Employee Involvement Research Articles

PLN CSR Program Through Community Empowerment at Saguling Dam, Citarum River, Bandung, West Java

Saguling Dam is a man-made reservoir located in West Bandung Regency, which dams the flow of the Citarum River, the largest river in West Java. The current condition of the dam has been heavily polluted by an abundance of water hyacinth and a buildup of household waste covering the river's surface. According to data from the Bandung City Sanitation Company in 2016, approximately 2.5 million residents produced 1,500 - 1,600 tons of waste per day. However, only 1,100 - 1,200 tons were transported to the Sarimukti Final Disposal Site (TPA), and 150 - 250 tons were processed by residents. The remaining 150 - 250 tons of waste were disposed of in Citarum River's tributaries. PLN (State Electricity Company) implemented a Corporate Social Responsibility (CSR) program themed "Green Employee Involvement" through community empowerment efforts aimed at addressing the waste problems in the Saguling Dam. The "Green Employee Involvement" program, in collaboration with the Bening Saguling Foundation, was carried out in celebration of World Environment Day 2024. The research methodology used is qualitative, employing a case study approach. Data collection methods include literature review and observation. The research findings show that PLN's Corporate Social Responsibility program, themed "Green Employee Involvement" in collaboration with the Bening Saguling Foundation, has had a positive impact on environmental preservation while also providing economic benefits to the community in the Saguling Dam area, Bandung, West Java.

The Role of Recruitment and Selection on Organisational Performance: A Case of National Housing Corporation in Tanzania

This study examines the role of recruitment and selection practices on organisational performance at Tanzania's National Housing Corporation (NHC). Employing a descriptive research design, the study targeted all 76 employees at NHC headquarters across various departments, using census sampling to ensure comprehensive data collection and eliminate bias. Data were gathered through structured questionnaires with closed-ended questions measured on a five-point Likert scale. Analysis involved both descriptive statistics (percentages, frequency distributions, mean, and standard deviations) and inferential statistics (correlation) to examine relationships between independent variables (recruitment and selection, training and development, performance appraisal) and dependent variable (NHC's organisational performance). Findings reveal that recruitment and selection at NHC play a critical role on organisational performance. NHC has a well-communicated recruitment policy with high employee awareness and involvement. Internal advertising of new positions is common, supporting talent retention and growth opportunities. While job applicants generally receive adequate information, some inconsistencies exist. The recruitment process is perceived as transparent, though improvements are possible. NHC is seen as an equal-opportunity employer, but reinforcement is needed in some areas. Employees feel reasonably included in the selection process, which is merit-based with clearly defined criteria. Selected candidates generally fit well with the organisational culture. However, inclusiveness in selection could be enhanced. Recommendations include improving recruitment policy communication, increasing employee engagement, strengthening internal advertising, reinforcing equal opportunity practices, maintaining merit-based selection, ensuring cultural fit, and fostering trust and transparency. These suggestions aim to optimize recruitment and selection practices, thereby enhancing NHC's organizational performance and potentially benefiting other organizations.

Customer-Centric quality management: A framework for organizational excellence in SMEs

In an era where customer expectations are continually evolving, Small and Medium Enterprises (SMEs) must adopt innovative quality management practices to achieve organizational excellence. This review presents a customer-centric quality management framework designed specifically for SMEs, emphasizing the pivotal role of customer satisfaction in enhancing operational efficiency, product quality, and overall business performance. The framework is built on the premise that customer feedback and engagement are integral to quality management processes. By prioritizing customer needs and expectations, SMEs can develop quality assurance strategies that not only meet but exceed customer requirements. This approach involves systematic collection and analysis of customer feedback, enabling organizations to identify areas for improvement and innovate their offerings accordingly. Central to the framework are key components such as continuous improvement, employee involvement, and process optimization. Continuous improvement methodologies, like Lean and Six Sigma, are tailored to suit the unique challenges faced by SMEs, fostering a culture of quality that empowers employees at all levels. Engaging employees in quality initiatives cultivates a sense of ownership and accountability, essential for driving organizational change and enhancing service delivery. Furthermore, the framework emphasizes the importance of aligning quality management practices with customer-centric strategies. This alignment ensures that quality initiatives are not only reactive but also proactive, anticipating customer needs and adapting processes to deliver superior value. Incorporating customer relationship management (CRM) tools enhances communication, allowing SMEs to gather insights that inform quality improvements and strengthen customer loyalty. Implementing a customer-centric quality management framework can significantly impact an SME's competitiveness by enhancing product reliability, reducing defects, and improving customer satisfaction. Ultimately, this approach fosters organizational excellence, leading to increased market share and long-term sustainability. In conclusion, this framework equips SMEs with the necessary tools to integrate customer-centricity into their quality management processes, driving continuous improvement and excellence. Keywords: Customer-Centric Quality Management, Smes, Organizational Excellence, Customer Satisfaction, Continuous Improvement, Lean, Six Sigma, Employee Involvement, Process Optimization, CRM Tools, Competitiveness.

