Employee Attitudes Research Articles

CSR expectations and voluntary participation among employees

Our research aims to reveal the expectations of employees towards their organization about CSR initiatives, and also to map out what attitudes characterize them in connection with volunteerism that looks back on old traditions. With the involvement of more than 300 people in our research - mostly employees of large companies - we mapped the employee attitudes by analysing statistical and spontaneous mentions. Based on our results, it became clear that the employees consider it important that their employer also carries out socially responsible activities, and that their most important task is to achieve economic efficiency. They are also happy to participate in volunteer activities for a good cause.

National surveys of patient experiences with addiction services in Norway: do employees use the results in quality initiatives and are results improving over time?

IntroductionThe experiences of patients receiving health care constitute an important aspect of health-care quality assessments. One of the purposes of the national program of patient-experience surveys in Norway is to support institutional and departmental improvements to the quality of local health-care services. This program includes national surveys of patients receiving interdisciplinary treatment for substance dependence performed four times between 2013 and 2017. The aims of this study were twofold: (i) to determine the attitudes of employees towards these surveys and their use of the survey results, and (ii) to identify changes in patient experiences at the national level from 2013 to 2017.Material and methodsEmployees were surveyed one week prior to conducting cross-sectional patient experience surveys. One-way ANOVA and chi-square tests were used to assess differences between years, and content analysis was applied to the open-ended comments.ResultsAround 400 employees were recruited in each of the four survey years, and the response rate varied from 61% to 79%. The employees generally reported a positive attitude towards patient-experience surveys, and 40%–50% of them had implemented quality initiatives based on the results of the patient surveys. The mean score for the question on usefulness was higher than 3 (on a Likert scale from 1 to 5 points) for all four surveys. Many employees provided details about the changes that had been made in open-ended comments. The results from the patient-experience surveys demonstrated positive changes over time.DiscussionThe employees had positive viewpoints towards patient-experience surveys, and around half of them had implemented quality initiatives. This implies that employees find such surveys important, and that patient-experience surveys are regarded as useful and actionable. The surveys of patients showed positive changes in their experiences over time. The most-common target areas reported by employees showed clear improvements in patient experiences at the national level.

Internal communication from a happiness management perspective: state-of-the-art and theoretical construction of a guide for its development

ObjectiveThis study aims to conduct a literature review and meta-analysis on the use of Happiness Management strategies in internal communication. The objective was to extract theoretical constructs of dimensions and indicators for the development of a guide for its application, validated by a panel of experts.MethodsA systematic literature review and meta-analysis was performed under the protocol of the PRISMA Extension Guide of articles indexed in the Scopus database (2019–2024). The total number of extracted documents (n = 479) was screened based on the inclusion criteria, and the sample was delimited by 49 studies. Subsequently, after reading and analyzing the research, the dimensions and indicators of internal communication from a Happiness Management perspective were clustered. This guide was submitted to a panel of 13 experts who determined the reliability and validity of the construct and content using the Content Validity Index (CVI).ResultsThe dimensions and indicators emerging from the literature were validated with an average (X¯\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\overline{\\mathrm X}$$\\end{document}) of 3.36/4, achieving a level of inter-judge agreement (CVI) of 0.86, an excellent agreement of 86%, and an average score of 2.90/4 (high). The guide was composed of 9 dimensions of internal communication: Attitudes of the leader, employer or supervisor, Climate and communication policies, Feedback and recognition, Organizational environment and structures, Peer and informal communication, Organizational culture and business perspective, Employee-organization relationship, Communication media and platforms, and Employee attitudes, which brought together 103 variables. These dimensions were then reorganized into the three macro-dimensions of the Happiness Management philosophy: (1) active construction of a healthy work environment and well-being, (2) formation of employees’ positive personality, and (3) active emotional experience during the working day to build the internal communication development guide from the Happiness Management perspective.ConclusionsIntegrating Happiness Management into internal communication can significantly enhance employee well-being and organizational effectiveness. The validated framework provides a detailed guide for aligning internal communication strategies with the Happiness Management principles.

