Employee Orientation Research Articles

Community-based Rehabilitation Service Excellence for Sustainability

People with disabilities require consistent and inclusive healthcare services from the related stakeholders to leverage their socio-economic well-being. Seven focus group discussions (participated by community-based rehabilitation centre managers, trainers, and parents) were conducted in Malaysia. Each group had 10-15 participants. The discussions were audio-recorded and analysed carefully to form meaningful themes. The findings suggested six important dimensions of rehabilitation service excellence culture: Trainee orientation, Competitor orientation, Inter-functional coordination, Excellence-driven, Long-term focus, and Employee orientation. These dimensions and their respective items would be used to operationalise the multi-item measures for the quantitative questionnaire survey.

Mechanisms of cross-level impact of leadership rapport orientation on employees' innovative behaviour

PurposeTo reveal the effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations, the leadership rapport orientation is subdivided into two types of values-based/instrumental rapport orientation. The mechanism of supervisor developmental feedback in mediating between leadership rapport orientation and employees' innovative behaviour and the moderating effect of ambidextrous environments is explored. This paper aims to discuss the aforementioned objective.Design/methodology/approachLeadership rapport orientation is divided into value-based and instrumental rapport orientation to reveal effective ways for leaders to motivate employees' innovative behaviour in complex environmental situations.FindingsThe results show that the values-based (instrumental) rapport orientation of leaders impacts employees' innovative behaviour positively (negatively).Originality/valueLeaders' values-based/instrumental rapport orientation indirectly influences employees' innovative behaviour through supervisor developmental feedback, which positively moderates the relationship between the values-based or instrumental rapport orientation of leaders and employees' innovative behaviour and further moderates the partially mediating role of supervisor developmental feedback between leaders' values-based/instrumental rapport orientation and employees' innovative behaviour.

Employee preferences for working from home in Australia

We surveyed 1,113 Australian employees with jobs that have some capability of being done remotely at least some of the time. Survey respondents were presented stated preference experiments where they were offered a choice between alternative working arrangements for their present job that varied in terms of ability to work remotely and wage rates. This data was used to develop and estimate a discrete choice model of worker preferences for remote working. We found that the average worker in our sample would be willing to forego roughly 4 - 8 per cent of their annual wages to have the ability to work remotely some workdays and/or workhours. However, we found considerable heterogeneity across our sample. Roughly 55 per cent of the sample were not willing to forego wages to have the ability to work remotely, while roughly 20 per cent were willing to forego 16 - 33 per cent in annual wages for the same. We found that attitudes towards the impacts of remote working on human relations were a significant predictor of these differences. Workers who did not value the ability to work remotely were more concerned about negative impacts on their relationships with their colleagues, supervisors, and the firm as a whole, as well as opportunities for learning and career advancement.

A Study on Impact of Reward System of Employee Preference in IT Sector

A Study on Impact of Reward System of Employee Preference in IT Sector

Returning to the workplace after COVID-19: determinants of employee preferences for working onsite versus working from home in generation Y

Returning to the workplace after COVID-19: determinants of employee preferences for working onsite versus working from home in generation Y

취업준비생이 지각한 환대기업의 ESG 경영 유용성이 입사 선호도에 미치는 영향 : ESG 경영 수용 태도의 조절 효과

취업준비생이 지각한 환대기업의 ESG 경영 유용성이 입사 선호도에 미치는 영향 : ESG 경영 수용 태도의 조절 효과

Fostering Learning Goals at Work: The Interplay of Dispositional and Workplace Learning Goal Orientation and Supervisor Appraisal Behavior.

