Views Of Employees Research Articles

Evaluation of the perception of Green IT practices in a public educational institution

TI GREEN consists of an aggregate of ways to use technological resources in a more sustainable way. Thus, this article aims to evaluate the perception of Green IT practices aimed at sustainable development in a public educational institution in the state of Pernambuco, from the point of view of the institution's employees. With regard to methodology, the study was classified as to approach, as qualitative through a case study applied in a public educational institution, located in Pernambuco, northeastern Brazil. With the intention of answering the objectives of the research, a semi-structured interview was used, with a sample represented by a total of 15 interviewees crowded in the rectory of the researched public teaching institution. The sample was collected for convenience and the results are characteristic of this sample. The results showed that regarding the overall sustainable development of the institution, employees have a bad or very bad view of the institution's sustainable development practices. Regarding the Green IT practices, it was possible to verify that most employees are unaware of the legitimate practices. In this way, this article highlights the importance that Green IT implementation can have on sustainable awareness at an individual and institutional level.

ПРЕИМУЩЕСТВА И РИСКИ НОВЫХ ФОРМ ЗАНЯТОСТИ В УСЛОВИЯХ ПРИМЕНЕНИЯ IT-ТЕХНОЛОГИЙ

The article considers trends in the transformation of the labor market under the influence of a change in the paradigm of personnel management and analyzes new forms of interaction between employer and employee, in particular remote work. It analyzes the statistics illustrating the prospects for the development of the remote form of employment and formulate the dependence between the spread of remote work and such parameters as the size of the settlement, the industry, the size of the organization, the level of GDP per capita. The characteristics of such form of employment and the requirements for employees are specified and the classification of remote workers is given. There is an analysis in advantages of that form of employment from the point of view of employees and employers. The most significant ones are identified. In addition, the risks of using remote workers from the point of view of ensuring the information security of the organization are assessed. The authors highlight typical mistakes of employees associated with non-compliance with security principles and the associated risks of violating the integrity of the organization’s information system. They also propose directions in developing the functions of personnel management services in the organization related to the transformation of traditional management tools, and highlight measures aimed at reducing information security risks. A conclusion is made about the need to develop personnel management systems in accordance with the principles of the information economy.

Big data analytics techniques and their impacts on reducing information asymmetry: Evidence from Jordan

This study aimed to demonstrate the impact of big data analytics techniques on reducing information asymmetry in industrial companies listed on the Amman Stock Exchange from the point of view of workers in Jordanian financial intermediation companies. Two approaches have been adopted to achieve the target of this research. The first approach is the analytical descriptive approach through a survey to collect primary data that measures the elements of the independent variable related to big data analytics techniques (Volume, Velocity, Variety, and Veracity). The second approach is an applied approach that measures the dependent variable of information asymmetry based on the financial statements of industrial companies listed on Amman Stock Exchange for the period (2015-2021). The statistical program (SPSS) has been used to analyze data and test the hypotheses through multiple regression testing. Based on the results of the statistical analysis of the data and the opinions of the research community, it was found that the huge volume of big data has become difficult to process using traditional data processing applications. Furthermore, there is a statistically significant relationship between big data analytics techniques and the reduction of information asymmetry from the point of view of employees in intermediation firms in Jordan. Consequently, it is necessary for those in charge of the industrial companies listed on the Amman Stock Exchange to develop modern techniques capable of analyzing big data with high efficiency. It can also assist in providing target groups including investors, stakeholders, and other beneficiaries with reliable and efficient data required to make rational decisions, as well as to reduce the risks of information asymmetry.

