Perspective Of Employees Research Articles

Static Versus Dynamic Accessibility. Accessibility Management as a Tool to Enable Its Permanence over Time.

An accessibility monitoring or audit of an environment provides information at a given point in time (static view of accessibility). But accessibility, to be really effective, must be maintained over time. Therefore, it must be considered throughout all phases of the design process (different phases of the project) and construction (different phases of the work). But it is also essential that, once built, it is possible to maintain or even increase the level of accessibility initially achieved. There are many cases in which, despite a good accessible project, during the life of the building the accessibility conditions worsen substantially because the need for a system that guarantees the permanence of accessibility over time is not contemplated. This requires the adoption of a Universal Accessibility Management System (UAMS) which, as is done with other disciplines such as Quality or Sustainability, allows those responsible for the management of this environment to implement, prevent or correct the accessibility actions that correspond in each case. For the development of a UAMS, the first thing to be defined is the scope to be considered and the scope. Furthermore, from the point of view of use, accessibility can be considered from the visitor's point of view (customer service; customer's perspective) or from the worker's point of view (workstation; employee's perspective). In this article we will take as a reference two methodologies that have been widely used on numerous occasions, to analyse the strengths and weaknesses of each of them and their parts from a deep theoretical (processes and indicators) and practical (disruptors) knowledge. The ultimate aim of this work is to identify the aspects to be considered in the definition of a UAMS, in order to be able to define and specify the keys to approach an accessibility audit from a dynamic perspective, that is to say. one that really guarantees the sustainability of the accessibility of that place over time.

A Study on Employee Perspective on Diversity Initiatives in IT Industry of Bengaluru

This research uses a structured questionnaire to explore employees' perspectives on diversity initiatives, focusing on factors like workplace culture and demographic influences. The primary data was collected from 110 respondents via Google Forms, using a descriptive methodology to objectively analyze patterns in employee perceptions. This approach aims to identify key elements that shape how employees view diversity efforts within the organization. The findings are intended to provide insights that can guide improvements in diversity initiatives, fostering a more inclusive workplace culture based on employees’ experiences and expectations. The findings from this research will be valuable for understanding not only the current state of diversity acceptance within the organization but also areas that may require improvement. By identifying the factors that shape these perceptions, the organization can make data-driven decisions to enhance its diversity initiatives, promote an inclusive culture, and address specific areas where employees might feel excluded or underrepresented

Promoting innovation in Saudi public education schools: The perspective of school employees

Promoting innovation in Saudi public education schools: The perspective of school employees

Flow, job performance and psychological wellbeing: the role of psychological ownership and trust in the ICT work place

Purpose This paper, drawing on self-enhancement theory and from employee perspective, aims to develop and validate an integrative theoretical model that centers on the trust–psychological ownership (PO) link to investigate information and communications technology (ICT) employee work outcomes. Design/methodology/approach A cross-sectional survey with PLS-SEM analysis of 424 employees in ICT industry in Ho Chi Minh City, Vietnam, reports that all of 10 hypotheses are empirically supported. Findings PO is found to be an important driver of employee flow, job performance and psychological wellbeing. Moreover, it is posited that trust acts a moderator of the relationship between flow experience and job performance, and between job performance and psychological wellbeing. Originality/value To the best of the authors’ knowledge, this paper is among the first to affirm that trust in work environment serves as both an enabler for PO and a moderator for the relationship between flow experience–job performance as well as between job performance–psychological wellbeing path. The study also affirms that flow state plays a mediating role in the PO–job performance path, and that job performance acts as a mediator in the flow experience–psychological wellbeing sequence. Finally, new evidence expectedly highlights the positive impact of job performance, a short-term work outcome, on psychological wellbeing, a long-term work outcome.

