Perspective Of Employees Research Articles

The Only way is up? How Different Facets of Employee and Supervisor Perfectionism Help or Hinder Career Development.

Although the double-edged nature of perfectionism is widely acknowledged, little is known about how it shapes employee career development. By combining two field studies, we provide a multiperspective insight into the relevance of both employee and supervisor perfectionism for employee career development. While we expected self-oriented perfectionism (SOP) to have an ambivalent role for career development, we proposed that socially prescribed perfectionism (SPP) in particular, but also other-oriented perfectionism (OOP), would show maladaptive relationships with career-related indicators. In Study 1 (N = 116), we focused on the employee perspective and how multidimensional perfectionism relates to career aspirations (operationalized via work motivation) and subjective career success. Employees high in SOP reported higher, whereas those high in SPP reported lower perceived career success. OOP was negatively related to intrinsic motivation, but positively explained extrinsic (social) motivation and amotivation. In Study 2 (N = 146), we examined the role of supervisor perfectionism in supporting or hindering employees' career development by providing or draining resources. Our results show that supervisors high in SOP - and partly in OOP are reluctant to delegate highly responsible tasks; SPP even increased the likelihood of assigning illegitimate tasks to subordinates. Our findings suggest that both employee and supervisor perfectionism may boost or thwart employee career development and success. We discuss that supervisor perfectionism may limit employees' opportunities for experiential learning.

The Impact of Management by wandering Around on the Perception of Organizational Justice from the Perspective of Employees in the Directorates of the Jordanian Ministry of Education

هدفت هذه الدراسة بيان أثر الإدارة بالتجوال على الشعور بالعدالة التنظيمية من وجهة نظر موظفي وزارة التربية والتعليم الأردنية, و الكشف عن أثر أبعاد الإدارة بالتجوال (تحسين الاتصال واكتشاف الحقائق والتحفيز والتطوير والإبداع والتغذية الراجعة) على العدالة التنظيمية, ولتحقيق هذا الغرض تم استخدام المنهج الوصفي التحليلي عن طريق جمع البيانات وذلك بالرجوع إلى الدراسات والادبيات السابقة وبناء استبانة مكونة من 42 سؤال موزعة على 8 مجالات, وبعد التأكد من صدقها وثباتها تم توزيعها على عينة شملت 229 مبحوثاً وذلك من الموظفين العاملين في مركز وزارة التربية والتعليم الأردنية ومديرياتها في شهري شباط وآذار من العام 2023, وبعد تحليل البيانات واختبار الفرضيات توصلت الدراسة إلى العديد من النتائج ومن أهمها أن درجة ممارسة المديرين ورؤساء الأقسام للإدارة بالتجوال في المديريات التابعة لوزارة التربية والتعليم من وجهة نظر الموظفين جاءت بدرجة موافقة مرتفعة, وأن شعور الموظفين بالعدالة التنظيمية جاء بدرجة متوسطة, وبينت الدراسة وجود أثر ذو دلالة إحصائية بين الإدارة بالتجوال بأبعادها (تحسين الاتصال واكتشاف الحقائق والتحفيز والتطوير والإبداع والتغذية الراجعة) وبين شعور الموظفين بالعدالة التنظيمية, وقد خلصت الدراسة إلى مجموعة من التوصيات ومن أهمها توفير تدريب وتطوير مستمر للمديرين ورؤساء الأقسام المكلفين بالتجوال وتزويدهم بالمعلومات والأدوات اللازمة لضمان تنفيذ التجوال بطريقة وفعالة، وتعزيز مفهوم العدالة التنظيمية وأهميتها في بناء ثقافة المؤسسة.