A workplace that emphasizes personal learning and task mastery fosters employee development and performance. However, it is yet unclear which specific factors support such a learning goal-oriented workplace. Based on research in the educational domain, we investigated the reciprocal effects of dispositional learning goal orientation, supervisor's appraisal behavior, and a learning goal-oriented workplace. In a study with a repeated measurement design (N = 144 employees), we did not find support for an effect of supervisor's appraisal behavior (operationalized by the perceived use of self-reference norms and constructive handling of errors by employees) on workplace learning goal orientation over time. However, we found that a dispositional learning goal orientation of employees supports a learning goal-oriented work environment. Furthermore, workplace learning goal orientation had a cross-lagged effect on dispositional learning goal orientation and supervisor's appraisal behavior. By comparing our results from work to findings from the educational context, our results convey important theoretical implications about the construct of workplace goal orientation and suggest practical applications to foster a learning goal-oriented workplace in terms of personnel development and performance management.

Implications on Employee Engagement Due to Cyclical Preferences in Employee Behaviour and Communicative Actions: a Learning Experience

This paper focuses on the critical importance of human resources (HR) within organizations and the impact of human behaviour, especially cyclical preferences on organizational dynamics. It highlights the significance of employee engagement and attrition rates as key performance indicators for organizations. It identifies employee engagement as a vital force influencing morale, productivity, and retention decisions. The research presents a framework for understanding and enhancing employee engagement through transparent communication, trust, and mutual respect. The framework encompasses dimensions such as People, Process, Technology, and Culture, contributing to an evolving organizational culture. It explores the complexities of addressing cyclical preferences in employee behaviour and offers recommendations for improving employee engagement. The paper underlines the need for adapting HR practices in a rapidly changing technological landscape and proposes personalized models for HR to maximize employee engagement and satisfaction. It delves into the significance of addressing LGBTQ+ inclusion and equality within organizations. The research concludes by emphasizing the importance of embracing dynamic employee preferences, harnessing technology, and promoting transparent communication to create a positive work environment that fosters engagement and reduces turnover. It highlights the role of tailored policies and practices in promoting employee motivation, job satisfaction, and long-term organizational success.

MOTIVATION PROGRAM IN SMALL AND MEDIUM-SIZED MANUFACTURING ENTERPRISES BASED ON THE PREFERENCE FOR NEEDS

Motivation and meeting the employee needs as a part of human resource management fundamentally affect the improvement of job performance and corporate culture. The research fills in the research gap in the field of the definition of the level of motivation factors in small and medium-sized manufacturing enterprises following the preferences for their motivation needs in terms of the selected socio-demographic characteristics such as gender, age, completed education, and job position. A questionnaire was used to determine the level of motivation needs. The proposal of motivation factors as a part of the motivation programme is defined according to selected sociodemographic factors. Findings that a significant increase in motivation needs relating to finance, and work conditions occurred due to the COVID-19 pandemic can be considered a result of the study. The level of motivation does not vary in terms of gender and age. The differences are determined in terms of job position and education. The proposed motivation programme is tailored to the preferences of employees.

Internal marketing analysis for improving the internal consumer satisfaction and customer orientation of employees in private-owned sports center.

With the concept of "healthy lifestyle" deeply rooted in people's minds, the sports service industry is thriving, which has resulted in intense competition. The sports service industry must improve its service quality to be competitive. Customer orientation is the key factor for enterprises to gain competitive advantage. With the in-depth understanding of internal marketing in the service industry. Managers have realized that treating employees as internal consumer is a good way to improve their satisfaction and gain customer orientation. However, what internal marketing strategies will have a positive effect on internal consumer satisfaction and customer orientation of private-owned sports center employees are still unclear. In this investigation, a total of 326 employees from the private-owned sports center were used to investigate the effects of internal marketing strategies on internal consumer satisfaction and customer orientation. All employees were asked to complete a questionnaire on 5-point scale. A path model was used to investigate the direct and indirect effects of hypothetical measurements on internal consumer satisfaction and customer orientation. The findings suggested that internal communication, administrative support, and educational training were important factors affecting internal consumer satisfaction and customer orientation. We concluded that the implementation of internal marketing strategies could improve internal consumer satisfaction and customer orientation, and higher levels of internal consumer satisfaction will encourage employees to have higher degrees of customer orientation. Therefore, the implementation of internal marketing strategy was beneficial to the development of private-owned sports centers.