Understanding Douglas McGregor's Theory X and Theory Y in Human Resource Management

This paper explores the application of Douglas McGregor's Theory X and Theory Y in Human Resource Management (HRM), offering a comprehensive analysis of their implications for modern HR practices. Theory X posits that employees inherently dislike work, lack ambition, and need strict supervision and control to meet organizational objectives. It suggests that a managerial approach characterized by authoritative leadership and a rigid hierarchical structure is necessary to ensure productivity. Conversely, Theory Y presents a more optimistic view of employees, proposing that they are naturally motivated, seek responsibility, and can selfdirect. Theory Y advocates for participative management styles, emphasizing trust, empowerment, and opportunities for personal growth. Through an in-depth examination, this research evaluates how these theories influence various HR functions, including motivation strategies, leadership styles, performance management systems, and the overall organizational culture. It discusses the traditional and contemporary applications of these theories in real-world settings, providing case studies of organizations that predominantly use either Theory X or Theory Y principles. The analysis demonstrates that while Theory X can lead to efficient operations through stringent controls, it may also result in low employee morale and high turnover. On the other hand, Theory Y fosters a more innovative and engaging work environment, though it may present challenges in terms of maintaining consistent performance standards. The paper concludes by emphasizing the importance of integrating both theories in HR practices to address diverse employee needs and situational demands. It suggests that a balanced approach, tailored to specific organizational contexts and individual employee profiles, can optimize both productivity and employee satisfaction. This holistic view offers valuable insights for HR professionals aiming to develop flexible and effective management strategies that leverage the strengths of both Theory X and Theory Y.

Perception of a recreational voucher as an innovation and sustainable tool of tourism development

The submitted contribution deals with the current status and view of the recreational vouchers as a tourism support tool from the point of view of employees who are entitled to use this option. The aim of the study was to find out, describe, and evaluate the perception of recreational vouchers as a tool of sustainable domestic tourism by employees who used this option and compare them with the perception of those who have not done it yet. Overall, 188 respondents took part in the questionnaire research held in person and online, in the period from December 2022 to February 2023. The methodology of the research to verify the perception of respondents included the use of Shapiro-Wilk normality test, Mann-Whitney test, Kruskal-Wallis test, and Spearman correlation coefficient, which were evaluated in Software Gretl. The results of the research brought a positive opinion even from the public who did not have the opportunity to use them, but the statistical verification of the hypotheses did not show a different perception of the voucher among the respondents and their selected characteristics (age and place of residence). On the other hand, a positive opinion about the recreational voucher is confirmed, from which it can be concluded that the voucher can be perceived as an important and necessary tool oriented toward the development of sustainable domestic tourism in Slovakia.

Exploring the relationship between robot employees' perceptions and robot-induced unemployment under COVID-19 in the Jordanian hospitality sector

The topic of robots is gaining traction in both academic discourse and popular media due to their growing prevalence in the hospitality sector. The hospitality industry is likely to encounter practical challenges in adopting the increased use of robots. The primary objective of the present research was to conduct an empirical investigation into a theoretical framework that explores how employees view robot-caused unemployment, with particular attention given to their perceptions of robot adoption. The study utilised structural equation modelling to analyse data obtained from 401 service employees in Jordan through online questionnaires. The findings indicate that the perception of robot-induced unemployment among employees is significantly influenced by their social skills, perceived risk, awareness, and trust in using service robots. The present study established a theoretical framework for investigating user perceptions of robot-induced unemployment within the particular setting of hospitality robots. The findings offer valuable insights for guiding future development and research efforts in the hotel service robot industry as well as informing marketing strategies for hotel managers. Ultimately, these efforts may contribute to the sustainable growth of service robots and associated sectors, including the hotel service sector.

A Groundwork on Sustainability Leadership with The Rasch Model Approach and Structural Equation Modelling Analysis: Indonesian Employees View

The study is a groundwork of Sustainability Leadership. It aims to explore The aim of this research is to examine spiritual leadership as it relates to sustainability measurement from the perspective of Indonesian employees. This study uses a quantitative approach. Data were obtained from 221 respondents who are Indonesian employees. The collected data was analyzed by Rash Model analysis and Structural Equation Modelling (SEM) Analysis with second-order confirmatory factor analysis. The Rasch Model results found that employees are aware of their company’s sustainable objective. Yet, they still are unable to recognize its impact. The Item measure of Rasch Model shows employees are aware that their current leaders are still reluctant to bring up workplace difficulties. The SEM Findings showed that the three research hypotheses have strong support. First, leadership in sustainability is highly influenced by both vision and hope. Altruistic love, the final factor, has also a big impact on sustainable leadership. Although there have been several past studies, they have been inconsistent and lacking in clarity in developing leadership for sustainability. Hence, this study aims to provide a groundwork of Sustainability Leadership to develop leadership for sustainability measurement.

