Employee Value Research Articles

Employer's Evaluation on People with Disability (PWD) Employees in the hospitality Industry: Basis for PWD recruitment and hiring policy

This research looks at what employers think about the benefits and challenges of hiring People with Disability (PWD) as employees. The study found that employers generally agreed that PWD employees are good at interacting with customers. They particularly appreciated how sensitive PWD employees are to customers' needs. However, some employers were concerned about delays in service caused by PWD employees. When it came to satisfaction, employers were very happy with the professionalism of PWD employees. In terms of loyalty, employers believed that hiring PWD employees helps build long-term loyalty to the company and they were more likely to rehire PWD employees because of their commitment. Employers also felt that employing PWDs had a positive impact on team morale. Regarding the performance of PWD employees, most employers thought they were active in team activities, but they did not see them contributing much to new ideas or innovations. The most common benefits of hiring PWD employees were promoting social responsibility and attracting loyal customers. On the other hand, encouraging innovation and adaptability was the least mentioned benefit. As for the challenges, the biggest concerns were technological barriers that limited how effectively PWD employees could assist customers and delays in service. Negative attitudes from PWD employees were the least mentioned challenge.

Human Capital Management Practices Vis-à-vis Faculty Well-Being in a Selected Philippine Higher Education Institution: Addressing the Perspective of SDG 8 Decent Work and Economic Growth

Objective: The objective of this study is to assess human capital management (HCM) practices and faculty well-being at Jose Rizal Memorial State University-Dipolog Campus, with the aim of understanding the relationship between HCM practices and faculty well-being within the context of SDG 8: Decent Work and Economic Growth. Theoretical Framework: The study is grounded in human capital theory, which emphasizes the value of employees as key resources for organizational success. It draws on concepts of employee engagement, leadership practices, and organizational justice to explore how HCM practices impact faculty well-being across various dimensions, including social, mental, financial, physical, and career well-being. Method: The research employed a survey method, with 67 faculty members participating. Data were collected through a structured questionnaire designed to measure the dimensions of HCM practices and faculty well-being. The responses were analyzed to identify the strength of the relationship between HCM practices and faculty well-being. Results and Discussion: The study revealed that all dimensions of HCM practices—leadership, employee engagement, knowledge accessibility, workforce optimization, and learning capacity—were moderately practiced. Faculty members reported high levels of social and mental health well-being but moderate levels in financial, physical, and career well-being. A strong positive relationship was found between HCM practices and faculty well-being, suggesting that optimizing HCM practices can enhance faculty well-being. Research Implications: The results underscore the importance of optimizing HCM practices to enhance faculty well-being, which in turn can improve the overall performance of the institution. Administrators are encouraged to focus on maximizing internal resources, fostering employee involvement, and enhancing organizational justice to support faculty well-being and contribute to institutional success. Originality/Value: This study contributes to the literature by highlighting the impact of HCM practices on faculty well-being in a Philippine higher education context. It provides practical insights into how universities can integrate human capital practices to improve both employee well-being and organizational outcomes, aligned with the principles of SDG 8.

