Employees Of Organization Research Articles

О дополнении физкультурно-спортивной деятельностью триады социально значимых видов деятельности

In the article, the author continues to study the issue of supplementing optional types of behavior of employees and employees of organizations performing publicly significant functions (hereinafter referred to as Employees) with physical education and sports activities. Moreover, the positive attempts to solve the problem under consideration today are characterized by a narrow approach, extending only to athletes from elite sports who are also military personnel and (or) employees of internal affairs bodies and other services with special ranks. The author, with the growing importance of physical culture and sports as an independent industry, based on previously conducted research on the authenticity of the social essence of physical education and sports along with pedagogical (teaching), scientific and other creative activities, proposes to supplement the list of optional behavior options for those serving in physical education and sports activities regardless of the nature of its payment, which does not interfere with the performance of official (official) duties by Employees, starting with deputies of the State Duma of the Russian Federation. In addition, the inclusion of physical education and sports activities in the list of optional behavior options for Employees will not only eliminate the false legal consciousness existing in society about the applied, secondary nature of physical education and sports activities along with other socially significant activities, but will also serve as the basis for improving the all-Russian classifiers of labor, education and types of economic activities by identifying in them an independent section “Physical culture and sports”.

American and British Universities’ Experience in Forming Student Mindsets

TThe paper focuses on issues of building students’ mindsets at leading British and US universities according to global universities’ ratings and serving as elite training centers for international organizations. The major research question aims to uncover the key ideology that shaped the Anglo-Saxon higher education system. The ideology that shaped the AngloSaxon higher education system is evident through the design of Social Sciences and Humanities programs at British and US universities, targeting world leaders and global organization employees. The research method employed was contentanalysis of a range of international studies devoted to educational pathways of leaders,leadership training programs,structure and contents of the two eminent undergraduate Oxford University 3-year courses: Philosophy, Politics and Economics (BA), Global Governance and Diplomacy (M. Sc.), an interdisciplinary program Human, Social and Political Sciences (HSPS) offered at the University of Cambridge, as well as missions of a select world leading universities (the case of Harvard). The authors conclude that graduates of European and US university programs tend to identify themselves as “exceptional” and privileged Euro-Atlantic actors of international relations, which, in turn, largely influence the current state of global affairs.

The predictive power of prior attitudes: understanding employee workspace satisfaction in activity-based work environments

Purpose This study aims to examine if and how an activity-based work environment affects employee workspace satisfaction – an attitude linked to important employee outcomes. By comparing perceptions before and after implementation, the research draws attention to factors that may help explain the impact of an activity-based work environment. Specifically, prior attitudes toward activity-based work environments and gender are tested. Design/methodology/approach The present study uses a longitudinal design to explore how implementing an activity-based work environment impacts employees’ workspace satisfaction (e.g. privacy, air quality, lighting, temperature, etc.). A sample of 100 employees in a government organization implementing an activity-based working environment was investigated using a longitudinal design, with employees being surveyed thrice – once before and twice after implementation. Findings The results indicate that when workspace satisfaction is impacted by implementing an activity-based work environment, this effect seems primarily based on employees’ prior attitude toward such work environments. In addition, employee gender emerges as a potentially important factor in workspace satisfaction, though not exclusive to the activity-based work environment. Originality/value Using a longitudinal approach – which allows for observing potential changes over time – and robust statistical methods, this study supports the importance of employees’ initial attitude toward an activity-based work environment concerning workspace satisfaction. This finding has practical implications for organizations and advances the understanding of why an activity-based work environment may positively affect workspace satisfaction for some employees while negatively affecting others.

Improvement of the System of Accounting for Bonuses for Personnel at the Enterprise of the Military-Industrial Complex