The Effect of Employee Engagement on Employee Performance by Moderation of Generational Characteristics of Employees in Private Agencies

Employee engagement is an important issue that is the main concern of the organization's leaders in managing its employees. The changing characteristics of the employee generation are becoming a specific challenge for human resource management. Employees who are engaged with their work will exert all their abilities, efforts, and thoughts and significantly contribute, where the engagement and personal characteristics possessed by employees in carrying out their work can directly impact their performance. This study aimed to analyze employee engagement's effect on employee performance by moderating the generational characteristics of private agency employees in the City of Padang, West Sumatra. Data was collected through questionnaires distributed to 100 employee respondents working in private institutions in the city of Padang, with purposive sampling technique. Then, the data is processed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results of this study indicate that employee engagement generational characteristics (Y and Z generation) have a positive and significant effect on employee performance. Generational characteristics (Y and Z generation) also positively and significantly impact employee engagement. Generational characteristics do not moderate the relationship between employee involvement and employee performance, but directly employee engagement and employee performance can be improved with generational characteristic variables. Organizational leaders should pay attention to employee engagement and the characteristics of the generation of employees and can make it a potential to improve employee performance.

Linking organizational cronyism, time theft and nurse's proactive behavior: an evidence from public sector hospitals of Pakistan.

The main objective of this study was to understand why employees engage in time theft behavior and what is the behavioral consequence of this deviant behavior. To do this, the conservation of resources theory helps to examine the role of organizational cronyism behind employee time theft behavior and decreased proactive behavior. A three-wave self-administered employee survey was used for data collection. The data were collected through an adopted questionnaire from nurses working in the public sector hospitals of Pakistan. Structural equation modeling (SEM) was used to analyze data collected from 256 respondents. The results of this three-wave study supported the hypotheses which are: (1) Organizational cronyism positively predicts employee involvement in time theft behavior. (2) Employee time theft behavior negatively impacts their proactive behavior. (3) Organizational cronyism is detrimental to employee proactive behavior. (4) The relationship between organizational cronyism and proactive behavior is mediated by time theft. In the presence of organizational cronyism, employees use time theft as a dysfunctional coping strategy to conserve their valued resources rather than allowing the organization to consume them. Organizational leaders of public sector hospitals must promote merit-based HRM practices to discourage time theft behavior as well as to improve the proactive performances of the nurses. This study is one of the initial attempts to extend the scant literature on the antecedents and consequences of time theft behavior and its dimensions in the South Asian context.

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Vision Communication and Firm Quality Performance: The Mediating Role of Employee Involvement and the Moderating Effect of Leader Support.

Vision communication (VC) is an important way for leaders to express their ideas about a blueprint of the future to convince employees that their work is valuable and meaningful in total quality management. This research studies the influence of vision communication (VC) on quality performance (QP) through the mediation of total employee involvement (EI) and the moderation of leader support (LS). With the use of Smartpls 3.0, the collected data based on 2996 samples in Shanghai were used to analyze the various constructs. The results show that both VC and EI affect QP and should be influenced by LS. EI was found to partially mediate the relationship between VC and QP. The results also demonstrate that EI can positively affect improvement in QP via stronger LS and that high-level employee involvement is positively associated with quality performance when leader support is high (vs. low). This research can be inferred as one of the very limited empirical analyses that explored the mediating impact of EI on VC and QP. In the quality management (QM) field, the exploration of the moderating effect of LS on the mediation of the EI between VC and QP can be viewed to be a significant theoretical finding. The findings will be instrumental in assisting managers and administrators in understanding the significance of vision communication and leader support in quality management practice.

