Employee Orientation Research Articles

Investing in the Teacher Workforce: Experimental Evidence on Teachers’ Preferences

Inadequate compensation is often viewed as the root of teacher workforce challenges despite teacher reports that working conditions matter more. Using an original discrete choice experiment with a national sample of 1,030 U.S. teachers, we found that support staff—special education specialists, counselors, and nurses—play an essential role in shaping teachers’ employment preferences. Teachers value access to these support staff more than they value a 10% increase to their own salary. We also assessed teachers’ preferences regarding childcare subsidies and find that teachers treat a 10% salary increase and a childcare benefit of similar value as near perfect substitutes. To test the durability of these findings, we replicated our study 2 years later and found nearly identical results.

Labour shortages and employer preferences in retaining and recruiting older workers

PurposeThis article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.Design/methodology/approachData were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.FindingsExperiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.Originality/valueThis study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.

Deferred Benefits and Employee Retention in Tier-One Deposit Money Banks in South-South, Nigeria

Purpose: This study examined the relationship between deferred benefits and employee retention in tier-one deposit money banks in South-South, Nigeria. The study adopted the cross-sectional research survey design.
 Materials and Methods: Primary data was generated through structured questionnaire. The population of this study was 135 employees in the regional offices of 5 tier-one deposit money banks in located in Port Harcourt from where all the activities of the banks covering Rivers, Delta, Edo, Bayelsa, Akwa Ibom and Cross Rivers are coordinated. The sample size of 101 was determined using Taro Yamane sample size determination formula. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The tests were carried out at a 0.05 significance level.
 Findings: The findings revealed that there is a significant relationship between deferred benefits and employee retention in tier-one deposit money banks in South-South, Nigeria. Thus, the study conclude deferred benefits positively enhances employee retention in tier-one deposit money banks in South-South, Nigeria.
 Implications to Theory, Practice and Policy: Therefore, it was recommended that deposit money banks should develop a comprehensive deferred benefits package that includes various components such as retirement plans, pension schemes, stock options, profit-sharing, and long-term incentives. The package should be tailored to meet the needs and preferences of employees while aligning with the bank's financial capabilities.

Lifelong Learning in the System of Higher Education: the State of the Problem and the Strategy of Integrating Educational Activities and Research

The authors of this article consider the current situation of lifelong learning education in leading Russian universities and define some possible strategies for integrating scientific research with educational activities. The empirical bases were: 1) statistical data on the activities of educational institutions of higher education (N = 1180), 2) dataset of monitoring the activities of universities participating in the federal academic leadership programme “Priority-2030”, 3) dataset of a survey of heads of centers for further vocational education in Russian universities (N = 450) as part of the Project “Monitoring of education markets and organizations (MEMO)”. The authors identified strategies for combining scientific and educational activities for lifelong learning programs at universities in the interests of the development of individual consumers, enterprises and branches of the national economy. The authors also found that universities take into account the social needs of society and the preferences of employers, but to a very small extent focus on transforming their scientific results into a new educational product for mass consumers. The significant focus of universities on research activities to a certain extent hinders the development and launch of new education programs, however, it is a group of research universities that demonstrates a higher cost of programs sold. The authors consider, how universities can be focused on working with the population or industry enterprises, integrating the research results into the modules of education programs, and stimulating an increase in the number of teachers combining research and teaching activities, at realizing the third University’s mission and taking into account the research grant volume.

Involve Staff in New Employee Orientations

Involve Staff in New Employee Orientations

Job Preferences and Outcomes for China's College Graduates

AbstractDespite private enterprises dominating China's labour market, college-educated workers are still highly concentrated in the state sector. Using data from the Chinese College Student Survey, we find that 64 per cent of students in the sample expressed a strong preference for state sector employment. We also identify several factors associated with receiving job offers from the state sector, including being male, holding urban hukou status, being a member of the CCP, performing well on standardized tests, attending elite universities and having higher household income or high-status parental backgrounds. These findings suggest that despite China's economic transition, the private sector may still struggle to attract highly educated workers.

The development and application of a localised metric for estimating daylighting potential in floor plate

In this study, daylight and its role in designing office floor layouts, given its notable effect on work environment productivity and well-being have been considered. In this research, existing daylight metrics, like sUDI, have been challenged and both employees' preferences and the geographical characteristics of an office floor layout have been re-developed developing a localized metric that includes. Methodology of this research is quantitative and it is basically has been done through comparison of before and after changes that specific indices have created. First, local features have been derived based on the climatic and cultural conditions of a particular ecosystem (land, country, or region). Spotted Geometric Potential for Daylighting (sGPD), which includes ideal locations in terms of daylighting quality for building elements such as furniture or stairs has been specified. As such, GPD includes employee preferences and geographical specifications to form complex and asymmetric plans. This study builds on existing research by improving dynamic daylight metrics (such as sUDI) based on geometrical features and users' preferences to provide a new tool for designing an office floorplate. As a case study, the optimum dimensions of a sample L-shape plan in Tehran have been measured by a GPD 2.12. It also includes the priorities of employees for having a maximum view of the outside by 77%.

