Private Sector Employees Research Articles

Formation of Informal Groups in Healthcare: A Field Survey in Istanbul/Turkiye

Groups within the healthcare organisations are widespread subjects of research nowadays. Nevertheless, informal groups are rarely examined in healthcare. This study is a descriptive cross-sectional study aimed to determine the formation of informal groups and its dimensions in Turkey. A survey design was adopted and sample size was 208. The questionnaire was validated using exploratory factor analysis and Cronbach’s alpha coefficient. The study unveiled that the ownership of hospitals are prominent determinants of informal groups. Demographic, social and environmentally proximity are the main factors for public employees to take part in an informal group while intellectual life and closeness are the main factors for private sector employees. The study suggests that managers should assume the most part of responsibility to determine employee’s abilities, preferences and social features to cooperate with informal groups.

Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria

Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria

EMPLOYEE RETENTION AND ITS IMPACT ON ORGANISATIONAL PRODUCTIVITY

Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a technique adopted by businesses to maintain an effective workforce and at the same time meet operational requirements. Employees are the greatest asset for an organization. Therefore, every organization must treat their employees as ends and not means to ends because they add value to the organization. The objective of the study was to measure the perception of employees for employee retention. For this purpose the investigator selected 70 employees working in government and private sector from Delhi region. Employee retention scale given by Walker (2001) was used. The collected data were processed by applying ‘t’ test. The result of the study reveals that there was no significant difference among male and female employees for employee retention also there was no significant difference between the perception of government and private sector employees.

RELATIONSHIP BETWEEN WORK FRIENDSHIP AND INTENTION TO LEAVE: A LATENT PROFILE ANALYSIS

The main purpose of this study is to reveal whether the intention to leave changes according to the characteristics of the relationships established with close friends in the workplace with a person-centered approach. For this purpose, latent profiles were established by ensuring that workplace friendship is affected by the intention to leave and job satisfaction. This article presents an example of a three-stage study using implicit profile analysis with 433 data obtained from private sector employees. The analysis uncovered four latent profiles. The Partially Autonomous Very Strong Bond profile has the highest job satisfaction and the lowest intention to leave. If the level of trustworthiness, competency, job satisfaction is higher and the intention to leave is lower. The Integrated Very Strong Bond profile is the profile with the highest intention to leave. In cases were caring personal relationships and socio-cultural similarity are high, lower job satisfaction and the higher intention to leave have been observed.

A Missing Link in Public Health Preparedness and Emergency Response: Engaging Private Sector Employers for Pandemic Workplace Policies.

A Missing Link in Public Health Preparedness and Emergency Response: Engaging Private Sector Employers for Pandemic Workplace Policies.

Quality of Work Life of Private Banking Sector in Kerala Based on the Fee Based Modern Banking Services

At present modern banking services, particularly fee-based services, is an unavoidable part of the banking business ensuring a significant income for banks with little capital outlay. It is accomplished through the efficient use of manpower within a bank. They are now being considered in the performance evaluation of bank branch managers in the private sector. A study carried out to determine effect of including fee-based modern banking services in the performance target on the quality of work life of private sector bank branch managers in Kerala. It should be noted that the modern fee-based services targets have a significant impact on their satisfaction, commitment, and productivity. This study investigates the effect of modern banking services on the quality of work life of bank employees in Kerala's private sector and to identify the quality of work life factors most influenced by the inclusion of fee-based banking services in the targeted performance.

Investigation of Dietary Habits and Lifestyle in relation to Diabetes Mellitus Type II among Private-Sector Employees of Lahore: A Cross-Sectional Study