Research on the Phenomenon of Frequent Job Changes among Young People in China

Nowadays, the phenomenon of job hopping in Chinese enterprises is becoming more and more serious. This article takes the phenomenon of frequent job changes among young people in China as a backdrop and analyzes the reasons that influence it from the perspectives of both companies and employees. This paper employs a questionnaire to collect data and analyzes the collected data to draw conclusions. The analysis of the survey results reveals that various factors, such as young people's employment prospects, their expectations for ideal jobs, the alignment between their academic majors and actual jobs, and other factors, contribute to the phenomenon of young people frequently changing jobs to varying degrees. The research findings indicate a significant positive correlation between the self-identity and organizational identity of the post-90s generation and their intention to leave their current jobs. Additionally, the disparity between corporate promises and reality has implications for the turnover of young job seekers, as it increases the likelihood of younger employees leaving the company. Furthermore, the employment prospects of young workers also play a role in their tendency to switch jobs frequently. Finally, this study provides recommendations at four levels: government, enterprises, educational institutions, and young employees themselves.

Indonesian Big Agrarian Data: A Contextual-Based Interpretive Structural Model

The government neglects to pay attention to village development as a result of the inaccurate data collected by numerous entities. Whereas in reality, there are many people who currently hold land tenure that might be used to grow into a community that is sustainable. This study therefore intends to evaluate the Indonesian Big Agrarian Data (IBAD) implementation paradigm based on sustainable villages. The study was carried out in the West Nusa Tenggara village of Senawang in the Orongtelu District of Sumbawa Regency. Six months were spent conducting the research. The information used is a combination of primary data from questionnaire and secondary data from earlier studies or library searches. The ISM analysis approach was employed to develop a sustainable village implementation model. The findings indicate that proper implementation can impact the community, BPN/ATR, and BIG by utilizing licensed surveyors and focusing on policy interpretation from the Coordinating Ministry for the Economy. However, there is no complete data survey and map method, and a data guardian has not been established. Therefore, adjustments are necessary to develop comprehensive village measurement policies and change employee perspectives.

Autism and neurodiversity in the workplace: A scoping review of key trends, employer roles, interventions and supports

BACKGROUND: Autistic adults continue to experience high rates of unemployment and underemployment. OBJECTIVE: A scoping review was undertaken to: a) synthesise key findings in the literature regarding autism and employment from the employers’ perspective; b) examine trends in employer attitudes, theoretical frameworks and interventions; c) highlight gaps in the literature; and d) propose avenues for further research. METHODS: Literature published between January 1, 2009 and January 1, 2023 was examined using the following databases: CINAHL via Ebsco, Cochrane Library, EMBASE via Ovid SP, ERIC via Ebsco, Medline, PsycINFO via Ebsco, Scopus, Web of Science and ProQuest for dissertations and theses. RESULTS: The search identified 55 studies that met inclusion criteria. Selected articles were organised into the following themes: theoretical frameworks from the employer perspective, autism employment supports from the employer perspective and employer-specific interventions. CONCLUSION: This scoping review suggests that minimal research has been conducted on employer interventions that specifically target work environmental factors. The promotion of diversity in the workplace is an encouraging trend but this has not necessarily included the promotion of neurodiversity. Future research should include interventions to improve current and prospective employer knowledge and attitudes in not just hiring but supporting autistic persons in the workplace.

The Effect of Managerial Coaching Skills on Team-Level Architectural Knowledge and Team Performance Moderated by Manager Learning Goal Orientation

Managerial coaching skills play an important role in human resource strategy which can be utilized by companies by providing the impact of training to broaden employ-ee perspectives and improve employee performance. The goal of this study is con-ducted to investigate the connection between Managerial coaching skills to team-level architectural knowledge and team performance. Quantitative research is used in this field with the technique purposive sampling was used, and questionnaires were handed out to 120 permanent employee respondents at Indonesian sharia non-banking financial institutions aged 23-50 years and are in the Tangerang Regency area. The primary data was analyzed using the method of Structural Equation Mod-eling (SEM). The three assumptions put forth are supported by the study's findings, which also show that team-level architectural knowledge has the biggest direct impact on team performance. Then managerial coaching skill has the greatest indirect effect on relationships between team-level architectural knowledge with team performance. This research contributes to companies in maintaining and improving team performance looking at several factors, team-level architectural knowledge is formed from optimal and measurable managerial coaching skill. The researcher advises broadening the study's scope and seeking objects in related domains as subsequent investigation.