Accident Investigation Impact on Safety Climate: Moderating Roles of Management and Employees in Ghanaian Construction

This study examines the relationship between accident investigation procedures and safety climate in construction companies, focusing on the moderating roles of management commitment, enforcement, communication, and employee involvement, compliance, and awareness. Grounded in transformational leadership, social exchange, and planned behavior theories, data were collected from 208 skilled employees in Accra using questionnaires. Statistical analysis via SPSS revealed a significant positive relationship between accident investigation procedures and safety climate (B = 0.469, p < 0.001). While management commitment positively influenced the safety climate, it did not moderate this relationship. However, management communication significantly moderated the relationship (B = -0.144, p = 0.013), and staff involvement (B = -0.123, p = 0.020) and employee compliance also had significant moderating effects. Employee awareness did not show a moderating effect, though its influence on safety outcomes remains important. The findings emphasize integrating effective management practices and employee involvement to optimize safety climate in construction.

Mapping the Embarkation Haji dormitory model equivalent to a star rating hotel to empower local communities and improve the national economy

The aim of this research is to map a model for utilizing Hajj dormitories in terms of products, services, management and relevant policies, towards utilizing Hajj dormitories equivalent to star hotels through Hajj dormitory accommodation services to empower local communities and improve the national economy. Specific objective: To realize the management of Hajj dormitories equivalent to star hotels in Indonesia. Research stages: in 2024 research will be carried out on the Medan Hajj embarkation dormitory. Method: This research was carried out descriptively, qualitatively, quantitatively, with a star hotel study approach, as well as community base tourism, as a model for using Hajj dormitories on a par with star hotels. The data was analyzed using the theory of hotel and tourism quality standards, and relevant theories according to the data found at the research site. The research results show a significant value, and equivalently the star hotel rating according to the Ministry of Tourism and Creative Economy no. 53/2013 shows the results, namely: 1). Product with a score of 429, out of 118 elements assessed, 2). Service with a score of 83 out of 31 elements assessed. , 3). Management with a score of 79 out of 20 elements assessed. Fulfillment just needs to improve 9 elements of the standard target score of 600 according to the business requirements for star hotel ratings. The suggestions are: fulfillment of the annual budget needs to be increased to improve product standards, services, training, competency tests, and direct employee involvement, as well as local community empowerment needs to be maximized.

Effectiveness of sustainability communication on stakeholder engagement: A multi‐method qualitative assessment of sustainable development

AbstractThe present era is witnessing a growing importance of sustainability communication. There is a need to understand stakeholders' perspectives regarding sustainability communication by different corporates. Additionally, it is also important to understand the positive (happiness and surprise) and negative (anger, fear, and sadness) aspects that affect the effectiveness of sustainability communication. The present research used a multi‐method multi‐study qualitative approach. In Study 1, the perspectives of 29 mid‐level managers and 16 top‐level senior managers involved in the sustainability domain in their organizations from India were captured via qualitative semi‐structured interviews. In Study 2, sustainability reports of 50 leading companies involved in sustainability activities were analyzed using textual analysis, emotional analysis, and topic modeling. Results indicate that corporate sustainability communications can have varying impacts on the stakeholders. The results of the qualitative analysis showed positive impact of sustainability communications on employee engagement, employee involvement, transformational and inclusive leadership and training and development opportunities. Positive emotions, like happiness or surprise, indicate positive brand image and engagement related to sustainability activities. Negative emotions like fear, anger, and sadness, show stakeholders' concern regarding the environmental damages. Thus, organizations need to target the positive aspects in their sustainability communication for improved results and must avoid the negative aspects while planning to develop effective sustainability communication. Subsequently, the present study contributes to the existing literature by proposing a conceptual framework based on signaling theory and stakeholder theory. This study fills the gap in terms of examining the stakeholders' and end‐users' perspectives regarding sustainability communication, the major emotional aspects that are revealed from the sustainability reports and an overall view on individual's pro‐environmental behavior.

