Employees In Higher Education Institutions Research Articles

Analysis of Antecedents and Their Influences on Sustainable Public Procurement: A Structural Equation Modeling Approach

Public procurement (PP) helps promote sustainable development and plays a strategic role in the economy of countries. The general objective of this research is to analyze the main antecedents, their influences, and challenges in the sustainable acquisition and contracting of goods and services by public institutions through a quantitative and statistical approach based on the development of improvement proposals. The methodological aspects of this paper permeate the conceptual stage on the frontier of knowledge of antecedents in sustainable public procurement (SPP), which includes actors, strategies, barriers, and purposes. A conceptual framework and hypotheses arising from theory were developed and a survey was conducted among employees of higher education institutions (HEIs) in Brazil, and with structural equation modeling (SEM) an integrated model in sustainable public procurement (SPP) was structured. The results of the research validate the constructs in SPP and highlight the causal relationships between them. It empirically validates an integrated model in SPP and the hypothesis tests. The constructs actors, strategies, and purposes significantly influence sustainability improvements in PP, demonstrating their strategic importance, and barriers negatively influence purposes, demonstrating the importance of knowledge on the topic to mitigate their adverse effects. This research offers insights for managers, policymakers, and researchers in SPP in the search for a more systemic view of the process and to improve sustainability indices in public procurement.

ON PREPARING FUTURE TEACHERS TO WORK IN THE CONTEXT OF UKRAINIAN SCHOOL REFORM

The article, based on a multidisciplinary study and systematization of scientific works by Ukrainian teacher-scientists, analyzes the preparation of future teachers to work in the context of reforming the Ukrainian school. It is noted that the implementation of the New Ukrainian School concept involves both a radical change in the educational paradigm and the transformation of the role of the teacher from a single source of information to a trainer, facilitator, tutor, moderator in the individual educational trajectory of students. Attention is drawn to the need to take into account the task of transforming the work of a teacher in accordance with the realities of modern education, that is, the formation of a «new professional profile of a teacher» - diversification of his or her functions in the context of the information society. The document «Strategy for the Development of Higher Education in Ukraine for 2022-2032» is analyzed and the priority problems and tasks facing the education system of Ukraine are highlighted, in particular, the low level of trust in the innovative activities of higher education institutions, insufficient practice and experience in the implementation of digital technologies, therefore, we emphasize the need for active use of innovative pedagogical technologies by employees of higher education institutions that train future teachers for their effective preparation for further reform of the system of education. The article considers a model of professional training of future teachers, taking into account global trends, in order to develop independence, initiative, responsibility of teachers and promote self-improvement. The author emphasizes the expediency of ensuring the implementation of a number of basic functions in the training of future teachers, in particular, educational, informational, advisory, research, design, implementation, expert. The author notes the development of an effective system of quality assurance in higher pedagogical education. At the same time, we assume that any changes, let alone radical ones, in the education system are impossible without changes in the professional activities of the teacher, so it is advisable to orient future teachers to design new ways of thinking and working, effectively varying the goals, content, methods, and forms of organizing learning. To improve the effectiveness of preparing future teachers for teaching, we suggest that higher education institutions of the relevant profile make changes to the organization of the educational process.

Work Environment and Job Performance among Non-Teaching Employees of Higher Education Institutions in Region 10

This study explores the connection between the work environment and job performance of non-teaching employees in higher education institutions (HEIs) in Region 10. It focuses on employees such as Academic Secretaries, Librarians, Registrar Staff, and Student Affairs personnel, who play essential roles in institutional operations. Using a mixed-method approach, qualitative and quantitative data were collected from 300 respondents through surveys and interviews. Participants were selected using purposive sampling to ensure diverse experiences and key roles were represented. A structured questionnaire measured demographics, work environment perceptions, and job performance indicators, including productivity, people skills, and attendance. The study aimed to determine the levels of work environment satisfaction and job performance among non-teaching employees. It sought to describe the demographic and professional profiles of respondents, assess their perceptions of the work environment, and evaluate perceived job performance. It also examined significant differences in job performance based on demographic and professional characteristics and analyzed the relationship between work environment assessments and job performance. Descriptive statistics were used, including frequency, percentage, mean, and standard deviation. Pearson’s r, F-test, and T-test determined significant relationships and differences in job performance. Results showed that a positive work environment significantly improves job performance. Factors such as clear role expectations, fair compensation, leadership style, and professional growth opportunities were critical. Interviews emphasized the need for employee recognition and career development. The study concludes that improving workplace conditions benefits both employees and institutions. HEIs are recommended to implement the Work Enhancement Plan, including flexible work arrangements to reduce absenteeism.