INDUSTRY ANALYSIS OF EMPLOYER BRAND AND COMPENSATION SYSTEM: INFLUENCING FACTORS AND TOOLS

The article examines the relevance of building a strong employer brand in the context of attracting and retaining qualified employees, as well as its relationship with compensation systems. A compensation package includes not only wages but also additional benefits, bonuses, social guarantees, and other perks that create value for employees. Furthermore, employees value not only the material aspects but also the non-material ones, such as opportunities for career growth, professional development, company culture, and more. It is equally important for employees to have the opportunity to realize their personal lives, which implies maintaining a healthy work-life balance. Therefore, when evaluating a compensation package, whether by current or potential employees, it is necessary to consider factors such as “income” (material aspects), “time” (working time considerations), and “quality” (non-material aspects), which form the elements of a triple constraint. The article assesses the impact of various aspects of compensation policies (financial and non-material incentives) on employee motivation, performance, and loyalty to the company. Special attention is given to analyzing industry-specific differences in building compensation packages, as well as examining the ranking of Ukraine's leading employers based on 2024 data. The study reveals that most companies included in the ranking offer their employees not only a high level of wages but also demonstrate care for their professional development and health. As a result, development and training programs and medical insurance are essential components of a compensation package. Companies with the necessary technical capabilities provide their employees with hybrid or flexible work formats, particularly in the financial and IT sectors. In companies where this is not feasible, employers often provide meals for employees, a common practice in the FMCG sector. For retail companies, employee discounts on products are an integral part of the compensation system. Thus, compensation policies should be designed considering employees' needs for material rewards, professional development, health care, and work-life balance. The research findings can be used to improve motivation systems in enterprises across various industries and to strengthen employer branding.

Capabilities and Resources for Value Creation and Sustainable Competitive Advantage: A Study of the Chinese Video Game Industry

Amidst rapid technological progress and increasing regulatory demands, the Chinese video game industry has undergone rapid changes that have provided a fruitful context for examining corporate competencies. Drawing on the Resource-Based View (RBV) and Dynamic Capability View (DCV) theories, this study investigates how firm capabilities (FC) and firm resources (FR) contribute to value creation (VC), which subsequently influences firm performance (FP) and sustainable competitive advantage (SCA). A quantitative research approach was employed, utilizing the data collected from a questionnaire survey of 241 video game firms. The data analysis was conducted using SmartPLS4 software, revealing that FC/FR has a significant effect on VC, which, in turn, mediates the relationship between FC/FR and FP. This study identifies three dimensions of VC—customer value (CV), employee value (EV), and shareholder value (SV)—with EV showing stronger mediating effects than CV and SV. It then uses the BSC framework to assess FP’s intermediary role in bridging VC with SCA through the integration of both financial and non-financial performance indicators relevant to the dynamic video game industry. These results have strong theoretical and practical implications, offering valuable guidance for fostering sustainable development. Specifically, they provide actionable insights for managers to enhance value creation and firm performance while also offering policy recommendations to support regulatory compliance and promote sustainable practices in China’s dynamic video game industry.

Unlocking the Blue Ocean Advantage in HR and People Operations

In today's competitive business landscape, organizations must continuously seek new avenues for growth and differentiation. The principles of Blue Ocean Strategy offer a compelling approach to transforming HR and people operations practices. This research brief explores how HR leaders can leverage the key tenets of Blue Ocean Strategy to create uncontested market space and make the competition irrelevant. By redefining the boundaries of the talent management ecosystem, focusing on value innovation, and aligning the entire organization, HR can unlock a sustainable human capital advantage. Drawing on academic insights and real-world examples, this brief outlines strategies to expand talent pools, enhance the employee value proposition, and integrate people operations with broader business objectives. The findings highlight how a Blue Ocean mindset can enable HR to cultivate a thriving, distinctive workforce and position the organization for long-term success. This practitioner-oriented brief provides a roadmap for HR leaders to innovate and differentiate their people practices.

Business Model and Economic Sustainability of SMES in Post COVID 19 Era in Enugu State, Nigeria

The study focuses on business model and economic sustainability of SMES in Post Covid 19 Era in Enugu State. The study sought to determine the extent to which value creation affects the business growth of small and medium-scale enterprises., and ascertain the extent to which value preposition affects customer satisfaction of small and medium scale,. The study had a population size of 378 in which the study adopted census sampling using the population as a sample size because of the nature of the work. Instrument used for data collection was primarily questionnaire and interview. Out of 378 copies of the questionnaire that were distributed, 354 copies were returned while 24 were not returned. The descriptive survey research design was adopted for the study. The hypotheses were tested using simple linear regression statistical tool was used to test hypotheses. The findings indicate that to an extent, value creation has a significant positive effect on the business growth of small and medium-scale enterprises (r = 0.856; F = 99.104; t = 31.072; p< 0.05). To an extent, value preposition has a significant positive effect on customer satisfaction of small and medium scale enterprise (r = 0.765; F = 495.563; t = 22.261; p< 0.05). The study concluded that Business models create value by enhancing the customers’ willingness to pay or by decreasing suppliers’ and partners’ opportunity costs, for example, through improved transaction efficiency. The study recommended among others that Small and medium scale enterprises are encourage to embark on creating value for employees which results in higher efficiency and creating value for shareholders translates into increase in stock price, future guarantee of investment capital.

