Employee Orientation Research Articles

Enhancing Fairness in LLM Evaluations: Unveiling and Mitigating Biases in Standard-Answer-Based Evaluations

Large Language Models (LLMs) are recognized for their effectiveness in comparing two answers. However, LLMs can still exhibit biases when comparing one answer to a standard answer, particularly in real-world scenarios like new employee orientations. This paper identifies positional and verbosity biases in LLM evaluators in such contexts. To mitigate these biases, we apply Chain of Thought prompting and Multi-Agent Debate strategies. Our research reveals that bias prevalence varies among different models, indicating the need for tailored approaches to ensure unbiased and constructive feedback.

Academic and Employment Preferences of Nursing Students at the University of Las Palmas of Gran Canaria: A Cross-Sectional Study

Background/Objectives: It is well known that there are differences in the academic and employment preferences of nursing students once they have completed their undergraduate studies in nursing. These preferences are largely influenced by students’ affinity for certain thematic areas over others. Therefore, the objective of this study was to identify the employment and academic preferences of third- and fourth-year Nursing Degree students at the University of Las Palmas de Gran Canaria (ULPGC). Methods: A cross-sectional, descriptive observational study was conducted among nursing students across three campuses of the ULPGC (Canary Islands, Spain). An online questionnaire was used to collect various sociodemographic and academic variables, as well as preferences across ten thematic areas. Descriptive and bivariate inferential analyses were performed, along with a correlation analysis among the areas. Results: The areas of highest preference were “Emergency Nursing”, “General Nursing”, and “Family and Community Nursing”. The areas of lowest preference were “Other Areas (teaching, management, research)”, “Mental Health and Psychiatric Nursing”, and “Geriatric Nursing”. Three clusters of closely correlated areas were identified: cluster 1 (Intensive and Critical Care Nursing, Emergency and Emergency Nursing and Operating Theatre and Anaesthesia Nursing), cluster 2 (Obstetric-Gynaecological Nursing–Midwifery, Paediatric Nursing and Mental Health and Psychiatric Nursing) and cluster 3 (remaining areas). A significant proportion of students expressed intentions to pursue postgraduate studies. Conclusions: Strategies should be implemented to enhance students’ preferences in the areas of “Mental Health and Psychiatric Nursing” and “Geriatric Nursing”, which are areas where there is a high demand for nurses. It is also necessary to increase their interest in research, management, and teaching. This study was not registered.

Enhancing The Usage Of Microlearning System In Public Sector

This study explores the factors influencing the use of microlearning in the public sector by applying the DeLone and McLean Information Systems Success Model (DMISM). The study focuses on the role of overall quality, compatibility, and transformational leadership in shaping the actual use of microlearning systems. Using a quantitative approach, data were collected from 317 employees of Indonesian Government Financial Institutions (Lembaga Keuangan Pemerintah) through an online survey. The data were analyzed using covariance-based structural equation modeling (CB-SEM) in LISREL 8.8. The results indicate that overall quality, compatibility, and transformational leadership have significant and positive impacts on the actual use of microlearning systems. Among these factors, compatibility emerged as the strongest predictor of use. The findings suggest that improving the quality of microlearning content, aligning it with employee preferences, and developing a supportive leadership environment are key to increasing the adoption and effectiveness of microlearning in public sector organizations. Further research is recommended to explore other potential factors and expand the scope to other government sectors

Sustainable mobility challenges – case study of the offshore center in Gdansk transport accessibility

Urban mobility planning is one of the key elements in building a sustainable future. Strategic management of urban transport traffic not only reduces congestion and minimises the negative impact on the environment but also positively affects the improvement of residents' quality of life. Furthermore, following the Corporate Sustainability Reporting Directive approved by the European Union in 2023, companies are obliged to submit annual reports on their environmental impact. One of its elements is the calculation of the organization's carbon footprint, which includes emissions caused by means of transport, including emissions from commuting to work. This case study investigates the impact of transport accessibility on employee preferences and behaviour in the context of changing the premises location, using the example of the Maritime Institute of Gdynia Maritime University (GMU), located at the newly opened Offshore Center in Gdansk seaport. The research hypothesis states that the relocation to new premises with limited transport accessibility may, as a consequence, influence the choice of commuting transportation methods among employees, potentially leading to a shift towards less sustainable means of transport. The results of the research survey prove that there is a complex interconnection between transport accessibility, commuting behaviours, and sustainable mobility initiatives. This pilot study aims to contribute to urban mobility planning by exploring how to transport accessibility influences employee behaviour and by proposing strategies to improve commuting conditions and promote more sustainable solutions.

