Employer Expectations Research Articles

“High performance work system”: challenges and good practices of organizations around the world

The desire to ensure high productivity of each employee in each organization is characteristic of the entire modern world. However, there is no single term used for this, even within an English-speaking (or Russian-speaking) environment, just as there is no common understanding of the factors that can lead to high productivity of each employee. In Russia statistics are collected and programs are being developed that contribute to the growth in the number “High Productivity Jobs” (at the state level). In English-speaking practice, similar approaches are indicated by the abbreviations HPO, HPHRP, HPWP and HPWS. However, similar to the difficulties encountered in the implementation of the concept of “Decent Work” in the world, problems are also experienced by companies trying to apply “high-performance work organization practices”. The published results of the analysis of world publications over the past 30 years show the connection of “high-performance work systems” a) with a variety of personnel management practices (slightly less than in half of the publications); b) with an intermediary factor in the form of staff satisfaction and their sense of subjective well-being (according to some data, most discussed in publications on “high-performance systems”); c) with the effectiveness and productivity of the organization as a whole, and d) with different, not always explicit, attitudes and expectations of employees (allocated to a separate group). Nevertheless, studies periodically show not only successes, but also unpredictable deterioration of indicators that are significant for organizations. The “emotional burnout” of employees and the “imbalance of work and the rest of life” increase attention to the “psychological contract” as ensuring compliance with the complex of mutual expectations of employers and employees. Part of these expectations is related to the currently developing format of hybrid work for some categories of specialists.

Institutional Development of the Local Water Company Tirta Lematang Lahat to Improve Service Quality through Diagnosis and Intervention: Weisbord's Six-Box Model Approach

This research aims to diagnose and provide intervention to the Tirta Lematang Water Supply Company which is included in the "sick" category due to its continuous losses and several public complaints about the services being provided. Weisbord's Six-Box method was applied by distributing questionnaires to 60 respondents that are employees of the company. The results showed that the factor with the highest score is the reward while the lowest was recorded for organizational structure. It was more specifically discovered that (1) the goals and personal expectations of employees have not been aligned and the targets and strategies are not well understood, (2) the organizational structure does not guarantee the implementation of good cooperation between work units and the division of tasks and authorities also overlaps, (3) there are obstacles in completing cross-sector tasks, (4) the incentives given to all staff are not in line with their responsibilities and workload, (5) the leader pays less attention to the subordinates, and (6) the work program prepared every year is not line with the goals of the institution and does not involve all the staff.
 
 Received: 21 September 2023 / Accepted: 18 October 2023 / Published: 5 November 2023

The Employability Skills Mastered by Fresh Graduates towards the Expectation of Employers: A Conceptual Paper

The Employability Skills Mastered by Fresh Graduates towards the Expectation of Employers: A Conceptual Paper

Perceived External CSR from Employees’ Perspective in Nepalese Banking Industry

In order to better understand how external corporate social responsibility (CSR) efforts in the Nepalese banking industry affect different employee-related outcomes, this paper examines how employees perceive these activities. In this study, staff of Nepalese commercial banks were given questionnaires as part of a descriptive research design in order to gather primary data. The sample size is 120 individuals from an actual sample. This finding suggests that workers have a strong understanding of external CSR activities taking place outside of the organization. It is also clear that employees are conscious of the effects of the CSR efforts and give them a favorable evaluation. The study also investigates the link between work happiness, organizational engagement, and overall views of CSR and employee perceptions of external CSR actions outside the firm. This finding suggests that workers in Nepal's banking industry may see external CSR efforts as positively affecting their loyalty to the firm and job happiness. The relevance of this poll emphasizes how crucial an external CSR strategy is to successfully raising employee happiness and fostering organizational engagement. The report's suggestions for commercial banks are meant to help them match their CSR initiatives with employee expectations and values to foster a productive workplace. Future study objectives include looking at ways to increase employee involvement in CSR initiatives, assessing the long-term effects of CSR efforts, and doing industry comparison studies. Overall, this study helps understand how Nepalese banking industry employees feel about external CSR initiatives.