Strategic Human Resource Management in Social Enterprises: A Systematic Review of Practices and Challenges

Strategic Human Resource Management (SHRM) has evolved to align human resource practices with organizational objectives to enhance performance and create competitive advantages. This study reviews the application of SHRM in social enterprises (SEs) that balance social impact and financial sustainability. A systematic review methodology was used to identify and analyze various SHRM practices implemented in social enterprises, as well as to evaluate the challenges faced by the sector. This study explored the scientific literature by analyzing strategic HRM in social enterprises using bibliometrics. The researcher then conducted keywords on the Scopus database (Scopus.com). The analysis results showed that 261,499 articles were collected. The researcher used Program R to conduct the bibliometric analysis. SEs adopt innovative HR practices like value-based recruitment, tailored training programs, volunteer management, and adaptive performance evaluations to align employee values with organizational missions while promoting inclusivity and retention despite resource constraints. However, SE face challenges such as financial limitations, skill mismatches, high turnover, cultural diversity, and stakeholder pressures. To address these issues, SEs must innovate HR strategies that integrate sustainability and stakeholder expectations. This study highlights an increase in SHRM research within SEs driven by sustainability concerns and the complexity of workforce management. Through thematic analysis, two main clusters emerge: sustainable development and human-organization dimensions, illustrating the link between strategic HR decisions, employee engagement, and organizational outcomes. Despite growth, a decline in citation count suggests the need for better research accessibility, collaboration, and quality. This research emphasizes SHRM’s importance in supporting SEs’ dual missions and managing tensions between social and economic goals. Future research should explore cross-regional dynamics, technology integration, and stakeholder engagement to enhance SHRM’s practical and theoretical contributions and ensure SEs can better achieve sustainable social impact. This study employed a systematic review methodology, collecting data from the existing literature, and conducting thematic analysis to explore trends and gaps in SHRM practices for SEs.

A Bibliometric Analysis on the Impact of Internal Communication in Post-Pandemic Corporate Environments: A Transversal Survey of Trends and Developments in the Scientific Literature

The emergence of COVID-19 has boosted internal communication as a central axis in the corporate environment, establishing itself as a key trend in 2024. This article examines the evolution and impact of internal communication in the business world since the appearance of the mentioned virus, with an analysis of selected publications in the months following the pandemic until the present in Scopus and the Web of Science. Through this study, the importance of internal communication in promoting well-being and effective leadership is highlighted, as well as its impact on transforming work practices and corporate culture, offering a detailed understanding of its benefits and added value for both organizations and employees.

Influence of Cultural Dimensions on Employee’s Commitment and Turnover Intention in Transnational Education Institutions in Nepal

