Employee Perceptions Research Articles

Dynamic Leadership Tools Supporting Psychological Needs Satisfaction in Public Organizations: Experimental Evidence

Public leadership is increasingly conducted through digital information technology, and dynamic leadership tools are offered as alternatives to static tools. As a first test of dynamic leadership tools in public leadership, this study focuses on leadership tools for visionary leadership. The study examines whether the positive effect on employee needs satisfaction of dynamic leadership tools based on persuasive information technology is stronger than for static leadership tools. The study involves a field experiment on leadership training combined with leadership tools and shows that dynamic tools indeed have a stronger impact than static tools on satisfying employee needs for meaning and employee perception of prosocial impact. This research contributes to the understanding of how information technology can be harnessed to support public leadership and highlights the potential benefits of dynamic leadership tools in supporting beneficial employee outcomes.

Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries

AbstractSustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.

Technology Adoption in Material Procurement: An Empirical Study Applying the UTAUT Model Among Construction Companies in India

The Indian construction industry faces many challenges, such as low productivity, project delays and a lack of professionalism. To remain competitive, construction companies must adopt innovative technologies to make their operations more efficient. In this context, the management of companies needs to understand employee attitudes and perceptions of technology adoption to make investment decisions for adopting new technologies. This study aims to assess the employees’ perceptions of e-procurement as part of technology adoption in the construction sector. The popular Unified Theory of Acceptance and Use of Technology (UTAUT) framework was adapted to develop a study model with employee attitude added as a mediating variable. Data collected from 305 employees working in the materials departments of different private construction companies are analyzed using SPSS Amos, a covariance-based structural equation modelling (CBSEM) tool. The study results revealed the strength of the predictor variables in determining the predicted variable and the significant role of the mediating variable in shaping employee perceptions. The results can provide valuable information to the management of the construction companies about which factors promote the adoption and acceptance of digital technologies. This awareness is greatly helpful in changing or adjusting the situation to improve employee perceptions of accepting new technologies.

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

In recent times of uncertainty, new post-COVID-19 reality, and fierce competition for talented employees, organizational attractiveness as an appealing employer has emerged as one of the paramount facets, deeply integrated into strategic processes within organizations. However, there are many considerable challenges in understanding employee perceptions and meeting their expectations to become an employer of choice. The aim of the study is to examine Lithuanian employees’ attitudes toward different organizational attractiveness attributes, offering empirical insights for organizations to enhance their organizational attractiveness. To explore the manifestation of organizational attractiveness in Lithuanian organizations, 464 employed residents were surveyed using convenience sampling. Their attitudes were measured through the dimensions of social value, benefit value, development value, engagement value, economic value, management/leadership value, and work-life balance value. Descriptive statistics were used to analyze the questionnaire data. The results indicated that employees emphasized social (M = 7.44), management/leadership (M = 7.05), engagement (M = 6.80), and work/life balance values (M = 6.79), while benefits (M = 6.60), development (M = 6.54), and economic (M = 6.20) values received comparatively lower evaluations. Practical recommendations include promoting social responsibility, providing work opportunities, investing in employee’s development, fostering autonomy, improving leadership skills, and implementing systems for work-life balance and economic incentives. Upholding promises to employees is crucial for organizational credibility. By implementing these recommendations, organizations can enhance their attractiveness to both current and prospective employees. This study underscores the need for further research on sector-specific organizational attractiveness.

Perceived inclusion climate for leader diversity: conceptualization and scale development

PurposeAlthough existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.Design/methodology/approachThe scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.FindingsFollowing the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).Practical implicationsOrganizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.Originality/valueThis study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.

A STUDY ON THE PERCEPTION OF STUDENTS IN HIGHER EDUCATION INSTITUTIONS TOWARDS PERSONAL SELLING AS A CAREER

A STUDY ON THE PERCEPTION OF STUDENTS IN HIGHER EDUCATION INSTITUTIONS TOWARDS PERSONAL SELLING AS A CAREER

Polychronicity fit and turnover intentions in projects: the mediating roles of exhaustion and work overload

