Perspective Of Employees Research Articles

Tehran private hospitals-identifying and prioritizing factors affecting employer branding.

Employer branding (EB) is a collection of ideas and beliefs that influence the perspectives of current and prospective employees regarding an organization and their employment experiences, serving as a strategic tool in the competition to attract talent. Positive EB can help retain current employees and attract new talents, making it an important issue in human resource management. This study aimed to identify and prioritize the factors affecting the EB of private hospitals in Tehran. The study is applied in purpose and descriptive and analytical in terms of data analysis. Eleven hospitals were selected from 55 private hospitals in Tehran using non-probability and theoretical sampling methods. An expert from each hospital was purposively selected and interviewed. The experts held doctoral degrees in medical specialties and hospital administration experience. In-depth, unstructured interviews with experts constituted the primary method of data collection. Theoretical saturation was reached following the interview with the 11th expert. The entire research process lasted one year, from 2021 to 2022. The method of pairwise comparison matrix with triangular fuzzy numbers was utilized to rank factors contributing to hospital EB. By using a fuzzy method of identification and prioritization, it was found that the most significant factors influencing the EB of private hospitals in Tehran were the level of industry competitiveness, an empowering work environment based on a coaching approach, cooperation with strong suppliers of drugs and hospital and surgery consumables, a generation-based focus on value, and a competitive advantage in EB. This study provides valuable insights into the factors that contribute to EB in private hospitals in Tehran, which can be used to inform health policy making. The identified factors, such as industry competitiveness, an empowering work environment, and cooperation with strong suppliers, can help private hospitals attract and retain talented employees, ultimately improving the quality of healthcare services provided in the region.

Motivation and organisational culture from the perspective of SME employees - a case study at the time of COVID-19 pandemic

Motivation and organisational culture from the perspective of SME employees - a case study at the time of COVID-19 pandemic

Sexual harassment and sexual assault in the Western Australian mining industry: a qualitative examination of the perceptions of key stakeholders.

The prevalence, pervasiveness, and minimization of sexual harassment and sexual assault (SHSA) within the Western Australian mining industry has been revealed in recent Australian reports and inquiries. However, there remains a gap in scholarship focusing on SHSA within the mining sector, specifically that engages with mining employees to understand this issue. This study aimed to fill this gap by exploring the experiences and perspectives of Western Australian mining employees in relation to SHSA. Through qualitative research methods, stakeholders (n = 30) from various industry roles (e.g., front-line operations, administrative staff) participated in semi-structured interviews. A deductive thematic analysis was conducted to analyze the data. The study revealed diverse perspectives of SHSA among participants, highlighting how this issue is understood, addressed, and discussed within the workplace. While some participants recognized positive shifts in workplace culture, it became apparent that additional efforts are needed to tackle the underlying and persistent factors that contribute to sexism, misogyny, and, ultimately, SHSA. Participants shared their perspectives regarding strategies and initiatives that could effectively combat SHSA within the industry. This study constitutes a significant contribution to the limited body of research on SHSA in the Western Australian mining sector, offering valuable insights and recommendations for future prevention initiatives.

The reshaping of curriculum transformation to address the 21st-century skill sets and employment prospects during the Fourth Industrial Revolution era: A case of the South Africa TVET colleges

This research explores the employability of Technical and Vocational Education and Training (TVET) college graduates in the Fourth Industrial Revolution (4IR) era in South Africa. It examines the role of TVET lecturers in providing skills that are relevant to the contemporary period. The study uses qualitative research inspired by the interpretivist approach, and a purposive sampling strategy to get the perspectives of TVET lecturers and employers. It was observed that TVET lecturers play a minimal role in the development of the curriculum due to a rigid top-down approach from the Ministry of Higher Education. Companies are forming partnerships with TVET colleges by offering places for in-service training, practicals and internships. The study reveals that South African businesses have adopted 4IR-related technologies, requiring a skilled TVET force that is ready for these transformations. The findings highlight the need for regular curriculum transformation and the importance of TVET education in producing artisans, technologists and technicians that are vital for the South African economy on an ongoing basis.

An explanation of conversion of cultivated land into forestland from the perspective of non-agricultural employment for rural labor force: A case study of Xintai City, Shandong Province

An explanation of conversion of cultivated land into forestland from the perspective of non-agricultural employment for rural labor force: A case study of Xintai City, Shandong Province

Challenges and barriers to healthy eating behaviors in the workplace: A pragmatic approach to promoting healthy aging.