Purpose: The study aims to understand organizational culture types and assess their influence on employee’s commitment and turnover intention in transnational academic institutions (TAIs) in Nepal. Design/methodology/approach: This study used a cross-sectional design with quantitative methods to examine the cultural influence on employee commitment, and turnover intention. Data were collected using psychometric tools from 397 respondents through convenience sampling. Further, SPSS was used for correlation and regression analysis ensuring validity and reliability. Findings: The study found that TAIs predominantly exhibit a clan culture, which fosters a collaborative work environment. Notably, this research explores how distinct aspects of organizational culture influence employee commitment and turnover intention, focusing on the unique effects of these cultural component. It reveals how specific cultural aspects can have varying impacts, with positive effects on employee commitment and negative effects on turnover intention. In addition, it also shows the importance of cultivating a supportive organizational culture for effective staff commitment. By shedding light on the role of specific cultural types, the study fills a gap in the literature, offering actionable insights for HR managers and policymakers in shaping effective organizational environments within TAIs in Nepal. Conclusion: This study examined organizational culture’s impact on employee commitment and turnover intentions in TAIs. The research highlighted that, under the organizational culture framework in TAIs, clan culture is strongly desired and relativelyimpactful on both employee commitment and turnover intentions. In addition, the employee’s commitment also partially intervenes the effect of organizational culture on turnover intentions. Implications: The study highlights the need for HR and managers in TAIs to foster a clan culture that enhances employee commitment and reduces turnover. Tailoring strategies to different cultural types, such as adhocracy and market cultures, is crucial for improving commitment. Additionally, policymakers should focus on creating supportive environments that align with employee values, which can improve institutional performance and employee loyalty. JEL Classification: J28, M12, M54

Social Dimension of Sustainable Development and Social Outcomes of Businesses

Abstract The article refers to a valid and current research area related to business sustainability. The development of the concept of sustainability has resulted in the linking of the overall concept to the actions that entrepreneurs take for sustainable development. Thus, it has moved the discussion to the level of sustainable business models, taking into account economic, environmental and social aspects together. The paper focuses on the social layer of the sustainable business model. The main objective of this article is to identify the relationship between activities in the social dimension and sustainable outcomes. Research covers organizations operating in Poland and is based on a questionnaire (the statistical analysis is based on empirical studies conducted in 303 companies operating in Poland). The data collected allowed the construction of a regression model and the results revealed statistically significant relationships between social outcomes and values for society and employees.

Leveraging Employee Value Creation in Building Organizational Resilience: A Serial Mediation Approach

Leveraging Employee Value Creation in Building Organizational Resilience: A Serial Mediation Approach

Условия труда как важный фактор удовлетворенности трудом работников регионального промышленного предприятия (ХМАО-ЮГРА, ЯНАО)

This article examines a key aspect of job satisfaction in the context of modern realities. It primarily focuses on investigating the factors influencing the level of job satisfaction among employees in organizations. The analy-sis addresses the complex situation on the labor market of the Russian Federation, which is currently experi-encing a critical period due to a shortage of specialists in various fields. This has led to heightened demands for qualified personnel. Such conditions have resulted in a transition from an employer-controlled market to one where employees are the primary driving force. This shift exacerbates challenges related to attracting and retaining staff, thereby increasing employee turnover rates. The author conducts a qualitative study of the prob-lem through focus groups, revealing that many employers are insufficiently aware of the factors affecting their employees’ job satisfaction, which leads to management mistakes. For a more in-depth analysis, the author conducts secondary research and examines the results of a survey by the Russian Public Opinion Research Center (VTSIOM), as well as conducting expert interviews, focusing on the importance of working conditions for employee satisfaction. The results reveal that employees value not only material but also non-material aspects, highlighting the necessity of creating a positive workplace atmosphere.

Effectiveness of Innovation for Organizational Excellence in the Information Technology Sector

