Employee Orientation Research Articles

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.

A case study on the implementation of location tracking technologies for productivity monitoring: understanding workers’ acceptance and socio-technical implications

Automated real-time data collection is becoming more prevalent in construction, with workers’ location data being a pivotal component in detecting poor logistics and inefficient construction flows. However, the collection of location data for productivity monitoring raises significant concerns about privacy and wellbeing implications for workers. Implementing such technological solutions requires an understanding of how humans may respond to sensor-based automated data collection, making this a socio-technical issue. This study identifies the drivers of construction workers’ acceptance of radio-based location tracking technology for productivity measurement using a modified Technology Acceptance Model (TAM) and offers a sociotechnical understanding of technology acceptance with implications for managing how new technologies are introduced on construction projects. Using a large residential project in Lima, Peru as a case study, construction workers were monitored using Bluetooth Low Energy (BLE) technology, and data were gathered using mixed methods. A k-means clustering analysis showed two forms of acceptance among workers: supporters (37%) and acceptance with reservations (63%). Partial least squares Structural Equation Modelling (PLS-SEM) results showed that perceived usefulness and perceived stress underpinned workers’ attitudes and intention to accept the technology. Perceived privacy risk, however, emerged as the sole most significant predictor at the end of the monitoring process. Findings further suggest that workers’ acceptance of the technology is influenced by the perception that it is also beneficial for safety management. Building on the preceding, the paper highlights the need for employee orientation focused on addressing perceived privacy concerns by leveraging positive perceptions about using monitoring technologies for improving onsite safety, logistics and productivity. This requires management of construction firms to develop narratives that reflect their goals for rolling out technologies in ways that ensure workers’ buy-in, and a re-focus on problem framing and collective approaches to identifying functional and less intrusive forms of monitoring technologies.

New Employee Orientation: A Case Study of University for Development Studies

The paper shed light on the relevance of the new employee orientation programme of the University for Development Studies (UDS) for newly recruited Senior Members. The study data were obtained using an electronic questionnaire, which was opened for a period of two weeks, to which 133 out of 188 participants of the orientation programme responded to the questionnaire. The data from the electronic questionnaire was downloaded and analysed qualitatively using a 2010 Microsoft Excel spreadsheet.
 The study found that respondents’ expectations from the new employee orientation programme were generally met. The results further indicate that many of the respondents (82 percent) were satisfied with the conduct of the new employee orientation programme. Among the most important achievements of the orientation programme, according to respondents, were: the channel of communication; effective teaching; rules, regulations and policies of the University; employment benefits and or conditions of service; career development as well as roles and duties expected of teaching staff. Respondents recommended that the orientation programme be improved by: Allocating more time for presentations as well as question and answer sessions; 
 
 Presentation on stress and self-care management and 
 Internet availability at the orientation venue for hands-on practice during ICT sessions.

Employment Preferences of Cardiologists in Türkiye: A Discrete Choice Experiment.

The homogeneous distribution of physicians is important for ensuring patients' access to health services. To encourage physicians to work in underserved areas, policymakers create incentives. Understanding physicians' employment preferences is essential when developing these incentive packages. This study aims to quantitatively reveal the preferences of cardiologists in Türkiye using a discrete choice experiment (DCE). A DCE questionnaire was distributed electronically to all cardiologists in Türkiye. It included 14 different pairs of hypothetical job offers based on seven parameters likely to influence their employment preferences. The data were analyzed using a conditional logit model. The coefficients (CEs) of conditional logistic regression and the willingness-to-accept (WTA) values were calculated. The analysis included 278 cardiologists. It revealed that the most influential parameter was location (CE: 2.86). To move to an undesirable location, the average participant would require an earnings increase of at least 123.3% relative to the average potential earnings of a cardiologist. Other parameters included availability of suitable facilities (CE: 1.07, WTA: 46.3%), harmony with co-workers (CE: 0.92, WTA: 39.61%), working conditions (CE: 0.68, WTA: 29.26%), and the number of night shifts (CE: 0.61, WTA: 26.34%). 'Location' emerged as the most important factor in the employment preferences of cardiologists in Türkiye. However, several other monetary and non-monetary factors were also influential, suggesting that policymakers should adopt a holistic approach when developing incentives for cardiologists.