Preferences for a Mental Health Support Technology Among Chinese Employees: Mixed Methods Approach.

Workplace mental health is under-studied in China, making it difficult to design effective interventions. To encourage the engagement with interventions, it is crucial to understand employees' motivation toward seeking help through technologies. This study aimed to understanding how Chinese employees view digital mental health support technology and how mental health support technology could be designed to boost the motivation of Chinese employees to use it. A mixed methods approach was used. In total, 458 Chinese employees (248/458, 54% female) in 5 industries (manufacturing, software, medical, government, and education) responded to a survey, and 14 employees and 5 managers were interviewed. Government data and employee responses showed that mental health support in China is limited. In the workplace, Chinese employees experience a lower sense of autonomy satisfaction compared with competence and relatedness. Although managers and employees try to empathize with those who have mental health issues, discrimination and the stigma of mental illness are rife in Chinese workplaces. Digital technologies are perceived as a potential medium for mental health interventions; however, privacy is a major concern. The results of this study demonstrated the potential of self-help digital mental health support for Chinese employees. Interdisciplinary cooperation between design engineers and mental health researchers can contribute toward understanding the issues that engage or disengage users with digital mental health interventions.

A Study of the Perception of Indian Employees on Organizational Structure

This paper examines the perception of Indian employees on the role of organizational structure; it also aims to assess the impact of culture on the views of Indian employees regarding their choice of work environment and the feasibility of self-management practices in India. Despite widespread acknowledgment of the challenges presented by flat structures and hierarchical structures, little is known about today’s Indian workforce’s think and needs. The relationships between various factors on the employees’ orientation of the preferred organizational structure and its effect on their motivation are studied in this paper. The results reveal no great disparity in the views and choices of the employees who have an experience of flat structure and those who do not. However, it does indicate various other relationships between the factors that impact the organizational structure like Control and Capability, Reward-Systems and Organizational Levels, Culture and Reward Systems, Tendency to Explore and Reward Systems, Organizational levels and Motivation and lastly, Organizational Level and Culture. The results also suggest that Indian employees do want to have autonomy and responsibility in their work. However, they do believe that the different organizational levels have their role in managing the organization.

Employment politics while employing people with health handicaps in the Czech Republic

Nowadays significant topic is the employment of people with handicaps, not only for HR. Even though, the state is visibly supporting and motivating employers to offer jobs to people with handicaps, this group of job seekers is still at significant risk due to their health handicaps and unequal changes in the job market. The main aim of this article is to collect the views of employees and to understand their opinions on the employment of people with a handicap. Primarily, we are interested in the opinions of HR employees. In training for HR, workers participated 252 HR workers presented to 172 companies. Based on the answers about company politics towards employment of people with health handicaps we can formulate the hypothesis that people with health handicaps are more likely to employ companies which have employment of these people of the mission, vision, or culture of the company.

Investigating the Factors That Influence Early Retirement of Private Sector Workers in the Center Region of Cameroon

Purpose: This study seeks to investigate the factors that influence early retirement of private sector workers in the center region of Cameroon. Methodology: The grounded theory approach was used with a target population being workers of private sector organizations in the center region of Cameroon. A purposive sampling was used, where the population was selected from private organization, mainly; the multinational private companies, the transnational private companies and sole proprietor companies operating in the center region of Cameroon. Primary data was got through interviews to capture private sector workers’ opinions on aspects related to early retirements. Research questions: The first research question was aimed at finding out the factors that influence early retirement of the private sector workers in the center region of Cameroon. The research continued with a second question to find out the most prominent factors presumed to affect early retirement. Finally, the research continued to find out to what extent these factors influence early retirement. Findings: The findings revealed the overarching theme of work stress as the major factor that influence early retirement of the private sector workers in the center region of Cameroon. It also showed that low salaries and therefore weak financial strength of workers emerged as the overarching theme to explain the most prominent factors presumed to affect early retirement. Finally, the study showed that tough hierarchy decisions that do not take the views of employees into consideration and unclear work descriptions contributed to the quest for workers to retire early from the private sector in the center region of Cameroon.

