Employee Orientation Research Articles

Investigation of The Factors Affecting The Banking Preferences of Public Employees Using Advertisements Through Mixed Method

In this study, exploratory survey design, which is one of the mixed methods, was used to determine the factors affecting the banking preferences of the public employees. 36 commercials of 9 banks broadcast on television were used as qualitative data. These commercials were examined with NVivo 10 package program in terms of factors affecting the banking preference of public employees. In the qualitative analysis, 83 codes and 6 themes were obtained. The 83 codes obtained were used for the item pool of the scale. 6 themes were determined as the factors of the scale. The draft scale was administered to 400 public employees working in Sivas province by using stratified sampling method. Based on the data obtained, a measurement tool consisting of 6 factors and 26 items was developed by using SPSS and AMOS package programs. As a result, the relationships between the banking preference criteria and demographic variables of the public employees in Sivas were evaluated by statistical methods and the differences were interpreted.

The Impact of Training and Development, Job Embeddedness and Flexible Working Arrangements on Talent Retention Among Young Generation in Pharmaceutical Companies in Malaysia

The study aims to investigate the relationship between training and development, job embeddedness and flexible working arrangements on talent retention among the young generation of employees in Malaysian pharmaceutical companies. This research will employ a cross-sectional survey design, using the questionnaire survey method to collect data on the study variables. The sampling technique used in this research is non-probability, purposive sampling. A sample will be collected from 348 young-generation employees working in pharmaceutical companies residing in Malaysia. PLS-SEM will be used to analyze the hypothesized relationships, providing valuable insight into critical factors influencing talent retention in pharmaceutical companies in Malaysia. The scarcity of research in the pharmaceutical context emphasizes the importance of identifying key influences on employee retention, which include training and development, job embeddedness, and flexible working arrangements. Interventions addressing these elements are critical for retaining skilled employees and improving organizational performance. The result of this research contributes to the comprehension of retention schemes, training and development plans, effective flexible work arrangements, and factors promoting job embeddedness. The findings guide organizational leaders in predicting employee preferences, reducing turnover rates, and implementing effective retention strategies, ultimately contributing to enhanced productivity and economic growth in Malaysia's pharmaceutical sector. The research also highlights the positive impact on employees' career advancement, employability, work-life balance, and overall well-being.

How appreciation preferences compare across employees who speak different languages

PurposeResearch has demonstrated that employees desire to be shown appreciation in various ways. The five languages of appreciation provide a model for exploring these differences. This study aims to explore whether individuals who speak different languages (and are from various cultures) differ in how they prefer to be shown appreciation.Design/methodology/approachThe Motivating By Appreciation Inventory (MBAI) is an online tool that assesses each person’s preferences in how they desire to be shown appreciation at work. Initially developed in English, the MBAI has been translated into seven additional languages. Over 2,200 employees took the MBAI in their preferred spoken language: Mandarin (Chinese), Danish, French (Canadian), Portuguese (Brazilian), Spanish (Latin American), Thai and Turkish. The frequency of each group’s preferred appreciation languages was analyzed to determine similarities and differences across the languages spoken.FindingsGiven the non-normal distribution of the data, the Kruskal–Wallis test found that there was a significant difference in preferences for participants’ primary appreciation language across the seven groups of various spoken languages. One key theme was that words of affirmation were most frequently chosen by five of the seven language groups, whereas employees from Thailand and Turkey chose acts of service most frequently. Additionally, tangible gifts were the least frequently chosen appreciation language by all groups, and at rates below their US counterparts. In three of the languages, quality time was preferred significantly less compared with the other languages.Research limitations/implicationsSome of the groups’ findings (Portuguese, Thai) may be impacted by a confounding variable of the type of work setting (manufacturing) in which the employees worked – in comparison to office-based work settings.Practical implicationsOne theme was, in comparison to other ways of receiving appreciation, tangible gifts are not highly valued by most employees across all language groups. Therefore, organizations using gifts as the primary way to communicate appreciation to employees may be wasting a lot of money. Similar to English-speaking employees, five of the seven language groups chose words as their preferred appreciation language. A wide range exists, however, across language groups with regards to the proportion who desire words, quality time or acts of service. Multicultural organizations should pay attention to employee preferences, lest they waste time and energy on undesired actions.Originality/valueTo the best of the author’s knowledge, this is the first study that has examined the preferences of how employees like to be shown appreciation across seven different language groups.

Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training

The study investigated the employability skills of maintenance technicians engaged in container ports in Sri Lanka. The specific objectives were to investigate 1) employability skill gaps between technicians’ evaluations of the level of current possession and the expected level to be possessed for the current job tasks, 2) employability skill gaps between technicians’ evaluations of the expected level of skills for current job tasks and immediate superiors’ evaluation of the importance of the same for current tasks, and 3) maintenance technicians’ exposure to skill development strategies after joining the respective container port terminals. The study was conducted in the two main container ports of Sri Lanka- Colombo and Hambantota. Responses were pooled from two independent sample groups- maintenance technicians and their immediate superiors. Maintenance technicians had graduated from technical and vocational education and training institutions with levels 3 or 4 National Vocational Qualification. Findings identified employability skill preferences of maintenance technicians and their immediate superiors, which led to possible skill gaps. The findings highlight the importance of TVET institutions identifying the preferences of business sectors, they should be prepared to impart employer-preferred skills to their trainees and to bridge any gaps in expectations. This will lead employees to develop realistic expectations of employer preferences. Hence, the findings of the study have implications for technical and vocational education and training institutions, students enrolled in these institutions, employees engaged in container ports, and their employers. Highlights Employability skills are vital to be employed and to remain employed Skill gaps have consequences for job seekers, employers, and training institutes This study investigated employability skills of technicians in container ports

Why do Employees Prefer to Keep Silent? Is Fear of Managers and Management's Approach Causing Employees' Silence?

This study aims to identify why and under what circumstances employees prefer to remain silent. The qualitative method was used to understand the reasons for the employees' silence, for which in-depth interviews were conducted. In this paper, 20 employees of the private sector in Kosovo were interviewed. Of the employees who were interviewed, seven of them are from the production sector, five from the service sector, three from the private education sector, and five from the trade sector. The interview data determined codes and categories, which were analyzed using the content analysis method. The data provided by the interview participants were analyzed through the MAXQDA 2020 qualitative data analysis program. Three categories with 21 codes mentioned in 263 cases were identified during data processing. The results show that the employees' fear of the managers and the management's approach is among the main reasons for the employees' silence. In addition, other reasons impacting employees' silence have been identified and presented in this paper.

Upskilling towards automation: a conversation with the experts

PurposeThis paper conducts empirical research to assess the new skillsets employees require in order to remain competitive in the age of automation.Design/methodology/approachResearch is conducted through focus groups leveraging semi-structured interviews. Participants were selected via convenience sampling from UK-based consulting agencies operating in the public and private sectors.FindingsThe findings suggest that organizations are looking to upskill employees in 5 key skill blocks: Humanistic, Process engineering, Automation technologies, Self-leadership and Data driven. The findings also suggest that employee orientation towards these skill blocks will be critical for positive work opportunities in future.Originality/valueThis paper builds on the author’s previous work to produce a conceptual skills framework which can be used by organizations as a blueprint for upskilling their employees in a period of unprecedented technological advancement.

Organizational justice, supervisor-provided resources and duty orientation: lessons from the mining sector

PurposeThe study analysed the influence of organizational justice on the duty orientation of employees in the mining sector of Ghana. Also, it examined the mediating role of supervisor-provided resources in the relationship between organizational justice and duty orientation.Design/methodology/approachThe study obtained data through a self-administered questionnaire from 291 employees of a mining firm. The data were analysed and interpreted in light of the hypotheses using the partial least squares structural equation modelling technique.FindingsThe findings revealed that organizational justice had a significant positive relationship with duty orientation and supervisor-provided resources. The results again established that supervisor-provided resources had a significant positive relationship with duty orientation. The study finally documented that supervisor-provided resources partially mediate the relationship between organizational justice and duty orientation.Practical implicationsWe recommended that the management of the mining companies devote resources to developing organizational justice policies based on fairness in resource allocation, clear roles, employee feedback and effective information dissemination. Furthermore, supervisors should place priority on acquiring and dispensing resources as employees demonstrate their willingness to improve duty orientation.Originality/valueThe study contributes to knowledge in a novel research area. It adds to empirical evidence by highlighting the possible variables that may influence employees to engage in duty orientation.