Importance of flexibility in the workplace: perception and preferences of employees in Kuwait

Importance of flexibility in the workplace: perception and preferences of employees in Kuwait

The achievement of digital leadership sustainability and business performance through the implementation of business intelligence, artificial intelligence, and quality learning in private universities in Jordan

The objective of research is to explore the impact of business intelligence systems, artificial intelligence, and digital leadership sustainability on the quality of learning and business performance at business schools of private universities in Jordan. Upon gathering and scrutinizing the research materials, a grand total of 281 samples were judged suitable for analysis using PLS software. The findings of this study suggest that the implementation of business intelligence systems, artificial intelligence, and digital leadership sustainability positively contribute to improving both the quality of learning and the performance of enterprises. The results demonstrate that the implementation of a business intelligence system, and Competitive Intelligence, directly and positively impacts the enhancement of learning quality and company performance. Furthermore, Artificial intelligence has a positive influence on the quality of learning and the performance of businesses, namely through the utilization of Deep learning, Digital Data, Graphical Processing Unit (GPU), and Data Safety and Security. Furthermore, digital leadership sustainability exerts a direct and favorable impact on the caliber of education and organizational achievement, encompassing Digital Competence, Flexibility and Agility, Interconnected Thinking, and Employee Orientation. Furthermore, the findings indicate that the level of education, encompassing Summative Assessment, Formative Assessment, Quizzes, and Presentations, is positively associated with enhancing firm productivity. Curiously, the present results contradict previous studies suggesting that the variables being examined had an influence on achieving digital leadership sustainability and business performance. Generally, the main research outcomes recommend that corporations should start adopting strategies related to enhancing learning effectiveness and improving business performance. This research focuses on the major aspects of business cleverness systems, artificial intelligence, and digital leadership sustainability to enhance the quality of learning and business performance in the business capabilities of private institutions of higher education in Jordan.

Remote work as the main attraction in job offers: a consequence of the COVID-19

As a consequence of the pandemic caused by COVID-19, some companies were forced to carry out their operations remotely, in order to face quarantine without putting their business at risk. After a year and a half, companies have begun to ask their employees to return to the office, but some of them have decided to resign before returning to work 100% in person, a phenomenon that has been called «the Great Resignation» which has increased unemployment and, at the same time, has generated a change in the preference of candidates when responding to job offers. The objective of this study focuses on exploring through a survey the preferences of employees and candidates in the options that job offers may present in terms of the remote work modality. The main finding is that more than 48% want to choose what percentage of their work will be remote and which one will not and, additionally, it was found that more than 84% of the studied sample would be interested in a job offer that provides remote work with any of its alternatives.

Orientation Training and Performance of Employees in Select County Governments in Nyanza Region in Kenya as Moderated by Knowledge Sharing

County governments in Kenya were constitutionalized in 2010 to ensure resources and services were devolved. However, employee performance in the Nyanza region has been declining despite high investment in orientation and training programs. The purpose of this study was to establish the moderating effect of knowledge sharing on the relationship between orientation training and the performance of employees in Kisii, Migori, Siaya, Homa Bay, and Nyamira County Governments. The study was grounded in human capital theory. A correlation research design was utilized, targeting 389 employees from selected county governments in the Nyanza region. A sample of 199 respondents was selected using a stratified sampling method. Structured questionnaires were used to collect primary data. Both descriptive and inferential statistics were used in the data analysis, while hierarchical multiple linear regression was used to test the moderating effect of knowledge sharing on the relationship between orientation and mentorship training and employee performance in county governments. The results showed that orientation training through induction, benchmarking practices, job rotation, and role and duties awareness played crucial roles in improving employees’ performance in the county governments. Hence, orientation had a positive, significant relationship with employee performance. Additionally, there was a moderating effect of knowledge sharing on the relationship between orientation and employee performance (P=0.000<0.05). Knowledge management contributed to a 3.2% improvement in the relationship between orientation and employee performance (R Square Change =0.032). The study concludes that knowledge-sharing orientation training had a moderating effect on the relationship between orientation and employee performance. The study recommends that county governments enhance orientation training programs for employee development, optimize professional development, develop comprehensive employee orientation programs, and strengthen personal development by investing in knowledge-sharing resources.