Effect of Emotional Intelligence Management on Quality of Work Life of Employees in Higher Education Institutions

The Quality of Work Life (QWL) plays a vital role in determining the productivity and job satisfaction of employees in any organization, including higher education institutions. It also shows motivation, level of satisfaction, involvement and commitment with respect to their lives at work. This study examines how Emotional Intelligence (EI) affects the work-life quality of employees in these settings. Emotional Intelligence refers to the ability to recognize, understand, and manage one’s own emotions and those of others. It is crucial for improving interpersonal relationships, managing stress, and creating a positive work environment. The study explores how EI influences employees' work-life quality in higher education institutions. Emotional intelligence has become increasingly important in both higher education and various industries. Employees with high emotional intelligence tend to have better relationships within the organization, which helps them remain more stable and less stressed, leading to an enhanced work-life quality. The study involved 60 employees from higher education institutions, each with at least 5 years of experience. Data was collected through interviews and questionnaires.

THE INFLUENCE OF WORK ENVIRONMENT ON WORK ENGAGEMENT

This study examines the influence of work environment on work engagement, with a specific focus on the mediating role of organizational commitment among academic and administrative employees in higher educational institutions in Adamawa State, Nigeria. Employee engagement is a conner stoner for institutional performance, and understanding how workplace conditions foster commitment and engagement is essential for developing effective human resource management strategies. The study adopts a quantitative research design, utilizing a structured Likert-scale questionnaire to measure Work Environment (WENV), Organizational Commitment (OGCO), and Work Engagement (WENG). Data were collected from 328 respondents from Federal Polytechnic and College of Health Technology Mubi, Adamawa state and analysed using Hayes PROCESS Model 4 (Version 4.2) in SPSS. This model was used to examine the direct, indirect, and mediating effects of organizational commitment in the relationship between work. The key findings of the study are; Work environment has a significant positive influence on work engagement (β = 0.7632, p < .001), indicating that employees in supportive and resourceful environments exhibit higher levels of enthusiasm, dedication, and involvement in their work while work environment significantly enhances organizational commitment (β = 0.7443, p < .001), suggesting that employees in conducive work environments develop stronger loyalty and attachment to their institutions. In furtherance, organizational commitment significantly influences work engagement (β = 0.5112, p < .001), confirming that committed employees are more likely to be engaged in their roles. Lastly, organizational commitment partially mediates the relationship between work environment and work engagement (Indirect Effect = 0.5015, BootLLCI = 0.3896, BootULCI = 0.6160), meaning that work environment not only directly influences engagement but also indirectly enhances it by fostering organizational commitment. Hence, based on the findings the study recommends that the management of these institutions should improve work environments by ensuring adequate resources, participatory leadership, and fair workplace policies as well as strengthen employee commitment programs through career development opportunities, recognition systems, and inclusive decision-making structures.

In the shadows of digitalisation: digital stressors as predictors of emotional exhaustion in Norwegian academia

ABSTRACT Burnout and emotional exhaustion are a serious threat to mental health of workers globally. Recent reports indicate that burnout has been on the rise among employees in higher education institutions. Very few studies explored digital stressors as predictors of burnout among faculty staff. Therefore, we conducted a study on 942 Norwegian higher education employees to examine the association between digital stressors and emotional exhaustion. Hierarchical regression was performed to investigate to which degree digital stressors – complexity, conflicts, overload, safety, and unreliability contribute to emotional exhaustion. Gender and age were included as covariates. The participants scored highest on the conflicts stressor. The regression model accounted for 41% of the variance in emotional exhaustion. Conflicts and overload were identified as significant predictors. The results indicate that the use of ICT contributes substantially to emotional exhaustion among employees in higher education institutions in Norway. Given the considerable individual, organisational, and societal consequences of burnout and the modifiable nature of digital stressors, higher education institutions should urgently implement targeted interventions to prevent the adverse effects of ICT use on the mental health and well-being of employees.