Implementation of the risk-oriented model in the system of the professional hygienic training and certification in the Russian Federation (literature review)

The object of the study is the currently existing system of professional hygienic training and certification as an integral component of hygienic training and education of citizens.
 The purpose of the study is to substantiate the risk-based approach in the implementation of professional hygiene training and certification, and the attempt to integrate this legislatively fixed phenomenon into the structure of preventive measures.
 There were used the analytical method for evaluation of regulatory and legal documentation, documentation of the Federal Medical Institution “Center for Hygiene and Epidemiology in the Voronezh Region”, as well as literary sources on the subject of research of such information resources as Scopus, Web of Science, CyberLeninka, RSCI, eLibrary.RU mainly for the last 5 years (90% of the total number of cited sources). There was analyzed the experience of the existence of a risk-oriented approach in the implementation of activities in various areas (including the activities of Rospotrebnadzor bodies and subordinate institutions on the example of the Center for Hygiene and Epidemiology in the Voronezh Region), as well as to propose and test a risk-oriented model in the implementation of professional hygiene training and certification of employees in epidemiologically significant objects. The methodology of this procedure involves ranking the positions of personnel of epidemiologically significant facilities based on their attitude to the labour/technological process into 3 groups. In proportion to belonging to a particular rank group, the frequency, volume, and form of professional hygiene training and certification are reasoned. A methodology is proposed for the introduction of legally fixed components of the hygienic training system into the structure of preventive measures of Rospotrebnadzor bodies to get rid of formalization in the mode of constant monitoring of the level of knowledge of sanitary and epidemiological orientation of employees in epidemiologically significant facilities.
 Thus, the integration of the risk-oriented model into the system of hygienic training will in the future prevent a decrease in the quality of knowledge in the field of hygiene and epidemiology among employees in epidemiologically significant facilities and positively affect the sanitary and epidemiological situation in the country.

The Future of Work and Teleworking: A Conceptual Study of Employee Preferences, Managerial Strategies, and RTO Mandates

This conceptual paper examines how personality, mediated by cognitive processes as described by Ajzen’s (1991) Theory of Planned Behavior (TPB), influences employees’ attitudes toward tele-working. Research suggests that superior outcomes and attitudes associate with teleworking, but such research is one-dimensional because nomological relationships that associate attitudes and teleworking do not include cognitive components that research has long demonstrated predict atti-tudes. The current study constructs a richer, more predictive model that uses the TPB to explore, in greater depth, how employees’ attitudes associate with teleworking from home versus working in an office. The study uses a five-factor model to assess how individuals view teleworking based on traits that best classify personalities, offering managers greater understanding of the forces that shape employees’ work preferences.

The effect of information strategies on support for a peace agreement: An experimental study on the private sector in Afghanistan

AbstractThis paper reports the results of an experiment conducted before the 2021 regime change in Afghanistan that examined how different types of information strategies affected private sector support for a hypothetical peace agreement with the Taliban. We compared the impact of historical, pecuniary, and religious information on the stated preferences of Afghan business elites and employees in Kabul. The results show that historical information had less of an effect than pecuniary information on respondents' probability of accepting a peace agreement with the Taliban but a slightly larger effect than religious information. Although the context of the study has dramatically changed, the findings can inform practitioners and policymakers in mediating future peace negotiations in Afghanistan and elsewhere.