Introduction: Digital transformation era calls for effective leadership competencies in the information technology sector. The need, significance, purpose and scope of the study will reiterate the Statement of the problem and research statement - that there is no coherent link in most studies between effectiveness of innovation as a leadership competency and organizational excellence, since there is still a scarcity of research, based on the Review of Literature. This study assesses the significant relationship between effectiveness of innovation as a leadership competency and organizational excellence drivers like employee value proposition, competitive advantage, organizational agility and organizational culture. Team Leaders, project leaders, project managers and senior leaders of select IT Companies in Chennai city were the universe of the study. Objectives: (i) Examine the effectiveness of innovation as a leadership competency on drivers of organizational excellence namely - employee value proposition, competitive advantage, organizational agility and organizational culture. (ii) Examine differences in the impact of demographic factors like gender, age, educational qualification, total years of experience, and years of experience in current company, on innovation, as a leadership competency. (iii) Examine differences in the impact of demographic factors like gender, age, educational qualification, total years of experience, and years of experience in current company, on drivers of organizational excellence namely - employee value proposition, competitive advantage, organizational agility and organizational culture. Methods: For this study, quantitative research design and approach, structured questionnaire as research tool, simple random sampling method, and standard data analysis process for interpretation of the collected data has been used. Results: The rise in knowledge work, beckons leadership for an innovation mindset, risk-taking, change management for work, workforce and workplace. Human capital development for innovation, improves product, service, process, technological and business model innovation for growth. Enhanced employee value proposition, nimble-organizational agility and an enticing organizational culture creates sustained competitive advantage. Conclusion: It was found that effectiveness of innovation as a leadership competency, impacts the drivers of organizational excellence and paves way for long-term strategic success, to build a thriving workforce that in turn helps to build successful business organizations with sustainable competitive advantage.

Internal Marketing and its Impact on Customer Value: An Exploratory Study of the Opinions of a Sample of Bank Customers

This research aims to identify the impact of internal marketing in its dimensions (empowerment, internal communication, and teamwork) on customer value in its dimensions (service quality, customer relationship management, and the personal value of employees). It explores the role that internal marketing can play in influencing customers and enhancing their satisfaction with the services provided by the surveyed banks. The banking sector represents the research field, while the research population consists of customers holding bank accounts in the surveyed banks. A total of (150) questionnaires were distributed, of which (116) were returned and (109) were deemed valid for analysis. The data were processed using statistical methods through the SPSS software. The statistical analysis showed a correlation and impact relationship between internal marketing and customer value in the banks included in the study sample.

Values, wellbeing, and job satisfaction in telework: Evidence from IT-enabled service firms

The widespread adoption of telework, initially driven by the COVID-19 pandemic, has persisted beyond the crisis, reshaping organizational practices and redefining employee expectations. Despite its accelerated implementation, limited research has explored how teleworking environments influence employee value orientations and their impact on wellbeing and job satisfaction. This study examines the distinct effects of terminal and instrumental values on two dimensions of employee wellbeing—psychological and subjective—and how these, in turn, affect job satisfaction in a teleworking environment. Focusing on IT-enabled service firms in India, this study provides insights into a developing market where telework is increasingly becoming mainstream. An online survey yielded 715 responses from employees working in these firms, which were analyzed using covariance-based structural equation modeling (CB-SEM). Findings reveal that both terminal and instrumental values positively influence psychological and subjective wellbeing, which subsequently enhance job satisfaction, and that psychological and subjective wellbeing partially mediate the relationship between these values and job satisfaction. The study's contributions therefore lie in providing a better understanding of how value-driven motivations influence employee wellbeing and satisfaction when they work from home or remotely (theoretical contribution) while providing actionable implications for improving telework policies and practices (practical contribution).

How Does Secure-base Leadership Influence Employee Well-being?

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.

Exploring Employee Experience: Millennial Human Resources Practitioners in the IT Sector

The labour market is going through a disruptive phase, characterised by changes in expectations about work. On the one hand, younger generations of employees value aspects such as purpose, personal development, and work-life balance, making these elements crucial to a positive experience at work. On the other hand, organisations recognise that employee satisfaction and well-being influence organisational success. Thus, the main objective of this study is to understand the employee experience of millennial human resources in the information technologies (IT) sector. As specific objectives, we intend to understand which (i) factors they consider influencing their personal and professional experience within organizations; (ii) organizational practices associated with the promotion of positive employee experience; (iii) organizational strategies adopted to promote a positive employee experience and, (iv) challenges linked with positive employee experience management. A qualitative research methodology was used to collect data, using a semi-structured interview with a group of 10 millennial human resources professionals joining the IT sector to answer the research question how is the experience of millennial human resources in the IT sector? The interviews were verbatim transcribed, and data were analysed according to thematic analysis procedures. Our findings show that human resources professionals belonging to the millennial generation express a greater interest in being part of organizations that offer a compensation and benefits system aligned with their performance, in addition to ensuring an effective work-life balance. Furthermore, they emphasize the influence of organizational behaviour on their job satisfaction, indicating that employee experience tends to be positive when the organization promotes a collaborative culture, fostering a work environment conducive to the development of strong interpersonal relationships, the creation of cohesive and dynamic teams, and a clear alignment between individual and organizational goals. Overall, the interviewees demonstrate satisfaction with their current employee experience, acknowledging that it meets their needs and interests comprehensively. Some conclusions for Human Resources Management are provided in the last part of the paper.