Continuing professional development in Cambodia: Perspectives of different stakeholders

The objective of this study was to gather the views of training providers and library employees on the continuing professional development opportunities available in Cambodia and the associated barriers. In total, 26 semi-structured interviews were conducted – 14 with training providers and 12 with library employees. Four key barriers were identified: the lack of continuing professional development opportunities; the inability to meet real training needs; the challenges associated with attending programmes in other cities, such as travel, accommodation and study leave; and a lack of resource personnel to conduct continuing professional development programmes. Four areas of improvement are suggested: offering regular training programmes; conducting a training needs assessment study; organising a national-level meeting to discuss library staff development issues; and developing a library and information science ecosystem to support the continuing professional development framework. The findings of this study are expected to provide some background information for the development of a continuing professional development plan for the library and information science sector in Cambodia.

Socio-Economic View of Fisheries Processing Sector Employees: Black Sea Region-Türkiye

In this study, the socio-economic status of the employees who work in the seafood processing plants operating in the Black Sea region provinces was examined in order to reveal the social and economic data. 37 enterprises, which have a production permit from the Ministry of Agriculture and Forestry, are located in 7 provinces in the Black Sea region, where 18 provinces are located. It has been studied with 532 interviewers in 28 companies that are actively operating, with a participation of 24 questions each. 19 of the enterprises work for fish and fish products, 4 are for snails, and 5 are for fish flour and oil processing plants. 63.9% of the employees are male. When we look at the distribution of the employees’ age groups, the rate of 31-40 years was the highest with a percentage of 36.64%. Regarding the education levels, it is seen that the secondary school graduates constitute the highest rate with a percentage of 38.91%. It has been detected that 99.62% of the employees have social security, and all of them take advantage of the social security institution. For the marital status, it is determined that 73.50% of the employees are married.

Gatekeepers influencing careers of Canadian public sector employees: views from managers and union employees

PurposeThe purpose of this paper is to develop a better understanding of the types of career models that different managerial and union employees view influencing their career development.Design/methodology/approachIn this study, the authors gathered interview data from 74 public sector employees in management and union positions illustrating examples of the career models they experienced.FindingsThe study explains how unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The results, based on interviews in a Canadian government organization, suggest that employees perceive that different gate keepers are central in shaping careers of management and union employees in a more traditional career hierarchy, even though other perspectives or orientations of career progression exist in encouraging people to take more responsibility for career development. Management participants were more likely to be guided by upper level managers who acted as gatekeepers within a ‘perception of organizational politics’ model where “the system has a procedural merit rather than real merit….and systemic biases are not even realized by the people doing the hiring.” Key gatekeepers for union employees were those in human resource departments and the union who defined the fairness of the procedures within a human capital model which generally managed career development as a reward for higher levels of experience, education, and training. The findings illustrate unique ways that each set of gatekeepers shape the way that selection and promotion processes are carried out.Research limitations/implicationsThe authors are mindful that our results are, at best, exploratory. The qualitative interviews were from a sample of 74 government workers in the Canadian public service and should be verified with further research. Although the authors felt that interviews illustrated saturation and might only be a reliable reflection of a specific sample, other research should examine these findings in other contexts. Further examination of these findings might help us understand the challenges of developing systems and procedures which illustrate a distributive rather than merely a procedural fairness.Practical implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The research and practical implications point to: (i) designing supplemental behavioral interview questions and tools in selection and promotion as a way to respond to systemic biases, (ii) building awareness of how to respond to biases of the powerful role of referrals and networks in shaping careers of managerial employees, and (iii) taking steps to develop a climate which might be supportive of merit processes. Social implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.Originality/valueThe study suggests that unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others.

A Healthy Work Environment in the Slovenian Hotel Industry: Views of Employees Affected by the COVID-19 Pandemic

Previous research has mostly overlooked the hotel employee- -related perspectives on (occupational) health, including its relation to pandemics (such as COVID-19). This research examines this perspective focusing on the case of the Slovenian hotel industry. An anonymous web questionnaire, as the only practical option, was sent during the lockdown to potential respondents from hotels throughout the country. For the analysis, the following approaches were employed: univariate analysis, the check of reliability and confidence intervals for the means, principal component analysis with Varimax rotation, and Spearman's and Pearson's rank-order correlations. The majority of respondents changed their attitude towards health during the pandemic (χ2 = 2.66). Using PCA, dimensionality-reduction of the dataset was implemented. A five-component solution, in which components account for 60.3% of the total variance, was identified. Due to low rs and rp, all components are negligibly correlated to demographic characteristics as well as to the respondents' changing health concerns due to COVID-19.