RESEARCH ON THE INFLUENCE MECHANISM OF INCLUSIVE LEADERSHIP ON EMPLOYEES’ SILENT BEHAVIOR

According to the social theory of exchange, we look into how inclusive leadership affects employees' quiet behavior. We also look into how psychological safety, power distance orientation, and active personality play a part in these relationships. The structural equation model analysis of 343 data obtained from three tracking surveys found that: inclusive leaders have a significant negative effect on employee silent behavior; inclusive leadership has a significant positive impact on employees' psychological security; there is a significant negative relationship between psychological security and employees' silent behavior; and psychological security plays an intermediary role between inclusive leadership and employees' silent behavior. The power distance orientation of employees has a negative regulatory effect on the relationship between inclusive leaders and their psychological safety. In other words, employees with a high power-distance orientation experience a weakened positive impact from inclusive leadership on their psychological safety. For employees with a low power-distance orientation, inclusive leadership has a more significant positive impact on employees' psychological safety. The proactive personality of an employee can strengthen the connection between psychological safety and silent behavior. This means that employees with high initiative will experience a greater negative impact from psychological security on silent behavior, while those with low initiative will experience a less significant negative impact.

Understanding Australian pharmacy degree holders’ job preferences through the lens of motivation-hygiene theory

Increasing the contribution of pharmacists to primary care has been long discussed, particularly in the context of health workforce shortages and the push to better integrate all providers across primary care. This study examines the employment preferences of Australian pharmacy degree holders (PDHs) elicited through a discrete choice experiment (DCE), to better understand the drivers of current labour force choices. A labelled DCE was developed incorporating the six employment sectors: hospital pharmacy, community pharmacy, primary healthcare settings, pharmaceutical industry, government/academia, and non-pharmacy-related sector. Each alternative was described by five attributes using Herzberg's Two Factor Theory as a conceptual framework. They include motivators - role and career opportunities, and hygiene factors-flexible work schedule, geographic location, and salary. Unforced choice data were analysed using conditional logit and mixed logit models. Based on a sample of 678 PDHs in Australia, our findings indicated pharmaceutical industry is the least preferred sector, followed by non-pharmacy-related sector. Motivators in the form of role and career opportunities are the most important attributes in hospital pharmacy while hygiene factors - geographic location and salary significantly drive the choice of community pharmacy and primary care settings. We provided evidence of a willingness to adopt expanded roles in community pharmacy. This unique interpretation of the key drivers of employment preference in light of motivators and hygiene factors provides policy makers with important information when designing policies to attract and retain PDHs across employment sectors.

A Study on Challenges and Benefits of Remote and Hybrid Work Model from Employees Perspective

This research study delves into the multifaceted landscape of remote and hybrid work models, focusing specifically on the experiences and perspectives of employees. As the global workforce undergoes a profound transformation, understanding the challenges and benefits associated with remote and hybrid work arrangements becomes imperative for organizations striving to adapt to the evolving work environment. Through qualitative and quantitative analysis, this study aims to provide insights into the key factors shaping employees’ experiences, including the impact on work-life balance, productivity, communication, collaboration, and overall job satisfaction. By synthesizing empirical data and existing literature, this research contributes to a deeper understanding of the complexities inherent in remote and hybrid work models, offering valuable implications for both employers and employees navigating this paradigm shift. The hybrid workplace is a concept on the lips of every industry trend in the world today. With digitalization becoming more normalized across every sphere in the global village. Every workplace needs to maximize and transcend obstacles and innovations to ease into the hybrid workplace. The work from home also becomes more relevant during the pandemic. The study was conduct in Kannura corporate IT company. This research paper focused on understanding the impact of both hybrid and work from home and the various challenges and benefits and also the preference of the employees to the future work model. The study was carried out by primary data with a sample size of 120 employers which were chosen by simple random sampling method. To analyse benefits of Work from home and hybrid work model, to analyse challenges of Work from and hybrid work model, to analyse the preference of employees in choosing the future work model. Statistical tools used for this data collection are simple frequency analysis, Independent sample T- test, Chi square test, One-way Anova: The finding soft the study revealed that the employees are happy with choosing hybrid work model as their future model. The employees can work as per their comfort zone and their comfort place to work.

How Fun at Workplace impacts Employee’s Job Satisfaction

Purpose: As globalization keeps evolving, firms have adopted new shapes and cultures. Introducing fun at the Workplace was one way to enhance employees’ effectiveness leading to better organizational outcomes. This study aimed to identify fun's effects on employees’ overall job satisfaction level at the Workplace. Methodology: The research addresses several questions, which targeted causes of job dissatisfaction, benefits provided in the Workplace, how managers should develop a satisfying working environment eliminating all the odds, and the downsides of providing an unpleasant working environment. A survey questionnaire was designed to address several questions. Around 76 respondents from different generations, various organizations and designations attempted the survey online. Findings: The survey suggested that providing a friendly environment and offering rewards and recognition was majorly considered an element of fun by employees compared to other fun activities at work. According to the findings, there is a straight correlation between fun and job satisfaction. Practical implications: This research suggests executing and adjusting workplace fun activities to meet company objectives and employee preferences in a healthy and inclusive environment increases job retention as well as satisfaction. Originality value: This research offers a thorough examination of the effect of satisfactory environment provided to the employees and explores their viewpoints on job enjoyment, emphasizing the pros and cons.