Developing Managerial Strategies to Foster Energy-Saving Habits in Higher Education Institutions: A Focus on Organizational Culture and Energy Efficiency

In the current context of increasing concern for sustainability and energy efficiency, higher education institutions face the challenge of implementing effective managerial strategies that promote energy-saving habits among their employees. This study investigates the relationships between energy- saving attitudes, environmental concern, awareness of energy-saving standards, and institutional energy-saving culture, and how these factors influence employees’ energy-saving habits. Using Structural Equation Modeling (SEM), data from a sample of 165 employees in higher education institutions in northern Mexico were analyzed. The results reveal that attitudes towards energy-saving and knowledge of institutional standards have a significant positive effect on energy-saving habits. Additionally, organizational culture plays a crucial mediating role in the relationship between knowledge of energy-saving standards and energy-saving habits. This study provides valuable insights for policymakers in educational organizations, highlighting the importance of developing an organizational culture that fosters energy efficiency and sustainability. Practical implications include the need for continuous training programs and the implementation of policies that reinforce energy-saving behaviors, thereby contributing to reduced energy consumption and the achievement of institutional sustainability goals.

Motivation Management of Staff of Higher Education Institutions in Ukraine: Challenges and Priorities in War Conditions

The article is devoted to the justification of the challenges and priorities of managing the motivation of personnel of higher education institutions in Ukraine in war conditions and the development of recommendations for improving this process in order to preserve the human capital of universities.The management of the motivation of personnel of higher education institutions is proposed to be considered as a functional component of university management, which is a purposeful process of influencing the behavior of personnel of higher education institutions through the formation, support and development of labor motives of employees in order to achieve individual and organizational goals. The main features of this process and the key challenges that higher education institutions face when managing personnel motivation in war conditions are determined. Five types of models of labor behavior of employees of higher education institutions and the features of their motivation in the context of regulatory management activities are considered.A scheme for organizing the process of managing personnel motivation in higher education institutions is proposed. It includes six basic stages, which are combined into two main blocks: organizational (administers the organizational motivation system and checks its effectiveness) and substantive (forms and supports personnel motivation). The priorities of the process of managing personnel motivation in higher education institutions are identified: 1) ensuring fair remuneration for work; 2) formation of a competitive motivation system; 3) personification of incentives (based on identified individual needs, interests, values); 4) combining the personal needs of employees, working conditions and strategic goals of the higher education institution (or the relevant division of the higher education institution); 5) formation of loyalty and involvement of personnel. It is substantiated that the level of implementation of these priorities can be determined in particular during monitoring processes, based on a combination of quantitative and qualitative assessment methods, as well as through a combination of external assessment (by the head of the division, higher education institution) and self-assessment (by the employee).

Exploring Workplace Dynamics: A Systematic Review and Bibliometric Analysis of Work Stress, Gender Diversity, and Job Satisfaction in Higher Education Institutions

Purpose - This study aims to measure the correlation between work stress, gender diversity, and job satisfaction among employees in higher educational institutions using bibliometric analysis. It is becoming increasingly important worldwide to understand the causes of work-related stress and encourage gender diversity in higher educational institutions to improve job satisfaction. Design/methodology/approach - This study aims to conduct a bibliometric analysis of scholarly literature on work stress, gender diversity, and job satisfaction. From 1982 until 2023, the Scopus database was employed, selecting 252 papers for examination. R-studio is used to conduct preliminary data analysis, perform citation and co-citation analysis, and perform bibliographic coupling in conjunction with co-authoring. Findings - Synthesis facilitates our comprehension of the employees' functioning in higher educational institutions and the organization inside the paper. The collective investigation of variables such as work stress, gender diversity, and job happiness exhibited a consistent upward trend, with an average of 27.65 citations per article. According to our statistical data, the countries with the highest production of research publications are the United States, China, Iran, and Korea. Originality/value - This study adds to the current understanding of the factors that cause work-related stress, strategies that encourage gender diversity, and improved job satisfaction among employees at higher education institutions.