Confidence and Expectations Among Parents of and Students with Visual Impairments

Introduction Early work experiences and education level predict future employment for students with visual impairments, but many neither work in high school nor obtain a college degree. A research team developed 4to24, an application (app) for students with visual impairments and their parents, to support students’ transitions to employment, beginning in preschool. The purpose of this study was to explore parents’ and students’ confidence and expectations before and after using the app for six months. Method The sample was comprised of 24 parents of children with visual impairments and 19 students with visual impairments. Participants rated their confidence in their child’s or their own skills in seven domains and reported their expectations for future education, employment, and independence. We used descriptive statistics to summarize participants’ confidence and expectations, and we examined changes in these measures over time. Results After using 4to24, participants increased their confidence significantly in three areas: community travel, using public transportation, and self-care. Frequency of app use coincided with increased confidence in several domains and with increased expectations for educational attainment. Discussion The results provide initial evidence of associations between app use and increases in confidence and expectations for future postsecondary education; however, we cannot draw conclusions about causality from this exploratory study. Application for Practitioners The 4to24 app provides free information, resources, and activity suggestions directly to students and parents. It can be beneficial for encouraging collaboration with practitioners, promoting high confidence and expectations, and reinforcing students’ skills.

A Case Study of Innovative Workplace Development Programming at Community Colleges in the United States

Given changes in the 21st century workplace and expectations of employers, the notion that a bachelor’s degree is the sole pathway to sustainable employment and a middle-class life in the United States has become obsolete. Many (e.g., Fleming, 2016) have argued that employers are now seeking employees with technical skills, digital literacy, and the ability to analyze and think critically, capabilities that do not necessarily require a postsecondary degree. Because of the lingering economic impact of the COVID-19 pandemic, including rising inflation globally, many adults, including English-language learners, are seeking short-term certificate or credentialing programs because their financial realities necessitate entering the workplace and earning a living wage as quickly as possible. The need for effective credentialing programs that are connected to market sector demands in the local community can foster productive partnerships among educational programs/institutions, local businesses, and governmental agencies on the municipal, state, and federal levels. Such partnerships often occur in the adult and continuing education areas of community colleges, and this case study focuses on the timely and financially responsive programming and practices at one community college (4C) in the northeastern United States. Key components of their programming that have produced successful outcomes have been highlighted as well as how they might be modified to address the marketplace and educational needs of adult learners in other areas of the United States and internationally.

What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform

Employees’ attraction to public or private employers is an issue of enduring practical concern and scholarly debate, with inconclusive evidence of both the levels and the drivers of employer attractiveness. This study builds on online reviews of more than 5,000 U.S.-based organizations by more than 200,000 current and former employees, using their recommendations as a behavioral and consequential measure of employer attractiveness. Results of a relative weight analysis show that public employees place less importance on altruistic and intrinsic attributes compared to their counterparts in the private sector when they recommend or do not recommend their employers, but more importance on social attributes; while no sector differences emerge for extrinsic and prestige attributes. These patterns remain stable when we focus on an industry with little occupational variation across the sectors. As some of these results contradict previous scholarship, they suggest that employer attractiveness at the post-entry stages of the human resource cycle, when preferences may change as a consequence of employee expectations and experience, is a puzzle that deserves more scholarly and practical attention.

Implementing NLP techniques and data for Europe financial market forecasting

The large military conflict between Russia and Ukraine has consequences for the global financial market. The European region is one of the hardest hits, which experienced a high energy cost and devaluation of the currency. This paper investigates the Employment Expectations Indicator (EEI) and Economic Sentiment Indicator (ESI) from the business consumer survey index to reflect the reaction of the consumers of the European market by implementing Natural Language Processing (NLP) techniques and machine learning. In the object, the monetary policy decisions from European Central Bank are considered the data set for forecasting the Index. In the result, all nine models from scikit-learn contributed a great job in both categories of Accuracy, Precision, and F-score and Recall with a level of 90% as average. It represents that the NLP techniques effectively forecast the future value of two European business and consumer indexes. However, the limit of the dataset and model mostly related to the performance of NLP techniques is working for forecasting but less related to the expected values of the EEI and ESI indices. Future research would focus more on forecasting the expected value of the two indexes and reflect the consumers' reactions in the markets.

Critical Thinking and Problem Solving: Employers’ Predilection for Plum Jobs

Abstract: Gone are the days when the purpose of higher education was the pursuit of knowledge at a higher level for deeper understanding. In-depth knowledge fosters a greater understanding of the real world, which in turn promotes science and technology for decent living and eventually for the betterment of mankind. Education to fetch a good job, preferably plum jobs, has become the order of the day, but the percentage of students, who construe education for jobs with attractive salaries, has consistently been high in the decent decade, more pronounced after the onset of globalization in India since the early 1990s. Employers prefer a problem solver, and all they (employers) expect is not to rush to make decisions based on impulses. Almost, problem-solving has become an unwritten tacit job description. It is in this context that there is a need to dwell upon the expectations of employers, not only in business companies but also across all sectors. Critical thinking and problem-solving are the major skills that are expected of candidates for reasons better known to employers, but still, there is an academic interest in terms of understanding the concepts and illustrations of critical-thinking and problem-solving skills. To fill this gap, it is recommended to have the students get educated in their early stage of education. Hence, an attempt is made in this paper to bring to light the nuts and bolts of both (i.e., the detailed practical aspects of critical thinking and problem-solving) to enlighten the students, educational trainers, and academicians. The real challenge lies in transpiring the pedagogy of critical thinking and problem-solving to students and the prospective employees of different companies of all sectors of the economy.