The role of health-related behaviors, particularly eating behavior, in the health of middle-aged individuals in the workplace is crucial. This qualitative study aimed to gain a deeper understanding of the challenges and barriers to healthy eating behaviors in the industrial workplace from the perspectives of middle-aged workers and employers. Semi-structured interviews were conducted with 15 participants, including 5 workers aged 35 to 59 years, 3 nutrition experts, 2 health, safety and environment (HSE) experts, and 5 employers from industrial workplaces in Tehran, Iran. Purposeful sampling was used to select participants who could provide meaningful insights into the research question. The data were analyzed using Graneheim and Lundman approach with MAXQDA software. The study revealed three main themes that hindered healthy eating behaviors in the workplace: (i) the absence of organizational structures for well-being and health, including sub-themes such as the lack of health-oriented organizational policies, inaccessibility to healthy nutritional resources, and restrictive rules, (ii) the pressure of organizational social norms, including sub-themes such as the impact of friendship networks and colleagues, and the effect of workplace culture, and (iii) the lack of a supportive learning environment for healthy behavior, including sub-themes such as the impact of poor interactions and the absence of supportive training. The findings highlight the need for workplace health programs that address the identified challenges and promote healthy eating behaviors among middle-aged workers. Implementing health-focused policies and fostering a workplace environment that encourages nutritious food choices can enhance the overall health and well-being of workers and potentially lead to healthy aging in the future.

The security environment in Indian commercial banks: an employee's information security behaviour perspective

The security environment in Indian commercial banks: an employee's information security behaviour perspective

Modulating the Impact of Negative Emotional Stimuli on Conflicts Resolution on Employee Maltreatment

Employee maltreatment represents a significant concern within the workplace, with profound implications for both individual and organizational outcomes. This study explores the role of negative emotional stimuli in influencing conflict resolution processes in the context of employee maltreatment. It investigates the modulating effects of emotional regulation strategies on conflict resolution outcomes, focusing on how individuals manage and respond to negative emotional stimuli during workplace conflicts. Through qualitative research approach encompassing surveys and qualitative interviews, this research examines the experiences and perspectives of employees facing maltreatment within various organizational settings. A purposive sample size of 31 participants was used in the study. Data analysis will begin with the review of field notes and analytical memos taken during the interviews. Recorded interviews will be listened to and transcribed. The study analyzes the impact of negative emotional stimuli on conflict escalation, employee well-being, and workplace dynamics. Preliminary findings suggest that negative emotional stimuli play a pivotal role in shaping the trajectory of conflicts stemming from employee maltreatment. Furthermore, the study underscores the significance of emotional regulation strategies, including cognitive reappraisal and emotional suppression, in moderating the influence of negative emotions on conflict resolution outcomes. These findings contribute to a deeper understanding of the complex interplay between emotions, maltreatment, and conflict resolution within the workplace.

Evaluating the Influence of the Compensation and Position Classification System (CPCS) on Job Satisfaction and Performance among SSS Rank-and-File Employees

This study aimed to identify the perceptions of the SSS rank-and-file employees on the Compensation and Position Classification System (CPCS) and how they relate to the employees’ job satisfaction and performance. The researcher utilized the descriptive-correlational survey and employed the random sampling technique in identifying the 118 employees from the SSS West 1 Division. The researcher used a validated questionnaire with the following Cronbach’s Alpha coefficients: 0.941 for the perceptof the Compensation and Position Classification System (CPCS) and 0.918 for the job satisfaction. Findings suggest a moderate agreement among employees regarding the benefits and compensation structure under the Compensation and Position Classification System (CPCS). Additionally, the study reveals high job satisfaction and very satisfactory job performance among SSS rank-and-file employees. Importantly, significant correlations emerge between employees’ perceptions on the Compofsation and Position Classification System (CPCS) and both their job satisfaction and performance levels. These findings underscore the importance of understanding employee perspectives on the Compensation and Position Classification System (CPCS) and its implications for organizational satisfaction and effectiveness.

Aligning personal and organizational values: a multifaceted exploration of employee perspectives in the first year of employment

Aligning personal and organizational values: a multifaceted exploration of employee perspectives in the first year of employment

Insights into Banking Sector Grievance Redressal: A Holistic Assessment of Employee Perspectives

Insights into Banking Sector Grievance Redressal: A Holistic Assessment of Employee Perspectives

Standardising workforce cost estimates across Australian jurisdictions: genomic testing as a use case.

