Business Employees Research Articles

Exploring Differences in Work Attitudes of Professionals in Family and Non-Family Businesses

Professionals in family businesses are reputed to experience unique opportunities and challenges. This study compared work attitudes of professionals in family and non-family run businesses. Analysis of survey data collected from 206 participants revealed that professionals in family-run businesses were more empowered, satisfied with their jobs and careers and committed to their organizations compared to employees in non-family businesses even when age, job level, organizational tenure, and firm size are controlled. We suggest that family businesses may have cultures that resonate with values of Filipino workers. Philippine Journal of Psychology Vol.39(1) 2006

Assessing the Mediating Effect of Leadership Styles on Favoritism and Job Performance in Family-Owned Businesses

Family-owned businesses have been criticized for having a lack of leadership effectiveness and yield unfavourable influence on employee’s job performance. Although there are ample studies on favouritism particularly in family-owned businesses, nevertheless very limited studies highlighted on the leadership styles as the significant mediator. This study aims to investigate the mediating effect of leadership styles namely democratic and autocratic styles between favouritism on gender and favouritism on social ties and job performance. Data was collected from 350 respondents via questionnaire and was analysed using correlation, multiple regression and Hayes PROCESS techniques. The findings of this study revealed interesting results of the mediation effect of both democratic and autocratic leadership styles between favouritism and job performance among employees in the family-owned business.

The EU Puzzling CSR Regime and the Confused Perception by Ambassadors of Luxury Fashion Businesses: A Case Study from Pařížská

Despite a decades-long discussion about corporate social responsibility ("CSR"), there is little known about the evolution and meaning of the EU law on CSR and its perception by various stakeholders. The two objectives of this paper are: (i) assessing the evolution to the current EU law on CSR and (ii) making a case study about the perception of CSR by businesses from the luxury fashion industry supposed to be the leading CSR force, namely their ambassadors - CEOs and employees facing the clientele in Pařížská street in Prague. In order to address these two objectives, holistic and interdisciplinary research of economic, legislative and academic sources as well as a case study, entailing interviews and mystery shopping was performed. The exploration of the yielded data employed Meta-Analysis, content analysis, teleological interpretation, etc. The critical and comparative review of the evolution of the EU law on CSR shows piecemeal trends and a lack of permanent consent. This leads to the fragmentation and ambiguity, which is matched by the findings of the case study. The perception of the EU law on CSR is done differently by various CEOs of luxury fashion businesses, and there is an inconsistency between their attitudes and those of their employees facing the clientele. Such inconsistency undermines the effectiveness and efficiency of the CSR regime and needs to be corrected.Implications for Central European audience: Although the sustainability projected in CSR is critical, the EU law has undergone a complex and fragmented evolution leading to a partially mandatory framework. The understanding and application of such a framework about CSR and its reporting is a challenge. A Central European case study of luxury fashion industry businesses shows piecemeal trends and a lack of consent, and this even among CEOs and frontline employees of the same business. The implication of such an inconsistency is a decrease in the effectiveness and efficiency of the CSR regime, a devaluation of the CSR awareness and the need for corrections.

SOME ACTUAL CASES IN FRAUD

Fraud in accounting affects all segments of society; While it affects partners, employees and investors in a narrow sense, it affects the state and society in a broad sense. Decisions made by the business owner and partners through fraud first create problems regarding the future of the business; then it affects the country's economy. Basically, accounting fraud consists of disorder. In other words, it can be said that there is an accounting fraud where there is a criminal disorder. Cheating people in businesses; bosses and owners are senior executives and business employees, which can be specifically listed as people working in accounting and financial units. The most important event that comes to mind when it comes to accounting cheats in the world is undoubtedly Enron. This incident trick companies to both; It is also an answer to the question of how countries can damage the economy. also be experienced or lived in Turkey, it is essential to take precautions for possible events. Due to ethical, cultural and economic reasons, it is a common situation in our country that events do not come to light or are not covered up when they occur and there are no lawsuits. Therefore, the necessary measures must be taken.

