Higher Education Employees Research Articles

Examining the Role of Value Orientation in Fostering Creativity Among Higher Education Employees

Examining the Role of Value Orientation in Fostering Creativity Among Higher Education Employees

Are Higher-Educated Employees More Responsible? A Study about Employee Quality and Corporate Environmental Sustainability

Are Higher-Educated Employees More Responsible? A Study about Employee Quality and Corporate Environmental Sustainability

Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism

BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.

How does Employee Education Affect Employer's Corporate Social Responsibility? Evidence from China

This paper explores how employee education affects the performance of Corporate Social Responsibility (CSR). By investigating 1,358 Chinese firms, we find that employee educations are positively associated with the quality of CSR reporting. Moreover, highly-educated employees have a stronger impact on the improved CSR reporting quality than other employees with lower educations. Further tests confirm these findings by including the external influences of state-owned regulations and mandatory disclosure requirements.

Employees Digital Experience and Mental Health During Covid-19 in Higher Education in the UK: Understanding the Aftermath

This theoretical study concentrated on comprehending the issues faced by UK employees in higher education becoming accustomed to and familiar with the digital world during the COVID-19 pandemic, along with its repercussions. Additionally, we aimed to explore the difficulties encountered throughout the pandemic and post-pandemic eras, emphasising on distant working, technology readiness and digital competency, and mental health of UK academic and non-academic personnel. The review's objectives are to identify knowledge gaps and provide viable tactics for improving academic technology preparedness. We came to the conclusion that organisations could monitor employee activity more readily and more effectively with the use of digital technology. Additionally, when implemented properly, collaboration and communication tools at workplace can dramatically boost productivity. Furthermore, understanding the barriers to digital inclusion will also make it easier to create equal educational experiences for everyone. The most efficient ways to integrate technology into education and other organisations can be determined by looking into how effectively these improvements’ function. By assessing the impact of digital online experiences on employee well-being, institutions would be guided in implementing ways to counteract burnout and anxiety.

Pengaruh Kepemimpinan Profetik Terhadap Motivasi Kinerja di Institusi Perguruan Tinggi

This study aims to determine the positive effect of prophetic leadership on employee performance at the Postgraduate Program of UIN Sunan Gunung Djati Bandung, West Java, Indonesia. This research uses a one-shot pre-experimental case study research design. The data analyzed in this study were obtained from the results of a survey distributed to respondents, by first testing the validity and reliability of the instrument. Based on the results of the data analysis, it shows that prophetic leadership has a significant effect on work motivation. Furthermore, the R. Square value is 0.343, and 65.7% of employee work motivation is influenced by other variables not examined in this study. This study found that overall prophetic leadership has a significant influence on employee work motivation at the Postgraduate institution of UIN Bandung. This indicates the importance of leaders who have prophetic leadership characteristics in improving work motivation and employee performance at the institution. Therefore, the results of this study make an important contribution in the context of educational institution management, highlighting the role of prophetic leadership in motivating employees in higher education.

Association between overtime and depressive symptoms among Chinese employees.

This study examines the correlation between overtime and depressive symptoms, and analyzed the moderating effect of age, education level, and income level on their correlation by using a nationally representative sample from the Chinese Family Panel Studies (CFPS) in 2018. Participants are divided into three groups: 30-44 h/week, 44.1-61.9 h/week (defined as overtime group), and ≥ 62 h/week (heavy overtime group). The multiple ordered logistic regression models are conducted to estimate the association between overtime and depressive symptoms. The interaction term of overtime and moderators including age, education level, and income level are introduced into the models to test the moderating effect. The overtime group have an increased probability of depressive symptoms (OR = 1.11, 95% CI 1.04-1.20) compared with those who reported working hours 30-44 h/week, after controlling for important confounders. What's more, the worsening of depressive symptoms is more pronounced in the heavy overtime group (OR = 1.32, 95% CI 1.22-1.44). The moderating effect results show that younger employees, employees with high education levels, and those with high income level are more likely to be affected by the negative effects of overtime. Working overtime increased the likelihood of depressive symptoms. Younger employees, high-educated employees and employees with high income level are more vulnerable to the negative effects of overtime on mental health.

Impact of vertical and horizontal mismatches on earnings among highly educated employees in Japan

This study investigates the vertical and horizontal mismatches among highly-educated employees in Japan. The critical point of view is that job-education mismatches lead to the waste of human capital accumulated during undergraduate or graduate study years and bring adverse consequences-earnings penalties. The main contribution of our study is that it is the first attempt to investigate both vertical and horizontal mismatches using Japanese data. Our analysis reveals that vertical mismatch is more likely to significantly lower annual earnings than horizontal mismatch for both men and women. We also find that it mainly applies to university graduates, and no significant penalty exists among employees with a graduate degree. Additionally, horizontal mismatch is more common among female employees and the penalty for overeducation is severely pronounced in the fields of natural sciences, medicine, and pharmacy.