More is not always merrier: does leader-team perceptual distance on context influence leadership training transfer?

ABSTRACT Although the organizational context has been identified as an important factor contributing to the success or failure of leadership training initiatives, exploration of the interaction between differing contextual perceptions in relation to the transfer of leadership training is lacking. Building on Oc’s framework on context and leadership, we examine how the degree of perceptual alignment of leader and teams on two contextual factors, formalization and employee orientation, were related to followers’ ratings of transformational leadership after a leadership training in the forest industry (n = 37 leaders). Polynomial regression with response surface analysis revealed that agreement between leaders and their teams on formalization and employee orientation predicted improvements in transformational leadership but only up to a certain point. At high levels of formalization agreement negatively impacted leaders’ development of transformational leadership, and at high levels of employee orientation the positive impact of agreement flattened out. Leaders who rated formalization and employee orientation higher than their teams increased their transformational leadership to a lesser extent as rated by their followers. Our findings extend the framework developed by Oc and offer a new perspective on the complex interplay between leader, follower, and contextual factors that all matter for successful leadership training transfer.

Balancing customer and employee orientations: impact on financial distress and firm value

PurposeThis paper investigates the effect of balanced orientation (BO) toward customers and employees on financial distress and firm valuation. Rooted in stakeholder theory and the attention-based theory of firms, the study aims to understand how a balanced synthesis of employee orientation (EO) and customer orientation (CO) influences the long-term market performance and survivability of firms, particularly in the context of emerging markets.Design/methodology/approachA panel dataset of the top 500 firms listed on the National Stock Exchange of India was analyzed using fixed-effect panel models with robust estimators. The Heckman procedure was employed to address selection bias. Financial data were sourced from the CMIE Prowess database and balanced orientation data were extracted from the annual letters to shareholders.FindingsThe study finds that a balanced approach to EO and CO significantly lowers bankruptcy risk and increases firm valuation. Contrary to the traditional dichotomy of EO and CO, BO emerges as a key driver in reducing financial distress and enhancing long-term market performance. Firms embracing multiple strategic orientations outperform those solely focused on customer orientation.Practical implicationsFor emerging market firms facing resource constraints, developing BO is challenging but crucial. This study suggests adopting a sequential or alternating approach to developing EO and CO, which can alleviate bankruptcy risk and improve market valuation even in competitive environments.Originality/valueThis paper contributes to the existing literature by empirically demonstrating the significance of BO in emerging markets. It offers a novel perspective on strategic management, highlighting the importance of balancing customer and employee needs, especially in resource-constrained environments.

Spirituality in social entrepreneurship: an ethical approach to sustainability

Purpose This study aims to present a sustainability framework that advances the conceptual understanding of the role of spirituality in the context of social entrepreneurship. Design/methodology/approach Through a systematic literature review of spirituality at both the individual and organisational levels, the triple bottom line framework of sustainability, and business ethics, this study offers a sustainability framework for social entrepreneurship. It explains how spirituality at these levels influences various dimensions of social entrepreneurship and helps achieve social, economic, environmental and ethical outcomes. Findings The study proposed that individuals with spiritual practices are more likely to engage in entrepreneurial, social, ethical and environmental orientations, while organisations with spiritual practices are more likely to engage in employee, market and ethical orientations. Spiritual capability can serve as a strategic advantage and contribute to the sustainable development of social enterprises. Originality/value This study makes three significant contributions. First, it presents an emergent framework for integrating spirituality (at both individual and organisational levels) and sustainability within the social entrepreneurship literature, offering implications for both social entrepreneurs and social enterprises. Second, this study proposes incorporating ethics as the fourth dimension of sustainability and argues that spirituality can act as a catalyst for achieving sustainability in social entrepreneurship. Third, this study identifies seven critical dimensions of social entrepreneurship: spiritual capabilities, entrepreneurial orientation, social orientation, environmental orientation, market orientation, ethical orientation and employee orientation, all of which contribute to ethical and sustainable development.