Knowledge risk prevention strategies for handling new technological innovations in small businesses

PurposeThe purpose of this conceptual paper is to name and categorize risks related to emerging technological innovations and to propose a number of countermeasures. The emphasis is placed on knowledge risks that are grouped under human, organizational and technological spheres and are presented from a small business perspective.Design/methodology/approachThe presented paper takes into account the prior literature and the authors’ thoughts and experiences to identify potential knowledge risks and countermeasures.FindingsHaving a better overview of possible knowledge risks that may emerge in conjunction with the adoption and application of emerging technological innovations can help small businesses to better assess these new developments and their possible upsides and downsides. The proposed risks and countermeasures can also help policymakers as well as other organizations working for or together with smaller businesses to help them maintain and even increase their competitiveness.Practical implicationsDifferent implications are suggested for not only managers and employees in small businesses but also other stakeholders working for or with small businesses.Originality/valueTo the best of the authors’ knowledge, this paper is the first one that focuses on how small businesses can improve their decision-making regarding the adoption of new emerging technological innovation from a knowledge risk perspective.

Justice in Compensation; Family vs. Non-family Business HR Issues

Purpose – Present study aims to shed light on some of the HR issues of family businesses, including organizational justice, pay satisfaction, and turnover intentions of family business employees compared to non-family business employees. Design/methodology/approach – 301 family and non-family business workers from USA were surveyed. Regression analysis used to test the relationships and MANOVA was used to test difference between groups. Findings – Results show that while family business employees are less satisfied with benefit packages, their distributive justice perceptions, pay perceptions, and turnover intentions are not significantly different from non-family employees’. Furthermore, moderation analysis reveals that family involvement does not significantly change the relationship level between distributive justice, pay perceptions and turnover intentions. Discussion – According to our results family business managers should be careful with benefit packages and pay attention to keep a just environment to prevent possible increased turnover. Furthermore, family business managers should keep familiness impact under control so that it does not reach to a significant level to impact justice perceptions and turnover intentions. While family business literature is developing constantly, non-family employee issues, particularly blue-collar worker issues are very limited. This study showed that family businesses are neither good nor bad regarding blue-collar employee HR issues and family and non-family business employees are not different in their justice perceptions. This valuable contribution should lead researchers to seek additional constructs to evaluate causes of family firm HR issues.

Performance of Small Businesses in Tanzania: Human Resources-Based View

This study examined the performance of small businesses in Tanzania using human resources-based approach. A sample of 380 small business owners was surveyed using a structured questionnaire. Multi-stage sampling technique was used, whereas proportionate stratified sampling was applied which was followed by random sampling technique. In addition, snowball sampling technique was used to select cases of interest for in-depth interview. Excel and a Statistical Package for Social Sciences (SPSS) were used as analytical tools for quantitative data. Content analysis was used to analyse qualitative data from four case studies developed. Binary logistic regression model was used to estimate the effects of employees’ commitment, trustfulness and competencies on the performance of small businesses. The study revealed that employees’ commitment, honesty and competencies had a significant positive effect on the performance of small businesses. The study recommends that special training programmes should be designed and implemented for the purpose of imparting competencies and behavioural change to employees of small businesses.

The Impact of Smartwork Activation on Organizational Performance - Focusing on Mediating Effects of Quality of Life and Moderating Effects of Manager’s Interest