IntroductionLabour costs are a key driver of healthcare costs and a key component of economic evaluations in healthcare. We undertook the current study to collect information about workforce costs related to clinical genomic testing in Australia, identifying key components of pay scales and contracts, and incorporating these into a matrix to enable modelling of disaggregated costs.MethodsWe undertook a microcosting study of health workforce labour costs in Australia, from a health services perspective. We mapped the genomic testing processes, identifying the relevant workforce. Data was collected on the identified workforce from publicly available pay scales. Estimates were used to model the total cost from a public health services employer perspective, undertaking deterministic and probabilistic sensitivity analyses.ResultsWe identified significant variability in the way in which pay scales and related conditions are both structured and the levels between jurisdictions. The total costs (2023-2024 Australian dollars) ranged from 160,794 (113,848-233,350) for administrative staff to 703,206 (548,011-923,661) for pathology staff (full-time equivalent). Deterministic sensitivity analysis identified that the base salary accounts for the greatest source of uncertainty, from 24.8% (20.0-32.9%) for laboratory technicians to 53.6% (52.8-54.4%) for medical scientists.ConclusionVariations in remuneration levels and conditions between Australian jurisdictions account for considerable variation in the estimated cost of labour and may contribute significantly to the uncertainty of economic assessments of genomic testing and other labour-intensive health technologies. We outline an approach to standardise the collection and estimation of uncertainty for Australian health workforce costs and provide current estimates for labour costs.

Analisis Kualitas Pelayanan Publik Di Kelurahan Cibeureum Kota Cimahi

Public service is an activity that involves at least two people, namely the party serving and the party being served. At this time it is said that service cannot be separated from human life because society always demands quality public services from an employee perspective, even though these demands are not in accordance with public expectations, the services that have occurred so far have been inaccurate or often late. This is indicated by the existence of various public complaints conveyed through the mass media, which can lead to an unfavorable image of government officials. Considering that the main function of the government is to serve the community, the government needs to strive to improve the quality of service. This study aims to determine and analyze the quality of public services in the Cibeureum Village, Cimahi City. This study uses qualitative research methods in a way that describes synergistic problems when the research is carried out. Data collection techniques are carried out by observation, interviews and documents. The instruments used in this study were observation sheets, interview sheets, and structured documentation made by the researchers themselves. The results showed that the quality of public services in the Cibeureum sub-district was in accordance with the existing terms and products, besides that public services in the Cibeureum sub-district had a fairly good level of timeliness and alertness so that people were enthusiastic enough to use public services.

Improving Lean Clinics (Lean Healthcare): A Voice of Employee Approach to Reduce Waiting Times

This study presents a solution-focused strategy for reducing patient waiting times at an aesthetic clinic in Ankara, Turkiye. Focused on the dynamic intersection of operational efficiency and patient satisfaction, this study employs a "Voice of Employee" approach to glean insights from frontline staff, acknowledging their pivotal role in service delivery. Quality circles, Pareto, and fishbone diagram analyses discern the root causes of prolonged waiting times, identifying factors such as deficient initial registration processes, inadequacies in ERP and CRM applications, and suboptimal waiting area facilities. This investigative process yields pragmatic solutions, positioning the study as a strategic guide for enhancing service quality and ensuring patient contentment in aesthetic clinics. Beyond its immediate implications, the research contributes to the broader academic discourse on sustainable healthcare solutions, championing the integral role of employee perspectives in shaping operational strategies. The refined conclusions drawn from this study propel healthcare institutions toward a future marked by continual improvement, attuned to patient needs while navigating the complexities of an ever-evolving healthcare landscape.

The Effect of Local Internet Development on Employees’ Salary: Evidence from China

ABSTRACT Using empirical data from China, this study examines the impact of local internet development on non-executive employees’ salaries. Research findings show that internet development can increase employees’ salary and pay-performance sensitivity. This effect can be more significant in non-state-owned enterprises (Non-SOEs for short), firms faced with fierce competition, and firms paid little attention to employee protection. Mechanism analysis finds that the positive impact of internet development on increasing total factor productivity and reducing information asymmetry can partly interpret the effect. From the perspective of employees’ salaries, this study sheds light on the impact of technological progress on micro-production relations.

Talent Management Focus on Small and Medium Enterprises A Systematic Literature Review

This systematic literature review explores the employee perspective on talent management within the context of Small and Medium Enterprises (SMEs) in Indonesia. Out of a total of 208 articles initially considered, the final analysis focuses on seven key articles for comparative evaluation. The research delves into various aspects of talent management, including recruitment strategies, employee development initiatives, and retention policies implemented by SMEs. The study aims to provide a comprehensive understanding of how talent management is perceived and experienced by employees in the unique setting of SMEs in Indonesia. By synthesizing findings from the selected articles, the review addresses crucial factors such as the role of technology, shifts in organizational culture, and specific challenges faced by employees in managing talent within SMEs. Through this systematic approach, the research contributes theoretical insights and practical implications for enhancing talent management practices in the SME sector. The findings aim to offer valuable guidance to SME leaders, human resource practitioners, and researchers seeking to optimize talent management strategies in the dynamic business landscape of Indonesia. The research that integrates the employee perspective into talent management is still relatively scarce, especially with a focus on small and medium-sized micro enterprises in Indonesia. This literature review specifically concentrates on the employee's standpoint within the context of talent management. A systematic literature review approach is employed in this study, assisted by the VOS Viewer application. The PRISMA method is used for the review. Out of the 154 Scopus articles reviewed, including empirical studies, conceptual articles, and book chapters, 7 articles specifically address the employee perspective in talent management research in SMEs. The literature review identifies that, although recent literature involves employees as key participants in strategic talent management, conceptual and empirical articles in this stream are still limited and require further conceptual and empirical development.