Impact of Internal and External CSR on Job Satisfaction: Mediating Role of Emotional Labor

This research paper seeks to investigate the association between internal and external corporate social responsibility (CSR) initiatives and their influence on emotional labor and job satisfaction. Through the exploration of these factors, the study provides valuable insights into the potential advantages of CSR initiatives for both organizations and their employees. Specifically, this research underscores the significance of a holistic CSR strategy that takes into account both internal and external initiatives and their effects on emotional labor and job satisfaction. Ultimately, the aim of this research is to offer practical and actionable recommendations for organizations seeking to strengthen their CSR programs and promote employee satisfaction and retention. Smart PLS 3.0 was used to analyze data collected from 142 employees of a major bank in Pakistan, by using purposive sampling. The results revealed that both Internal and External CSR initiatives have a significant positive impact on job satisfaction. Emotional labor was found to mediate the relationship between CSR and job satisfaction, highlighting the importance of emotional labor management in organizations that prioritize CSR initiatives. The findings of this study have practical implications for organizations in terms of the potential benefits of CSR initiatives for employee well-being and job satisfaction. Theoretical implications based on Social Expectation Theory suggest that employee expectations and perceptions of socially responsible behavior are important factors in shaping employee attitudes and behaviors. The originality of this study lies in its focus on the banking sector in Pakistan and the exploration of the relationship between internal and external CSR initiatives, emotional labor, and job satisfaction. While previous studies have investigated the impact of CSR on employee well-being and job satisfaction, this study contributes to the literature by examining the mediating role of emotional labor in the relationship between CSR and job satisfaction. Additionally, this study uses Smart PLS 3.0, a relatively new method in the field of CSR research, to analyze the data. Overall, the combination of the unique context of the study, the mediating role of emotional labor, and the use of advanced statistical techniques adds to the originality and contribution of this study to the existing literature on CSR and employee well-being.

Employer’s Satisfaction on Accounting Internship in Digital Learning Environment

The accounting profession plays a vital role in organizations’ financial stability and transparency, making it imperative to examine the satisfaction levels of employers regarding the quality and preparedness of accounting interns. Limited knowledge about how employers perceive the value of accounting interns who have engaged in digital learning experiences throughout their undergraduate studies is known. The study aims to examine the impact of digital learning environments on employer satisfaction with accounting interns in three different aspects, namely technical and functional skills, communication skills and organizational management skills. The study surveyed a sample of employers that had hosted accounting internships in 2022. The findings of this study revealed that employers have a high level of satisfaction towards accounting interns in the digital learning environment. This has significant implications for various stakeholders, including educational institutions, employers, accounting interns and the accounting profession as a whole. It offers insights into how academic institutions can better align their curriculum and support systems with the needs and expectations of employers, thus bridging the gap between classroom learning and real-world accounting practice.

Drivers of Employee Job Satisfaction During Pandemic in Manufacturing Industries

Purpose: The study focuses on employee job satisfaction and its implications in Malaysia's manufacturing sector. It highlights the significance of job satisfaction for organizational success, especially in challenging economic conditions. Theoretical reference: Social Exchange Theory (SET) is employed for the study, emphasizing that employees reciprocate positive organizational behaviors with loyalty and commitment. SET underscores the importance of trust-based relationships and psychological commitment to the job. Method: The study explores three key factors—compensation and rewards, training, and work-life balance—in relation to employee job satisfaction. It employs hypotheses to test the relationships between these factors and job satisfaction. Quantitative and cross-sectional approach have been implemented whereby the research tools were derived from numerous previous studies. Questionnaires were distributed online conveniently to enable the respondent to provide their feedback anytime, anywhere. It was a non-probability sampling where questionnaires were distributed to respondents in the Manufacturing Industry. Results and Conclusion: The study anticipates that compensation and reward, training, and work-life balance are significantly related to employee job satisfaction in Malaysia's manufacturing sector. These factors impact employee performance, productivity, and retention. The investigation of this study discovered that the three hypotheses offered have a significant relationship with employee job satisfaction in Malaysia's manufacturing industry. ). The results show that compensation and reward (β = 0.680, t = 15.2212, p < 0.001), training (β = 0.114, t = 2.502, p =0.013), and work-life balance (β = 0.158, t = 4.106, p < 0.001) have significant positive relationship with employee job satisfaction in the manufacturing industry of Malaysia. Therefore, H1, H2 and H3 are all accepted.The current study has supported prior studies and explained the roles played by compensation and reward, training and work-life balance in employee job satisfaction in the manufacturing industry of Malaysia with the Social Exchange Theory. Implications of research: The findings contribute to academia by addressing a literature gap regarding job satisfaction and its influencing components. It offers insights for organizations in the manufacturing industry to enhance employee job satisfaction, leading to improved performance and profitability. Originality/Value: While many studies focus on job satisfaction, this research uniquely explores its facets within Malaysia's manufacturing sector. It examines the influence of compensation, training, and work-life balance, addressing a research gap in this context. The study offers valuable insights for management in understanding employee expectations and fostering a more satisfied and committed workforce.