The relevance of the study consists in the need to increase the motivation and efficiency of personnel in the context of a changing economic situation and technological changes at the enterprise of the military-industrial industry.The purpose of the study is to develop a system for accounting for bonuses for personnel on the basis of an updated system of principles for stimulating the activities of employees at the enterprise of the military-industrial complex.The оbjectives: are to develop, on the basis of a comparative analysis of the peculiarities of the industry and the principles of stimulation, a refined system of principles for stimulating the activities of employees; test the method of assessing the performance of employees of scientific, technical and production departments; develop a regulation on the distribution of the amount of the bonus between employees of the enterprise at the end of the reporting period.The methodology is a qualitative study, including an analysis of the existing system of accounting for personnel bonuses, as well as the introduction of an improved system of accounting for bonuses at the enterprise of the military-industrial complex.Results. The article describes the development of a new model for accounting for bonuses for personnel, adapted specifically for enterprises of the military-industrial complex, taking into account their characteristics and needs, and also contains practical recommendations for improving the system of accounting for bonuses for personnel at enterprises of the military-industrial complex, based on the result of the study.Conclusions. Based on the generalization of the best practices of scientists, in terms of the formation of requirements for the system of incentives for employees, as well as the specifics of the activities of the defense industry, the system of principles for stimulating the activities of employees in defense industry organizations was clarified, which made it possible to reduce staff turnover and achieve the strategic goals of enterprises. Key performance indicators have been proposed and tested to assess the performance of employees, as well as regulations on the distribution of the amount of the bonus between employees of the defense industry enterprise based on the results of the reporting period based on the assessment of the employee's labor contribution, obtained by summing up points on basic bonus indicators and individual motivation indicators, This made it possible to calculate the employee's remuneration in a certain order and establish the procedure for awarding employees of scientific and production divisions.

Talent Management in the Public Sector – Empirical Evidence from the Emerging Economy of Romania

Purpose: This paper aims to investigate how talent management is conceptualized and practised within Romanian public sector organizations. Just like their private sector counterparts, public sector organizations need talented employees or high performers to support their operations and enhance public service delivery. However, research on talent management in the public sector, particularly in Eastern European countries, remains limited.Design/Methodology/Approach: The study was conducted through a series of semi-structured interviews with employees in public sector organizations. The results were analysed using thematic analysis.Findings: The study reveals that talent management practices in the public sector are still in a nascent state of development. Furthermore, there appears to be a lack of understanding of talent management among HR practitioners, and implementation efforts have yielded less-than-desirable results.Practical Implications: The results of our study suggest that while talent management practices are widely embraced by a growing number of private sector companies, their conceptualization and implementation in the public sector differ. In the case of Romania, implementation is hindered by the bureaucratic structure of the public sector and the legacy of previous communist regime.Originality/Value: The study represents one of the initial attempts to investigate the impact of talent management practices in the Romanian public sector, leveraging empirical evidence to support its findings.

Responding to economic abuse: An institutional logics analysis of feminist activism

AbstractEconomic abuse (EA)—intimate partners' efforts to control women's economic resources—still suffers from ambiguous legal recognition. Even in countries with legal recognition, state allocation of resources for support remains meager. We suggest that Israeli state welfare organizations (SWOs) employees have developed their professional response to EA along two distinct value sets—a dominant institutional logic in their respective organizations and a more covert feminist institutional logic encountered in collaborations with feminist Non Governmental Organizations. Using a framework of multiple institutional logics, in interviews with 48 SWO employees, we map the multiple institutional logics that cultivate responses to EA survivors and show that elements of feminist understanding and practices on EA permeate SWOs' practices. The existence of a feminist institutional logic creates a path for exploring whether the feminist impact is significant in enabling committed responses to EA even while no institutional change is achieved.

Prioritization of the Effectiveness Factors on the Safety Education for Employees of the Fardis Fire Protection Organization Using Multi-Criteria Decision-Making Model

Prioritization of the Effectiveness Factors on the Safety Education for Employees of the Fardis Fire Protection Organization Using Multi-Criteria Decision-Making Model

User involvement in the design of complex digital tools for employees in a large organisation

AbstractLarge organisations are designing complex technology-based tools for their staff to use. In busy workplace environments, it can be difficult to get user input about a design. This paper describes the designer and user interactions in one such organisation, gaining insights that could be useful in other similar settings. The findings are based on a set of interviews with designers and researchers within the organisation. The paper identifies the current practices and constraints involved in understanding and capturing users' needs and discusses potential solutions.

