Employees Of Private Firms Research Articles

Effects of Change Management on Firm Performance: A Case Study of Mira Purification LTD Abuja

This study examined the effect between change management process and performance in mira purification ltd Abuja of the beverage sector. The data used in this study were collected from mainly primary source. The main research instrument was structured questionnaire and the research questions were asked to guide the respondents in order to elicit information on the subject matter. The study had a population of 110 made up of owners, employees of private firms, technical engineers, unions and association and journalists. Simple random sampling was used to administer copies of questionnaire on the respondents. The study adopted the use of descriptive statistics to analyze the demographic characteristics of the respondents while inferential statistics of simple linear regression was used to test the hypotheses in line with the objective of the study. The study found out that there is a significant and positive relationship between change management process (CMP) and Performance (PF) in mira purification ltd aspect of the beverage sector. It was recommended that based on the study examined, the management of mira purification ltd should build a solid scope and concept of the change, analyze the current and future state of the change and develop a possible and desired result that will enhance the performance of the organization in terms of project outcome. The study will advise the management to critically look at the planning of change as a clear step towards analysis, measurement and possible avoidance of resistance that is likely to occur in the course of a change to make implementation and deployment efficient for the organization. The study concludes that the activities of identification of change can influence the project outcome of the organizations performance in the beverage sector as there is a direct and positive significance and that is potent tool for managing change as it relates to performance. It will be important to say that company should invest in expert and role models to manage change management process so that improvement, participation, effectiveness, adherence and speedy execution of change can be achieved in the beverage sector.

Does less working time improve life satisfaction? Evidence from European Social Survey

BackgroundWorktime is one of the main drivers of life satisfaction, and a balanced distribution of working hours and leisure hours directly impacts feelings of well-being. Based on previous studies, we seek to confirm this relationship in the European context and explore other potential driving forces of life satisfaction. Health condition as the mediating variable is also examined.MethodsThis article uses an ordered probit model to analyze the impact of working time on life satisfaction using data extracted from the most recent round (wave 10) of the European Social Survey (ESS). Hypotheses are proposed to test the impact of working time on life satisfaction, the mediating effect of health in the worktime–satisfaction nexus, and the effects of social inclusion, social trust, feelings of safety, and digitalization on life satisfaction.ResultsThe results reveal a negative and significant correlation between hours of work and life satisfaction, thus implying that a shorter working week can improve Europeans’ life satisfaction. Health is found to be an important intermediate variable that plays an essential role in the dynamic through which working times influence life satisfaction. Further, we find that those in the middle class prefer to work shorter hours to achieve a higher feeling of satisfaction and that high earners to a lesser extent, while low earners generally show no preference. Employees of private firms are more satisfied with shorter working hours, while satisfaction for those working in public institutions is not affected by changes in hours worked. Finally, we verify the robustness of our estimations by replacing life satisfaction with happiness.ConclusionsWorking fewer hours contributes to higher life satisfaction in Europe, and health plays an essential mediating role in this relationship. Social inclusion, social trust, feelings of safety and digitalization all play a factor in improving life satisfaction. Compared to other job categories, private sector employees can achieve greater life satisfaction from reducing their total working time.

A Study on Spirituality among Private Employees and its Impact on their Life Satisfaction

Spirituality owes its origin to the Latin words of “Spirare” and “Spiritus”, both referring to breathing which indicates living. Hence, spirit denotes some energy which forms the base for living. Recognising the importance of spirituality at workplace, this descriptive research has made an attempt to assess the level of spirituality among 120 employees of private concerns in Puducherry by administering a structured questionnaire through online. Results of the study reveals that employees of private firms in Puducherry have a slightly above average affiliation towards spirituality in their personal life while they have indicated the use of spirituality in their professional life to an average extent. There are not much difference in the number of employees practicing rationalism or spirituality. The employees surveyed have reasonably good level of satisfaction with their life and in getting what they have aspired for but they have average level of satisfaction towards their life adhering to their ideals. The study has also revealed that spirituality exerts a significant positive impact on life satisfaction suggesting the importance of spirituality among employees to accomplish better life satisfaction.

Occupations at Risk and Organizational Well-Being: An Empirical Test of a Job Insecurity Integrated Model.

One of the more visible effects of the societal changes is the increased feelings of uncertainty in the workforce. In fact, job insecurity represents a crucial occupational risk factor and a major job stressor that has negative consequences on both organizational well-being and individual health. Many studies have focused on the consequences about the fear and the perception of losing the job as a whole (called quantitative job insecurity), while more recently research has begun to examine more extensively the worries and the perceptions of losing valued job features (called qualitative job insecurity). The vast majority of the studies, however, have investigated the effects of quantitative and qualitative job insecurity separately. In this paper, we proposed the Job Insecurity Integrated Model aimed to examine the effects of quantitative job insecurity and qualitative job insecurity on their short-term and long-term outcomes. This model was empirically tested in two independent studies, hypothesizing that qualitative job insecurity mediated the effects of quantitative job insecurity on different outcomes, such as work engagement and organizational identification (Study 1), and job satisfaction, commitment, psychological stress and turnover intention (Study 2). Study 1 was conducted on 329 employees in private firms, while Study 2 on 278 employees in both public sector and private firms. Results robustly showed that qualitative job insecurity totally mediated the effects of quantitative on all the considered outcomes. By showing that the effects of quantitative job insecurity on its outcomes passed through qualitative job insecurity, the Job Insecurity Integrated Model contributes to clarifying previous findings in job insecurity research and puts forward a framework that could profitably produce new investigations with important theoretical and practical implications.