Exploring the Impact of Workforce Diversity on Employee Attitudes and Organizational Performance: An Empirical Study of Perceptions and Outcomes

Background: As modern organizations increasingly prioritize workforce diversity, understanding its influence on employee performance and organizational effectiveness is crucial. This study investigates the impact of diversity dimensions, including gender, age, ethnicity, and educational background, on employee attitudes and workplace outcomes. Objectives: The primary aim is to assess employees' perceptions of diversity within organizational contexts, exploring their attitudes toward diversity initiatives, personal impacts, and the broader effects on organizational success. Methods: A quantitative survey approach was employed, with a structured questionnaire administered to capture responses from a diverse participant sample. The survey examined agreement or disagreement across statements related to diversity's benefits, costs, and effects on organizational harmony and personal satisfaction. Findings: Results reveal a strong, positive perception of diversity among respondents, with the majority indicating that diversity fosters harmony, organizational effectiveness, and personal enrichment. While 91.4% express enthusiasm for diversity, 100% agree that diversity initiatives are worthwhile and support continued organizational efforts. Negative sentiments were minimal, indicating broad acceptance and positive attitudes toward diversity. Conclusion: The findings highlight diversity as a strategic asset that enhances innovation, inclusivity, and organizational performance. The study underscores the value of fostering a diverse workplace culture where employees feel appreciated, engaged, and motivated to contribute unique perspectives. Novelty: This research adds to the growing body of literature by providing empirical evidence from a varied demographic context, reinforcing diversity’s role in strengthening organizational cohesion and performance. The insights contribute to a deeper understanding of how positive diversity perceptions can be leveraged as a driver of organizational success.

Food Safety Knowledge, Attitude and Behavior of Employees in Star Grade Hotels: Reference to Western Province of Sri Lanka

Food safety is a critical aspect of public health that significantly impacts various sectors, particularly the hospitality industry. Despite the high importance of food safety in the tourism sector, instances of foodborne illnesses continue to occur, posing health risks and threatening the industry's economic contributions. In a quantitative approach, this study investigates the relationships between food safety knowledge, attitude, and behavior among employees in the above three-star hotels in the Western Province of Sri Lanka. Partial least square structural equation modeling (PLS-SEM) was used to examine the measurement and struc-tural models. The study was conducted using the convenient sampling method and data was collected from 51 respondence working in the kitchen departments of above 3-star hotels in Western province, Sri Lanka. The findings reveal a strong positive correlation between attitude and behavior, emphasizing that fos-tering a positive attitude through training and awareness campaigns can signifi-cantly enhance food safety behaviors. Conversely, the relationship between knowledge and behavior is found to be slightly negative and statistically insig-nificant, suggesting that knowledge alone does not directly influence behavior. However, a moderate positive relationship between attitude and knowledge indi-cates that a positive attitude can facilitate the acquisition and retention of food safety knowledge. This study contributes to the broader understanding of food safety in the hospitality sector and offers practical recommendations for policy and training interventions to mitigate foodborne illnesses and enhance the repu-tation and sustainability of hotels.

Implementasi Sistem Informasi Analisis Beban Kerja Pada Pegawai di Lingkungan Kecamatan Sawahan Kota Surabaya

Workload Analysis is an important process that must be carried out in every agency, both private and government, in order to determine the needs for the number and type of Employee and Employee positions with a Work Agreement based on position analysis and workload analysis. The existence of this Workload Analysis information system can make it easier for organizations to make decisions on employee workload analysis in planning employee arrangements to make them more efficient and accurate. This research uses descriptive research with qualitative methodology. By conducting direct observations and interviews, using the Miles and Hubbermen model data analysis method which consists of three stages, the first is data reduction, the second is data display and then the final stage is drawing conclusions. According to George C. Edward III there are several aspects that influence how well policies are implemented, therefore it is important to take a closer look at how ABK information system policies are implemented. These aspects include; bureaucratic structure, resources, disposition, and communication. Based on research findings, these four factors are adequate; the only thing that is limited is the resource element. Not all employees understand how to operate the ABK information system. This is not a serious obstacle for Sawahan District in implementing this policy.