Whistleblowing and Corrupt Tendencies among Selected Employees in Three Public Organizations

Anti-corruption efforts are often predicated on how to encourage whistleblowing and discourage corruption. To strengthen the anti-corruption drives, previous studies underscored the need for more research on psychological variables that may be connected with whistleblowing and corruption. This study, therefore, tested the extent to which employees in public sector service occupations are likely to engage in corruption and whistleblowing when they condone corruption, are less apprehensive about punishment, and can justify punishable work behaviors. This correlational study involved 331 employees (155 males; 176 females) of public sector organizations (110 health workers; 116 police personnel; 105 teachers), whose had a mean age of 43.01 years (SD = 7.86). They completed measures of corruption tolerance, punishment anxiety, workplace neutralization, whistleblowing intentions, and corrupt tendencies. Results of the 2-step hierarchical multiple regression analyses showed that whistleblowing intentions significantly reduced as employees condoned corruption, were afraid of punishment, and justified punishable work behaviors. Corrupt tendencies significantly increased as employees overlooked corruption and were able to justify punishable work behaviors, but decreased significantly as they became apprehensive of punishment. Based on these results, public sector organizations, especially the police, health, and education, should institute policies and implement psychological strategies that reduce the corruption-tolerant climate in the workplace; by increasing the fear of punishment for corruption and encouraging moral obligations to whistle-blow corruption among employees.

Relationship between Time Perspective, Psychological Capital, and Work Performance

Abstract: The relationship between Time Perspective (TP), Psychological Capital (PsyCap), and Work Performance (WP) among employees in diverse private and service sector organizations was looked into. A quantitative cross-sectional approach was adopted, with 214 participants meticulously selected through purposive sampling. Advanced statistical tools in SPSS, such as Spearman's rho and linear regression, were utilized to rigorously examine the relationships and influences between TP, PsyCap, and WP. The findings of this study challenged traditional notions by rejecting two null hypotheses, thereby uncovering significant correlations and impacts among the variables under investigation. Notably, the research underscored the pivotal role of specific TP dimensions, particularly Past Positive and Future orientations, in shaping PsyCap's influence on WP. This nuanced understanding sheds light on the multifaceted nature of employee behaviour and performance within organizational contexts, highlighting the need for tailored interventions and strategies to enhance employee well-being and productivity.

Teknik Manajemen Sumber Daya Manusia Terkini untuk Perencanaan Optimal dalam Konteks Pendidikan Islam

This article discusses the importance of human resource (HRM) management in the context of Islamic education and explores the latest techniques in HR management that can be applied effectively. With a focus on the management of educators and education personnel, the author outlines several techniques, from planning to compensation, that aim to support the quality of education and achieve the educational goals that have been set. This study uses a library research approach. The process of collecting information and data from various literature sources such as reference books, similar previous research, articles, notes, and various journals relevant to the problem to be solved. Descriptive analysis is a method that involves collecting data, structuring, or grouping, analyzing, and interpreting data to gain a deep understanding. The results of data analysis show that human resource planning is one of the management functions that is oriented towards developing strategic steps to prepare human resources (employees) in organizations with the number and quality needed. HR planning is a management process to determine the movement of an organization's human resources from the current position to the desired position in the future, using data as a guide for future planning

Труд и капитал как факторы формирования прибыли в современной России

This work is devoted to an attempt to quantitatively assess the influence of traditional and human capital, embodied in labor, on the profit of enterprises in the economy of modern Russia. To assess the impact of human capital on profit, data on the monthly wage fund in the regions of the country was used, which was considered as an indicator of the cost of human capital. Based on Rosstat data on the profits of regional enterprises, data on the average monthly wage of employees of organizations, the number of employed workers in the regions, data on the value of fixed assets of enterprises for 2010, 2015, 2019, 2020 and 2021, linear regression models were obtained. The models showed the dependence of the profits of regional enterprises on the size of the average monthly wage fund in the regions and on the value of fixed assets. The characteristics of the resulting models indicate that the wage fund and the cost of fixed assets have a significant and equal impact on the profits of enterprises. The equivalence of the influence of capital and human capital on profit assumes that the equilibrium is an equal distribution of income between labor and capital. income distribution. Currently, in the economy, the distribution of income is not in equilibrium, since capital income predominates.