Support and employment preferences in online platform work: A cluster analysis of German‐speaking workers

AbstractOnline platform work is an emerging field of non‐standard employment. Up to now, there has been little knowledge of the perspective of online platform workers on social protection and regulation. We provide quantitative data (n = 1727) on their needs for support and on their employment status preferences. Given the heterogeneity of German‐speaking online platform workers, we have conducted a cluster analysis to group workers according to task length, hourly wage, working hours and experience on online platforms. Most of the respondents are solo‐self‐employed and hybrid workers. They prefer support instruments that improve their skills and income over those that aim to strengthen their rights. The majority of platform workers are in favour of working outside of platforms. The study also shows that despite the low dependence on platform income, the actual poverty risk is relatively high.

Labor unions and financial statement comparability

We demonstrate that managers of highly unionized firms make accounting decisions that result in diminished financial statement comparability, thereby enhancing their leverage in collective bargaining. We corroborate using a difference-in-differences approach which leverages the introduction of right-to-work laws as an exogenous shock that weakens labor union bargaining power. We also find that the impact of union power on financial statement comparability is more pronounced for firms having lower accounting complexity, financial flexibility, and employee orientation, and for firms headquartered in states having stronger democratic party orientation.

Do you prefer logging in? The relevance of the experience of telework for well-being

PurposeThe swift and unanticipated integration of telework by European companies due to COVID-19 gave rise to distinct features of telework. These attributes underscore the necessity of analysing its impact on employees’ well-being. This paper explores how telework experiences impact well-being by influencing work–life balance and job satisfaction. Additionally, it investigates whether employee preferences for telework are a contributing factor.Design/methodology/approachBased on the data provided by the “living, working and COVID-19” e-survey, structural equation models (SEM) were used to test the hypotheses. Specifically, a multiple-mediation approach and path analyses were applied to measure the relationship between the variables under study. The moderating role of preference for telework was also tested.FindingsKey findings support that telework experience has a positive impact on well-being, both directly and indirectly, particularly via work–life balance. Although preference for telework strengthens the relationship between telework experience and well-being, it does not enhance the predictive power of the mediated model.Practical implicationsThese results have important implications from an applied perspective. Human capital departments as well as managers should design telework programmes to create a positive experience since this will ensure a positive influence on the perception of work–life balance, job satisfaction and well-being.Originality/valueCOVID-19 as a sudden environmental constraint forced the implementation of telework without proper planning and training. Thus, how the employees experience this major change in their working conditions has affected their well-being. The present paper contributes to clarifying how the proposed variables relate under such constraints.

Analisis Pengaruh Budaya Organisasi Terhadap Strategi Peningkatan Kualitas Sumber Daya Manusia Pada Persebaya Amatir

Abstract
 Organizational culture is a set of established norms that constitute the values or characteristics of a company. Organizational culture can shape, influence, and even reflect the quality of human resources. Employee orientation can create effective strategies to enhance development within it. This journal discusses the analysis of the influence of organizational culture on the improvement of Human Resources Quality, also known as resources, in Persebaya Amateur. The quality of human resources can experience improvement due to the influence of the organizational culture created within it. This research uses a direct survey method involving interviews with relevant parties. Data are analyzed using organizational culture as a crucial factor influencing the improvement of human resource quality in the company. The creation of quality human resources is a significant impact of a positive organizational culture. In general, this research aims to analyze the influence of organizational culture on the strategies used to improve human resource quality. This is also to measure the strategies and roles in regression techniques to assess the extent to which organizational culture influences the internal club development strategy. The research results indicate that a positive and strong contribution of organizational culture can enhance effectiveness in strategies and roles in improving human resource quality, which can be utilized for the internal development of the Persebaya Amateur Club. The implications of these findings create a foundation for amateur football clubs to enhance performance and its positive impact on overall club development. This study can provide guidance for other amateur football clubs that seek to strengthen key aspects within their organizations.