Теория и практика путешественника и просветителя В.К. Арсеньева

The article reports on the pedagogical activity of the researcher and writer Vladimir Klavdievich Arseniev (1872–1930). Having arrived in 1900 in Vladivostok for military service, he was studying the Russian Far East for 30 years in expeditions that contributed to the regional development. The researcher’s rich experience, extensive knowledge in various academic fields, and the storyteller talent made Arseniev a well-known educator who delivered popular lectures in various organizations. Educational institutions occupy a special place in this list. In some of them he only made reports, while in others he was on the staff and taught lecture courses that were part of the curriculum. He was a lecturer at the People’s University in Vladivostok, the Vladivostok Teachers’ Institute (then the Far Eastern State Pedagogical Institute named after K.D. Ushinsky), participated in the organization of the State Far Eastern University and lectured at its oriental department. Arseniev’s pedagogical activity was based on the one hand, on constant self-education and his own scientific work, and on the other hand, he always tried and improved teaching methodology and attracted students to research and practical work. Thus, Arseniev anticipated the requirements that today are imposed on higher education employees. His example is very demonstrative today, when the goal of higher education is to prepare students for future practical activities. The article is based on V.K. Arseniev’s publications and materials from his personal archives in the Amur Region Study Society (OIAK) in Vladivostok.

PENGARUH KEPEMIMPINAN TERHADAP MOTIVASI KERJA DI PT. SWADAYA MUKTI PRAKARSA, KETAPANG

This research is based on phenomenon of a work motivation of higher education administration employee. It’s interesting to study the effect of leadership on the work motivation of higher education administration employee. This research uses quantitative method applying a survey approach. Respondents are education administration employees in PT. Swadaya Mukti Prakarsa, Desa Sempurna, Kecematan Sungai Laur, Kabupaten Ketapang, Kalimantan Barat with 55 respondents. This research result the hypothesis, can be said according to the hypotesis leadership had a significant effect on work motivation. It can been seen in α below 0,05 or below 5%. That indicate that hypotesis one accepted or relationship between leadership and work motivation is significant in this research. Leadership affectcs employee work motivation. That is, leadership to work motivation in higher education employee. Leadership is useful to motivate employee work in the organization especially in higher organization.

Human resource policies and work–life balance in higher education: Employee engagement as mediator

Orientation: This article focuses on workplace policies, employee engagement and work–life balance in higher education.Research purpose: This study examined the mediation of employee engagement on the relationship between human resource (HR) policies and work–life balance among employees in the College of Distance Education (CODE) in Ghana.Motivation for the study: Although there is a plethora of research linking HR policies and employees’ work–life balance, the same cannot be said of the variables that mediate this relationship, as there are only few studies in that perspective.Research approach/design and method: The study adopted a purely quantitative approach, using the descriptive survey design. Data were collected from 232 staff of the CODE in Ghana. The Structural Equation Modelling was used to analyse the data.Main findings: The results indicated that employee engagement is a complementary partial mediator of the nexus between HR policies and work–life balance. It was also found that HR policies had a statistically significant effect on work–life balance.Practical/managerial implications: In order to effectively improve their staff’s work–life balance, management of the college must formulate policies that support employee engagement. Specifically, they can use flexible work arrangements, leave policy, and caretaking policies to positively influence their employees’ work engagement.Contribution/value-add: The results from this study offer a remarkable new knowledge that can be applied in promoting the work–life balance of employees in higher education.

Low-wage mobility in Central Europe

The article provides analyses of the mobility and resilience to mobility among low-wage earners in four Central European (CE) countries. It examines transitions into higher-paid jobs, unemployment/inactivity, and the stability of low-wage status. In addition to standard transition matrices and summary mobility indices, it employs multinomial logit models with the aim of identifying individual determinants of low-wage earners’ prospects. The findings show that the CE countries do not represent a homogeneous group in terms of presence of low wages when the period of 2010–2016 is considered. In regard to future prospects, low-wage employees in the countries with higher incidence of low pay are more likely to reproduce their status, as compared with countries with lower incidence. Upward mobility is more likely among younger, high-educated employees and among those who work in “better” occupations.