Manajemen Evaluasi Kinerja: Dampak Kepemimpinan di The Jungle Bogor

This journal aims to analyze organizational performance evaluation by focusing on the impact of leadership at The Jungle Waterpark Bogor. The research involves data collection through feedback from various levels and functions within the organization, encompassing the perspectives of employees from various departments. Performance evaluation is conducted by considering factors such as employee well-being, recognition of rights, and interactions with leadership. The results of this study provide an in-depth understanding of how leadership influences organizational dynamics and employee performance in the entertainment industry.

Understanding the dynamics of compliance to smoke-free policy regulations: Exploring the perspectives of venue owners and staff in Türkiye.

The study aims to understand the facilitators and barriers associated with enforcing and complying with Türkiye's smoke-free policy from the perspective of hospitality venue owners and employees. A qualitative open-ended survey was conducted in Istanbul and Ankara in 2021 with 58 respondents from 3 different districts in each city from four types of venues: restaurants, traditional coffee and waterpipe houses, and European-style cafés. The open-ended survey included questions to understand the knowledge, beliefs, and attitudes of respondents about Türkiye's smoke-free policy and their perceptions of the facilitators and/or barriers to smoke-free policy implementation and changes after COVID-19. The data were analyzed using an inductive approach to identify patterns and categorize the data into themes. The respondents expressed that the smoke-free policy aimed to protect employees and customers from secondhand smoke (SHS), respect human health, and improve air quality. Findings suggest that the positive attitude of venue owners and staff toward the smoke-free policy serves as a facilitator. However, fear of financial impact, customers' negative attitudes, difficulties in meeting physical requirements, and insufficient enforcement were found to be barriers to implementing the smoke-free policy. The effects of the COVID-19 pandemic were reported as an initial increase in compliance and awareness among customers and staff, but some respondents noted negative changes due to the emotional and financial effects of prolonged restrictions. These challenges have led to decreased attention on the smoke-free policy among venue owners, staff and customers. Respondents' suggested improvements were related to building infrastructure, such as the ventilation systems and educating the public on the harmful health effects of smoking. Despite the general understanding of the dangers of secondhand smoke and the smoke-free policy, this study highlights the challenges in implementing smoke-free policy measures and the continued need to raise awareness about the importance of a 100% smoke-free venue. A comprehensive approach to addressing the tobacco epidemic as a multifaceted public health issue is essential.

Coping with disruptive patients: Perspectives of primary care employees.

The impact of patient aggression on primary health care employees is underexplored, yet imperative to address, given high rates of burnout. We qualitatively explore perceptions of patient aggression among staff in women's health primary care at the Veterans Health Administration (VA). Our objective is to identify coping strategies that staf devised in response to aggressive behavior. We conducted semi-structured interviews with 60 VA women's health primary care employees in 2021 and 2022. Informed by the Job Demands-Resources theoretical model, we used rapid qualitative analysis to identify themes related to patient aggression and employee coping strategies. Disruptive behaviors reported by participants included verbal and physical aggression. Staff cited disruptive patient behavior as emotionally draining and perceived a lack of consequences for low-level aggression. Respondents used coping strategies in response to patient aggression at three time points: before, during, and after a negative interaction. At each point, support from team members emerged as a dominant coping mechanism, as well as rapport-building with patients. Patient aggression can negatively impact the work experiences of primary care employees. At VA, women's health primary care staff have devised multiple strategies to cope with these interactions. However, the ability to effectively prevent and manage patient aggression is limited by the lack of meaningful repercussions for aggression at the organizational level, which has important implications for employee well-being and retention. Retention of women's health employees in VA is critical given the need for a highly specialized workforce to address the complex health needs of women veterans.