The impact of the work environment on administrative creativity in GEO GLOBAL and NIBCO company

The research focused on understanding the perspectives of employees regarding the work environment and its influence on administrative creativity. A descriptive analytical methodology employed in the study. This study introduces a conceptual framework that examines the influence of personal, social-organizational, and physical factors on employee creativity. Utilizing this framework, a tool has been developed to assess how effectively the work environment fosters creativity. This tool was tested on a sample of employees, revealing support for the hypothesis that a creative work environment positively impacts creative performance. The sample study was (100) participants of the workers in GEO GLOBAL and NIBCO company. The study demonstrates how this tool can be utilized by companies to identify and implement enhancements. The study concluded with several recommendations, including the need for an organization administration to enhance employee salaries and incentives to mitigate turnover. Additionally, it suggests that the organisation should provide all essential resources that enable employees to perform their duties efficiently and effectively, while also ensuring alignment with ongoing technological advancements relevant to their work. Giving employees the opportunity to share their opinions and setting flexible rules that allow them to be creative in their work; and holding a meeting between different categories of workers to discuss the reasons for their differences.

Examining the Impact of Common Law on Job Security in Zimbabwe's Private Sector Legal Insights and Employee Perspectives

Examining the Impact of Common Law on Job Security in Zimbabwe's Private Sector Legal Insights and Employee Perspectives

Understanding the Indian Startup Ecosystema Holistic Exploration of Dynamics, Profitability, and Employee Perspectives

Abstract India has established itself as the third-largest global startup ecosystem, with thriving start-ups. Despite commanding high valuations, startups across diverse sectors are grappling with challenges in achieving profitability. Increasing concerns about job security and the potential for additional layoffs in the absence of an improved funding environment are causing apprehension among talent, even within larger startups. The research intends to analyse the Indian startup ecosystem, analyse and compare the profitability of chosen Unicorns and Decacorns in both listed and unlisted categories, and understand the employee perception of working in startups. An analytical research design is followed. To understand employee perception, a survey facilitated through a structured questionnaire has been conducted among 100 employees of startups situated in Karnataka and Kerala, regions distinguished for their highly supportive ecosystems. Analysis depicted a discrepancy in profitability suggesting that Decacorns, with their startup status, robust valuations, and soaring operating revenue, have yet to establish themselves as consistently profitable entities. Findings from the employee survey highlight that learning opportunities and accelerated career growth stand out as motivating factors for choosing employment in startups. Conversely, the downsides include concerns about change, job insecurity, and workload. The comprehension of stock options at the knowledge level was evident, potentially serving as a stirring factor for startups to incorporate into their employee benefits.

The Employer Perspective

Apply It! By reading this article, you will: • Gather insight from key industry stakeholders on the latest fitness trends identified in the 2025 Trends report. • Learn how industry stakeholders use the Trends report to inform their strategic planning and decision-making processes. • Understand alignment of 2025 Trends report and real-world trends, through the perspective of industry stakeholders.

Focus on onboarding process: Examining mentoring and training programs from the perspective of HR and employees

Focus on onboarding process: Examining mentoring and training programs from the perspective of HR and employees

Continuity in public transport provision during the Covid-19 pandemic – responding to organisational and health challenges facing workers

PurposeThis paper explores and analyses the major challenges faced by both customer-facing and office-based public transport employees during the early stages of the Covid-19 pandemic and the responses of their employers to their concerns.Design/methodology/approachQualitative semi-structured interviews and focus groups were carried out, involving 39 employees and directors representing a wide range of professionals working in the transport sector in three European countries, Poland, Ireland and the UK. Data were analysed through thematic analysis and the emerging issues explored.FindingsMajor employee challenges included: access to resources for safe working; worker mental health and well-being; and the effects of changing working practices, particularly flexible working, on their wider household circumstances and work–life balance (especially combining childcare responsibilities with work). First, physical health safety measures (such as PPE) were put in place for all workers, although sometimes with delays. Second, concerning practical support for mental health and well-being at work, the findings highlight that their employers’ practical support was considered limited by some customer-facing participants. In contrast, participants working from home were offered considerably greater employer support for their well-being, including increased and regular communication regarding work and non-work-related topics to tackle isolation and lack of social interactions. Third, work–life balance, and especially childcare were significant issues for those working from home. To improve organisational resilience, employer support for workers needs to better reflect employees’ job role, work setting and location, as well as their household demands such as childcare.Practical implicationsThe lessons learned from this study contribute to future employer responses and practices and their organisational resilience, both in times of major crises and also for improving mental-health and childcare support in normal times.Originality/valueThe study considers the role of employee perspectives on organisational resilience and service continuity in public transport during a crisis and in three countries. Importantly, the data were gathered contemporaneously during the early stages of the pandemic, and so are not influenced by retrospective rationalisation or uncertain recollections.