Unraveling the Hidden Costs: How Cable Theft and Vandalism Fuel Soaring Energy Tariffs in Emerging Economies

Escalating utility costs and challenging financial circumstances make it increasingly difficult for consumers to afford essential services. This financial strain also spills over into the workplace, where employees resort to pilfering company assets, resulting in significant annual losses for these utility firms. Our study aims to identify the organizational factors and individual personality traits that motivate employees to engage in cable theft and vandalism, subsequently driving up tariffs. Utilizing the frameworks of the Reasoned Action Theory (TRA) and the Theory of Planned Behavior (TPB), we seek to elucidate the underlying motivations for such theft and destruction of property. Factors such as an unsatisfactory work environment, perceived unfair treatment by management, subpar wages, and easy opportunities for theft are identified as key motivators. To effectively mitigate these issues, targeted policy measures and strategies need to be implemented to influence employee attitudes and perceptions, thereby reducing incidents of theft and vandalism.

A descriptive study to assess the knowledge attitude and practice of employees regarding prevention of occupational health hazards in a selected sugar mill of Uttar Pradesh

Background: Approximately 30 to 50% works exposed to occupational health hazard and 120 million workers become victim in 200000 fatalities annually. Aim of the study was to assess the knowledge attitude and practice of employees regarding prevention of occupational health hazards in a selected sugar mill of Uttar Pradesh. Methods: A descriptive survey was done on co-operate sugar mill Baghat. Data has been taken from the co-operate sugar mill employees working on the machine and in field areas. 100 participants had chosen using convenient sampling technique. Structured knowledge questionnaire was developed to assess knowledge, structured checklist to measure practices and Likert scale to assess attitude of employees. Results: 60% employees worked in machinery area and 40% were in field area. 37% have not faced any hazards faced, 26% has faced eye infection, 19% got fracture,18% developed respiratory problems, 17% faced crush injuries, 16% had back problem, 13% have burn injuries and 4% had history of any kind of allergy. 6% of sugar mill employees had good knowledge, 51% sugar mill employees had average and 43% employees had poor knowledge. 15% employees had good practice; 85% employees had poor 90% employees had good attitude; 10% employees had poor attitude regarding occupational health hazard. Conclusions: Lack of knowledge regarding prevention of occupational health hazard put workers on risk of many diseases. Awareness program should be conducted regularly to enhance knowledge of workers and improve their skills.

A study of employee attitudes towards AI, its effect on sustainable development goals and non-financial performance in independent hotels

This study explores the effect of hotel employees' readiness for and acceptance of Artificial Intelligence (AI), on hotels’ adoption of AI, and its subsequent impact on achieving Sustainable Development Goals (SDGs), as well as impact on non-financial performance (NFP), within the U.S. independent hotel sector. A novel survey instrument was devised, validated and administered to 1600 employees in independent hotels across the United States. Structural Equation Modelling (SEM) was employed to test the hypotheses derived from a conceptual framework. The results confirmed that employee readiness and acceptance of AI significantly affects AI and SDG adoption, and also positively impacted NFP metrics such as employee optimism, satisfaction and engagement. The study finds evidence of a pathway from employee engagement with AI to greater SDG adoption, and in turn, enhanced NFP. This highlights the significance of leveraging employee attitudes toward AI for more sustainable and effective performance in the hospitality sector.