Navike u ishrani zaposlenih u visokoškolskom obrazovanju

Introduction: Inadequate nutrition, excessive use of alcohol and tobacco can significantly increase the risk of chronic mass non-communicable diseases, which are responsible for more than two-thirds of deaths in the adult population globally. The aim of this paper is to analyze the risk factors for chronic non-communicable diseases among employees in higher education. Material and methods: The research was conducted in the form of a cross-sectional study during May 2022. The surveyed population consists of 31 employees of the College of Vocational Studies in Subotica. The research instrument consists of a survey questionnaire created for research purposes. The data analysis was performed using the statistical package SPSS 20. The methods of descriptive statistical analysis, cross-tabulation analysis were applied, and the parametric ch2 test was used to confirm the correlation. Results: A third of the employees have been diagnosed with a chronic disease, most often hypertension and hypercholesterolemia. More than half (58%) of employees eat breakfast, 87% eat lunch and 52% eat dinner regularly. About 60% of employees consume fruits and vegetables at least 5-6 days a week, significantly more often employees over 45. Almost half (42%) of employees consume sweets at least 5-7 days a week, or more often. A quarter (24%) of employees consume alcoholic beverages on a weekly basis. Conclusion: The results of the study show that among employees in higher education there are inadequate eating habits that can increase the risk of chronic mass non-communicable diseases.

Critical analysis of the manners of establishment and extension of employment relationships of employees in higher education of the Republic of Serbia

This paper aims to inspect various problems that appear in regard to different ways of establishing employment relationships and executing employee selection in the Republic of Serbia's higher education system. It is especially important to stress the fact that in establishing an employment relationship in higher education there are prominent elements of public law that differentiate between this type of employment relationship and a standard employment relationship. When we also add that in the higher education system of Serbia, there are two organisational types of higher education institutions - academic and applied studies, it becomes evident that the subject of this article is important to the wider scientific community. Furthermore, in this article, the authors will analyse and point to certain legal and procedural shortcomings regarding the extension of an employment relationship of teachers who have met the conditions for an old-age pension.

Experiences of Relatedness during Enforced Remote Work among Employees in Higher Education

The aim of this study was to investigate experiences of relatedness among higher education staff during enforced remote work caused by the COVID-19 pandemic. Experiences were investigated both at the earliest stages of enforced remote work (April 2020) and in November/December 2021. Remote work experiences were analysed through the lens of Deci and Ryan’s self-determination theory, especially through the concept of relatedness. Within this framework, relatedness is described as one of three basic psychological needs affecting health, well-being, and productivity. The main research focus includes ascertaining which factors affect experiences of relatedness among employees in higher education at work at the beginning of enforced remote work and at the end of it. The study uses qualitative data collected from Finnish university employees, analysed using theory-driven content analysis. The analysis of the two datasets enabled us to identify three categories of relatedness: (1) interaction among co-workers, (2) feelings of care and (3) experiences of connectedness. The results showed that the experience of relatedness was severely challenged during the enforced work period. In the future, the need for relatedness needs to be addressed more deliberately in multi-locational work conditions because remote work is especially affecting the experiences of relatedness. Positive experiences of relatedness can be achieved even in remote work conditions with deliberate and thought-out actions, for example by developing good remote interaction practices within the team and remote leadership practices that convey care for the employees.

Encountering and contesting native-speakerism in Japanese universities

ABSTRACT ‘Internationalisation’ in Japanese higher education (HE) is largely imagined in terms of English language acquisition. Native speakers of English are therefore desirable HE employees. However, ‘native-speakerism’ also reflects hierarchical notions of English language forms. In Japan, US and Anglo forms of English are privileged over others, which has uneven implications for English speakers employed in Japanese HE. In this paper, we discuss the findings of a qualitative doctoral study, conducted in 2015 and 2016, which involved interviews with 25 native English speakers working for Japanese universities. The study explored the interviewees’ experiences working in Japanese HE. Interviewees revealed that as so-called native speakers of English, they experienced a range of advantages in Japanese universities, but that their positioning also seemed to preclude institutional attention to their wider professional expertise. Participants’ narratives demonstrated how they sought to differentiate themselves from other native English speakers who were less qualified. We conclude the paper by considering the need for policies and practices in Japanese HE that acknowledge the diversity of ‘English speakers’, for example, by recruiting HE staff according to clearly defined skillsets (not just native speaker status) and developing internationalisation policies that move beyond English linguistic imperialism and native-speakerism.

Who is the Practitioner in Faculty-Staff Sexual Misconduct Work?: Views from the UK and US.