Innovative approaches to measuring and promoting employee vitality and sustainable employability

Abstract Background Employers find it difficult to develop interventions for vitality and sustainable employability (SE), particularly for employees in low-skilled jobs. Measures based on the employee perspective on SE that would give direction to interventions fall short, and effective programs to improve vitality and SE in this group are lacking. This study aims (1) to get insight into the effect and implementation of an innovative organizational, dialogue-based approach ‘Healthy HR’ (HHR)* to promote job control and SE, and (2) to refine and further validate the Maastricht Instrument for SE (MAISE)-Easy (an HHR tool for needs assessment). Methods (1) An effect evaluation with a pretest-posttest design with a 1 year follow up (N = 71), and a mixed-methods process evaluation were conducted. Data were collected using questionnaires, interviews with employees and employers (N = 26), focus groups (N = 4) and logbooks. (2) A questionnaire containing the MAISE-Easy-items, proxy variables (health and vitality) and demographics was answered by 1223 employees from 7 organizations. Construct validity, reliability and criterion validity were tested through PCA, CFA, Cronbach’s alpha and correlations. Results (1) A higher dose of HHR resulted in better job control and SE (n.s.). HHR had a positive impact on the awareness level of vitality and healthy workplaces of all stakeholders. (2) Reliability, construct and criterion validity of the MAISE-Easy were good, and MAISE-Easy 2.0 was constructed. This tool consists of 8 scales and 20 items divided over 4 areas: (1) Level of SE; (2) Factors affecting my SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting my SE. Conclusions MAISE-Easy 2.0 is a valuable, valid and reliable tool in HHR which serves as a needs assessment for SE interventions. The innovative participatory approach HHR can improve job control and SE of employees in low-skilled jobs by giving them an active voice. *doi.org/10.1186/s12889-021-11278-7 Key messages • Healthy HR (HHR) is an effective, organisational dialogue-based approach (online toolkit) to promote job control, vitality and sustainable employability (SE) of employees in low-skilled jobs. • MAISE-Easy-2.0 (Maastricht Instrument for SE) is a new and thoroughly validated HHR tool for needs assessment, which measures SE and the responsibility for SE from the employee perspective.

How do employees feel their health is valued? a descriptive case study

PurposeA descriptive case study approach was adopted to examine employees' perceptions of the prevalence and usefulness of wellness programs. Relying on Centers for Disease Control and Prevention Health ScoreCard (CDC HSC), this study aims to assess the prevalence of worksite wellness programs, policies and benefits in general and incorporated employee perspectives to contextualize the CDC HSC wellness assessments.Design/methodology/approachThe authors first compared the CDC HSC assessments to evaluate the effectiveness of wellness programs in 20 select organizations. Follow-up employee interviews (n = 25) were conducted to contextualize the CDC HSC assessments.FindingsA variety of wellness programs are likely to increase employee engagement and participation when organizations adopt a bundling approach to combine wellness policies, incentives and an array of wellness programming opportunities that encourage and incentivize employees’ health promotion behaviors.Research limitations/implicationsFuture researchers might examine health metrics, in terms of dollars, doctor visits or biometrics before and after the implementation of a wellness program or paid wellness coordinator. Because this study interviewed employees and not members of executive leadership or finance and accounting, financial metrics were not available or the focus of this study. The inclusion of leaders and directors of wellness initiatives would offer additional ways for examining the impact of wellness initiatives on employee behaviors on organizational outcomes.Practical implicationsNutrition, weight management and chronic disease management were identified as major challenges impacting the health of employees. Even when organizations reported robust scores in their CDC HSC assessments, employers identified these three areas as critical for sustaining the health and well-being of their employees. Finally, the issue of employee safety was a top priority for all organizations regardless of how they scored on their CDC HSC assessments.Social implicationsThe authors suggest that when high-impact wellness practices are linked to organizational supports in the workplace, these efforts are likely to have more positive effects on both employee outcomes and organizational outcomes. A regular routine of checking on wellness issues can help keep potential problems from going unnoticed. An example of this is a reminder to stretch at a morning meeting or during work hours as a reminder to stay focused on health and well-being.Originality/valueThe authors aggregated the organizational assessments for different wellness interventions and compared the scores (falling above or below) with standardized CDC wellness scores. The incorporation of the CDC scorecard ensured a standardized and evidence-based evaluation of workplace wellness programs. This additional step informed the interview guide and follow-up with employees who offered recommendations for how organizations could enhance their wellness programs and policies.