Creating Positive Customers Evaluation: The Impact of Efficient CRM Processes on Increasing Client Satisfaction

Commodity creation took precedence over endurance as the industrial revolution of the first half of the twentieth century led to the digitization of industrial techniques. Subsequently, the focus shifted to promotional elements that gave priority to consumer satisfaction. The technological advancements of the 20th century and globalization have brought humans to the highest levels of the asset organization, which has had a profound impact on employment. Ancient Hindu texts such as demonstrate the importance of human resources and demonstrate that structured management of human personnel dates back thousands of years. However, the first signs of the evolution of Hrd (human capital administration) approaches date back to the 1780 factory insurrection. During this time, technological breakthroughs necessitated improved work practices, productivity, and quality. The financial advantages of splitting of labor were discussed by Smith (1776) in his work “An Enquiry into the Causes and Nature of Wealth of Nations.” He suggested that specialization could increase the efficiency of labor. He perceived three benefits from a separation of labor: skill growth, time savings, and the ability to use specialized instruments. The creative endeavor of Owen (1825) demonstrates the significance of individuals in the operation of businesses. He maintained that one of the most effective expenditures managements can make is money invested in personnel development. Babbage (1832) investigated and developed the concept of specialization of labor in an even more thorough matching of individual expertise and abilities with particular tasks, based on his work, he came to that conclusion. As the work of Taylor (1911) tried to codify worker situations, procedures, methods, and tacit talents into concrete norms and formulae, a revolutionary shift occurred in the realm of interpersonal management practices. Research on the connection among productivity and the workplace was first undertaken by Mayo and his colleagues in 1927–1932. Barnard (1938) and other researchers followed up on these groundbreaking studies, which completely changed the realm of hiring and firing methods. The controversy about if effective human resources management is just jargon or a real concept is still up for debate, despite the fact that there has been a sizable body of literature on the subject. By analyzing the level of strategic HRM implementation and its effects on organizational performance in Nigeria’s manufacturing sector, this report aimed to expand the scope of previous research. The stated goal of the multi-respondent survey, which included 21 manufacturing organizations in the nation of Nigeria, had been to find a fit among corporate success and strategic staffing practices. The data obtained was evaluated using descriptive statistics, regression analysis, and correlational analysis. Results indicate that production enterprises in Nigeria employed moderate amounts of tactical HRM. Findings also show this path The main tactical human resources procedures that affect the effectiveness of organizations in Nigeria’s manufacturing sector are management devolution, creative hiring and hiring methods, ongoing workers education and training, based on shares compensation, performance appraisal, professional development, and active employee involvement in decisions and actions. It follows that businesses involved in production should focus more on these procedures in order to enhance their use throughout the sector.

Mediation of Green Perceived Organizational Support between Green Human Resource Management Practices and Employee Performance

This study examines the role of green HRM on employee performance outcomes in Pakistan through perceived organizational support for environmental initiatives. The theory of Ability Motivation Opportunity (AMO) has been applied to investigate how green HRM influences employee performance by mediating green-perceived support. The research used green HRM practices as independent factors, green perceived organizational support as a mediating variable, and employee performance as the dependent variable. Data from 312 respondents were analyzed using SEM-PLS. Training and development, recruiting and selection, employee involvement, and performance management are all examples of green HRM practices that this study found to have a good effect on employee performance. Furthermore, organizational support was a crucial mediator between green HRM practices and employee performance. This indicates that when green HRM and green-perceived organizational support demonstrate a commitment to environmental concerns, employees recognize that their ecological values are significantly endorsed by their employer, enhancing their perception of green-perceived organizational support and motivating improved performance. This research demonstrates that perceived green support fosters green competencies and motivation in employees, enabling them to realize their environmental potential. Therefore, employees may perform at their best by putting green HRM methods into practice and making corporate support seem ecologically sensitive.