Dimensional Perspectives of Human Resource Development

Human Resource Management (HRM) is a collective term for all the formal systems created to help in managing employees and other stakeholders within an organization. It is tasked with four main functions, namely, the recruitment, utilization, development and motivation of employees. Ideally, the role of HRM is to find the best way to increase the productivity of an organization through its employees. Until recently, an organisation’s human resource department was categorized in the lower rungs. This is surprising considering the crucial role that this department plays in replenishing and nourishing an organization’s resources. It has transformed significantly from the task-oriented nature of administration it used to be in the 1980s. It is now viewed as a strategy-focused extension of every organisation. This department thrives on specific principles, such as commitment and competence, Another core function of HRM is employee orientation and development. Orientation is the process of teaching new recruits the necessary skills, knowledge, and behaviors so that they can transition to the new organisation effectively. Employee orientation is a broad process conducted by the HR department, and it’s done through different methods, including lectures, meetings, videos, mentoring, and team-building exercises. The main objective of the orientation is to provide new recruits with adequate information regarding the organisation’s targets, rules, policies, and activities. Employee development refers to all the efforts for improving individual, team, and organizational effectiveness. One aspect the human resource department tackles is talent development. This involves aligning the employees’ skills with the organisation’s needs. In addition to hiring, training, and orienting employees, HRM should alsoimprove their career opportunities.

A Tossed Salad: Heterogeneity of Societal Culture and Preferred Leader Behavior in the Russian Federation

In this study, we examine societal-cultural values and employee preferences for explicit leader behaviors and their relationships in the Russian Federation. Our analyses of data obtained from samples in two large regions (Siberia and Western Russia); indicate the heterogeneity, that is, differences of the traditional, Slavophile-Orthodox, and Western-like characteristics therein. In doing so, we contribute to the literature on culturally contingent business leadership in Russia, by providing a basis for and stimulating research to enlarge and systematize the literature and construct useful practical recommendations.

A Comparison of Preferred Leader Behaviors in Slavic Countries: Three Tribes and Seven Nations

The purpose of this study is to examine and compare the employee preferences for explicit leader behaviors within and across seven Slavic countries, belonging to three Slavic tribes. Our analyses of data obtained from 2542 participants revealed several patterns of similarities in volume and distribution as well as magnitude and structure of these preferences between and within the participating nations, their regions and tribes. The differences, however, are inconsistent. We contribute to the “Black Box” of cross-cultural leadership literature and hope to stimulate further research demystifying and facilitating leadership research and practice in these astonishing nations.

Czech Leadership Culture: Determinants of Preferred Leader Behaviour

This study investigates the leadership culture within the Czech Republic, using a survey of 389 participants to examine factors that influence leader behavior preferences. The study addresses the gap in specific research on Czech leadership, seeking to reveal employee preferences in leadership behaviors and how these may be connected to national cultural values. It tests hypotheses related to the influence of culture, region, age, gender, education, and organizational type on preferred leadership behaviors. Findings indicate notable regional differences in leadership preferences, with more subtle variations observed across gender, educational background, and types of organizations.

A Meta-analysis of the Profit-Sharing Practices among Engineering, Construction, and Related Firms: Strategy to Increase Company Revenue

This paper explores the impact of profit sharing on employee motivation, productivity, and company performance in the engineering and construction industry. Through a meta-analysis of recent studies, it identifies key factors that influence the effectiveness of profit-sharing programs. The findings reveal that profit sharing significantly boosts employee motivation and productivity, with increases of 15% and 12% respectively. Moreover, job satisfaction rates are 20% higher among employees participating in profit-sharing programs. However, there is a notable preference split, with 60% of employees favoring profit sharing for its potential higher earnings, while 40% prefer fixed salary increases for stability. The research further indicates that frequent and actively managed profit-sharing distributions, such as quarterly payouts, lead to better financial performance, with a 10% increase in overall performance and a 5% improvement in profitability. Project-based profit sharing in the construction sector is particularly effective, resulting in a 25% increase in project completion rates and a 15% reduction in project costs. Additionally, profit sharing is more effective in unionized organizations, with an 18% increase in effectiveness, and mandatory profit-sharing frameworks enhance worker satisfaction and productivity. Based on these findings, the paper recommends developing tailored profit-sharing strategies that cater to different employee preferences, implementing frequent and active management of profit-sharing distributions, adopting project-based profit sharing in project-centric industries, engaging with unions for fair terms, advocating for supportive regulatory frameworks, and continuously monitoring and evaluating the effectiveness of these programs. By adopting these strategies, engineering and construction firms can enhance employee motivation, improve productivity, and achieve better financial performance, driving organizational success.