CORRELATION BETWEEN MATERNAL EDUCATION AND EMPLOYMENT STATUS WITH EXCLUSIVE BREASTFEEDING HISTORY

Background: In 2022, the sole lactation coverage rate in Indonesia was recorded at 67.96%. According to the East Java Provincial Health Office, 67.54% of women in the province of East Java were exclusively nursing in 2022. This falls very short of the 80% goal set by the Republic of Indonesia's Ministry of Health in 2020. Infants require breast milk and adequate nutrition to increase their nutrient levels during growth. Exclusive breastfeeding cannot be optimally provided due to various factors such as maternal education history, which influences the mother's limited knowledge about the importance of exclusive breastfeeding maternal employment. These two factors affect the provision of exclusive breastfeeding to infants. Given the foregoing context, the study's goal was to discover how a mother's job description affected her history of exclusive breastfeeding. Method: The study employed a cross-sectional strategy and a quantitative, analytical observational design. Purposive sampling was used to choose 111 participants for the study, who were all mothers with infants between the ages of 6 and 12 months. The study will be carried out in Madiun City's Public health Service Tawangrejo East Java, Indonesia. operational region. This study was conducted from February to April 2024. Data collection utilizes questionnaires. The chi-square test was used to analyze the data. Result: The p-value is 0.03 or less than 0.05, showing that the history of exclusive breastfeeding was significantly correlated with the mother's employment position and educational attainment. Mothers with a history of exclusive breastfeeding have a poor association between their employment status and education, as indicated by their correlation coefficient (R) value of 0.362. Conclusion : there is a relationship between education, employment level, and history of exclusive breastfeeding at the Tawangrejo Community Health Center in Madiun, East Java, Indonesia.

Knowledge, Attitude, and Practice of Office Employees in Qom, Iran Regarding Dental Treatment During the COVID-19 Pandemic Based on the Health Belief Model

Background and Objectives: COVID-19 can spread from human to human primarily through respiratory secretions. In this regard, dental procedures can pose a high risk of COVID-19 transmission. This study aims to investigate the knowledge, attitude and practice (KAP) of office employees in Qom, Iran regarding dental treatment during COVID-19 pandemic based on health belief model (HBM). Methods: This cross-sectional study was conducted on 510 office employees in Qom Province. Data collection tools included a demographic form and a KAP questionnaire based on the HBM constructs. Results: The mean age of participants was 36.7±9.1 and 252(52%) were female. The practice variable had a statistically significant relationship with perceived susceptibility (P<0.001), perceived barriers (P<0.001), history of vaccination (P<0.001), and history of chronic diseases (P<0.001). Age had a significant relationship with perceived severity (P<0.001) and perceived benefits (P<0.001). Gender had a significant relationship only with perceived severity (P<0.001). Marital status had a significant relationship with knowledge (P<0.001), perceived severity (P<0.001) and perceived barriers (P=0.03). Educational level had a significant relationship with knowledge (P=0.01), perceived severity (P<0.001), perceived benefits (P<0.001), perceived barriers (P<0.001). History of vaccination had a significant relationship with knowledge (P<0.001), perceived susceptibility (P<0.001), perceived severity (P=0.02), and perceived benefits (P=0.02). History of chronic disease had a significant relationship with perceived susceptibility (P<0.001), perceived severity (P<0.001), perceived benefits (P<0.001), and perceived barriers (P<0.001). Conclusion: knowledge, perceived susceptibility, perceived severity, perceived benefits and perceived barriers of office employees in Qom regarding dental treatment during COVID-19 pandemic are at moderate level. Their perceived susceptibility and severity have a positive relationship with visiting dental clinics.

ANALISIS KNOWLEDGE SHARING DALAM INOVASI BISNIS UNTUK MENINGKATKAN KINERJA USAHA MIKRO KABUPATEN CIANJUR MENGGUNAKAN PARTIAL LEAST SQUARE

The Cianjur Diskoperindagin recorded that 2,715 new MSMEs had emerged. However, Cianjur micro businesses experienced a significant decline in sales, making it difficult to design and implement marketing strategies. Therefore, micro businesses are required to produce quality, competitive products that have high competitiveness and to continue to innovate in terms of product development and sales. This research seeks to analyze the effectiveness of micro-enterprise knowledge sharing through business innovation. Research data was obtained by distributing questionnaires to 140 micro business actors in Cianjur. Data and conceptual models were tested using the PLS-SEM method with the help of SmartPLS4 software. The research results show that the tacit knowledge sharing variable is explained by the variables trust, organizational structure and employee attitudes with a variance value of (10%). Meanwhile, the explicit knowledge sharing variable can be explained by the variables trust, organizational culture, employee attitudes and motivation methods with a variance of (20%). The quality of innovation in this research can be explained by explicit and tacit knowledge sharing with a variance value (12%). This is different from the speed of innovation which can only be explained by tacit knowledge sharing with a variance of (11%). This research also shows that the operational and financial performance of micro businesses in Cianjur can only be explained by the speed of innovation variable.