Innovative HR practices and product quality mediated by employee outcomes: Case of SMEs of Oman

Innovative HR practices in the SME context is a relatively less understood and less researched topic. Furthermore, innovative HR practices have the potential to give SMEs a competitive edge in the market. However, the mechanism that leads innovative HR practices to favorable business and employee outcomes is less understood. In the present study, we investigated this issue using a mediation mechanism. The objective was to test the effects of innovative HR practices on a selected business outcome i.e. product quality while testing the employee outcomes as mediator. The study utilized a cross-sectional method of data collection from SMEs and data was analyzed quantitatively (n=383). The first major result indicates that innovative HR practices including recruitment and selection (β=.181, P<.05); performance appraisal (β=0.253, P<.05); and employee involvement (β=0.094, P<.05) exert a positive and significant influence on product quality. Whereas, the results for performance-based pay (β=0.056 P>.05; and learning and development (β=0.092 P>.05) turned out to be insignificant. Furthermore, we tested four employee outcomes including employee commitment, employee competency, employee congruence, and job satisfaction as mediators. The result shows that in all four proposed mediation models, only employee involvement turned out to be functioning as a mediator which shows that this is the most important variable in the innovative HR practices and product quality relationship. We concluded that employee outcomes are important and need greater attention.

Analisis Resistensi Pegawai Dalam Kebijakan Jam Kerja di Dinas Pendidikan Kota Gunungsitoli

This research aims to analyze employee resistance to the working hour policy at the Gunungsitoli City Education Office, which has an impact on the effectiveness of public services. The research method used is descriptive qualitative, with data collection through observation, interviews, and documentation. The results show that employee resistance is mainly influenced by a strong organizational culture, incompatibility with the new policy, and lack of employee participation in the policy planning process. The study found that such resistance resulted in decreased work discipline, which negatively impacted the quality of public services. The discussion of the results underscores the importance of inclusive and transparent management strategies in designing and implementing policies, to improve employee compliance and reduce resistance. The conclusion of this study confirms that active involvement of employees in policy planning and participatory approaches can minimize resistance and improve organizational performance and the quality of public services at the Gunungsitoli City Education Office.

Effect of Financial Metrics on Risk Indicators in Nigeria Listed Deposit Money Banks

This study investigates the effect of financial metrics on risk indicators in Nigerian deposit money banks. The analysis employs yearly time series data spanning from 2007 to 2022, acquired from the Exchange Group PLC. Descriptive statistics, panel unit root tests, Hausman tests, and Panel Ordinary Least Squares (OLS) procedures were used at a 95% confidence interval. The study utilized secondary data sourced from the Exchange Group PLC database. The R-squared (0.564390) and Adjusted R-squared (0.540629) values indicate that the models have strong explanatory power. The results show that all variables are stationary at their levels (I(0)). The primary financial metrics influencing risk indicators among deposit money banks in Nigeria are revenue growth, net interest margin, and earnings per share. It was recommended that banks should implement effective risk management systems that can handle increased complexity and scale of operations, and regularly update them, leveraging blockchain technology for decentralized risk management as it relates to revenue growth rate of banks. Maintain a healthy net interest margin through effective risk management practices and internal controls, and utilize this strength to invest in risk mitigation measures, introducing incentive programs to encourage employee involvement in risk management. Conduct regular financial reviews and audits to ensure accurate earnings reporting and risk identification, utilizing AI-powered tools for earnings analysis to identify anomalies and potential risks. Prioritize prudent lending practices and effective risk management to maintain financial stability, implementing dynamic adjustments to the debt-to-equity ratio in response to changes in risk detection needs.

Examining Management and Employees' Perceptions of Occupational Heat Exposure and the Effectiveness of a Heat Stress Prevention Intervention on Safety and Well-Being among Natural Gas Construction Workers: A Qualitative Field-Based Study.