The Impact of Leadership Styles on Employee Engagement from the Point of View of Government Agencies Employees in Tabuk City

The goal of this research is to find out how leadership styles and employee engagement were linked in Tabuk government organizations. In this study, the researcher used the quantitative approach and collected data by online questionnaire consisting of (45) items, (28) items from Multifactor Leadership Questionnaire (Form 5X) and (17) items from Utrecht Work Engagement Scale (UWES-17). SPSS version 23 was used to analyze a total of 71 replies (n=71) from various government entities working in Tabuk. The findings revealed that leadership styles and practices have a considerable impact on employee engagement in Tabuk's government entities. All coefficient Correlations are significant at the 0.01. From the results of the linear regression coefficient, so according to our findings, there is a direct correlation between leadership styles and employee engagement. The researcher recommended the need to develop developmental programs for comprehensive leadership patterns in order for government agencies to reach the highest rates of employee engagement.

Influence of intercultural competence on an organisation’s success and personal career: the case study of Lithuania

Abstract This paper aims to identify the influence of intercultural competence on an organisation’s success and personal career in Lithuania. The study described in this paper is a part of international research on intercultural competence. An online questionnaire survey was conducted in Lithuania with non-probability convenience sampling to find out the views of employees working in different sector organisations. The survey was filled out by 1193 respondents from Lithuania. Employees’ intercultural competence (knowledge/cognitive dimension, skills/behavioural dimension, and attitudes/emotional dimension) was evaluated using 5-point Likert items and is elaborated elsewhere. The multivariate analysis was used to analyse the survey data and test three hypotheses stating that (1) employees support the notion that higher intercultural competence can foster an organisation’s success and personal career, (2) organisations tend to leave the development of intercultural competence to employees, and (3) current intercultural knowledge and skills are inadequate to operate in a multicultural work environment. The analysis showed that half of the respondents agreed with the statement that the development of intercultural competence (ICC) helped the personal career and an organisation’s success. The statement regarding organisations tending to leave the intercultural competence development to their employees was only supported by less than one-third of the respondents. Besides, the data did not fully support the statement that employees’ current intercultural knowledge and skills were inadequate to operate in a multicultural work environment, as no more than one-third of the respondents had frequent or very frequent issues when communicating with foreigners due to inadequate intercultural knowledge and skills in various sub-areas. The paper elaborates on detailed results.

Bankacılık Sektöründe Dijital Dönüşümün Verimliliğe Olan Etkileri: TRB2 Bölgesinde Nitel Bir Çalışma