The effect of preference and actual days spent working from home on stress and musculoskeletal pain in older workers

ObjectivesThe rapid shift to working from home (WFH) due to the COVID-19 pandemic provided a unique opportunity to examine the relationship between preferred and actual days spent working from home on employees musculoskeletal pain (MSP) and stress in older workers.MethodsThis study uses three waves of data from the Employees Working from Home (EWFH) study collected in May 2021 (n = 451), November 2021 (n = 358) and May 2022 (n = 320) during the COVID-19 pandemic. A generalised mixed-effect model was used to model the relationships between preference and actual days spent WFH, stress and MSP. Exploratory mediation analysis was conducted to further explore significant relationships between actual days WFH and outcomes.ResultsWFH was associated with increasing stress levels in older participants, when the actual number of days WFH increased (B: 0.051, 95% CI: 0.008, 0.094) and when the number of days WFH exceeded their preferences (B: 0.218, 95% CI: 0.087, 0.349). Actual number of days spent WFH and stress in older employees was mediated through their sense of community (Indirect effect: 0.014, 95% CI: 0.003, 0.03; p = 0.006). The relationship between WFH and MSP was variable. For older employees, WFH more than their preferred number of days was associated with a higher likelihood of reporting MSP (OR: 4.070, 95% CI: 1.204, 13.757).ConclusionsFindings from this study support the need for flexible policies to support WFH which take into account employees preferences. For older workers, a sense of community was found to be important and proactive attempts to restore this will be important for maintain their health and supporting sustainable employment.

Library of Parliament’s Competency-Based New-Librarian Development Program

Employee orientation and development are essential organizational processes. This paper examines a competency-based new-librarian development program in a legislative library setting, emphasizing program redesign and continuous improvement. The new-librarian development program was originally introduced in 2012 and was revised in 2018 in response to changes in the organization’s structure, the introduction of a revised competency framework and feedback from stakeholders. The new-librarian development program uses recommended practices from the employee development literature as a frame. The process of developing and redesigning the program offers insights into how librarians can develop customized development programs. A copy of the competency profile for research librarians is included in the appendix.

The Impact of Employee Stakeholder Orientation on Job Satisfaction and Perspective-Taking

Scant research has examined the effects of an organization’s stakeholder orientation on the cognition and attitudes of employees. Our study focuses on how one aspect of an organization’s objective, its stakeholder orientation, affects employee job satisfaction. Through seven studies utilizing different samples and measures, we theorize and demonstrate that employees with a higher perceived stakeholder orientation experience enhanced job satisfaction. We provide correlational field data and causal experimental evidence to show that increased employee perspective-taking is one potential mediator of this effect. These results contribute to our understanding of job satisfaction and perspective-taking by showing how employee orientation toward other stakeholders affects their attitude toward their job and social cognition. We also expand the focus of stakeholder orientation beyond normative philosophy and toward understanding its effects on the cognitions and attitudes of organizational members to provide a basis for examining the behavioral implications of different stakeholder orientations.

Are Leadership Preferences Gendered? A Conjoint Analysis of Employee Preferences for Manager Characteristics in Male- and Female-Dominated Public Sub-Sectors in the Netherlands

This article examines the consequences of stereotypical beliefs regarding gender, traits, and leadership styles for manager preferences in public organizational contexts that differ as to the gender composition of their workforce. It is hypothesized that employee preferences for male, agentic, and/or transactional managers relative to female, communal, and/or transformational managers are stronger in male-dominated contexts than in female-dominated contexts. Hypotheses are tested through a conjoint survey experiment among 2,757 Dutch public sector employees in education, police, and defense. Findings show that there is a stronger preference for communal managers over agentic managers in both contexts, independent of the manager’s gender. In contrast, employee preferences for transactional leadership relative to transformational leadership are stronger in male-dominated contexts than in female-dominated contexts and vice versa, also independent of the gender of the manager. The article discusses the implications of the study’s findings for the study of gender and leadership preferences.