This article maps and compares four universities' policies and procedures for addressing faculty and staff sexual misconduct in higher education in the UK and US. While universities have engaged in significant work to grapple with student-student sexual misconduct, attention to misconduct perpetrated, and experienced, by higher education employees is relatively nascent. In this paper, we explore the maze of institutional processes and actors that victim-survivors of FASSM might encounter. We describe what is known about prevalence of FASSM in the US and UK and offer an overview of the policy landscape in both settings. Inspired by Patricia Yancey Martin, we analyze publicly available policy documents on FASSM from two US and two UK universities and map out visually the range of investigative, reporting, and sanctioning processes. We introduce an analytic distinction between an actor and a practitioner within the FASSM context, whereby actors are those tasked with administrative duties in handling sexual misconduct reports, while practitioners are those with specialized knowledge and training that enables them to prioritize victim-survivor needs. These illustrative diagrams suggest that while university employees are tasked to act on reports and disclosures of sexual misconduct, it is difficult to identify specialist practitioners with expertise to support victim-survivors of FASSM. Ultimately, this work provides a deeper understanding of what practice looks like in relation to higher education FASSM, and we outline implications for future research directions.

From chalk to clicks – The impact of (rapid) technology adoption on employee emotions in the higher education sector

Drawing on Appraisal Theory, this study explores the psychological impact of technology adoption during the first year of the COVID-19 pandemic on UK Higher Education (HE) employees. Using sentiment analysis, we analyse approximately 9000 tweets focusing on technology use in UK HE between March 2020 and February 2021, leading to the identification of significant changes in perceptions and feelings. Followingly, we undertake 52 in-depth online qualitative surveys (employing a laddering approach) from UK HE employees to better understand the emotional and psychological consequences of technology adoption. The results highlight four distinct phases based on the functional and emotional impact of technology: secure, scrutinize, streamline, and sustain. We observe that several distinct positive (e.g., empowerment and self-efficacy), and negative (e.g., isolation and stress) psychological consequences emerge in each phase, which are concomitant with the transition from an emergency/rapid to planned/proactive technology adoption and integration. This study offers a framework demonstrating the impact of technology adoption on employee emotions and how these emotions change during the transition from rapid to planned technology adoption. Thus, given the importance of emotions within organizations, the implications of our work offer valuable insights for organizations transitioning from emergency to planned technology adoption in the future.

Publishing in the academy: An arts-based, metaphorical reflection towards self-care

Publishing in the academy is a high-stakes activity often used to measure academic staff progress and inform promotion. Many universities have increased pressure on academics, even at the earliest stages of their careers, to publish in high-ranking journals resulting in increased stress and uncertainty. The authors of this paper are members of a writing group in an Australian regional university, established to support each other towards success in quality research and publishing. Over the 2020–2021 summer semester, six members of the group decided to reflect on their experiences, emotions and outcomes throughout the writing process by participating in four reflective arts-based activities. Theoretical frameworks of reflection and metaphor were used to share findings. Strong evidence of having to grapple with meeting university expectations in tension with personal goals and passions was ever-present. The importance of drawing on both personal resources and significant others to manage these tensions through self-care practices was also evident. Implications resulting from this research include recognising the pressures placed on academics to publish only in specifically ranked journals. Overall, the arts-based reflection was critical in uncovering deeper feelings about the pressures of publishing and supporting higher education employees’ well-being and self-care during the writing process.

Memahami Mental Kerja Karyawan Melalui Analisa Worklife Balance Pada Turnover Intention Di Perrguruan Tinggi Swasta Di Bawah BUMN Gresik

Background – Mental health is influenced by events in life that leave a great impact on personality and a person, while mental health is related to Work-life Balance and stress management. Employees who fail to achieve Work-life Balance will have high levels of stress both at work and outside of work, which can have negative consequences, especially Turnover intention. Aim – analyze the direct effect of Work-life Balance on the Turnover intention of higher education employees under BUMN in Gresik and the indirect effect of Work-life Balance through work stress. Design / methodology / approach – Quantitative research using path analysis, with a sample of 89 employees of private universities under BUMN in Gresik. Result and discussion – Work-life Balance has a significant value of 0.008 <0.05 and t-count -2.695 > t-table -1.987, so that Work-life Balance has a direct negative effect on employee Turnover intention. Job stress has a significant value of 0.530 > 0.05 and t-count 0.631 < t-table 1.987, so it has no direct effect on Turnover intention. Work-life Balance which has a significant value of 0.05 <0.05 and t-count -1.989> t-table 1.987, so it has a direct negative effect on employee work stress. Finally, Work-life Balance has a significant value of 0.53 > 0.05 and t-count -0.231 < t-table 1.987, so it does not have an indirect effect on Turnover intention through the work stress variable as an employee mediation variable. Conclusion - According to the findings from this study, the Turnover rate is influenced by work life balance directly or by mediating work stress. Research implication – Universities need to improve or be able to better balance the personal lives of employees with their personal lives, because it is found that the employee Turnover rate will decrease if employees have a good and balanced Work-life Balance. Limitations – Research related to mental through work life balance, work stress in influencing Turnover intention is limited to employees of private universities under BUMN in Gresik.