Background/Objectives: The interest in work-life balance has increased in Korea since the low birthrate problem intensified in the 2000s, and recently, a 52-hour workweek has been implemented depending on the size of the company to ensure work-life balance. Companies are also adopting the direction and policies of the government to spread job redesign or organizational culture that can bring work-life balance. Work-life balance is seen as a paradigm for high performance in modern society. Activation of smart work, which is a system that can work anytime and anywhere without being bound by time and place, is inevitable. It is assumed that the quality of life of the members of the organization will be improved through smartwork activation, and that the improvement of the quality of life will soon increase the organizational performanceMethods/Statistical analysis: This study utilizes the original data from the 2018 Smartwork Survey conducted by the Korea Information Society Agency, targeting employees of businesses with five or more business units and CEOs of businesses or heads of departments responsible for introducing and operating smart work. The survey collected samples using stratified sampling methods, and the survey was conducted online and in writing to 1,700 people from October 8, 2018 for 27 days. Finally, 566 data were hypothesized through SPSS 21.0 and AMOS structural model analysis.Findings: As a result of analyzing the effect of smart work on organizational performance through the effect of quality on life, Smartwork activation affects organizational performance, and the improvement of quality of life through time saving and work efficiency due to smartwork affects organizational performance. Managers' interest was found to play a moderating role in the structural relationship between smartwork activation, quality of life and organizational performance.Improvements/Applications: This study suggests smartwork activation by empirically analyzing the effect of smartwork activation on organizational performance by the mediating effect of quality of life for employees of companies working in smart office environment.

SOSYAL JET-LAG SENDROMU ÜZERİNE BİR DEĞERLENDİRME

Sosyal jet-lag sendromu, hafta sonları uyku düzeni değiştirildiğinde, geç yatıp geç kalkıldığında, dolayısıyla vücudun doğal uyku düzeninin bozulduğunda ortaya çıkmaktadır (Roenneberg, 2012). Bu sendroma yakalanan çalışan insanın obezite gibi olumsuz biyolojik sonuçlarla karşılaşma ihtimali artarken; uyku hali, yorgunluk, kötü ruh hali, depresyon gibi olumsuz sosyo-psikolojik etkilere de maruz kaldığı görülmektedir.
 Bu çalışma, sosyal jet-lag üzerine farkındalığı artırmak ve yüz yüze katılım ile özellikle bu sendroma maruz kalmış insanların yaşadığı sosyo-psikolojik etkileri ortaya çıkarmak amacını taşımaktadır. Bu amaçla, Konya ilinde bir işletme çalışanları üzerine bir araştırma yapılmıştır. Araştırma, nitel araştırma yöntemini esas alan, olgu bilim deseni kullanılarak hazırlanmıştır. Araştırmada kullanılan teknik ise yarı-yapılandırılmış görüşme tekniğidir. Görüşmeler sonucunda, çalışanların sendroma ilişkin farkındalık düzeyi, çalışma yaşamlarına yansıyan etkileri ve sendromla başa çıkmada kullandıkları yöntemler açıklanmış; kişinin kendisine uygun bir uyku ritmine sahip olmasıyla çalışma yaşamındaki etkileri üzerine değerlendirmeler yapılmıştır.

Crowding Out of Private Sector in Tanzania: Government Expenditure, Domestic Borrowing, and Lending Rates

This study empirically analyzes the impact of government expenditure and domestic borrowing on credit to the private sector in Tanzania by increasing lending rates. Quarterly time series data are collected from 2004 to 2018. Autoregressive distributed lag (ARDL) model estimation with a bound cointegration test is used to establish the short- and long-run relationships, and the results are subjected to diagnostic tests for robustness. The result shows that government expenditure and domestic borrowing crowd out credit to the private sector by increasing the lending rate in the long run. This calls for the Tanzanian government to reduce some of its deficit spending and domestic borrowing, and instead look for another way to increase the tax revenue using loans from external sources to fund its budget deficit. Also, the study recommends that the government should put more effort on improving private sector development by making the country an easy place to do business, which in turn will increase the tax base through corporate tax and income tax from business employees.