Employee acceptance of digital transformation strategies: A paradox perspective

AbstractDigital transformation (DT) strategies often aim at innovating an organization's business models (BMs) and developing digital innovations. However, most of the DT strategies fail or result only in incremental innovation. Research predominantly identified critical management capabilities for DT success, neglecting the role of employees, although employee support is vital for the successful implementation of DT strategies. We conceptualize employee acceptance of DT strategies and draw on paradox theory and organizational change literature to shed light on the antecedents of employee acceptance. Using survey‐based data from an incumbent introducing a DT strategy, we find empirical support that employees with a paradox mindset are likely to accept the DT strategy regardless of the expected scope of change, while a high scope of expected changes weakens the effect of a positive attitude toward change on acceptance. The findings contribute to understanding the micro‐level aspects of DT and extend research emphasizing top‐down management approaches in DT with an employee perspective. This study extends previous findings in innovation management that predominantly provide evidence on the acceptance of specific digital technologies and offer insights into the antecedents of DT strategy acceptance. We offer managers insights into how employees perceive DT strategies, which can help to leverage the potential of digital innovation.

Preparing Property Graduates for the Digital Age: Challenges and Strategies from the Perspective of Australian Property Educators

The work readiness of property graduates is the subject of global discourse and is an increasingly critical gap as employers demand professionals with competencies in their fundamental roles and digital technologies. Although these issues have been explored from the perspectives of students, graduates, and employers, the insights of property academics remain unexplored. As such, this study delved into the challenges encountered by property academics in Australia concerning the training of property graduates for the digital age, as well as the efficacy of strategies used to achieve this. The opinions of 22 property academics were gathered through an online questionnaire survey and analysed through mean scores, relative importance index (RII), and exploratory factor analysis (EFA). The profile of respondents suggests that approximately half of them have no more than five years of industry experience, and only 54.5% currently engage with the industry. The most significant challenges include limited funding to procure bespoke software and insufficient time to achieve digital competency. Furthermore, academics cited limited support from the universities as a key challenge, but rated curriculum rigidity as non-pertinent. Regarding strategies, retraining academics for digital proficiency, increased technical support from universities, adopting active learning, and revising curricula to incorporate digital technology are critical. Collaboration with industry partners and increased funding for software procurement also emerged as key external factors. Variations in these perceptions also suggest that older academics are less receptive towards retraining, academics with more industry experience believe that a restructuring of the curricula is required, and smaller institutions require more funding and industry support. The core themes of the proposed strategies also indicate that holistic curricula integration is required to incorporate the perspectives of all stakeholders. Practically, these findings underscore the pivotal role of academics in bridging the skills gap and the interconnected roles of graduates, universities, and industry partners.

Managerial coaches' enacted behaviors and the beliefs that guide them: perspectives from managers and their coachees.

Managerial coaching is considered a powerful developmental intervention in the workplace that has gained tremendous popularity in recent years. A growing base of scholarship examining the efficacy of this form of coaching has identified numerous benefits, primarily for employees receiving this form of coaching, and some limited attention has focused on benefits for managers who coach. However, an important topic related to managerial coaching that has gone under-explored is the beliefs that managers have about coaching. Since beliefs often guide behaviors, obtaining a more robust understanding of the beliefs that guide managers who serve as coaches is warranted and several scholars have called for more research on this aspect of managerial coaching. Therefore, the study reported here presents a subset of findings that relate to the coaching behaviors that managers enact along with a comprehensive understanding of their guiding beliefs. These specific findings are drawn from a larger qualitative multi-case study employing an adaptation of the critical incident technique that was designed to examine the beliefs, behaviors, and learning and development outcomes for both managers who coach and their respective coachees. This larger study obtained perspectives about these aspects of managerial coaching from both the coaches and coachees which also reflects an approach seldom taken when researching managerial coaching. Four research questions are addressed here: 1) What are the behaviors enacted by managers who coach (facilitate the learning of) their employees from the perspective of managers; 2), what are the behaviors enacted by managers who coach (facilitate the learning of) their employees from the perspective of employees; 3) What are the beliefs held by managers who coach (facilitate the learning of) their employees from the perspective of managers; and, 4) What are the beliefs held by managers who coach (facilitate the learning of) their employees from the perspective of their employees (coachees)? In addition to thick rich descriptions that illustrate these findings, implications for theory, research, and practice are also discussed.