Attitudes and preferences about retention: A survey study of nursing home employees

ObjectiveThere is an anticipated surge in demand for nursing home staff associated with the doubling of Americans aged 65 and older by 2060. Nursing homes face alarming turnover rates, exacerbated by the COVID-19 pandemic. This study explores the attitudes and preferences of nursing home staff toward non-monetary perks to better understand perks’ impact on employee retention. MethodsThis cross-sectional survey study, conducted in a 115-bed nursing home in Pittsburgh area, assessed employee preferences toward non-monetary workplace incentives. Descriptive statistics were used to analyze multiple choice questions and thematic analysis was used to assess open-ended questions. ResultsA total of 59 employees completed the survey. Participants indicated preferences for perks with monetary benefit, such as extra PTO for good work, gift cards, and classes. Thematic analysis revealed preferences for incentives such as equitable treatment. DiscussionThese preliminary findings offer insights on increasing nursing home employee retention using non-monetary incentives.

Does Management Efficiency have any Influence on Job Satisfaction?

Recently, there has been a growing global need for washing services worldwide. This surge has significantly influenced the growth of washing enterprises in all nations, including Indonesia. Nevertheless, this nation's expansion of the laundry sector has led to fierce rivalry. Many laundry businesses have failed to compete because they could not effectively implement efficient human resource management. This study aims to analyze the impact of efficiency management on employee satisfaction by identifying remedies to maintain the sustainability of the laundry sector. This study primarily examines the management of human resource efficiency, emphasizing four dimensions: leadership style, work environment, rewards, and work motivation. This study examines the role of employee performance accomplishment as a mediator. This study uses structural equation modeling (SEM) approaches to quantitatively test data from 135 respondents. The results of this study suggest that the leadership style, work environment, and rewards that align with employee preferences have a substantial impact on employee job satisfaction. It means that efficient human resource management that emphasizes these three dimensions is critical to the success of laundry businesses facing intense competition. Theoretically, this study has successfully addressed the gap in previous studies. Practically, this study can provide valuable information to practitioners in enhancing the competitive edge of their laundry business.

Time autonomy in personnel planning: Requirements and solution approaches in the context of intelligent scheduling from a holistic organizational perspective

Traditional work models often need more flexibility and time autonomy for employees, especially in manufacturing. Quantitative approaches and Artificial Intelligence (AI) applications offer the potential to improve work design. However, current research does not entirely focus on human-centric criteria that enable time autonomy. This paper addresses this gap by developing a set of criteria to evaluate intelligent personnel planning approaches based on their ability to enhance time autonomy for employees. Existing quantitative approaches are not sufficient to fully integrate the developed criteria.Consequently, a novel model approach is proposed in an attempt to bridge the gap between current practices and the newly developed criteria. This two-stage planning approach fosters democratization of time autonomy on the shopfloor, moving beyond traditional top-down scheduling. The paper concludes by outlining the implementation process and discusses future developments with respect to AI for this model approach.Practical Relevance: In order to make working conditions on the shopfloor in high-wage countries more attractive, an alternative organization of shift work is needed. Intelligent planning approaches that combine traditional operations research methods with artificial intelligence approaches can democratize shift organization regarding time autonomy. Planning that takes both employee and employer preferences into account in a balanced way will strengthen the long-term competitiveness of manufacturing companies in high-wage countries and counteract the shortage of skilled labor.

The Gig Economy in India: Unpacking the Economic and Social Implications

The gig economy, a labor market where freelancing or short-term contracts are more common than permanent positions, has grown significantly on a global scale in recent years. The country of India has experienced a notable transition to a gig economy due to a combination of factors including employer preferences, worker demographic changes, and swift technological progress. The gig economy includes a broad spectrum of occupations, including independent graphic designers, content producers, and IT specialists, as well as ride-hailing firms like Uber and Ola. Digital platforms that bypass traditional employment intermediaries and link workers directly with consumers or businesses generally facilitate these activities.