Intersectional precarity in academia: a systematic literature review

PurposePrecarious workers in academia represent most employees in higher education institutions (HEIs), and women and historically excluded groups are overrepresented in these positions, oppressed by intersecting inequities, such as sexism and racism. There is a need to comprehensively understand how precarity operates within academia from an intersectional perspective and how it oppresses marginalized and precarious workers.Design/methodology/approachFollowing the PRISMA guidelines, this paper systematically reviewed 22 articles that discuss academic precarity through an intersectional lens.FindingsStudies have shown that (1) the uncertainty and insecurity in modern academia are driven by global forces and ongoing crises; (2) systemic intersectionality entrenched in HEIs influenced the shaping of their academic experiences and positionalities; and (3) intersectionality could be used as a reflexive tool to resist the precarious academy.Originality/valueThis paper is the first systematic review examining the intersectionality in precarious academia. By synthesizing articles highlighting precarity and intersectionality in academia, the paper contributes to theories of academic capitalism and intersectionality and offers comprehensive and critical implications for research and practice in higher education. This study illuminates how neoliberalism, global capitalism and intersecting inequities are deeply rooted in academia and how academic workers could challenge such issues.

Beyond Paychecks and Promotions: A Multidimensional Determinants of Job Satisfaction in Higher Education Institutions

Job satisfaction plays a vital role in driving organizational success by influencing employee motivation, productivity, and retention. Within higher education institutions (HEIs), particularly in the Philippine context, the satisfaction of both teaching and non-teaching personnel is essential for delivering quality education and institutional performance. Anchored on Herzberg’s Two-Factor Theory, this study assessed the level of job satisfaction among permanent employees in HEIs within the Davao Region, Philippines identifying key factors contributing to morale and work engagement. Using a descriptive quantitative design, the study employed a validated 7-point Likert Scale survey distributed to 122 permanent employees across multiple HEIs. The survey measured satisfaction across eight dimensions: compensation and welfare benefits, work environment, career and promotion opportunities, leadership style, communication and job clarity, work-life balance, training and development, and teamwork and job security. Statistical analysis revealed consistently high levels of satisfaction, particularly in areas such as leadership style (WM = 6.41), work engagement (WM = 6.23), and rewards and promotion opportunities (WM = 6.27). Respondents reported feeling supported by their supervisors, valued in their work environment, and satisfied with their compensation and benefits (WM = 6.21). Notably, the highest satisfaction ratings emerged in statements related to collegial relationships, fair reward systems, and leadership accessibility. These findings affirm that both hygiene factors (e.g., compensation and job security) and motivators (e.g., recognition and professional growth) significantly influence job satisfaction in HEIs. The study concludes that strategic human resource interventions that prioritize these factors can enhance employee well-being, institutional loyalty, and service delivery. The implications call for continuous monitoring and improvement of workplace conditions to sustain a motivated and committed academic workforce amidst evolving educational demands.

THE ROLE AND FUNCTIONS OF THE LIBRARY OF THE HIGHER EDUCATION INSTITUTION IN THE ACCREDITATION OF EDUCATIONAL PROGRAMS: FROM WORK EXPERIENCE

The purpose of the article is to acquaint readers with the experience of participation of the Scientific Library of Uzhhorod National University in the procedure of accreditation of educational programs. The article focuses on the role of the library in informing expert groups regarding compliance with the criteria of the higher education institution’s ability to provide education seekers with appropriate conditions for mastering educational programs. In particular, the main functions of the university library in supporting the educational and scientific process of the higher educational institution are determined. As a result of the study, the importance of presenting information to experts regarding the “Educational environment and material resources” criterion is substantiated, which contains the analysis, main characteristics and formation of the library fund with educational and scientific literature aiming to ensure the quality of educational programs. The study also reveals the role of the library in ensuring compliance with academic integrity by employees of higher education institutions and students of higher education, with the aim of preventing and detecting academic plagiarism. The library practice of providing access to information resources of scientometric databases Scopus and Web of Science is highlighted in the study. Considerable attention is directed to the openness of information about educational programs, degrees of higher education and qualifications, as well as information support (textbooks, study guides, monographs, peer-reviewed journals, electronic databases, etc.). The role and significance of the single electronic repository of scientific publications of UzhNU (DSpace.UzhNU) as a significant source of openness of science is revealed. The research substantiates the efficiency of the creation of the Center for Science and Information Support at the University. It has been proven that accreditation of educational programs in a higher education institution is an important factor in the development and improvement of the system of ensuring the quality of educational activities as well as the quality of higher education.