Impact of Employment Salary Level of Graduates from Higher Education Institutions in China

Based on the analysis of questionnaire survey data on college graduates, we constructed a multiple linear regression model using Matlab software to study the factors affecting the salary level of graduates, such as University rank and geographical locations, which provides a reference basis for the employment planning of college students. The results indicate that the nature of the university and the ranking of geographical regions have a significant impact on the salary level of college graduates. We utilize the proposed method to study typical two universities in China, demonstrating the effectiveness of our analysis. Finally, from the perspective of talent employment in universities, feasible and effective measures to improve the salary level of college graduates were discussed.

Just Sustainabilities: Building Bridges and Breaking Barriers to Empower Employees for Inclusive Workplaces—Evidence from Ghana

This study examines the critical role of inclusive, people-centered strategies in driving organizational sustainability, focusing on two key institutions in the Ashanti Region of Ghana: Presbyterian University College (PUC) and Presbyterian Agogo Women’s College of Education (APWCE). Employing a qualitative research design, including 100 interviews, five focus groups, and participant observations, this study investigates employee perspectives on Diversity, Equity, and Inclusion (DEI) practices in the workplace. The findings identify key empowerment strategies—flexible job roles, participatory decision-making, leadership development, and open communication—that enhance employee engagement and commitment to sustainability efforts. The findings also demonstrate employees’ vital role in advancing sustainability through involvement in green initiatives, community engagement, and integrating sustainability into core organizational practices. This contribution intellectually bridges the gap between DEI policies and their practical application, offering a nuanced understanding of how cultural and social dimensions influence sustainability in underexplored contexts like Ghana. It emphasizes aligning organizational values with employee well-being to enhance job satisfaction and retention, presenting actionable strategies for fostering innovation, resilience, and long-term success. The increasing global focus on sustainability and the growing need for inclusive practices in organizational settings underscores the timeliness of this manuscript. It offers a holistic, forward-thinking approach that is especially relevant for organizations navigating post-pandemic workplace dynamics and seeking to align sustainability with equity and inclusivity.

Neurodata-based headsets for the (digital) employee well-being – responsibilities between benefit and harm

Purpose This study aims to demonstrate the importance of recognizing stress in the workplace. Accurate novel objective methods that use electroencephalogram (EEG) to measure brainwaves can promote employee well-being. However, using these devices can be positive and potentially harmful as manipulative practices undermine autonomy. Design/methodology/approach Emphasis is placed on business ethics as it relates to the ethics of action in terms of positive and negative responsibility, autonomous decision-making and self-determined work through a literature review. The concept of relational autonomy provides an orientation toward heteronomous employment relationships. Findings First, using digital devices to recognize stress and promote health can be a positive outcome, expanding the definition of digital well-being as opposed to dependency, non-use or reduction. Second, the transfer of socio-relational autonomy, according to Oshana, enables criteria for self-determined work in heteronomous employment relationships. Finally, the deployment and use of such EEG-based devices for stress detection can lead to coercion and manipulation, not only in interpersonal relationships, but also directly and more subtly through the technology itself, interfering with self-determined work. Originality/value Stress at work and EEG-based devices measuring stress have been discussed in numerous articles. This paper is one of the first to explore ethical considerations using these brain–computer interfaces from an employee perspective.

Exploring workplace well-being strategies in Iranian public organizations: a mixed methods study