How Life Satisfaction and Income Moderate the Effects of Endowment Insurance Policy Values on the Retirement Life Support Perceived by Employees in Private Firms

With the rapid aging of the population, endowment insurance provided by the government is becoming increasingly important. The effect of endowment insurance on retirement life support has also received significant research attention. This study is the first to combine policy and non-policy factors of endowment insurance. Following the characteristics of execution of the endowment insurance policy in our country, a research model of the moderation of the effects of endowment insurance policy values on the perceived retirement life support by improving the life satisfaction and income of employees in private firms is presented. The model was empirically tested based on a survey of 203 respondents from 15 private firms in China. The hierarchical regression results showed that the economic, social, and political values of the endowment insurance policy have direct positive effects on the retirement life support perceived by employees in private firms. Endowment insurance policy has basic functions in the retirement of employees. All of its economic, social, and political values cannot be neglected. To realize the endowment insurance policy value, the economic, social, and political factors should be balanced. The government should not only focus on the increase in size and numbers of the endowment insurance, but also emphasize the coverage, supervision, and share of endowment insurance. The government should also narrow the gap of pension treatment between employees in private firms and those in government and social institutions, so that the endowment insurance can cover all kinds of employees. Not only should the policy execution be followed with interest, but also the entire process of the policy. To meet the requirements of the employees for their retirement life, the improvement of endowment insurance policy should start with the policy design. The mechanism of traced policy execution, controllable policy environment, and circular policy results should also be established. Additionally, the current life satisfaction and income of employees in private firms suppress the positive effects of endowment insurance policy values on the perceived retirement life support, which suggests that fair endowment insurance policy is a prerequisite, but is still not a sufficient condition for retirement life support. By improving the life satisfaction and income of employees in private firms, their current level of satisfaction can also be improved and the pressure imposed by the government on pension payment can be reduced. The perceived retirement life support is not only dependent on the policy or non-policy factors, but also relies on the balance of these two factors. This finding has important implications for the design of long-term portfolios of governance on endowment insurance. Finally, the effects of moderation of life satisfaction and income also indicate the source of the perceived retirement life support, that is, the security before and after retirement. In previous literature, the perceived retirement life support is limited only after retirement and focused on old people. However, our findings suggest that as the reflection of the status after retirement, the endowment insurance policy values have direct effects on the retirement life support for the employees, whereas life satisfaction and income, which represent the status before retirement, moderate the effects of endowment insurance policy on the perceived life support. Therefore, strengthening the support for the retirement life of employees could result in improvement on the quality of life before and after retirement.

Re-Producing Citizens: Gender, Employment, and Work-Family Balance Policies in Singapore

In this article, I explore the effectiveness of state work-family balance policies in shaping individual reproductive decisions in Singapore, the city-state that ranked third in the Global Competitiveness Report 2009–2010 (World Economic Forum, 2009). I draw on in-depth data from interviews with women of childbearing years, as well as data from focus group discussions with women and their peers, spouses, prospective spouses, and parents. Major findings suggest that to be effective, the state’s work-family balance policy measures have to recognize citizens’ diverse life plans as well as the attendant requests for certain state benefits and workplace rights— such as expanding the quota for paid maternity and paternity leave, having family leave financed by the government rather than by the employer, protecting individuals from dismissal on the grounds of leave of absence, and guaranteeing Singaporean workers the right to request shorter, flexible working hours. Despite the limitations of nonprobability sampling, this study indicates that individual preference is associated with an individual’s educational attainment and ethnicity. Finally, this study concludes that the effectiveness of any work-family balance policy is a function not merely of individual aspirations but also of the perceived consequences of meeting workplace expectations; thus, the current policies are particularly ineffective in addressing the concerns of employees in private firms. Taken together, these findings suggest that the state needs to reconsider the economic production-at-all-cost approach and become more proactive in supporting workers’ right to paid employment and family life. *The author wishes to thank Singapore Ministry of Education Academic Research Fund Tier 1 for their financial support for this project.

Private and public cross-subsidization: financing Beijing’s health-insurance reform

In 1998, the Chinese government proposed a universal health-insurance program for urban employees. However, this reform has been advancing slowly, primarily due to an unpractical financing policy. We surveyed over 2000 families and evaluated the financial impacts of Beijing’s reform on public and private enterprises. We found that most state-owned enterprises provided effective health insurance, whereas most private firms did not; overall, 33% of employees had little or no coverage. On average, employees of private firms were healthier and earned more compared to public firms. Because the premium was proportional to income, private firms would pay more for insurance than the predicted health-care expense of their employees. International firms subsidize the most, contributing more than 60% of their insurance premiums to the employees of the public sector. Such an aggressive cross-subsidization policy is difficult to be accepted by private firms.

Empowering Employees in Private Firms as a Tool to Total Quality Manageme A Suggested Paradigm

Empowering Employees in Private Firms as a Tool to Total Quality Manageme A Suggested Paradigm