ОСОБЛИВОСТІ МОТИВАЦІЇ ПЕРСОНАЛУ В ЗАКЛАДАХ ВИЩОЇ ОСВІТИ

To ensure the effectiveness of activities, paying significant attention to personnel management is necessary. The issue of staff motivation is significant for higher education institutions. Staff motivation will determine the level of educational services provided and the place of the higher education institution in the higher education system. Given the decrease in the number of applicants caused by the mass deportation of children abroad in connection with the war, competition for the opportunity to study students is significantly increasing among higher education institutions. That is why it is crucial to assess the motivation of higher education institution staff and determine areas for increasing its efficiency. Theoretical and practical aspects of staff motivation are the subject of research by Ukrainian and international scientists. At the same time, the issue of studying the features of staff motivation in higher education institutions remains insufficiently studied. The study's purpose is to develop a mathematical model for determining the level of motivation of employees of higher education institutions. As a result of the research conducted based on an analysis of the characteristics of motivation of employees of higher education institutions, a mathematical model for determining the level of employee motivation based on considering the influence of material and non-material incentives has been proposed. The proposed model is a set of differential equations.

METHODOLOGICAL PRINCIPLES OF REMUNERATION REGULATION IN THE FIELD OF HIGHER EDUCATION

At this time, a significant number of issues have emerged in the field of higher education in Ukraine, many of which are related to the remuneration of scientific and pedagogical workers. The chronic underfunding of institutions of higher education gives rise to the necessity to reduce expenditure by reducing labour costs, which are financed from a special fund. This is due to the significant proportion of labour costs in total costs. In fourteen randomly selected higher education institutions in 2023, labour costs constituted between 63.0% and 86.4% of total costs. Concurrently, the distinctive characteristics and importance of the work of scientific and pedagogical professionals provide justification for acknowledging its undervaluation. This, in turn, presents the challenge of enhancing the remuneration and motivation of teachers to enhance the efficacy of their work. This necessitates the establishment of a methodological foundation for the regulation of remuneration in higher education and the advancement of the extant organisational and economic mechanisms, which have largely evolved organically. The methodological foundations are based on the conceptual provisions, which represent a complex set of initial attitudes that reflect the main ideas and the general direction of actions for the formation of a holistic mechanism for the regulation of labour remuneration in higher education. Consequently, the mechanism must comprise a component that enables higher education institutions to adjust the size of their labour costs. The construction of a system of conceptual provisions enabled the formulation of the purpose, tasks, objects, functions, and principles of regulation of labour remuneration. The objects of regulation are defined as follows: firstly, social and labour relations are regarded as a general object; secondly, the payment of labour is identified as a direct object, with individual elements of this being subject to influence; and thirdly, employees of higher education institutions are designated as a final object. The results of the analysis of regulation tasks and wage functions led to the formation of wage regulation functions. In turn, these formed the basis for determining the principles of wage regulation, which serve to regulate the practical activity of wage regulation. In addition to the general principles of management (targetedness, planning, systematicity, control, etc.), specific principles of wage regulation are defined. In the system of methodological principles, the methods occupy a central position. These are further subdivided into methods of state, branch, and local regulation. The structural components of the methodological foundations of wage regulation are interconnected and form a complete system.