Attitudes towards sustainable consumption of remote and hybrid employees

Behaviours toward sustainable consumption periodic activities that improve the quality of life and improve relations with the environment. The aim of the study is to identify similarities and differences in employees’ behaviours according to the form of fully remote and hybrid work. The final data was collected through a survey of 360 respondents working remotely or hybrid. Hypotheses were tested using factor analysis. Four different behavioural areas were identified and analysed: eating and shopping habits, media and product consumption. Results indicate that remote workers more often than hybrids avoid shopping centres, refrain from purchasing ICT equipment and make a shopping list. Hybrid workers purchase food from local producers. The similarities between the worker groups are in the selection and consumption of food, with some exceptions. The control variable gender showed the greater involvement of women in sustainable consumption compared to men. The study suggests that managers and decision-makers should adopt strategies for strengthening employee attitudes toward implementing sustainable consumption in the workplace to enhance awareness and change worker’s habits.

Employee use of social media: Private, public or something else?

This article examines the use of social media at the intersection of work and private life and analyses how employers are permitted to intervene in employees’ social media behaviour. In the article, this phenomenon is described as the hybrid role of an employee. It is created when a person adds work-related information to their personal social media profile and when employers encourage personnel to highlight their expertise and employer-related issues using personal social media accounts. The content of an employee's social media bio and social media postings, as well as an employer's social media policy, create a complex framework spanning the private and public domains. In addition, an employer's intervention in an employee's social media posts constitutes an interference with that employee's freedom of expression and private life, which are fundamental and human rights. Therefore, a compelling reason must exist for an employer to interfere with an employee’s use of social media. Factors that influence this assessment include the employee's position and duties, the closeness of the connection between the social media content and the employer, the (harmful) effect of this content on the employer or its activities, the veracity and public-interest value of the content, the proportionality of the sanction and its compatibility with the employer's social media policy.

Enablers of successful employment outcomes for people with disabilities

Abstract Successful employment outcomes are often beyond the reach of people with disabilities, but relatively little is known about the factors that best enable the achievement of this goal. Using survey data from 803 people with and without disabilities, we examine the association of eight factors with successful employment outcomes. Using regression tree analysis, five factors emerged as statistically significant predictors of successful employment outcomes for people with disabilities: corporate culture and climate, job characteristics, government support, employer attitudes, and societal attitudes. Key interrelationships between factors include: (1) government support linking with corporate culture and climate; and (2) job characteristics linking with corporate culture and climate. Findings are relevant to organisations and governments to inform policy and practice to improve employment outcomes for people with disabilities.

The level of attitude of managers and employees towards the goals and concepts of comprehensive quality law management system in hospitals

Comprehensive quality management should be considered as a management system that ensures the correct and continuous execution of work at all levels of the hospitals. This system is a direct way to sustain progress and a coherent and comprehensive effort that is used to continuously improve all aspects of a hospitals activities to achieve competitive advantages. The emphasis of the comprehensive quality management system is on increasing the satisfaction of customers or consumers through the management of methods. This system thinks about the continuous improvement of the hospitals activities through individual managers and employees, and finally the effort to improve the performance of all hospitals levels. raises This research is based on the purpose of an applied research from the point of view of the descriptive correlation method. The studies that have been done so far have presented methods and tools of comprehensive quality management to evaluate and implement this system in both industrial and commercial hospitals. are These studies identified dimensions and factors of comprehensive quality management for its evaluation and study. These tools help both researchers and managers to implement comprehensive quality management in the hospitals.