Performance orientation and job satisfaction of employees from the X, Y, Z generation

The research presented in this article was carried out in order to determine the differences between the factors of satisfaction and work engagement, related to the particularities of performance/success assessment by employees representing generations X, Y, Z. The basic hypothesis stated the presence of differences between the factors and the modality of performance and satisfaction in work among representatives of generations X, Y, Z. The research group was made up of 79 people selected from a financial organization: 18 people – from generation X; 35 people – from generation Y; 26 people – from Generation Z. Three experimental hypotheses were verified. The first hypothesis was confirmed, the statistical comparison of job satisfaction parameters among employees from generations X, Y and Z highlights significant differences between the manifestation of interest in work, satisfaction with relations with employees and managers, with working conditions, the level of expectations in professional activity, professional responsibility and general job satisfaction. These results provide an insight into how different generations perceive and feel about various aspects of their work. The second hypothesis was also confirmed, between the employees of generations X, Y and Z, statistically significant differences were calculated in various fields of work, such as the attitude towards contemporary technologies, axiological condition, orientation towards success and existential experiences. These differences reflect different perceptions and valuations of aspects of the work environment and performance. Within the statistical correlation between the parameters of job satisfaction and the conditions necessary for performance, direct dependence relationships were identified between: satisfaction with management relationships and existential experiences; professional dedication and reflexive-technological, reflexive-axiological styles; satisfaction with work conditions and reflexive-axiological style, existential experiences; indirect correlations between satisfaction with co-workers and praxiological, moral experiences, satisfaction with management relationships, professional aspirations and orientation towards success; professional dedication and reflexive-ontological style. Most positive correlations were calculated for professional responsibility and technological reflexive, axiological reflexive styles, instrumental qualities and success orientation, life beliefs, practical, moral and existential experiences. This statistical calculation illustrates the strength of the organization – the responsibility of employees.

Employees' preference analysis on lean six sigma program coaching attributes using a conjoint analysis approach

The purpose of this study was to determine the preference of employees for Lean Six Sigma project coaching attributes. Conjoint analysis with an orthogonal design was utilized and six attributes were considered: coaching style, frequency of coaching sessions, duration of coaching sessions, the turn-around time of feedback, documentation review, and mock defense. In addition, 4 different projects were also evaluated: Quick Win project, Yellow Belt project, Green Belt project, and Black Belt project. The results showed that for Quick Win projects, employees consider conducting a mock defense as the highest preference, followed by having a documentation review, and a democratic coaching style. For Yellow Belt projects, employees considered conducting a mock defense as the highest preference, followed by having a documentation review, and a weekly coaching session. For Green Belt projects, employees consider having a documentation review as the highest preference, followed by a transactional coaching style, and conducting a mock defense. Lastly, for Black Belt projects, employees consider having a documentation review as the highest preference, followed by conducting a mock defense, and a 1-week turn-around time for feedback. The results of this study will help companies to implement and to sustain better employee-oriented LSS programs.

“I am the captain of my soul!” choosing where to work: impact on general well-being and organizational commitment

PurposeThe COVID-19 pandemic found deliberate and idiosyncratic adoption of telecommuting and other flexibility practices across industries. With the pandemic waning, many organizations adopted various models for employee work locations. Based on Self-Determination Theory and Social Comparison Theory, the authors examine the impact of the dissonance between employee preference for their work location and enforced work location norms and its impact on general well-being and organizational commitment.Design/methodology/approachThe authors’ empirical study is based on a sample of 881 respondents across multiple industries in India over six months of the COVID pandemic. The authors use PLS-SEM for data analysis to examine the model and the moderating influence of individual resilience on control at work.FindingsThe authors find that increased dissonance between work locations reduces general well-being, control and work. Further, higher individual resilience reduces the impact of this dissonance on control at work.Practical implicationsThe study informs policy and practices that choice of work location is important for employees to feel a higher sense of control, impacting their affective commitment and general well-being. While implementation of policies across an organization for varying job roles and complexities presents a challenge, practitioners may ignore this need of employees at their peril, as employees are likely to demonstrate lower well-being, engagement and organizational commitment and eventually leave.Originality/valueThis study is significant as it provides relevant scholarship based on the COVID-19 pandemic, guiding practice on future ways of working. This study further supports the impact of an individual's sense of control on where work is done. The authors build a strong theoretical foundation to justify the impact of the lack of autonomy in the emerging working norms on employees' general well-being and organizational commitment.