Оптимизация кадровой работы некоммерческих организаций как условие обеспечения их конкурентоспособности

The article examines the situation with the staffing of socially oriented non-profit organizations that has developed in Russia in recent years. The relevance of the affected issues is due to the high importance of the activities of subjects of the non-profit sector of the economy to ensure the economic and social development of Russia. The methodology of the research conducted in the article is based on a statistical analysis of quantitative data reflecting the current situation in the field of staffing of socially oriented non-profit organizations. Based on the results of the analysis, a conclusion is drawn about the downward dynamics of the number of socially oriented non-profit organizations employees (and, accordingly, the insufficiency of their current number to ensure the development of the tertiary sector of the economy). Separately, there is a decrease in the level of public involvement in the functioning of the subjects of the non-profit sector of the economy, which is recorded on the basis of data on the nature of changes in the number of employees. The practical significance of the conducted research lies in the substantiation by the authors of the need to develop the personnel policy of socially oriented non-profit organizations based on the results of a detailed analysis of the relevant indicative indicators, as well as in the development of appropriate recommendatory measures. Thus, the organization of personnel work with volunteers, who, according to the authors, are more likely to be able to join staff of socially oriented non-profit organizations than representatives of other categories of potential employees, is positioned as the main direction of transformation of this area. In addition, the positive effect of the organization of internships by socially oriented non-profit organizations for students and graduates of secondary and higher professional education institutions is emphasized, which will allow potential employees to familiarize themselves with the goals of socially oriented non-profit organizations and their key values.

Indicators of health groups of pupils of general education organizations of the Russian Ministry of Defense (2010–2022)

BACKGROUND: Currently, there are 33 educational organizations of the Russian Ministry of Defense in Russia with a total staff of about 18 thousand students studying around the clock
 AIM: to assess the dynamics of the health status of students in educational institutions of the Russian Ministry of Defense for 12 years from 2010/2011 to 2021/2022 academic year.
 MATERIALS AND METHODS: We studied reports on Form 13К/МЕД, prepared by employees of educational organizations of the Russian Ministry of Defense, and calculated the dynamics of the level of assessments of the health status of students. The article presents arithmetic averages and their errors; the development of health groups was assessed using time series analysis, for which a second-order polynomial series was used.
 RESULTS: In general educational institutions, there were 25.3 ± 0.9% of pupils with health group I, 60.7 ± 0.6% with group II, and 14.0 ± 1.2% with group III. In recent years, there has been a tendency to increase the number of pupils with health groups I and II and decrease with group III. These results indicated a properly organized educational process and optimization of medical support for students. The most positive dynamics of health status were observed in pupils aged 10–12 years, less pronounced — in pupils aged 16–18 years.
 CONCLUSIONS: In some educational organizations of the Russian Ministry of Defense during the period studied, there were not entirely favorable trends in the organization of medical support for students, which aims at more personalized work with students.

A systematic review guanxi HRM practices, formal HRM practices to improve creative performance in collectivism organization culture

This systematic review study argues that guanxi HRM practices, as opposed to formal HRM practices, may improve the employee’s performance in organizations with a collective business culture. To substantiate this claim, three decade published articles; literature from the Sage, Asia Pacific, Taylor & Francis Group, and Emerald journals are reviewed. NVivo software was used for content, coding, and analysis. The results of this systematic review study reveal that informal term of guanxi HRM practices identifies positive and productive outcomes of employees in the collectivism business culture organizations in contrast to formal HRM practices. This study is useful because it also proposes that in the future, academics and HR managers can explore the guanxi HRM practices that adhere to collectivist culture in their organizational culture, particularly in growing nations like Pakistan, both theoretically and practically to enhance employee performance to meet global challenges.

A Scoping Review on Heteronormativity in African Workplaces

The increasing globalisation of the corporate world has intensified interactions among individuals from diverse backgrounds. One significant change in the workplace is the increased participation of LGBTQ+ employees in contemporary organisations. Despite the progress made in recognising the rights of sexual minorities in some African countries, there remains a prevalent issue of sexual orientation discrimination, grounded in the belief that heterosexuality is the societal norm, a concept known as heteronormativity. Existing literature underscores the pervasive discrimination based on sexual orientation, which negatively affects the well-being and work performance of LGBTQ+ employees. While some individuals find happiness and meaning despite these challenges, research in the African context remains limited. This article conducts a scoping review to synthesise Afrocentric evidence on heteronormativity in the workplace. The review explores how heteronormativity manifests, is reinforced, and impacts on individuals and organisations within the African context. The article further examines how LGBTQ+ employees navigate this heteronormative work environment. This scoping review identifies and analyses 13 studies focusing primarily on African countries, revealing discrimination, gender inequality, sexism, and workplace heteronormativity as common themes. These themes emphasise the need for comprehensive approaches to promote equitable, diverse, and inclusive workplaces in Africa, recognising the unique challenges within this context. The findings underscore the urgency of addressing heteronormative norms to construct more inclusive and equitable workplaces for all.