Background: Although some studies have shown the association between dietary patterns and the risk of type 2 diabetes mellitus in a general population but the associations in Pakistan have been rarely studied to date. Aim: To characterize the dietary patterns and lifestyle of private sector employees in Lahore adults aged above 25 to evaluate the relationship of dietary habits, and lifestyle with the incidence of type 2 diabetes. Methodology: A cross-sectional study was conducted on the private sector employees of Lahore, Pakistan. Two hundred and sixteen people participated in it and each provided their informed consent for data collection on their demographic, physical and biochemical characteristics along with the information on lifestyle and dietary patterns. Result: According to the observations from our study among the private sector employees in relation to their dietary habits, lifestyle and physical activity almost 174 private sector employees are diabetic out of which 42 are pre-diabetic.Their dietary intake was assessed using FFQ. The results show that diabetic people are taking more carbohydrates, saturated, trans-fats and red meat. Furthermore, pre-diabetic people are consuming high processed foods which contain more fats, calories and sugar without nutritional value. Conclusion: We have found that dietary habit, and lifestyle of private sector employees was associated with increased risk of Type 2 Diabetes Mellitus. As a result, in order to stop or reduce the prevalence of type 2 diabetes, it is necessary to promote healthy eating or dietary habits and physical activity to improve their lifestyle. Keywords: Cross-sectional study, informed consent, dietary intake, Diabetes Mellitus, FFQ, pre-diabetic.

Thriving at Work as a Mediator of the Relationship between Transformational Leadership and Innovative Work Behavior

Thriving at work is a positive psychological state in which individuals experience a sense of vitality and learning. The purpose of this quantitative study is to examine the effect of transformational leadership on innovative work behavior and the mediating effect of thriving at work on the relationship between transformational leadership and innovative work behavior among private sector employees in the Kingdom of Saudi Arabia. A cross-sectional research design was used to collect data from 224 private sector employees. The results of the study reveal that transformational leadership is positively related to thriving at work and thriving at work is positively related to innovative work behavior. Furthermore, thriving at work fully mediates the relationship between transformational leadership and innovative work behavior. The theoretical and practical implications are discussed.

Incentives and effort in the public and private sector

AbstractWhile public service motivation theory suggests that public sector employees have higher levels of intrinsic motivation, average pay levels in the public sector are not lower, so public sector employees also value financial incentives. We investigate the relationship of financial incentives with effort (measured with unpaid overtime) for public versus private sector employees using a UK sample. Bonuses are used much less in the public sector, but their relationship with effort is not different between sectors. Public sector employees exert more effort when base pay is higher and do so to a somewhat higher extent than private sector employees. However, public sector employees increase effort more when effort is an important promotion criterion and when perceived job security is higher. Thus, implicit incentives resulting from being in a secure job and developing in that job are more effective for public sector employees than for private sector employees.

Opportunity to Use New Ways of Working: Do Sectors and Organizational Characteristics Shape Employee Perceptions?

The diffusion of New Ways of Working (NWW) is an important trend in contemporary organizations. Many related empirical studies have been produced, but none have focused on differences in employees’ perceptions of the opportunity to use NWW according to organization sector (private, semi-public, public). This study, based on neo institutionalism and HR attributions theory, investigated these differences via a survey (n = 2693) of employees at private (n = 358), semi-public (n = 204), and public (n = 2131) organizations. Based on the use of the PLS-SEM method, as well as ANOVA tests and pairwise comparisons of marginal linear predictions, we uncover differences in perceptions between employees in different sectors regarding the possibility of using NWW. Indeed, the results show that public employees reported less opportunity to use NWW than their private and semi-public counterparts. Furthermore, private sector employees were more likely to attribute well-being and productivity benefits to NWW than their public sector and semi-public counterparts. We also show that institutional and organizational variables specific to the characteristics of organizations in the three sectors partially explain the degree of perceptions with respect to the opportunity to use NWW.