The Investigation of Social Media use and Digitalization Effects on Employees Perspectives on Organizational and Individual Performance

Purpose –Most studies of social media use are based on individual and some organizational perspectives. However, there are few studies that investigate the true effects of social media use on individual and organizational performance. Therefore, using a quantitative approach, this study investigates employees' attitudes toward social media use and its effects on individual and organizational performance. This study, investigates employees' attitudes toward social media use and its effects on individual andorganizational performance.Design/methodology/approach –The research analyzed and interpreted the data of 415 participants working for a retail company in the retail sector in Turkey in the context of the research model. In the research model, the relationship between the three primary variables is discussed. These are SMU: Social Media Use, ATDT: Attitudes Toward Digital Technology, IOP: Individual and Organizational Performance Variables. Social media use and organizational-individual performance variables, two of these three, are variables derived from previous studies in the literature and included as a one-dimension in the research model. The dependent variable "ATDT: Attitude Towards Digital Technology" was subjected to factor analysis.Findings–The results show that the increasing use of social media with digitalization is critical to the performance of companies and individuals. At the same time, one of the findings of this study was the causal relationship between social media use and digitalization. Discussion–The results show that the digitization factor resulting from the use of social media is an important factor in organizational and individual performance.

PENGEMBANGAN SUMBER DAYA MANUSIA UNTUK PENINGKATAN KUALITAS PEGAWAI DI PT KERETA API INDONESIA (PERSERO)

PT Kereta Api Indonesia (Persero) has established an HR development program. The company's main goal is to transform the employee perspective into a service provider perspective by fostering high-level expertise, increasing individual productivity, and enabling them to better contribute to initiatives aimed at increasing business success. The purpose of the research is to find out the HR development programs carried out by PT Kereta Api Indonesia (Persero) to improve the quality of employees. The method used is descriptive qualitative with data collection through literature study. The results showed that PT Kereta Api Indonesia (Persero) has a human resource development strategy, including a quality recruitment process by finding qualified candidates through job fairs at various prestigious universities and competency-based education and training (Diklat) programs held in stages, starting from the professional growth stage to the development of fundamental competencies through six available training venues.

Transformational leadership style and psychological safety to meaningful work: moderating role customer incivility

PurposeThis study examines the role of psychological safety as an antecedent to meaningful work and as a mediator between transformational leadership (TFL) and meaningful work. Additionally, it explores customer incivility as a precursor to psychological safety and as a moderator in the relationship between psychological safety and meaningful work.Design/methodology/approachData from 368 hotel employees in Bangladesh were purposively sampled and analyzed using SmartPLS.FindingsPsychological safety positively predicted meaningful work and served as a mediator in the nexus between TFL and meaningful work. Additionally, customer incivility was identified as a negative predictor of safety and acted as a moderator, reversing the association between psychological safety and meaningful work.Practical implicationsTFL exhibits mixed correlations, being negatively associated with meaningful work but positively linked to psychological safety. Therefore, workplaces should prioritize cultivating a psychologically safe environment and minimizing customer incivility to increase meaningful work.Originality/valueThe results add value to the conservation of resources and self-concept theories by examining the mediating role of psychological safety and the moderating influence of customer incivility from the perspective of hotel employees.

Employee Perceptions of CSR: A Multifaceted Analysis

Previous research has focused on customer perceptions of corporate social responsibility (CSR), leaving the perspective of employees relatively unexplored. This study delves into the unfamiliar territory of employees' views on CSR, recognizing that corporate culture and competencies contribute to competitive advantages. Employee perceptions of CSR activities are identified as pivotal in fostering the degree of employee commitment to their organization and its impact on the general efficiency of the corporation. An in-depth analysis of employees' perceptions of corporate social responsibility (CSR) encompasses crucial elements, particularly the perceived alignment between company culture and CSR capacity. This investigation provides insights into the diverse effects of CSR perceptions on overall corporate performance. The present study aims to evaluate the impact of perceived cultural fit and corporate social responsibility (CSR) competence on employee attachment and performance. This relationship is expected to be mediated by employees' views of CSR activities. The results highlight the significant impact of perceived cultural fit and CSR capabilities on the perception of corporate social responsibility (CSR), which in turn affects employee attachment and accomplishments positively. Consequently, companies are urged to take into account employees' perceptions of CSR, aligning them with feelings of attachment and long-term performance. These results hold significant implications for marketing theory and practice.