Diversity in the Workplace and Its Impact on Organizational Productivity: A Study of Federal Polytechnic Offa, Kwara State.

This study investigates the impact of diversity in the workplace on organizational productivity at Federal Polytechnic Offa, Kwara State. The study aims to determine the extent to which diversity in terms of gender, age, educational background, and religion and ethnicity influences organizational productivity in the institution. The population of the study consists of all the one thousand two hundred and ninety six (1,296) staff of the Polytechnic as at September, year 2024. Using a stratified sampling technique, a sample size of 306 respondents (160 Academic Staff and 146 NonAcademic Staff) was drawn from the study population. Data was collected through a questionnaire administered between July and September, 2024 and analyzed using Statistical Package for Social Sciences (SPSS). Findings from the study revealed a significant relationship between workplace diversity and organizational efficiency, highlighting the advantages of having a diverse range of perspectives and experiences for collaboration. It has been demonstrated that a diversity of employee values significantly affects corporate performance by fostering employee cooperation and collaboration, which in turn boosts productivity. Additionally, the study discovered that diverse and inclusive work cultures positively affect employee engagement, which raises organizational productivity. Furthermore, it was found at Federal Polytechnic Offa that a more productive and efficient public sector could be achieved by aligning employee values with organizational values, which also enhanced organizational culture. To sum up, this study underscores the importance of workplace diversity in improving organizational effectiveness and fostering a cohesive work environment enhancing teamwork among coworkers and increasing organizational productivity

Greenwashing and its potential to damage

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Organizations must guard against the likely damaging consequences of greenwashing. This can be achieved through commitment to activities and practices that genuinely aid environmental welfare. In turn, it helps ensure alignment between firm and employee values to strengthen job satisfaction, affective commitment and the likelihood of employee engagement in extra-role activities for the environment. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Does Occupational Exposure to Chemicals/Carcinogens Affect the Hematological Parameters of Workers?

Background/Objectives: Chemical and carcinogenic risk in workplace are linked to an increase of the incidence of cancer in exposed workers. The aim of this observational study was to identify an association between exposure to chemical risk and changes in hematochemical parameters of workers exposed. Methods: The study examined blood count parameters performed on 4523 employees of Sapienza University of Rome from September 2019 to February 2020. A total of 1402 workers in research laboratories, exposed to chemical risk and carcinogens, was compared with a cohort of 3121 blood donors, in apparently good health, matched for age, sex, and period of blood collection. Results: Multivariate analysis demonstrated acrylamide is the most frequently associated chemical with significant changes between the groups. It is related to an increase in monocytes and MPV, a reduction of lymphocytes, platelets, and red series values, while MCH remained unchanged. Formaldehyde reveals the same changes as acrylamide, with the exception of the percentage of lymphocytes, red blood cells, and HB, which remain unchanged. Other chemicals and carcinogens show variations for few blood count parameters. Conclusions: The present study found out a significant change in blood count values in workers exposed to acrylamide and formaldehyde. It also showed an increase in the mean monocyte value in employees exposed to carcinogenic risk, compared to non-exposed, with the exception of Trypan Blue. The implementation of efficient health surveillance remains of critical importance. These data should be compared with those from follow-up studies.