Parents’ Involvement to Schools’ Programs and Activities among Select Archdiocesan Schools: A Basis for an Enhanced PTA Program

This study explores parental involvement in school programs and activities within Archdiocesan schools during the academic year 2023-2024, aiming to inform the development of an enhanced PTA program. Using a descriptive-correlational design with 192 participants, the research examines how PTAs collaborate in various roles, such as financiers, observers, and others, to support and improve school initiatives. The results indicate a relatively high level of parental participation, showing a correlation between degrees of involvement and employment position. The findings suggest well-rounded participation across different roles, where parents contribute financially, actively observe their children's progress, volunteer their time and skills, and, in some cases, hold decision-making power, while others stay informed as interested observers. Recommendations for parents, school administrators, and the TASS superintendent are provided to strengthen program implementation through an improved PTA program. The study underscores the importance of a strong parent-teacher partnership in fostering well-rounded and socially responsible citizens.

Explore the AI Anxiety Attitude of E-Commerce Employees

With the rapid development and widespread application of artificial intelligence (AI) technology in the e-commerce industry, understanding practitioners’ attitudes and psychological reactions to AI has become critical. This study explores the impact of AI on the anxiety of e-commerce professionals, establishes a structural equation model by constructing an integrated Artificial Intelligence Anxiety (AIA) framework, and analyzes the path relationships between various anxiety factors. The results show that Learning Anxiety and Job Replacement Anxiety are associated with Existential Risk Anxiety, AI Configuration Anxiety, and Sociotechnical Blindness Anxiety. The study further extends its analysis using a machine learning algorithm to assess the impact of each AIA variable and individual variables on job optimism. The results indicate that among the AIA variables, Job Replacement Anxiety has a significant negative impact on job optimism, while among the individual variables, gender has a significant negative impact. This study provides important insights into understanding the AI-related anxiety of e-commerce practitioners and offers implications for the management and development of AI in practice.

Employees’ perception of supervisors’ interest in their professional development in financial institutions in the republic of Croatia

Organizations today need leaders who understand the complexities of a rapidly growing and changing business environment. The subject of this research is employees’ attitudes on the interest of their superiors in their professional development in financial institutions in the Republic of Croatia. The objective of the study is to explain the attitudes of employees of financial institutions in the Republic of Croatia about the interest of their superiors in their professional development. The survey was conducted online. The sample size is 3141 respondents/ employees. The hypothesis “There is an interest of superiors in the personal and professional development of subordinates” is to be rejected. The obtained results show that in the financial industry in Croatia, employees find that superiors have no interest in their professional development. Through further analysis, research results provide differences in the respondents’ attitudes about the interest of their superiors in the professional development of employees in financial institutions. The interpretations are explanations of why certain groups of examinees have the attitudes they expressed, which represents the objective of the research.

Learning from employer experiences with paid leave policy expansions during the COVID-19 pandemic.

The United States does not have a federal policy offering employees paid leave. We study employer attitudes toward the Families First Coronavirus Response Act (FFCRA) federal emergency paid leave policies temporarily adopted during the COVID-19 pandemic to draw lessons for proposed permanent federal paid leave policies. We analyzed a 2021 survey of 300 San Francisco Bay Area employers to examine employers' experiences with paid sick leave (PSL) and paid family leave (PFL) policies during the COVID-19 pandemic, along with their attitudes regarding FFCRA paid leave. Most firms reported that it was not difficult to comply with or seek reimbursement for FFCRA leave. Nevertheless, most smaller firms did report difficulty in understanding policy details, and many reported being unaware of FFCRA paid leave availability. FFCRA paid leave was broadly popular among firms aware of it: 64% supported (9% opposed) the PSL provisions, and 52% supported (12% opposed) PFL. However, support for permanent extension dropped to just over 40%, despite this Bay Area sample having long familiarity with California's state paid leave policies. We conclude that federal pandemic paid leave offers a potential model that could be refined for future paid leave policies, but support is mixed.