The Effects of Attributional Style on Job Satisfaction, Job Performance, and Turnover Intention: The Case of Hotel Employees

Employees’ assessment of success and failure situations and arguments affects their behavior and work outcomes at work. Individuals use two attribution styles, positive and negative, in these evaluations. The purpose of the study is to examine the effects of attribution styles on job satisfaction, job performance, and turnover intention among five-star hotel business employees in Belek/Antalya, Turkey. Data is collected using a questionnaire, and 249 applicable questionnaires are gathered at the end of the study. According to the results of SEM analysis, a positive attributional style positively affects job satisfaction and job performance, but a significant effect on turnover intention could not be determined. On the other hand, a negative attributional style has no effect on job satisfaction, job performance, and turnover intention.

Perception towards Regulatory Burden on Small and Medium Enterprises Performance: A Case Study in Shashemene Town, West Arsi Zone, Ethiopia

The study focuses on “perception towards regulatory burden on small and medium enterprise performance” in Shashemene town, west Arsi zone, Oromia regional state, Ethiopia. The study adopted a qualitative research approach to address broad objective through answering research questions developed by a researchers. Specifically, this study used questionnaire to collect data from SMEs business owners, managers and employees and in-depth interview conducted. Data was analyzed by using descriptive statistics. The information obtained from a samples of the 140 small and medium enterprise and through face-to-face interview of 10 owners of SMEs business. The respondents were selected using stratified sampling techniques. The result of the study show that small and medium enterprise challenges from different factors as they perceived from the challenges of regulatory burden and identifies mechanisms used to mitigate problems from regulatory burden and how much the regulators have smooth contact with them and to what extent regulators made inspections. Moreover, the result indicated the perception of SMEs businesses towards regulatory burden. As a whole, the study suggests a series of measures should be taken by government policy, makers and regulators for SMEs performance. Researchers’ conclude and recommend that government bodies, Small and medium enterprise business owners, managers, employees and policy makers should focus on regulation to reduce regulatory burden on small and medium enterprises.

Unremarkable but Crucial : Motivating Employees in Business as Usual Work

Unremarkable but Crucial : Motivating Employees in Business as Usual Work

Comparison of the Chronic Perceptions of Public and Private Business Employees

Comparison of the Chronic Perceptions of Public and Private Business Employees

Factors Affecting the Enactment of Small Scale Businesses within Pastoral Community in Ethiopia Somali Region at Liban zone (Specifically in Dolo Ado and Filtu District)

The general objective of this study aimed to assess factors affecting the enactment of small scale businesses within pastoral community in Ethiopia Somali region at Liban zone (specifically in dolo ado and filtu district).To achieve the objectives, the study used non-probability sampling techniques because this technique is much less complicated, less expensive, and moreover it is very convenient in the situation when the sample to be selected is very small and the researcher wants to get some idea of the population characteristics. Out of total (323) population, 180 (56%) of Small scale Business owners that are engaged in different business activities have been selected judgmentally (Purposively) as sample from both districts (dolo ado and Filtu). In this study both primary and secondary sources have been used. The dominant tool used for data collection in this study was questionnaire that is scheduled and designed for gathering primary data only from licensed owners of Small scale businesses within pastoral community. The secondary data was also collected from the trade and transport department of Dolo ado and Filitu districts and also from books, magazines, and others written documents such as directives, legal codes, the country growth plan and other pertinent materials guiding the small Scale businesses. For the reason that, its simplicity and clarity for drawing the reference, the descriptive analysis has been used. In the course of data analysis, the data were analyzed both quantitatively using percentile and qualitatively through document narration. The existence of high family dependency on small scale businesses has been observed as a major hold back factors for the businesses not to upgrade themselves to the middle and large Scale businesses. As depicted on the finding, the owners and employees of small scale businesses have no managerial skills and entrepreneurial ability to run their businesses. The research revealed that, there is influence on small scale businesses from government side and also there is high taxation both on existing and newly started businesses. Lack of adequate finance and absence of appropriate supporting agencies are the major problems for small scale businesses. Therefore, the government bodies and agencies would advise to provide reasonable source of finance, capacity building training, and also to collect fair tax both from existing and newly established businesses. On the other side, the owners of small scale businesses would recommend to diversify their sources of income in order to minimize the impact of family dependency on their business. Keywords: SSB, Factors, Enactment, pastoral community, Liban zone DOI: 10.7176/EJBM/12-4-04 Publication date: February 29 th 2020