Unveiling Artificial Intelligence-Enabled Transformation Acceptance among Employees in Higher Education Institutions: The Role of Attitude as a Mediator

Unveiling Artificial Intelligence-Enabled Transformation Acceptance among Employees in Higher Education Institutions: The Role of Attitude as a Mediator

Mediating effect of Education Level on the Relationship Between Financial Literacy and Financial Behaviour of Employees in Higher Education Institutions

This study explored the interplay between financial literacy, education level, and financial behaviour among employees in Higher Education Institutions. Drawing on a sample of employees from various departments within these institutions, the research investigates whether education level mediates the relationship between financial literacy and financial behaviour. Data were collected through a survey and analysed using SMARTPLS for mediation. The findings suggest that financial literacy has a statistically significant positive association with financial behaviour, financial literacy has a statistically significant positive association with Education level but the relationship between education level and financial behaviour is not statistically significant. Additionally, the mediating effect of education level between financial literacy and financial behaviour was not statistically significant. These results have implications for financial literacy programs and policies targeting employees in higher education institutions with the major focus pointing towards building of financial literacy levels regardless of the employees’ education level if the financial behaviour is to be positively influenced

Exploring Libyan Higher Education Institutions Employees’ Information Security Policy Awareness

Incidents of data breach in higher education could harm students since the exposure of sensitive student data (e.g., social security numbers) could twist students into victims of identity theft and endanger their identities. Regrettably, while most of the developed countries have standard information security laws apply to higher education institutions, such laws are still in its infant stage in developing countries like Libya. However, there are established policies documented by Libyan authorities to guide employees against information security breach, yet existing higher education institutions’ information security awareness models did not investigate these policies into the awareness programs. Consequently, employees will rely on policies that can subvert the security best practice. This study aimed to explore the level of understanding of Libyan information security policies among employees of higher education institutions. The quantitative technique is applied in this research, 196 employees of Libyan higher education institutions were randomly surveyed to respond to Linker information security policy awareness questionnaire. Using SPSS statistics tools, a descriptive analysis of the data is achieved. The findings of the study revealed that employees of Libyan higher education institutions are much aware of Internet Usage and Workstation security policies.

Collectivism-based organizational culture, green empowerment, environmental self-identity and workplace green behavior: the stimulus-organism-response perspective

Drawing on the stimulus-organism-response theory, the present study aims to investigate the mediating role of environmental self-identity on the relationship of collectivism-organizational culture and green empowerment with employee’s workplace green behavior. By adopting procedural remedy and purposive sampling approach, data was collected from 207 administrative employees in higher education institutions of China. Response rate in this study is 41.40%. The authors employed partial least square -structural equation modelling to validate the proposed hypotheses. The current empirical findings confirmed the direct effect of collectivism-organizational culture and green empowerment on employee’s environmental self-identity. It is also proven that environmental self-identity significantly and positively influence employee’s workplace green behavior. This study concludes with significant positive indirect impact of collectivism-organizational culture and green empowerment on the employees WGB through environmental self-identity. This study enriches the literature on sustainable development by examining the integrated relationship of collectivism-organizational culture, green empowerment, self-identity and green behavior. The limitations and implications have been elaborated at the end of research.

Identifying Job Satisfaction Parameters among the Employees in Higher Educational Institutions: A Mathematical Model

This study evaluates job satisfaction among administrative and teaching faculties in higher educational institutions using Multi-Criteria Decision Making (MCDM) tools. Key factors such as promotional opportunities, interpersonal relations, managerial support, and department of employment were identified as significant influencers of job satisfaction. Analytical results reveal that promotional opportunities and managerial support have the highest impact on job satisfaction, highlighting the need for strategic management of these factors to improve employee retention and efficiency.

A Relationship between Management Commitment, Psychological Empowerment, and Job Performance among Employees in Higher Educational Institutions in Palestine: Multi-Wave Survey

This study aimed to assess the relationship between management commitment, psychological empowerment, and job performance among Palestinian academic employees in higher education institutions. A multi-wave survey was utilized and 665 academics were recruited from several public and private universities in West Bank, in which the stratified sampling method was adopted to select universities. Findings demonstrated that participants reported moderate levels of management commitment and job performance and agreeable levels of psychological empowerment. Management commitment and psychological empowerment positively correlated with job performance (p < 0.01). However, management commitment had a direct influence on job performance and management commitment had a relationship with psychological empowerment (p < 0.01). Thus, strategies should be carried out to enhance management commitment and psychological empowerment to improve job performance among academic staff.