PurposeDespite the deployment of state-of-the-art methodologies for project management, employee turnover in projects remains high. Such turnover has significant costs in terms of replacing personnel, potential deadline overruns and financial expenditure. Employee turnover in project contexts may stem from time-related issues associated with multiple parallel projects and short deadlines. Using person–environment fit and time congruence theories, this research examines the relationship between employee turnover intentions and individual–organizational (I–O) polychronicity fit, which captures the degree of match between individuals’ and organizational preferences for focusing on multiple tasks simultaneously.Design/methodology/approachSurvey data were collected from 309 software project employees in Pakistan. Hypotheses were tested using polynomial regressions and response surface modeling.FindingsI–O polychronicity fit is related to turnover intentions. Turnover intentions are lower when I–O polychronicity fit occurs on the lower end of the polychronicity continuum, whereas turnover intentions are higher when fit is observed on the higher end of the polychronicity continuum. The relationship between I–O polychronicity fit and turnover intentions is significantly explained by exhaustion and perceptions of work overload.Practical implicationsThe study’s insights provide recommendations for organizations to optimally manage multitasking to help retain project employees.Originality/valueThese findings extend our understanding of the underlying mechanisms between I–O polychronicity fit and turnover intentions. Furthermore, this research expounds on how employee exhaustion and perceptions of work overload explain the relationship between I–O polychronicity fit and turnover intentions.

The effect of collectivism-oriented human resource management on employee resilience of hospitality employees

IntroductionIn the face of an increasingly challenging and rapidly evolving business environment, not all the employees exhibit the requisite resilience necessary to recover from adversity. From both the individual and organizational perspectives, enhancing employee resilience emerges as a critical issue not only in the practical and academic fields. In the Chinese culture, this research aims to investigate how and why collectivism-oriented human resource management (C-HRM) fosters employee resilience. Drawing on the group engagement model, we propose a serial mediating effect of perceived overall fairness and three dimensions of social identity between C-HRM and employee resilience.MethodsUsing a sample of frontline employees in the hospitality industry, we conducted a field survey among 342 employees (study 1) and a two-wave online survey among 294 hospitality employees (study 2).ResultsFindings from empirical analysis indicated that C-HRM significantly increases overall fairness perception of hospitality frontline employees and in turn, their identification and respect, which further fertilize employee resilience. In addition, the indirect effect of C-HRM on employee resilience through perceived overall fairness and pride was not statistically significant.DiscussionThese important findings are expected to help employees cope with the workplace pressures caused by ongoing challenges and change, and contribute to sustainable career development.

Online vs Traditional Recruitment Approaches: Preferences of Saudi Employers and Employees

Purpose: This study analyses and compares traditional and e-recruitment methods for job applications from the perspectives of employees and employers. Research Design: The study collected data from employees and employers in business organizations located in Yanbu Industrial City, Kingdom of Saudi Arabia. An internet-mediated approach was used, and a survey questionnaire was designed. The sample size was determined to be 328 using an unknown population sample size formula. Data were gathered from 103 employees and 53 employers. Descriptive statistical analysis was conducted, and Chi-square was used to analyze the approaches of Traditional and e-recruitment for the job application process. Findings: The findings indicate that a high percentage of employees and employers’ preference for online methods in job applications. However, the chi-square test reveals a discrepancy between the perspectives of employees and employers. Employees support the use of online methods, while employers reject the hypothesis that online application methods are effective. Implications: One of the implications of online recruitment systems is that managers who use e-recruitment systems may have concerns about the accuracy and accountability of applicant data. Additionally, the lack of in-person interactions during the online application process can lead to frustration for job seekers and missed opportunities for employers to obtain or share more information. Originality: This study is arguably one of the leading studies that investigates the perceptions of employers and employees regarding the e-recruitment process in Saudi Arabia. Its findings would be of great help to employers in improving the e-recruitment system.

Public management model for customer service in an electric energy distribution and marketing company

A public management model is proposed to improve customer service in an electric energy distribution and marketing company in Ecuador. For data collection, surveys were applied whose reliability was evaluated through the Cronbach Alpha coefficient. Among other results, the perception of users, employees and managers in the different dimensions of customer service in the company is found and the importance of implementing specific strategies to overcome the deficiencies found is highlighted. These actions are essential to raise the quality of customer service and address challenges in terms of service quality, thus contributing to success and competitiveness in the energy distribution and marketing sector. Finally, a public management model is proposed to improve customer service in an electric energy distribution and marketing company.