A Study on the Impact of Artificial Intelligence Anxiety on the Innovation-Oriented Behaviours of Employees

The main purpose of this study is to investigate the effect of artificial intelligence anxiety on innovation-oriented behaviours of employees. In addition, it was examined whether demographic characteristics differ on artificial intelligence anxiety and innovation-oriented behaviours. The universe of the research consists of private sector employees working in Istanbul in 2022. Using the convenience sampling method, 412 private sector employees were reached between 26.06.2022 and 26.08.2022. Data analysis was done with SPSS 24.0. T test and ANOVA test were used in the analysis of demographic variables. The relationship between the scale items was analysed with the Pearson correlation test. The effect between the scale items was analysed with the regression test. According to the results of the analysis, artificial intelligence anxiety has a positive and significant effect on the innovation-oriented behaviours of the employees. (p

How India defines organizational citizenship behaviour: an inductive study from an employee perspective

PurposeOrganizational citizenship behaviour (OCB) holds importance for employees and employers. Although it is culturally relativistic, its definition is West-dominated. Conceptual investigations in non-Western cultures yield different dimensions of OCB. Existing OCB models lack contemporariness and reciprocity. Their perspective may be biased towards management. Practice based on such theory gives poor outcomes. To address these gaps, the authors reconceptualized OCB in the Indian context from an employee perspective.Design/methodology/approachThe authors conducted a qualitative study to build an employee-centric, inductive OCB model. The authors briefed respondents about the meaning of OCB and sought descriptions of instances of OCB performed or witnessed by them. The authors collected 478 descriptions from 49 private sector employees in India. The thematic analysis developed ten themes, each an OCB component, organized into four super-themes, denoting interpersonal, individual, organizational and community orientations.FindingsFive OCB components are new emic additions by the model: Building social relationships, emotionally mature behaviour, learning and knowledge creation, housekeeping and event management, and higher order citizenship. Organizational governance participation is absent from the model. Housekeeping and relationship building are the most appearing OCBs, while voice is the least. Findings are discussed in relation to temporal and cultural background, respondent characteristics and perspective.Practical implicationsOrganizations can better support employee OCBs by acknowledging OCBs unique to India, investigating low proportions of voice and civic virtue in the Indian model and informing people policies with this new knowledge.Originality/valueThis is the first attempt to build an inductive model of OCB in India from the employee perspective, making significant contributions to organizational theory and practice.

Financial literacy, investment and personal financial management nexus: Empirical evidence on private sector employees

Financial literacy, investment and personal financial management nexus: Empirical evidence on private sector employees

Antecedents and Consequences of Job Stress among Private sector Employees in Saudi Arabia

Antecedents and Consequences of Job Stress among Private sector Employees in Saudi Arabia

The Politics of the Right to Strike in Zimbabwe since the Advent of the New Constitution in 2013

The year 2013 was important in the history of labour relations in Zimbabwe as it ushered in the country’s Constitution which introduced labour rights under its Declaration of Rights. The article discusses constitutional protection of the right to strike under section 65 of the Constitution of Zimbabwe. It further explores this constitutional right to strike and its effect on both private-sector and public-sector employees. Further, it discusses the scope of the right to strike in terms of the Labour Act, which largely applies to private-sector employees. This is because Zimbabwe has a two-tier labour relations system consisting of private-sector and public-sector employees. Public-sector employees derive their right to strike directly from the Constitution. To put the right to strike into its proper context, international standards on this right are briefly discussed. Important lessons are also drawn from South African labour law and practice since South African constitutional provisions on the right to strike are almost similar to those of Zimbabwe. The article then proceeds to highlight how the right to strike has been linked or can be used in some instances to fulfil political objectives. It also highlights how the State may view the right to strike with suspicion. Finally, recommendations are made on how the right to strike can be improved in both law and practice so that it fulfils its intended objectives of achieving better working conditions for employees at the workplace.

Transferências intergovernamentais são capturadas pelos servidores municipais? Os determinantes da diferença salarial entre o setor público e o setor privado

Abstract This article examines the intergovernmental transfer effects on wage differences between local civil servants and private sector employees. The sample was composed of 5,449 Brazilian municipalities, working with data from 2000 to 2016 clustered in 5,344 minimum comparable areas (MCA). The methodological procedures were quantitative and developed in two steps. The first step was to assess the median wage difference between local civil servants and private sector employees through unconditional quantile regression. The second was the analysis of different wage determinants through multiple regression with panel data, fixed effects, and additional estimations such as cluster-robust standard errors, temporal correlation, and spatial correlation. The results demonstrated that when per capita intergovernmental transfers increase by 1%, the wage difference between local civil servants and private sector employees increases by 0.067%. Besides that, when per capita GDP increases by 1%, the wage difference decreases by 0.036%. Furthermore, the paper observed that populational size increases and electoral competition decreases wage differences between the public and private sectors in Brazilian municipalities.