Pengaruh Kinerja Karyawan terhadap Penjualan di Gerai Anyardrink Tanggul Serang-Banten

The aim of this research is to determine the effect of employee performance on sales which is mediated by competitive advantage. This research was conducted on Anyardrink store employees with syrup products. There were 8 types/brands of syrup used with various flavors, using a non-probability method in the form of incidental and purposive sampling. The data analysis technique used is Path Analysis and sampling test. Based on the results of the analysis, it was found that the regression model used met the classical assumption test. This research found that 1) Entrepreneurial Orientation has a positive and significant effect on Competitive Advantage; 2) Competitive Advantage has a positive and significant effect on Marketing Performance; 3) Employee orientation has a positive and significant effect on Sales Performance; 4) Competitive Advantage is proven to positively and significantly mediate the influence of Entrepreneurial Orientation on Marketing Performance.

The impact of home office on employee productivity and work balance

The implementation of the home office has changed the organization of work not only during the pandemic but also permanently, so it is considered challenging to explore the effects on work processes and the value orientation of employees. This study aims to identify the employees’ subjective perceptions of work productivity, as well as the advantages and disadvantages of home office during each wave of the COVID-19 outbreak, by taking into account the views of each generational cohort. The paper analyzes the effects of the home office on employee productivity in Slovak firms and its impacts on private life. Descriptive statistical methods were used to process the data obtained by questionnaire survey, conducted in several phases from September 1, 2020, till August 20, 2022, on a sample of 1167 respondents reached by random selection. The questionnaire was distributed through social network sites and targeted at people who use information and communication technologies, which is a requirement of the home office. The hypothesis was verified using the chi-square test. Based on the survey results, workers who use home offices feel isolated and prefer a combined form of work; they lack social contact, which reflects negatively on their mental health. The combined form of work also significantly impacts the sustainability of work productivity. The study recommends that organizations ensure work-life balance, understanding the particular generations working within the home office.

Harassment as gender discrimination in the field of work

Abstract. The article examines such a phenomenon as «harassment» as a type of gender discrimination in the field of work. It is noted that gender discrimination in the field of labor is a complex multidimensional concept, the definition of which has not reached a consensus in the international community. It is important to get that the omission of international law does not distinguish gender as a discriminatory feature separate from biological sex, gender discrimination is mainly used as a synonym for discrimination based on sex. At the same time, it has a number of features. First, it represents a set of limitations, differences and persons that are reflected on the basis of the gender criterion and violate the equality of rights and opportunities of people in the field of employment (most often it is about women). Secondly, it is affected by gender inequality in the labor market, which is manifested in gender disparities. Thirdly, unlike the debatable concept of differentiation, gender discrimination is not a factor related to an employee’s job qualities. It is emphasized that harassment in social and labor relations is definitely part of the subject area of gender sociology, which reflects social interactions not just between states, but also entrenched hierarchical power relations, formed cultural norms, and their specificity. At the same time, it is not possible to obtain the psychological and value-normative orientations of employees, the dependence of the state and scale of problems on the field of employment, on the contingent at the workplace and working conditions in general. It was concluded that broad coverage of issues of equality between women and men, representation of women as a valuable employee in the workforce, evaluation of her professionalism, implementation of real mechanisms for increasing the representativeness of women in status positions - this can contribute to the prevention and prevention of violence and harassment in the field of work. At the same time, a special active role should be played by domestic trade unions, which in one way or another are associate members of international trade union organizations, which would be expressed in educational and informational work, real assistance to the victims, and in expert participation in the development of legislative initiatives and recommendations for countering harassment in the field labor.

Analysis of the Reasons for the Youth Employment Difficulties in Todays China

Nowadays, Chinese society has entered a stage of rapid development, and a large number of knowledge-building talents are needed to help China's future development. As the main force of China's future development, young people must have a rich knowledge background as well as good physical and mental health, so as to firmly guarantee the future of China. However, the fact is that, recently, a large number of graduates are unable to find a job or they take jobs that are low-paying, unstable, or less people-oriented. Over time, young people will be less positive at work, and their enthusiasm for work will be greatly reduced, which is not conducive to China's future development. In this case, this paper studies the employment dilemma of contemporary Chinese youth and the reasons behind it, drawing the conclusion that at present, Chinese youth are faced with a dual employment dilemma of the changing employment situation and changing employment preferences, which is caused by the increase in the number of outstanding graduates, the impact of the COVID-19 epidemic, the turnover wave of Generation Z, and the structural problems of youth employment.

Is your employer branding strategy effective? The role of employee predisposition in achieving employer attractiveness

PurposeEmployer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.Design/methodology/approachA quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.FindingsResults suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.Originality/valueThe research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.