Perceived Impact of Performance Appraisal on Employee’s performance

This study explores the perceived impact of performance appraisal on employee performance at Vocation Investments and Securities, a leading financial services firm. Performance appraisal is a critical aspect of organizational management, aiming to assess and enhance employee performance. The study adopts a mixed-methods approach, combining quantitative surveys and qualitative interviews, to capture a comprehensive understanding of employee perceptions. Quantitative surveys are utilized to assess employees’ perceptions of various dimensions of the performance appraisal process, including fairness, transparency, feedback effectiveness, alignment with organizational goals, motivation, and job satisfaction. A structured questionnaire is administered to a representative sample of employees across different departments and levels within Vocation Investments and Securities. Statistical analyses, such as descriptive statistics, correlation analysis, and regression analysis, are employed to identify patterns, trends, and relationships in the data. Qualitative interviews are conducted to delve deeper into employees’ experiences and perspectives regarding performance appraisal. Semi-structured interviews are conducted with a subset of employees to explore themes such as perceptions of fairness, feedback delivery, alignment with organizational goals, and suggestions for improvement. Thematic analysis is employed to identify recurring patterns, themes, and insights emerging from the qualitative data. The findings from both quantitative surveys and qualitative interviews are integrated to provide a comprehensive understanding of employee perceptions of performance appraisal at Vocation Investments and Securities. The study aims to identify areas of strength and areas for improvement in the current performance appraisal process, offering actionable recommendations to enhance its effectiveness. By understanding and addressing employee perceptions, Vocation Investments and Securities can foster a culture of trust, engagement, and continuous improvement, ultimately driving employee performance and organizational success in the competitive financial services industry.

Are they really overqualification? Evaluation of perceived overqualification by the employees

This study aimed to examine the self-perception of hotel industry employees regarding their overqualification, the factors that contribute to overqualification, and the attitudes and behaviors of managers and colleagues towards overqualified employees. To achieve the research objective, a qualitative research approach was used, involving interviews with personnel to collect data. During the interviews, employees were asked four main questions. Thematic analysis was used to examine the participants' responses to the inquiries. Eight distinct themes were identified based on the examination of responses to the multiple-choice questions. The analysis revealed that a significant portion of employees felt they were overqualified for their roles. The perception of employees as overqualified is primarily influenced by factors such as education, experience, and foreign language proficiency. As per employees, this attribute distinguishes them from their peers. Moreover, a substantial portion of the workforce often perceives individuals to have excessive qualifications, as observed by their supervisors and peers. In conclusion, most participants, except for one, demonstrated a clear preference for overqualification. Employees engage in activities to enhance their qualifications in their pursuit of overqualification. These activities involve enhancing their education, enrolling in vocational training programs, obtaining work-related certifications, attending seminars, and improving their foreign language proficiency. In a broader context, there is a concept of improving employee overqualification by promoting higher education and foreign language proficiency.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

Understanding the Impact of Work Environment on Achievement Motivation and Job Satisfaction in the Corporate Sector: a Comprehensive Analysis

This study explores the intricate relationship between work environment, achievement motivation, and job satisfaction within the corporate sector. Drawing on data collected from a diverse sample of employees, the research investigates various factors influencing perceptions of the work environment and their implications for employee satisfaction and motivation. The study employs a mixed-methods approach, integrating survey analysis, correlation matrices, and regression analysis to provide comprehensive insights. Key findings reveal significant associations between factors such as support from colleagues, opportunities for career advancement, and recognition for achievements, and participants' perceptions of the work environment. Moreover, variables including gender, education level, and department affiliation emerge as significant predictors of employee perceptions. The study highlights the importance of fostering a positive work culture, providing avenues for skill development, and ensuring equitable treatment to enhance employee well-being and organizational effectiveness. Overall, the findings underscore the critical role of the work environment in shaping employee satisfaction, motivation, and ultimately, organizational success.

Investigating the Influence of Corporate Social Responsibility in Rural Tourism on Employee Performance: An Examination from the Perspective of Employee Perception

Investigating the Influence of Corporate Social Responsibility in Rural Tourism on Employee Performance: An Examination from the Perspective of Employee Perception

Restoring trust in employers: Diagnosing and treating the perception that an organization has “multiple personalities”

Maintaining employee trust is essential for the success of an organization. Employees who trust their employers perform better and are more likely to stay in their jobs. We have identified a phenomenon that we call organizational dissociative identity disorder that tends to erode employee trust. The phenomenon is somewhat analogous to the psychiatric diagnosis of dissociative identity disorder, in which a person appears to have multiple personalities. In the case of organizations, it is the perception of employees that dealing with their organization is like dealing with a person who has multiple personalities. Employees tend to experience this perception when they receive directives that seem inconsistent with one another or with previous directives, leading the employees to doubt the ability, the benevolence, the integrity, and often the fairness of their employer. This perception is most likely to occur after a period of organizational change. We propose ways to identify this situation and ameliorate its effects through carefully crafted communications of various types involving stakeholders at all levels of the organization.