Mental health of employees and internal communication in corporations. An eye tracker approach

The current study focuses on corporate responsibility for the mental health of employees. In an era of digitalization, corporations must provide an environment that supports employees in the cognitive process, promoting the importance of mental health in the workplace. A visual model of employee preference for receiving information about mental health at work is outlined in the study. The objectives are to establish the areas of interest that help to receive the information and to compare these areas of interest. For data collection, eye tracker methodology was applied, and the results were statistically analyzed.

Implementation and Application of Employment Recommendation System for College Students with Personalized Preferences

Abstract With the popularization of higher education, the competition in the employment market of college students is becoming increasingly intense. To enhance the employment efficiency and satisfaction of college students. The study first analyzes college students’ employment unit selection, attribute preference, and location preference through an employment recommendation algorithm. The collaborative filtering algorithm is utilized to complete personalized modeling and output the final recommendation results based on the acquired employment preferences and relevant data collection. Finally, the gradient descent method is used to evaluate the accuracy of college students’ employment recommendations. The results show that the overall educational requirements of enterprises for the three significant positions of short video production, account operation and anchor are not high, and the percentage of those with education of high school or below or master’s degree or above is meager, neither exceeding 3.5%. The personalized employment recommendation algorithm can provide scientific and reasonable guidance for graduates’ employment, with an accuracy rate of up to 50% and a recommendation list length of N=30. When α=0.75, the personalized employment recommendation algorithm can obtain better recommendation performance with smaller recommendation list length. This paper provides new solutions for college students’ employment and valuable references and lessons for research in related fields.

Analysis of Entrepreneurial Orientation at Employees of PT. Pertamina Patra Niaga - Bandung Retail Sales Area

Entrepreneurial orientation is a concept that describes a person's attitude or behavior in strategic management and entrepreneurship that emphasizes the company's orientation towards innovation, risk-taking, and proactivity to maximize business opportunities. Therefore, it is crucial for a company, especially a state-owned company, to encourage employees to have an entrepreneurial orientation. The purpose of this study was to determine the Entrepreneurial Orientation of employees at PT Pertamina Patra Niaga - Bandung Retail Sales Area. The research was conducted using quantitative descriptive method. Respondents in the study were 40 people through questionnaires to employees of PT Pertamina Patra Niaga - Bandung Retail Sales Area. The results showed good results in the three dimensions of entrepreneurial orientation: innovativeness, proactiveness, and risk taking. This can be categorized as good because it is in accordance with the value interpretation

One Size Fits All? Exploring Motivation for Public Employees With a Job Fit Framework and Response Surface Analysis

To advance tailored recruitment, management, and on-the-job socialization, we present a complementary “job fit” framework that integrates intrinsic, extrinsic, relational, and prosocial job design attributes. Employing polynomial regression models and response surface analysis, we capture and display three-dimensionally whether, when, and how the match (or mismatch) between employee preferences and experiences relates to job satisfaction. Using a large, cross-national sample of public employees, we illustrate this framework and methodology through analysis of matched preferences, experiences, and job satisfaction across six job attributes. We identified that public employees’ varied experiences of job attributes have differential impacts on job satisfaction, contingent upon preferences for the attribute. The only attribute we identified that was insensitive to employee preferences was job security. We find, for example, that working with others is associated with decreased job satisfaction for those that prefer working alone. These findings support the motivating potential of complementary “job fit” and provide nuanced attention to appropriate methodologies and a broader range of job design attributes.