Exploration on Job Mismatch with Job Placement: Employers Perspective in Sultanate of Oman

Exploration on Job Mismatch with Job Placement: Employers Perspective in Sultanate of Oman

Employee training issues in the cosmetic services market in Poland – the employee perspective

Employee training issues in the cosmetic services market in Poland – the employee perspective

Supporting employers and their employees with mental hEalth conditions to remain eNgaged and producTive at wORk (MENTOR): A feasibility randomised controlled trial

Employees with mental health conditions often struggle to remain in employment. During the COVID-19 pandemic, these employees faced additional stressors, including worsening mental health and work productivity. In 2020, as part of a larger programme of work called the Mental Health and Productivity Pilot (MHPP), we developed a new early intervention (MENTOR) that jointly involved employees, managers, and a new professional (Mental Health Employment Liaison Worker, MHELW). The intervention involved trained MHELWs delivering ten sessions to employees with existing mental health conditions and managers (three individual sessions and four joint sessions) over twelve weeks. These sessions aimed to improve psychological flexibility, interpersonal relationships, and engagement of employees. This feasibility randomised controlled trial aimed to examine the feasibility and acceptability of the intervention from the perspective of employees and managers using a mixed methods approach. The intervention was largely considered feasible and acceptable. Initial findings suggest there may be benefits for employees productivity, mental health, and managers' mental health knowledge. Logistical challenges acted as a barrier to the participation of employees and managers in the trial and their retention throughout its duration. The major strengths of this study were the co-design and inter-disciplinary approach taken. Overall, findings suggest that this novel intervention has potential but needs some adjustments and testing in a larger sample.

A Study on New Indian Labour Code in Employee vs. Employer Perspectives

The New Indian Labour Code has brought significant changes to the landscape of employment relations in India. This study aims to explore the perspectives of both employees and employers regarding the implications of this code. From the employee's perspective, the New Indian Labour Code represents a mixed bag of opportunities and challenges. On one hand, the code introduces provisions for fixed-term employment, which offers greater flexibility and potentially more job opportunities. Additionally, the code amalgamates multiple labour laws into fewer codes, simplifying compliance and reducing bureaucratic hurdles. However, concerns arise regarding the dilution of labour protections, especially in terms of job security, wages, and working conditions. The increased threshold for retrenchment may lead to heightened job insecurity, and the expansion of the definition of 'workers' might exclude certain categories from labour protections. Balancing the interests of both parties and ensuring fair labour practices will be crucial for the effective implementation of the code and the promotion of a conducive work environment in India.

An employee perspective towards talent management challenges in service sector

An employee perspective towards talent management challenges in service sector

Employee Perspectives on Financial Distress in Imo State Hospitality Industry

Financial distress in the hospitality industry affects both businesses and their employees. This study explores the perspectives of employees on financial distress within the hospitality sector in Imo State, Nigeria. The study addressed three research questions. Survey research design was adopted for the study. The study was carried out in Imo State Nigeria. 361 financial officers in the hotels within the hospitality industry in Owerri Imo State were the target population and random sampling was used to select 181 hotels whose financial officers served as the study respondents. Structured questionnaire was specifically designed for this study. The data was analyzed using mean, and standard deviation to provide an overview of employee perspectives on financial distress. The results indicate that a wide range of variables, such as economic downturns, irregular revenue, high cost of living, and management concerns within businesses, are responsible for financial hardship among employees in the hotel industry in Imo State. Employees also mentioned that worry, anxiety, and job instability were direct effects of their financial hardship. Based on the results, a number of suggestions are made to lessen financial hardship. These include putting in place financial literacy initiatives for staff members, enhancing management-staff communication and transparency, supporting ethical labor practices, and encouraging social support systems within the workplace.

Organisational justice: investigating perspective of contract manufacturing employees

Organisational justice: investigating perspective of contract manufacturing employees

Corporate Social Responsibility, Corporate Brand Image and Employer Attractiveness: Perspectives of Potential Employees

Corporate Social Responsibility, Corporate Brand Image and Employer Attractiveness: Perspectives of Potential Employees