PurposeTo ensure effective national governance, it is essential to enhance employees' well-being in the workplace. Employees with good mental and physical health are more likely to demonstrate a high level of commitment and engagement in advancing public policy objectives, which serve as instruments of public will. A comprehensive understanding of the various effective strategies to improve workplace well-being is indispensable to formulating human resource management policies within the public sector. Therefore, this study aims to uncover and prioritize the key strategies, programs and actions that contribute to enhancing the workplace well-being of public employees in Iran, drawing from their perspectives and experiences.Design/methodology/approachWe conducted a mixed-method study incorporating both qualitative and quantitative phases to recognize and measure these strategies. In the first phase, a qualitative content analysis was carried out based on the perspectives of Iranian public sector employees. In the subsequent phase, a questionnaire derived from the qualitative findings was randomly distributed to 374 employees from 14 public organizations. FindingsWorkplace well-being strategies can be summarized according to the level of their importance as follows: employees' well-being through “inter-personal relationship,” “systems,” “technologies,” “structure,” “culture” and “environment” within the organization. These strategies as six themes divided into 13 categories and 60 subcategories of programs and actions to promote employee well-being in the work setting.Originality/valueThe importance of considering employees' perspectives on workplace well-being is highlighted as a crucial aspect, rather than depending exclusively on managerial viewpoints for the implementation of well-being initiatives. Adopting an integrated and holistic approach to workplace well-being through strategies, programs and actions is another significant contribution of this study.

Union‐Free via Professionalism: Steps for Immediate Supervisors

From an employee's perspective, the immediate supervisor is the face of the company. Upper management can play a role, as can the top executive. However, day in and day out, the immediate supervisor is the worker's “boss.” Therefore, it is essential that the immediate supervisor conduct themselves in a manner that is consistent with the desired vision and culture of a company. When it comes to employers seeking to maintain union‐free status, that vision and culture is frequently defined in terms of professionalism. Acting in a “professional manner” can yield significant dividends in creating a work environment wherein employees regard their supervisor (and, in turn, the company) as trustworthy, competent, fair, and reliable.

Employer Brand Knowledge (EBK), Sustainability Practices and Employer Attractiveness: A Perspective of Millennial Employees

Employer attractiveness is crucial in talent management as it helps attract, retain, and engage top talent, thereby ensuring a competitive edge and long-term organizational success. This study aims to determine the relationship between Employer Brand Knowledge (EBK) and various dimensions of sustainability practices on employer attractiveness, particularly among Millennial employees. A quantitative research method was employed, with 90 questionnaires collected from Millennial employees in a publicly listed company in Malaysia. The data was analyzed using SPSS version 25.0 to test the hypotheses. The findings reveal that only one dimension of EBK namely employer image has a significant positive relationship with employer attractiveness. Contrary to our expectations, none of the sustainability practices was found to be related to employer attractiveness. This study contributes to a deeper understanding of how EBK influences the perception of employer attractiveness as it not only broadens the theoretical understanding but also provides practical insights for employers seeking to improve their attractiveness to the Millennial workforce. It is also suggested that employers who are more familiar with employees, have a positive reputation, and maintain a strong image are more likely to be attractive to millennials. Implications and recommendations for future research are also discussed in the study.

Optimizing Project Management Outcomes

This research systematically investigated and optimized project management practices by assessing the perspectives of employees. It analyses the impact of team collaboration, operational efficiency, risk management, and adaptability in achieving efficient project management. It also examined the mediating role of communication strategy and the moderating effect of technology adoption in project management context within hotels in Kazakhstan. A cluster sampling technique was employed to gather responses from 531 participants in the initial survey and 478 participants in the subsequent survey. The results of the quantitative analysis provided a nuanced understanding of the relationships between team collaboration, operational efficiency, risk management, and adaptability in the context of hotel project management. This research contributed to the existing knowledge by providing empirical evidence on the key determinants of efficient project management within the hotel industry.

The Plight of Employment Policies that Exclude Customary Practices in the Workplace

South Africa is called a “rainbow nation”, and with its 11 official languages, the country is a melting pot of diverse cultures, traditions, and beliefs. This diversity is not without challenges. This brings interesting and complex questions from an employment perspective; therefore, striking a balance between the employer’s rights versus the employee’s traditional practices has become a significant challenge. The article analyses these challenges that arise as a result of the failure of section 8(3) of the Constitution to give a direct mandate to develop customary law to put into effect or limit a right that is found in the Bill of Rights and in this instance the right to fair labour practices in terms of section 23. The article will also analyse the cases dealing with employees who wanted to enforce their rights conferred to them by the Constitution to practice their culture but were excluded and discriminated against on some of the grounds listed in section 9(3) of the Constitution. The article will conclude by recommending that labour laws and the Constitution should be reviewed to cater for native persons, in particular, the recognition of customary laws and practices at the workplace.