Support matters: How formal and informal institutions shape young Indians' work‐family preferences

AbstractObjectiveThis study examines the extent to which young people's future employment preferences in India are influenced concurrently by formal workplace policies and informal caregivers' support.BackgroundScholars have focused on how young individuals' work‐family ideals are shaped by workplace institutions to better understand the persistence of gender inequalities in the labor market. Yet the literature on work‐family policy examines primarily the effects of formal policies, overlooking the role of informal caregivers. Consequently, we know little about the relative influence of formal and informal support on young individuals' work‐family preferences and why one system may be preferred over another.MethodThe study used an original survey‐experimental data from an online sample of young, highly educated and unmarried respondents in India (N = 482) to assess their employment preferences when they have a family and a young child, while conditioning them to formal and informal work‐family support. Logistic regressions examined the relationship between different support types and respondents' employment preferences.ResultsWhen not conditioned to any support, most women preferred part‐time and most men preferred full‐time employment. Women were twice as likely to prefer full‐time employment with informal support compared to formal support, but men's preferences were not sensitive to either type of support.ConclusionThe effectiveness of work‐family policies in challenging gendered behaviors depends on the credibility of formal as opposed to informal institutions.

Journey to Resilience: Sustainable Tourism and Community Participation in Jammu and Kashmir

This article delves into the intricate dynamics of sustainable tourism development and community participation in the Union Territory of Jammu and Kashmir, exploring its diverse regions of Jammu and Kashmir. Famed for its breathtaking landscapes, cultural richness, and historical significance, the region has witnessed significant growth in the tourism sector. The literature review underscores the critical role of community participation in achieving sustainable tourism, emphasizing factors such as perceived comparative benefits, individual aspirations, and the preference for tourism-related employment. The government's multifaceted approach, blending infrastructure development, cultural preservation, and environmental conservation, forms the backdrop of the discussion. Insights from a theoretical framework and factors influencing community participation in tourism are presented, offering a nuanced understanding of the diverse approaches and impacts on communities. The study site, Jammu and Kashmir, with its resilient tourism potential and ongoing government initiatives, serves as a unique case study for sustainable tourism development. The conclusion outlines key recommendations, including capacity-building initiatives, communication strategies, and policy reforms, while proposing future research directions. This comprehensive exploration contributes to the discourse on fostering a resilient, inclusive, and sustainable tourism model in the distinctive context of Jammu and Kashmir.

DIVERSITY AND JOB SATISFACTION WITHIN ORGANIZATIONAL CLIMATE IN KOGI STATE, NIGERIA: EXPLORING THE SCENARIO OF SMALL AND MEDIUM-SIZED ENTERPRISES

This study focused on diversity and job satisfaction within organisational climates, exploring the scenarios of small and medium-sized enterprises. The study explored the effects of physiological elements of employee diversity on job satisfaction at the workplace and ascertained the influence of psychological diversity climate on the job satisfaction of employees in SMEs in Kogi State. This study employed a survey research design and targeted employees who could provide insights into diversity-related situations. Both descriptive and inferential methods were employed to analyse the collected data. The study used multiple regression analyses to test hypotheses. Results showed that the age of employees has a significant negative effect on job satisfaction. As employees grow older, there is a noticeable trend towards decreasing job satisfaction, and the gender of employees was found to have an insignificant negative effect on job satisfaction, among others. The study recommends, among others, that SME owners or managers should implement age-specific support programmes aimed at addressing the changing needs and preferences of older employees to help sustain and improve their job satisfaction and that managers should conduct regular training sessions to raise awareness and sensitivity among employees regarding religious and diversity-related issues to foster a positive and inclusive work environment. Keywords: psychological diversity climate, diversity management, job satisfaction, physiological diversity, synergetic environment

Gen Z talent attraction in ZEV manufacturing: a corporate case study of leveraging talent analytics to optimise employer value propositions

PurposeIn the context of a corporate case study, this paper aims to propose and test a talent analytics model that enables organisations to optimise their employer value propositions and branding strategies in a comparative manner.Design/methodology/approachAfter the conceptual framework was translated into a quantitative model, data were collected via online self-completed questionnaires and analysed with statistical techniques.FindingsRevealing misalignments with the employment preferences of Gen Z, the model’s capability to optimise employer value propositions and branding strategies is effectively demonstrated.Research limitations/implicationsProviding an actionable framework for corporate and academic readers, this paper has scope to serve as a guide for scholarly or practitioner talent analytics projects focused on attraction.Originality/valueFocused exclusively on attraction, to the best of the author’s knowledge, this is the first paper to apply an in-depth talent analytics model which prescribes employer branding as a mediator variable.