An exploratory study on the adaptation strategies of longtail boat tour operators to an evolving marine business landscape: a case study of Phuket Island, Thailand

ABSTRACT In Thailand's marine tourism, longtail boat operators play a vital role in local economic growth, cultural heritage preservation. Recognizing their significance, it is important to support these operators by understanding their adaptation to the fast changing business landscape. This study investigates the situation and adaptation strategies of longtail boat tour operators in Phuket, Thailand. Semi-structured interviews were conducted to gather data and discuss the findings’ implications. Findings indicate a resurgence in tourism and a corresponding increase in revenue, driven by a sense of optimism and renewed investment among boat operators. Amidst this rebound, operators exhibit different service design strategies, with some retaining traditional business practices. However, the emergence of new domestic and foreign competitors in marine tourism has prompted a shift towards community empowerment. Simultaneously, the study underscores the pressing issue of business succession. The reliance of traditional maritime skills and the transfer of the skills across generations is at risk due to the younger generation's employment preferences. Emerging environmental challenges, such as climate change and unseasonal weather, further complicate the situation, along with increased water traffic. This research enhances understanding of how longtail boat tour operators adapt to business challenges, offering insights for stakeholders and policymakers in marine tourism.

A baseline survey of levels of motivation, well-being, and employment preferences of newly qualified social workers in the UK

ABSTRACT The aim of this study is to examine levels of motivation, wellbeing, and employment preferences of newly qualified social workers who graduated in 2022. A mixed-method study design was employed using standardized measurements for wellbeing, measurable scales for motivation and employment preferences, and qualitative questions about job preferences. The online survey was completed by 176 final-year social work students in Northern Ireland during the summer 2022. The current paper reports Time 1 data from a longitudinal project examining levels of motivation, well-being, resilience, and employment preferences of graduates over a 12-month period. Quantitative data were analyzed using SPSS (version 26). Wellbeing scores were compared using Mann-Whitney U tests, and motivation was compared using Fisher’s exact tests. Qualitative data from responses to open-ended questions was analyzed using six-step approach to thematic analysis. There were no significant differences in wellbeing scores or levels of motivation between participants based on age, sex, caring responsibilities, or disability. The majority were motivated to find employment in social work (98.3%), in Northern Ireland (97.7%), in statutory Health and Social Care Trusts (71.1%). However, stakeholders need to improve support systems and stability within teams, enhance remuneration, and ensure workloads are manageable.

The Influence of Empowerment Leadership on Proactive Behavior of Employees With Goal Orientation as a Mediation Variable at the Women's Empowerment Office, Protection Children and the People of Binjai City

A deep understanding of the relationship between empowering leadership styles, goal orientation, and proactive behavior of employees can be key to optimizing organizational performance in addressing sensitive issues related to women, children, and society more effectively. The purpose of this study is to find out and analyze the influence of Empowerment leadership on Proactive Behavior mediated by the Orientation of the purpose at the Office of Women's Empowerment, Child Protection and Community of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is no influence of Empowerment Leadership on proactive behavior. where the T-statistic value is 0.960 < 1.96 and the P-Value value is 0.341 > 0.05. 2) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value of 0.028 < 0.05 which means that if the leadership Empowerment is improved, then employee goal orientation will increase.3) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value value of 0.028 < 0.05 which means that if Empowerment leadership is improved, employee goal orientation will increase and 4) Goal orientation is able to mediate the influence between Empowerment Leadership and Proactive Behavior with a T-Statistic value of 2.300 > 1.96 and a P-Value of 0.025 < 0.05. The implication of these findings is that management needs to consider implementing appropriate goal-oriented development strategies, along with empowerment leadership practices, to create a work environment that supports and encourages productive and innovative proactive behaviorsLeadership Empowerment

Planning Steps of The Orientation Period and Competency Improvement for Employees Appropriately

This study aims to explore the appropriate planning steps for orientation and competency enhancement of employees based on the in-service training model with an andragogical approach. Andragogical approach considers the characteristics of adult learning, allowing for the development of more effective learning strategies in the workplace context. The research methodology employed is a literature review and analysis of various in-service training models implemented in different organizations. The findings highlight key steps in planning orientation and competency enhancement, including identifying training needs, developing relevant curricula, devising interactive teaching strategies, and ensuring ongoing evaluation. The practical implications of this research involve the development of planning guidelines to assist organizations in designing and implementing effective and relevant in-service training programs for employee development.