A STUDY ON ROLE OF HRM PRACTICES OF EMPLOYEE PERFORMANCE IN LARSEN & TOUBRO CONSTRUCTION

The project conducted at L&T Construction aimed to understand employee views on HRM practices impacting employee performance. It examined key areas such as Recruitment and Selection, Training and Development, Performance Appraisal, Compensation, Employee Benefits and Employee Engagement Initiatives. The primary goal was to analyze how these HRM practices influence performance within Larsen and Toubro Construction. Secondary objectives included evaluating employee perceptions of the recruitment process, average selection time and talent acquisition effectiveness. Surveys were administered to L&T Construction employees in Chennai, with primary data collected via questionnaires. Secondary data was gathered from various sources. Analysis involved percentage analysis, correlation analysis, chi square tests and ANOVA using SPSS software. Results revealed that L&T utilizes several methods like merit-based systems, campus interviews, talent searches, consultancy services, language proficiency and job specific skills assessments to enhance employee performance. The study will offer recommendations based on the findings. Keywords: HRM Practices, Employee Performance, Analysis.

Managers' Micro-Communities Matter: The Impact of Clinical Supervision Team on Therapist Perception of the Organization.

Positive organizational climate - employee perceptions of their work environment and the impact of this environment on well-being and functioning - is associated with desirable organizational and client-level outcomes in mental health organizations. Clinical supervisors are well-positioned to impact organizational climate, as they serve as intermediaries between higher-level administrators who drive the policies and procedures and the therapists impacted by such decisions. This cross-sectional study examined the role of clinical supervisors as drivers of therapist perceptions of organizational climate within supervisory teams. Specifically, the present study investigated: (1) shared perceptions of organizational climate among therapists on the same supervisory team; (2) predictors of therapist climate perceptions. Eighty-six therapists were supervised by 22 supervisors. Indices of interrater agreement and interrater reliability of therapists on the same supervisory team were examined to determine shared or distinct perceptions of organizational climate. Multi-level models were used to examine whether supervisor attitudes towards evidence-based practices and therapist perceptions of supervisor communication predicted perceived organizational climate. Results showed perceptions of organizational cohesion and autonomy were shared among therapists on the same supervisory team and distinct from therapists on different supervisory teams. Therapist perceptions of their supervisor's communication was positively associated with perceptions of organizational cohesion and autonomy. These findings align with emerging evidence that middle managers shape their employees' experience of their work environment through communication strategies. These findings also point to the potential for intervening at lower organizational levels to improve overall organizational climate.

How healthy is your workplace? Testing the effectiveness of occupational health programs: insights from Germany

PurposeCompanies are increasingly struggling with the costs of absenteeism due to their employees’ physical and increasing psychological illnesses. At the same time, employers should recognize the value of healthy employees in terms of greater productivity and the development of positive organizational attitudes. Many organizations have implemented workplace health promotion (WHP) programs; however, we still have limited knowledge about the effectiveness of various measures. The present study is an examination of 18 WHP activities and their effect on employees’ perceived health support and actual absence rates.Design/methodology/approachI organized 112 German companies into four groups based on their subjective (employee perception of health promotion) and objective (absence rate) performance. Applying multinomial regression analysis, I assessed a company’s likelihood of falling into one of the four clusters if a specific measure was not implemented in it.FindingsI identified five measures that significantly differ between company clusters: healthy food offerings, sports offerings, having fitness rooms, systematically evaluating WHP programs and smoking cessation courses. Investing in occupational health management can be a strategic asset for organizations. The study results give companies recommendations on how to address WHP and how to implement these concrete measures.Originality/valueThe study’s originality lies in the incorporation of 18 concrete WHP measures and the comparison of their effects in objective and subjective terms. It shows that employers can enhance employee well-being by using simple WHP activities.

A Study on Employees Perception From Govche India Private Limited Towards Investing in Indian Stock Market

Stock market investments have become a typical occurrence for all people today. The development of the country's stock markets has a significant impact on the growth of the national economy. Global financial market developments have opened up a wide range of markets and investment opportunities for investors. Making investment decisions is a difficult undertaking that requires extensive analysis. Research has been conducted to identify the variables affecting investors' preferences and investment choices. Through the use of a structured questionnaire, primary data is acquired. The study included 107 respondents as its sample size. Data was analysed in this study using percentages, chi square, and Anova. It has been discovered that economic factors such as currency strength and legal considerations have an impact on investment choices.