Numerous risk factors have been identified as significantly influencing outdoor workers' risk for heat stress and heat-related conditions, impacting their health, well-being, and productivity. However, the specific effects of these factors on construction workers' safety, health, and well-being remain under-researched. With climate change increasing temperatures, assessing heat stress among construction workers is imperative. To identify the barriers and facilitators influencing the safety of natural gas construction workers and evaluate an implemented heat stress intervention. In the summer of 2023, two semi-structured interviews and six focus groups were conducted with twenty-one stakeholders at a Texas natural gas construction site. Key facilitators include employee preparedness, use of employer-provided resources, hydration logs, and real-time communication tools. Contrarily, the barriers include daily work schedules, access to dehydrating beverages, and generational differences with the non-implementation of mandatory rest breaks. The heat stress program was perceived as effective, surpassing recommended guidelines. To advance construction workers' safety, health, and well-being, both employee involvement and employer management are needed, along with no-cost accessible resources. Additionally, implementing a required routine rest break and comprehensive heat stress education, particularly for older workers, will significantly promote safety and safe work practices in hot environments. Note: in this study, the terms 'worker' and 'employee' are used interchangeably.

Managing the innovation process of small and medium-sized enterprises: The important roles of reflecting and employee involvement

Managing the innovation process of small and medium-sized enterprises: The important roles of reflecting and employee involvement

GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: EVIDENCE FROM PRIMARY DATA ANALYSIS

This study investigates Green Human Resource Management (GHRM) practices within the food and beverages sector in Nigeria, focusing on how these practices contribute to the sustainability of these companies. A census approach was adopted, encompassing the entire population of 325 staff members from the sector. Data was collected using a validated and reliable questionnaire, with a Cronbach Alpha coefficient of 0.798. The analysis, conducted using SPSS Version 25, revealed key insights into GHRM practices. Results indicated that green recruitment is well-integrated into the companies, with 87.1 of respondents confirming the inclusion of green job descriptions, and 81.6 agreeing that employees are recruited based on their environmental awareness. Green training is also emphasized, with 87.1 of respondents agreeing that their companies conduct training on environmental management, and 81.6 confirming job rotation to develop green managers. Green rewards are prevalent, with 85.3 agreeing that employees receive bonuses for environmental achievements. Additionally, 87.1 of respondents agreed that green performance appraisal systems are in place, incorporating green performance indicators. Lastly, 87 of employees felt involved in green initiatives, highlighting active communication and engagement in environmental policies. The findings suggest that GHRM practices significantly enhance the sustainability of food and beverages companies in Nigeria. The widespread adoption of green recruitment, training, rewards, performance appraisal, and employee involvement underscores the importance of aligning HR practices with environmental goals for improved sustainability and business performance.

Impact of Leadership on Employee Behaviour and Attitude in The Ministry of Finance, Ghana

Purpose: This study investigates the influence of leadership on employee behaviour and attitude in the Ministry of Finance in Ghana. It specifically focusses on how leadership practices affect productivity in a public sector setting. The research investigates the adaptive qualities of leadership styles and their efficacy in meeting the varied demands of employees, based on the principles of Situational Leadership Theory (SLT). Methodology: The study utilises a descriptive survey method. The study population consists of all 628 employees of the Ministry, with a sample size of 246 determined through a multi-stage sampling process. Data is obtained by questionnaires. Findings: The findings suggest that leadership roles and practices have a moderate impact on employee behaviour and productivity. Leaders are seen as successful role models, but they are lacking in providing personalised support and effectively communicating goals. The effectiveness of leadership tactics is not considerably influenced by age. The study's findings suggest that implementing leadership development programs, improving communication methods, and providing individualised support mechanisms will promote organisational efficiency and employee engagement in the Ministry of Finance. Policy Implications and Recommendations: Ministries should develop and implement comprehensive training programmes for leaders that focus on enhancing role modeling, setting high performance expectations, and providing effective intellectual stimulation. Governmental ministries should introduce policies and practices that improve the communication of organizational goals and increase employee involvement in the goal-setting process.

Wearable devices and workplace productivity: a bibliometric analysis of their integration into professional environments

This study analyzes workers' perceptions and acceptance of the use of wearable devices in the workplace. A bibliometric review supported by complex network analysis was carried out, through which the driving themes of the area were identified. The results indicate the increase in the use of these technologies and the factors linked to employee acceptance or rejection. Workers' perceptions and the potential benefits of wearable technologies are also discussed. The findings reveal factors influencing technology acceptance and highlight organizational and technological characteristics that facilitate adoption for effective daily use. The study contributes to the literature by evaluating the feasibility and acceptance of wearable technologies within companies. It underscores that the lack of employee involvement in device selection is a significant barrier to adoption.