THE IMPACT OF REMOTE WORK, WORKPLACE RELATIONSHIP, AND ORGANIZATIONAL CULTURE TOWARD BUSINESS PERFORMANCE (CASE STUDY AT PT. BERKAT MANDOLOKANG JAYA)

This study examines the influence of remote work arrangements on business performance, focusing on the interconnected dynamics of workplace relationships and organizational culture. It explores the factors driving the shift towards remote work, such as technological advancements and changing employee preferences. The abstract highlights the importance of understanding the impact of remote work on various aspects of business performance and presents insights from existing literature and empirical studies in this field. Using a quantitative research approach, data were collected through a survey questionnaire distributed to the employees of PT. Berkat Mandolokang Jaya to 100 of their employees. The findings indicate that Remote Work has a significant positive influence on Business Performance as it fosters employee flexibility and facilitates the generation of new ideas. Furthermore, positive Workplace Relationships are shown to enhance Business Performance, highlighting the importance of fostering a harmonious work environment. Lastly, a strong Organizational Culture is found to significantly improve Business Performance, as it promotes a positive and cohesive atmosphere within the company. By investigating these variables, this research aims to provide valuable insights into the factors that contribute to the success of businesses in the evolving landscape of remote work. Keyword: remote work, workplace relationship, organizational culture, business performance

Material and Non-material Motivation of Young Professionals in the Gas Industry

Motivation of employees to highly effective work has been and remains one of the acute management problems both from a theoretical and practical point of view. In modern conditions, the situation is aggravated by high competition in the labor market, the complexity of the content and nature of the work of specialists, the peculiarities of the younger generation entering into labor relations. In this article, the authors investigate the material and non-material motivation of young specialists in the oil and gas industry, based on the results of an empirical study that revealed the special preferences of employees of different age groups in relation to various incentive measures applied at the enterprise. As a result of the study, a number of recommendations were developed aimed at improving motivational approaches for various categories of employees.

Embracing the Gig Economy

The post-pandemic economic landscape has witnessed the emergence of a worldwide sharing economy system, commonly known as the ‘gig economy’. This system represents a significant transformation in labor and services exchange characterized by short-term jobs, freelance, or on-demand work arrangements facilitated by digital platforms. Recently, the gig economy has emerged as a highly promising employment preference due to its flexibility. However, it has also led to significant inequality issues for traditional workers. Moreover, this sharing economy system also exerts substantial impacts on the environment.

Characteristics, Motivation, Values, and Preferences of Digital Generation Employees in the IT Market

Each generation has its own characteristics, motivations, and values that shape social trends. Currently, the trends in the IT market are driven by representatives of the digital generation, also known as the digital generation. As the conducted research has shown, this definition encompasses a much broader range of people than the generational types X, Y (millennials), and Z, which form the basis of the generational theory widely used by modern marketers and HR specialists.This article aims to explore the characteristics, motivation, values, and preferences of digital generation employees regarding work patterns and communication within a team. It also aims to create a portrait of digital generation representatives in order to demonstrate that an alternative approach is required for effective management of employees from the digital generation. This approach involves flexible working conditions, including working hours and locations, as well as the implementation of new motivational methods. Additionally, in the era of digitalization, significant attention needs to be given to creating a favorable work atmosphere. A comprehensive approach to fostering team spirit based on current trends and values of this generation plays a crucial role in this process. Understanding the nuances of the worldview of such employees will enable top managers to motivate them to work more successfully.

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.

When stakeholder orientations matter: Modelling employee orientation, shareholder orientation and supply chain orientation as necessary and sufficient conditions for firm performance

Businesses operate in an increasingly dynamic environment requiring that they strike a delicate, healthy, and equitable balance among the interests of their numerous stakeholders. This study examined how employee orientation and shareholder orientation influence supply chain orientation and how employee orientation, shareholder orientation, and supply chain orientation influence firm performance. The study used a sample of 265 respondents and applied both linear and triangular data analysis techniques in Partial-Least Squares Structural Equation Modelling (PLS-SEM) and Necessary Condition Analysis (NCA) to examine how employee orientation, shareholder orientation, and supply chain orientation influence the performance of oil marketing companies (OMCs) in Ghana. The PLS-SEM results revealed that employee orientation and shareholder orientation are significant predictors of supply chain orientation. The NCA results revealed that employee orientation is the most important for supply chain orientation. Also, from the PLS-SEM results, employee orientation and supply chain orientation predict firm performance, but shareholder orientation does not. However, the NCA results suggest that all three orientations are necessary for firm performance and highlight supply chain orientation as the most important for firm performance. This study is the first to examine how employee orientation and shareholder orientation influence supply chain orientation, besides how the three orientations influence firm performance from both sufficiency and necessity theory perspectives. The study also uncovers supply chain orientation as an underlying process through which employee and shareholder orientation enhances firm performance.

ORIENTASI KEWIRAUSAHAAN PADA PEGAWAI YANG MEMASUKI MASA PENSIUN (STUDI KASUS DI KUDUS)

Preparation for entering retirement (retirement) should have been planned in advance. Especially for people with super active characteristics. This type of employee should have been planning or starting a business for 5 years before entering retirement (retirement) according to their preferred field. The purpose of this work is to analyze the entrepreneurial orientation of employees approaching retirement age in Kudus Regency. The method used in this study is a quantitative method using a survey method using primary data. Information was obtained by distributing questionnaires and a sample of 96 people entering retirement age. The sampling method uses the snowball sampling technique. Data analysis technique using linear multiple regression, t-test, f-test and coefficient of determination. The research results show that risk-taking, competitive aggressiveness and self-control have a positive and significant effect retirement readiness. Meanwhile, innovativeness and activeness have no effect on retirement readiness. Keywords: Entrepreneurial Orientation, Retirement Readiness

Community-based Rehabilitation Service Excellence for Sustainability

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

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

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

Employee preferences for working from home in Australia

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

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

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

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

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

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

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