Living Conditions of Employees in Private Sector According to Iraqi Labor Law and Social Security- An Analytical Study in Erbil City

Living Conditions of Employees in Private Sector According to Iraqi Labor Law and Social Security- An Analytical Study in Erbil City

HR PRACTICES AND THEIR EFFECTIVENESS DURING THE POST-OMANIZATION PHASE: A CRITICAL REVIEW

Omanization is a strategy applied by the Sultanate of Oman since 1988 with an aim to replace expatriate workers with Omani nationals. The Omani government has set goals to increase the percentage of employed Omani nationals compared with foreigners (expatriates) through Omanization as a routine Human Resource (HR) practice. This strategy was introduced because of the increasing number of expatriates that indirectly resulted in reduced job opportunities for Omani nationals. It is expected that this strategy would allow Omani nationals to get jobs and consequently needed training and development programs. This research work is focusing on Omanization and its likely impact on HR practices in Oman. As it was not feasible to collect data from both the public and private sectors, this research, therefore, aims to analyze the perceptions of private sector employees on Omanization. This research is expected to highlight likely changes in the HR practices applied and their effectiveness in Oman. It will be worthwhile identifying how employees from the private sector foresee this strategy, and whether the Omanization initiative can actually improve the quality of work and enhance HR output to reach a higher level of productivity. It is assumed that Omanization could have a significant impact on HR practices, so it was decided to conduct interviews and focus group discussions with some of the private sector employees to gain a richer insight. Findings from this research indicate that there is a gap between the labor market and the education system. It is evident that fresh graduates lack the necessary skills and training for taking over the positions. Furthermore, there is a lack of training and development programs for the employees. This research is highlighting some recommendations too for the progress toward Omanization.

WILLINGNESS TO PAY FOR HEALTH INSURANCE: THE CROSS-SECTIONAL STUDY IN SAUDI ARABIA

Due to rapid changes in disease pattern, demand for advance healthcare services has been increased extensively in Saudi Arabia. In Saudi Arabia, health facilities are provided free to general public. This has increased the burden of communicable and non-communicable diseases expenditure on ministry of health. On other hand, to private sector employee cooperative health insurance program is established. Saudi Government plan to extend this program to the public sector as well. In this study willingness to pay for health insurance opinion was taken from general public as they are main stakeholder. In case if government extend this private employer cooperative insurance program to other sectors whether people are willing to pay for private insurance or not. Non-probability convenience sampling technique was used to select sample size. Findings revealed that majority of people in Saudi Arabia have no chronic disease and likewise they have no private insurance ownership as well. On the basis of gender, education, income, insurance ownership, family size, chronic disease and obstacles people are significantly willing to pay for health insurance. Policy makers, & MoH can take benefits from findings of the current study and it would help them to formulate insurance premiums & provide additional source of funding for healthcare in Saudi Arabia.

The Correlation Between The Needs and Expectations of The Private Sector Employees and Their Media Consumption To Receive Needs Gratification

The Ministry of Labor, Work Employment and Youth Affairs of Suriname is responsible for, among other things employment, good industrial relations, labor protection, protection of the employees, and decent work. This ministry has a communication department that is sharing information about labor issues through the media. But there are still questions coming in daily about labor issues. Based on these questions, the workforce that is 54.2% of the total population of Suriname, and also giving substance to the importance of effective communication and dissemination of labor market information, it is important to understand what information has to be provided. To understand which information is needed to be provided and to use the preferred media channels, the Uses and Gratifications Theory is applied to this study. This research has several findings such as the need for specific information is the highest, the media is meeting the expectations more for general information than the specific information, online media use is very high and the media fulfillment for general needs is higher than for the specific information that the respondents need, although the need for specific information is higher.