Expectations of employers in the United States for entry-level public health job skills with a bachelor's degree: an analysis of the positions advertised in an online job portal.

To analyze the current public health labor market for bachelor's-level graduates. Public health-related job postings (N = 365) from across the United States were collected from an online job portal, Indeed.com, from November 7-14, 2022. Job titles, organization type, degree requirements, work experience, job location, and preferred skills for bachelor's-level public health positions were analyzed. Thirty-one job titles were identified. Approximately one-third (32.33%) of postings were from the Northeastern US; 23.56% were from the Southeastern region. Thirty-five job skill categories were identified. Most jobs (92.33%) required oral and written communication skills, and 85.21% specified educational skills for public health promotion. Cultural competency, project management, and case management abilities were also highly sought. This study revealed the needs of the public health workforce and bolstered the case that public health degree-seekers should be equipped with a set of strategic skills applicable to a range of multisectoral and multidisciplinary public health jobs. Given the rapid changes in the field of public health, ongoing analysis of the labor market benefits educators, employers, and policymakers alike.

Корпоративное обучение сотрудников в партнерстве с высшими учебными заведениями

In the presented work, the issues of the organization of in-house training based on the partnership of a commercial company and an educational organization of vocational education are considered. Continuing education helps professionals climb the corporate ladder and achieve success at work, and also allows corporations to save on expensive external hiring by promoting from within. The article substantiates that in modern conditions, when the gap in the skills that the employer expects from employees and their actual level is quite deep, corporate human resource management systems face the need to take advantage of corporate training, including that implemented on the basis of bilateral cooperation between industrial and academic structures. It is concluded that in conditions of talent shortage, it is extremely important for companies to adopt strategies that promote lifelong learning, professional development and retraining of the workforce.

WYKORZYSTANIE METOD BADAWCZYCH (USER-EXPERIENCE) W PROJEKTOWANIU ARCHITEKTONICZNYM WNĘTRZ USŁUGOWYCH NA PRZYKŁADZIE BADANIA POTRZEB FUNKCJONALNOPRZESTRZENNYCH PRZYSZŁYCH UŻYTKOWNIKÓW

The subject of the research undertaken is the use of available research methods in interior design, with particular emphasis on the user experience method. The purpose of the study is to demonstrate the validity of conducting pre-design participatory research, focused on the functionality and efficiency and desirability of the designed solutions. The study used a survey method, involving two groups of respondents: legal professionals and their administrative services, and target law firm employees. The survey was designed to formulate conclusions about the negative and positive factors affecting the comfort of doing work, to define the expectations of employees related to functional, stylistic and aesthetic solutions.

Employee intentions and employer expectations: a mixed-methods systematic review of “post-COVID” intentions to work from home

ABSTRACT The COVID-19 pandemic accelerated cultural and organisational acceptance of remote working. For a portion of the commuting workforce, working from home (WFH) is now possible. Of great interest is whether increased WFH will diminish actual mobility, and thereby reduce the transport task of cities. To understand this possibility, we must know how much WFH will be sustained into the future. Using a bespoke approach combining scholarly and grey literature, this review develops a tangible record of employee desires and intentions to WFH, in the context of the expectations of employers. Its contribution is a novel and rigorous appraisal of recent practices and sentiments. Results confirm that there is a strong underlying demand to WFH. Many studies, however, estimate unrealistically high rates of WFH which cannot be projected onto the wider working population. Further, we find there is a conflict between employee preferences and their expectations to WFH, with estimations of preferences far greater than estimates of expectations. This finding is confirmed by the analysis of employer sentiments. Employers broadly realise that accommodating WFH reflects a best-practice approach, yet favour predictable routines where specific days of on-site attendance are mandated. We conclude with reflections on the impact of our findings on the transport system. We propose that the impact of WFH on commuter decision-making depends on the degree to which employers mandate on-site attendance. Finally, we emphasise the need to acknowledge the wider political, economic and social milieu in which work is performed as shaping future WFH practice.