Family Business Operations and Sequel of Internationalisation in Nigeria

Abstract The concept of family business in Nigeria has become significantly attractive; its root is in sole proprietorship form of business. Family businesses have the unique strength to separate culture, language and personality. The research analyses the effect of interpersonal relationship on internationalisation and determines the extent to which succession planning affects internationalisation. Research presents that a positive relationship exists between internationalisation and interpersonal relationship. It has also been discovered that no positive relationship exists between succession planning and internationalisation. This study therefore concludes that family businesses which proceed to internationalisation enjoy growth in productivity, adequate brand awareness in the world, diversification of political and financial risks, as well as experience an increase in the share of the market, capital base, asset and open up opportunities in regional markets for workers. The study also recommends that employees in family businesses should communicate with each other effectively for a healthy relationship and managers should not make secret preparations for successors.

Small Business Employees' Perceptions of Leadership Are Associated With Safety and Health Climates and Their Own Behaviors.

Leadership is an important factor in creating a safe and healthy work environment. Little is known about its influence in small organizations. This study assessed the relationship between leadership, climate, and employee behavior in organizations with less than 500 employees. We examined organizational factors and worker perceptions of leadership and safety/health behaviors in an analysis of 1271 employees in 53 Colorado small organizations. Cross-sectional relationships were assessed using multivariable linear regression models. Perceived leadership commitment to safety was associated with safety climate (β = 0.67) and safety behaviors among employees (β = 0.45). Perceived leadership commitment to worksite wellness was associated with health climate (β = 0.66) and health behaviors (β = 0.42). Leadership plays an important role in creating a positive work environment around safety and health.

Le rapport a la santé des travailleurs: contextes et stratégies

The purpose of this paper is to report, from a qualitative study, the individual and organizational factors andprocesses that lead an employee to build a unique relationship to is health. We discuss these processes in relationto the construction of health among a sample of 34 „workers” selected in diverse contexts, considering health asa dynamic and co-constructed object. From biographical interviews and records of interactions between workersand professionals who support them, we analyze we analyze the transactions made between work and health.These transactions, which are defined in dynamic and combined processes (psychological, cognitive, interactiveand organizational), contribute to define the orientation of the relationship to work, the professional route, anddetermine the evolution of more objective health status and how it can be seen, lived and managed individually.This article examines three different contexts: small business employees, employees of a large firm, and job seekers.These three contexts are related with different types of strategies implemented by individuals on their healthin relation to their position in the world of work.

The Importance of Effective Communications

Since unions involve employees in the conduct of an employer's business, a prime way of avoiding third‐party intervention is to involve employees in the problem‐solving part of the business before a union does it for the company. Different companies have varying views on the degree of employee participation desirable. However, it is clear that promoting at least some employee input into management decisions that affect employees is a key union prevention method.

Discretionary effort of regional hospitality small business employees: Impact of non-monetary work factors

This research examines the impact of non-monetary work environment factors on employee discretionary effort within the hospitality sector in the South West Region of Western Australia. Limited qualitative research has previously examined the factors that drive employee discretionary effort especially in the regional hospitality sector. Semi-structured interviews were conducted with 20 hospitality employees using purposive sampling. While the findings are preliminary, they do highlight important aspects of discretionary effort within a regional context. Critically, two previously un-identified factors, employees’ professional identity and perception of the hospitality sector have been found to have important implications for employees’ discretionary effort and need to be further explored. Additionally, the findings support the direct influence of organisational culture, job design, interpersonal relationships, on discretionary effort. Finally, the research confirms that a paternalistic leadership approach has a significant influence on hospitality employees’ discretionary effort. Theoretical and practical implications and directions for future research are outlined.