Özet Teknolojik alt yapı ve fırsatlardan ileri düzeyde yararlanmayı amaç edinmiş bankalar, son yıllarda önem kazanan dijital dönüşüm gibi kavramlar çerçevesinde sunulan yenilikleri sık sık uygulamaya başlamışlardır. 5-G teknolojisi, akıllı telefonlar, yapay zekâ, robotlar, büyük veri, blockchain teknolojisi, fintech, arttırılmış gerçeklik gibi teknolojik gelişmeler bu yeniliklerden bazılarıdır. Gerek işlem hızı bakımından gerek maliyetler açısından çeşitli avantajlar elde etmeye başlayan bankalar, tüm dünyada artan rekabetten dolayı müşteri memnuniyetini en üst düzeye çıkarmayı hedeflemiş ve bu kapsamda bütün çalışmalarına dijital bankacılık çerçevesinde yön vermeye başlamışlardır. Bu çalışmanın amacı “dijital dönüşüm” kavramı, bankacılık sektöründeki dijital dönüşümün avantaj ve dezavantajlarının belirlenmesi ve verimliliğe olan etkilerinin nitel araştırma yöntemiyle incelenmesidir. Bu kapsamda, TRB2 bölgesi içerisinde yer alan Bitlis, Hakkâri, Muş ve Van illerinde hem kamu hem özel bankalarda çalışan personellerle görüşmeler yapılmış ve çalışmaya katkı sağlanması amaçlanmıştır. Görüşmeler sonucunda elde edilen veriler analiz edilmiş ve araştırmanın amacı doğrultusunda çeşitli sonuçlara ulaşılmıştır. Araştırmadan elde edilen sonuçlara göre, dijital bankacılığın hem avantajları hem de dezavantajları mevcuttur. Maliyet, zaman, sürdürülebilir çevre, banka işlemleri, müşteriler açısından avantajları söz konusu iken; güvenlik, işsizlik, banka işlemleri ve müşteriler açısından ise dezavantajları olduğu görülmektedir. Müşteriler, banka işlemleri ve banka çalışanları bakımından ortaya çıkan avantajların aynı zamanda verimliliğe katkısı olduğu yönünde sonuçlara da ulaşılmıştır. Dezavantajların verimliliğe olan etkisinde ise, müşteri kaybı, rekabet ortamı, güvenlik, banka çalışanlarında istihdama bağlı olarak ortaya çıkan işsizlik kaygısı gibi unsurların yer aldığı görülmektedir. Anahtar Kelimeler: Banka, Dijital Dönüşüm, Avantaj, Dezavantaj ve Verimlilik

Supporting continued work under the UNCRPD – views of employees living with mild cognitive impairment or early onset dementia

This article reports the results of a socio-legal investigation into how continued work among people living with progressive cognitive impairments such as mild cognitive impairment (MCI) or early onset dementia (EOD) can be supported. This study that makes use of empirical data collected in Finland, Sweden and Canada seeks to give voice to people living with MCI or EOD and set their experiential knowledge in dialogue with equality rights related tools provided by the UN Convention on the Rights of the Persons with Disabilities (UNCRPD). The results illustrate that there are effective tools available that remove barriers to participation and support continued work of employees living with cognitive impairments at least for some time while impairments are mild. Ideally, flexibility and solidarity in the workplace automatically eliminates the effects of individual impairment. However, cognitive impairments are often such that along with general accessibility measures individual accommodations are needed. Supporting continued work expands the freedom to continue meaningful work in the preferred manner and offers people the means to gain a livelihood and participate in society as a member of the work community on equal basis with others.

Uptake of Voluntary Occupational Health Care-Assessments of German Occupational Health Physicians and Employees.

Workers’ health surveillance is considered essential for employees’ health and protection against hazardous working conditions. It is one part of occupational health care and thus one of four pillars of holistic workplace health management. In Germany, employers are obliged to provide mandatory and voluntary occupational health care (OHC) to employees, dependent on the defined occupational hazards. However, employees are not obliged to make use of voluntary OHC. No empirical information is available about the uptake of voluntary OHC by employees and the influencing factors in Germany. Thus, we carried out an explorative multi-perspective study with qualitative and quantitative elements to get insights from the view of occupational health physicians (OHPs) and employees. We conducted a survey among OHPs based on prior statements from two focus group discussions. A multivariate logistic regression analysis was performed to detect enablers and barriers regarding employee uptake of the offered voluntary OHC. We used extended qualitative methods among employees instead of an analogous survey. In total, 460 OHPs participated in the survey (response rate 29.1%), and 25 employees took part in interviews. Most of the employees had not heard the term voluntary OHC before, and only a few remembered respective occupational health care after explanatory request. In total, 78% of the OHPs assessed that employees always/mostly take up voluntary OHC. The most important attributed reason for non-uptake was that employees see no need for occupational health care when they feel healthy. The most important enabler for the perceived high uptake of voluntary OHC in the regression analysis was a positive attitude of the OHP toward voluntary OHC. While OHPs perceived that voluntary OHC was accepted by a majority of employees, this was not confirmed by the interviews with selected employees. This could indicate that the OHP respondents overestimated the amount of uptake. Since it became clear that employees are often unfamiliar with the terminology itself, we see a need for more and better information regarding the objectives and content of occupational health care to improve this important pillar of workplace health management.