Measurement Of Performance Commitment Of Employees In Health Care Unit

This paper aims at measuring the performance commitment of employees working in health care industry. Which is useful to know the strength and weakness of appraisal as well as employees? The present study is based on the objectives (1) to study and analyse the employees expectations, (2)to examine and analyse which appraisal system is being mostly used in the health care unit in Visakhapatnam, (3) to analyse whether the performance appraisal system of health care unit increase the productivity of employees or not. Hence study concludes that performance appraisal system will improve the motivation and job satisfaction in employees.

Challenges encountered by nonprofit employees during the COVID‐19 crisis: A mirror reflecting nonprofit leaders' performance

AbstractNonprofit organizations faced enormous challenges in maintaining service operations and fulfilling their responsibilities to their communities during the COVID‐19 pandemic. Good leadership is key to ensuring effective responses and the survival of nonprofits during a crisis. Leaders must maintain the commitment, passion, and dedication of their teams even during uncertain and difficult times. Hence, this study explored the performance of nonprofit leaders during the COVID‐19 pandemic by focusing on the difficulties encountered by their frontline staff. In a qualitative paradigm, three focus group sessions were conducted with 23 social workers from child and youth, family, and elderly care services in Hong Kong. We generated four major themes related to the expectations of nonprofit employees on their leaders: (a) visionary direction, (b) compassionate respect and communication, (c) timely support and guidance, and (d) trustworthy relationship. Our findings revealed the frustration experienced by nonprofit employees and have significant implications for their leaders. Specifically, nonprofit employees expected to receive more guidance, protection, and understanding from their leaders. Using the transformational leadership model as a reference, this study provides suggestions on how nonprofit organizations can effectively address the concerns of their employees during a crisis.

Professional foreign language – analysis of motivation and attitudes of healthcare students

The significance of foreign language proficiency in the global environment is characterized as a crucial component for enhancing international communication, collaboration, and labor market mobility. English is currently widely used as the language of international communication in various domains, while German is increasingly becoming the language of communication within the European Union. This paper presents the results of a study conducted on the courses of English Language and German Language in the first year of the undergraduate program in Radiological Technology and Physiotherapy at the Faculty of Health Studies, University of Mostar. The study aimed to analyze students' attitudes and motivation towards learning a foreign language in the context of their studies. The study investigated the factors contributing to students' motivation for learning a foreign language for specific purposes, such as the need for communication within the profession, expectations of employment in an international environment, and personal development aspirations. For this purpose, an anonymous questionnaire was constructed and administered among the target student population (N=95), and statistical analysis of the collected data was performed using the SPSS 20.0 statistical software. The introduction provides an overview of previous research on motivation for learning foreign languages in professional contexts, followed by the presentation of study findings. The obtained results enable a detailed analysis of motivational factors and can be utilized for the development of various teaching approaches and tailored instructional strategies to stimulate student motivation.

Competences of students and expectations of employers regarding competencies in the training of teachers in economics.

Most OECD reports stress the importance of helping students to acquire 21st century skills such as independent learning, problem solving, teamwork and creative thinking. This requires both the acquisition of basic skills and the continuous development of additional skills such as IT skills, language skills, reasoning and thinking in context. The paper presents the results of a questionnaire survey on competences among students and employers of the University of Nyíregyháza's economics teacher training programme. The student questionnaire was administered to the first graduating class of teacher of economics students. The labour market questionnaire was completed by employers (middle managers, senior managers, owners) of students with an active employment contract. Based on the results, students' self-assessment shows that their communication competences have improved the most, which is fully in line with employers' expectations. The training did little to develop foreign language competences, which were rated by employers as less important (presumably because Hungarian is the primary working language of graduates and foreign language skills are only exceptionally needed for their tasks). The gap between the development of students' competences and employers' expectations is noticeable in the case of digital competences. The trainees rated their digital competences as having improved significantly, while employers rated this type of knowledge as the least important. As the survey was conducted before the Covid-19 pandemic, employers' expectations of digital competences may have changed by today. In addition to providing an assessment of the economics teacher education at the University of Nyíregyháza, the research also highlights the importance of validating the quality of education from the employer side. The extension of the research to further years and majors, and its supplementation with international comparisons, appears as a perspective future research direction. A possible practical application of the research is the use of the results in the development of teacher training in economics.