Heuristic and swarm intelligence algorithms for work-life balance problem

Employee satisfaction significantly influences the success of business. This emphasises on the importance of employees managing their work, family and personal lives to maintain their physical and mental well-being. This is especially crucial in health-care sector, where physical and mental well-being directly affects the quality of out-coming services provided. Work-life balance, defined as the challenge of striking a reasonable equilibrium between work, family, and personal life, is gaining more attention. However, many studies do not adequately consider employee preferences when addressing this issue. This study introduces a mathematical model for work-life balance problem prioritising the worker preferences focusing on healthcare workers as a special case where personnel preferences are integrated into decision-making. The model has been comparatively solved with population-based algorithms for optimising weekly personnel schedules in order to make them more suitable for work-life balance. The population-based heuristic algorithms used for optimising the schedules are swarm intelligence algorithms; namely ant colony and particle swarm optimisation algorithms. The proposed approach allows the employees to opt their working hours and periods in the work-place, flexibly. We demonstrated with comparative analysis that the produced results with swarm intelligence algorithms evidently outperform one of the state-of-art works done with genetic algorithms, which proves the strength of the proposed problem solvers.

A Study on Exploration of Hybrid System in HRM at Solara Active Pharma Science, Puducherry

In the wake of the global pandemic, many organizations and companies have transitioned to a hybrid working model, recognizing the changing preferences of employees who have developed a preference for remote work. This research aims to delve into the dynamics of this evolving work structure, specifically focusing on the effectiveness of the hybrid working model and its impact on employee productivity and efficiency. Additionally, the study examines the crucial aspect of whether employees can maintain a healthy work-life balance within this novel working paradigm. To conduct this investigation, a rigorous approach is employed, utilizing random sampling methods to select 107 participants from Solara Active Pharma Science Company. This pharmaceutical company serves as a case study, allowing for an in-depth analysis of the hybrid working model's practical implications in a real-world organizational setting. The chosen methodology enables a comprehensive understanding of how employees in this specific context navigate their work responsibilities and personal lives under the hybrid model. the study aims to provide valuable insights and practical recommendations for organizations contemplating or currently implementing hybrid working models. The findings are anticipated to contribute to the ongoing discourse on the future of work and organizational structures post-pandemic.

Exploration and Practice of College Students’ Career Guidance Program in the Perspective of Green China

Abstract The employment of vocational college graduates is a matter of social stability. In this paper, we first introduce modularized teaching in vocational college students’ employment guidance courses to unify the teaching of vocational college students’ career development and employment guidance courses. Secondly, in the preference analysis module, the WOA algorithm is used to optimize the selection of LSSVM parameters, and the WOA-LSSVM model adapted to the regression prediction of vocational college students’ employment preferences is proposed. Then, in the module of employment optimal matching, the Lagrangian conditional function extreme value is found in the discrete job data through the residual optimization algorithm, and the results of the optimal matching of vocational college students’ employment supply and demand are obtained. Finally, the overall situation and group differences in the intensity of employment pressure felt by vocational college students are analyzed. The results show that the maximum value of students’ employment pressure in the modular teaching of employment guidance is 128.28, the mean value is 0.02283, and the Std.Dev is 0.90383. The multivariate kurtosis coefficient decreases from 6.385 to 0.874, which is the critical value (c.r.). Decreases to 1.983<1.95, and the data are normally distributed. This study provides some references to enhance the career planning function of vocational college students’ career guidance courses.