Quadruple culture type approaches impacting employees attributes

The study examines the relationship among organizational culture, employee performance, employee satisfaction and turnover in the telecommunication sector of Pakistan. Empirical studies are needed to understand the phenomena, so that the organizations would be able to handle the barriers in management objectives. It was a field study so survey was formed and conducted; data was gathered through distributed questionnaires from 260 employees of public & private, national and multinationals organizations from the cities of Rawalpindi-Islamabad. All the employees willingly participated in the survey though their confidentiality was in tacked. Interestingly the results of this specific investigation make this study unique and important as it indicated that organizational culture types Community, Innovative, Competitive and Bureaucratic on employee performance, satisfaction and turnover have different impacts. The study relies on cross-sectional data obtained once from employees of multiple multinationals and national organizations. The employees were from all three types of organizations i.e. service providers, contractors and sub-contractors. Regression tests were applied to analyze the data. . It leads to conclusion that employees are performing well, even being unsatisfied and want to remain with their current jobs. This study provides the knowledge that the results of the measures of same constructs cannot be same across different cultures and countries. With this study government and managers should realize the alarming situation in their organizations regarding employees’ behaviors in sometimes unfeasible organizational cultures. The future studies should examine the political and economic constructs and their influence on organizational culture and employees. The present study wishes to contribute in the knowledge gap regarding how organizational culture is impacting employees’ performance, satisfaction and turnover in telecommunication sector of Pakistan It also raises the importance for exploring and developing the theories on the basis of economic and political aspects rather perceiving single theory equally across different cultures.

Ethical Leadership in Cross-Culture

The existing ethical leadership literature reflects a Western-based private sector perspective, implying a compliance-oriented view of ethical leadership. Developing a more comprehensive understanding of how ethical leadership is viewed in the Western and Eastern cultural clusters, as well as the private and public sectors, is crucial because today's leaders must lead ethically across cultures and sectors more and more. Addressing this issue, the present study explores how employees from Eastern cultures define ethical leadership and which characteristics they associate with ethical leaders. A qualitative study was conducted through interviews this study conducted 10 confidential individual interviews with leaders and employees in a public organization in Jordan. The findings indicate that while there may be similarities with Western perspectives on ethical leadership such as honesty; respect, fairness, and justice, there are also distinct characteristics and priorities that reflect the unique socio-cultural context of the region like religiosity, accountability, responsibility, and trustworthiness.

The relationship between digital transformation and digital literacy - an explanatory model: Systematic literature review

Digital transformation has been one of the main trends in organizations in recent years, and digital literacy is a critical factor in the success of this transformation. Digital transformation involves the use of digital technologies to improve an organization’s processes, products, and services. For this transformation to be successful, it is necessary for employees to have knowledge of and skills in digital technologies. Digital literacy allows employees to understand technologies and their applications, know how to use them efficiently and safely, evaluate and select the most appropriate digital tools for each task, and be prepared to deal with problems and challenges that arise in the digital environment. Thus, this study is relevant because it seeks to understand how digital literacy can impact Digital Transformation in organizations and, through the construction of an explanatory model, allows the identification of variables that influence this relationship by developing strategies to improve the digital literacy of employees in organizations.

Transforming informal communication in the urgent shift to teleworking: a case study in Japan

IntroductionWhile informal communication is essential for employee performance and wellbeing, it is difficult to maintain in telework settings. This issue has recently been becoming more prominent worldwide, especially because of the coronavirus disease 2019 (COVID-19). Nevertheless, how employees managed their informal communication in the sudden shift to teleworking is still understudied. This study fills this research gap by clarifying how an organization's employees improvised informal communication during the urgent shift to teleworking.MethodsAn exploratory case study of a large construction firm in Japan was conducted, focusing on how employees improvised informal communication during teleworking in response to COVID-19. The authors conducted semi-structured interviews with 24 employees and applied a qualitative thematic analysis to the collected data.ResultsFour informal communication strategies (structured informality, casual tech, implicit communication, and face-to-face opportunity seeking) that were improvised amid the sudden shift to teleworking caused by COVID-19 were identified.DiscussionThe findings can inform concrete means for the effective and dynamic transition of informal communication to teleworking settings during emergencies, thus contributing to informal communication studies as well as the promotion of resilient business operations and employee wellbeing in response to future crises.