for SME managers to incorporate social, environmental and employee-related CSR projects into their business strategy to improve overall performance.

Fostering security-related citizenship through the employee-supervisor relationship: An examination of supervisor security embodiment

Organizational information security performance is increasingly dependent on employees’ security-related citizenship behaviors that stretch beyond the scope of formal organizational prescription and control. Unfortunately, cultivating enactment of these valued behaviors has proven challenging for many companies. The literature has recognized workplace relationships as important determinants of behavioral security outcomes and extra-role security behaviors (ERBs) in particular. Taken further, an employee's relationship with the immediate supervisor is recognized as one of the most influential relational factors shaping a variety of workplace behaviors, including those related to security. Consistent with these notions, scholars have called for making the employee-supervisor relationship a more central component of behavioral security research and practice. Currently however, beyond recognition of this relationship's importance, the knowledge base is unclear about how it shapes ERB enactment. Because employees view supervisors as both organizational agents and as individuals in their own rights, this relationship has the potential to drive productive or counterproductive security behaviors, depending on how aligned the supervisor's security values are with those of the organization. Yet, the security literature has given surprisingly little consideration to the notion that employees can differ in the extent to which they perceive supervisors as embodying organizational information security values. Responding to this gap, the current study examines how employee-supervisor relations and perceived security-related value alignment between supervisors and the broader organization shape employees’ commitment to organizational information security and ultimately, ERB enactment. Grounded in the social identity theory of leadership (SITL), a research model is developed that positions high-quality employee-supervisor exchange as a direct antecedent of affective commitment to organizational information security, which then serves as a central intrinsic motivational mechanism driving ERB enactment. Further, rooted in SITL's principles on leader prototypicality and supervisor organizational embodiment, employee-perceived value alignment between the immediate supervisor and the organization as a whole—referred to here as supervisor security embodiment (SSE)—is introduced as a critical boundary condition influencing the extent to which employee-supervisor relations drive commitment. Results from model testing empirically demonstrate the value of SSE in explicating how this important relationship shapes workplace ERB enactment, through its influence on affective commitment to organizational information security performance.

The Effect of Job Passion on Innovative Work Behaviors: Analytical Research in the Ministry of Higher Education and Scientific Research

The current research aims to test the impact of Job passion on innovative work behaviors, and the idea of the research revolves around providing a job passion that contributes and supports the innovative work behaviors among the employees of the Ministry of Higher Education and Scientific Research, as the job passion variable includes four dimensions (enjoyment at work, self-motivation, self-identity, and a sense of learning). The innovative work behavior variable has addressed four dimensions (the ability to provide creative solutions to problems, the ability to new ideas and proposals, the ability to change as well as initiate, and the spirit of risk), A sample of the employees of the Ministry of Higher Education and Scientific Research, where a random stratified sample of 328 employees were selected from the study community (2229) relied on the questionnaire for collecting data, and the questionnaires valid for statistical analysis were 322 questionnaires. The research used a number of statistical methods to obtain the results of the questionnaire, especially the simple correlation coefficient (Pearson) and descriptive analysis methods using the SPSS.v23 and AMOS.v23). It has proved the validity of the hypotheses through which a set of results were reached, the most prominent of which is the existence of a relationship between the impact of job passion and its dimensions on innovative work behaviors. The dimensions of the variable of innovative work behaviors above are available, but they do not be at the required level, where the ability to change and generate creative solutions. This requires focusing on them in addressing problems and making appropriate decisions that are based on a correct scientific basis, and the management's view of employees is not limited because they represent essential capabilities and tools for implementing decisions and policies. Paper type: Research paper.

A STUDY ON ROLE OF HRM PRACTICES OF EMPLOYEE PERFORMANCE IN LARSEN & TOUBRO CONSTRUCTION

The project conducted at L&T Construction aimed to understand employee views on HRM practices impacting employee performance. It examined key areas such as Recruitment and Selection, Training and Development, Performance Appraisal, Compensation, Employee Benefits and Employee Engagement Initiatives. The primary goal was to analyze how these HRM practices influence performance within Larsen and Toubro Construction. Secondary objectives included evaluating employee perceptions of the recruitment process, average selection time and talent acquisition effectiveness. Surveys were administered to L&T Construction employees in Chennai, with primary data collected via questionnaires. Secondary data was gathered from various sources. Analysis involved percentage analysis, correlation analysis, chi square tests and ANOVA using SPSS software. Results revealed that L&T utilizes several methods like merit-based systems, campus interviews, talent searches, consultancy services, language proficiency and job specific skills assessments to enhance employee performance. The study will offer recommendations based on the findings. Keywords: HRM Practices, Employee Performance, Analysis.

Islamic Foundations of Sustainable Employee Behavior: Evidence From The Noble Quranic Verses And Hadith

Islam is a comprehensive religion, and the need for its teachings increases with the increase in human problems. In this era, the need for organizations to face the challenge of sustainability increases, seeking to enable the behavior of employees to become a sustainable behavior that contributes to its sustainability. This research aims to explore the Islamic foundations in the sustainable behavior of employees. The literature attached the sustainability of behavior with environmental, psychological, and spiritual but did not relate them to the Islamic foundations that emphasize fixed pillars for establishing sustainable behavior. In this study, we follow the descriptive-analytical approach and explore these pillars through the noble Quranic verses and the authentic Hadiths. The study suggests that the establishment of sustainable behavior is based on a tripartite link between Islamic behavior in the working environment, behavior in the personal surroundings, and behavioral training. So that it creates a homogeneity of the individual's behavior, and where the same behavior is required of him is the same in the workplace and the personal surroundings, so the focus is on avoiding hypocrisy and affirming truthfulness and Reinforcing and directing behavior through training in this behavior to ensure its steadiness and sustainability. We aspire to make a systematic change in behavior management for sustainability, and this research paper contributes to developing the behavioral view of employees and addressing their problems for sustainable behavior.

The prevailing administrative patterns among the managers of the central administration and their relationship with the level of delegation of authority to them from the point of view of employees of the Erbil General Directorate of Education

The prevailing administrative patterns among the managers of the central administration and their relationship with the level of delegation of authority to them from the point of view of employees of the Erbil General Directorate of Education