Employee Attitudes Research Articles

The Employment Outlook of Urban Youth under Consumption Downgrading

This paper uses participant observation and semi-structured interviews to examine the presentation of urban youth’s employment outlook in the context of consumer downgrading, and explores the shaping factors behind it to provide rational explanations. Through the classification and analysis of employment attitudes and expectations, it is found that the employment expectations of urban youths tend to be de-employerization and career digitization, lifelong learning and compound talents, embracing new industries and engaging in new occupations as amphibious youths and slash-and-burn youths, and presenting attitudes of pursuing the fulfillment of self-worth, and attaching equal importance to responsibilities and ideals. The emergence of employment attitudes and expectations is related to the acceleration of modernity and pressurized survival, as well as the awakening of self-consciousness among urban youth. In this regard, society at large should respect and adjust to their new employment mentality and expectations, so that they can firmly hold on to their ideals, which is also of great significance in promoting the in-depth optimization of the human resources structure.

Interrelations of broad-based employee stock compensation, organisational justice perception, and psychological ownership

ABSTRACT Psychological ownership is one of the most important mechanisms through which broad-based share compensation leads to positive employee attitudes and behaviours. Despite the implications of broad-based share compensation for employees’ perceptions of organisational justice (OJ), little academic attention has been paid to the relationship of share compensation, justice perception, and psychological ownership. This study focuses on this understudied link and examines if broad-based employee stock ownership can make a difference in employee attitudes such as psychological ownership and perceived organisational justice, and their relationships. This study analysed the surveys of workers from employee-owned companies (the National ESOP Employee Survey) and a comparison group from Amazon’s MTurk to examine the association between antecedents of psychological ownership and justice perception, and the differences made by broad-based share compensation.

Social sustainability: employment of former-offenders by small and medium-sized enterprises (SMEs) in the Czech Republic

Purpose The purpose of this study is to examine the recruitment practice of small and medium-sized enterprises (SMEs) in the Czech Republic to learn whether it encourages or discourages former offenders from attempting to attain work after release. Design/methodology/approach A qualitative approach was taken to understand the perspective of SME company owners and decision-makers within the Czech Republic. In all, 25 semi-structured interviews were conducted which examined the current recruitment practice and individual attitudes towards employing former offenders. Findings Through a change of employer perception, working with support agencies and amending recruitment practice, opportunities can be created for former offenders in the workplace to assist their rehabilitation. This would assist with overcoming employer attitudes which have little sense of responsibility to helping former offenders with reintegration through employment. Recruitment practices focus heavily on past accomplishments and the existence of a criminal record which can disincentivise former offenders from applying for work because of their stigmatised identity. Prior experience with offenders can lead to a change of attitude and offers a vector for changing employer attitudes. In combination with linkage to agencies which work with former offenders, small businesses could amend their recruitment practice and provide support for former offenders on their rehabilitation journey. Research limitations/implications This study is based on a limited sample size, only 25 responses, and the need for translation from English to Czech could have led to a loss of nuance in the responses gathered. With asynchronous interviews also being used, some brief responses limited the insight which could have been gained. Practical implications The findings of this study highlight areas of practice which can be amended to better attract former offenders, being future-focused rather than past-focused. Social implications Enhancing employment opportunities for former offenders would be a major enhancer for their reintegration efforts and lower the associated social costs to society. Originality/value Prior research has been conducted into the offender experience, with recruiter/owner receiving far less attention. Most prior studies have been quantitative in nature, with few using a qualitative approach.

The impact of digitalization and automation on working time, flexibility and stability

Digitalization and automation are radically changing the structure of the labor market, affecting the demand for various professions. Understanding these changes allows for the adaptation of educational programs and employment policies, ensuring the preparation of a skilled workforce for the future. Automation affects working conditions, including the length and flexibility of working hours, creating new opportunities for remote work and freelancing. Research helps better understanding of the ways in which these changes affect work-life balance and overall job satisfaction. Studying the impact of digitalization on labor productivity and employment stability is important for designing economic development strategies, ensuring the creation of stable and highly productive jobs. Research helps to identify which groups of people may be vulnerable or insufficiently protected from the negative effects of automation, contributing to the development of social programs and policies aimed at reducing inequality. Thus, in this article, authors have explored the advantages and disadvantages associated with the introduction of new technologies in labor relations. The authors have examined a number of scientific studies that show the attitudes of employees towards digitalization and its impact on their health. In addition, authors have proposed ways to overcome the negative effects of digitalization and automation in order to make the relevant measures more adaptive for employees. The purpose of the article is to analyze the impact of digitalization and automation on work flexibility and stability, as well as on working time, in order to identify the advantages and disadvantages of innovative technologies and suggest ways to improve and reduce the negative effects of these measures.

“That Student Experience Was Real.” “How College Graduates of Color Benefit From Experiential Learning Through on-Campus Employment.”

Background: For decades, researchers have explored how college students participate in experiential learning, yet sparse work has engaged with Undergraduates of Color 1 in these spaces or Graduates of Color after they leave campus. Purpose: This study engaged with 13 Graduates of Color (bachelor's degree holders) to understand their experiential learning outcomes through their appointment as on-campus undergraduate employees. Specifically, we explored whether Graduates of Color developed post-graduate employability through their on-campus experiential learning. Methodology/Approach: This study employed qualitative methods through in-depth, semi-structured hour-long interviews with Graduates of Color. Findings/Conclusions: Aligned with Knight and Yorke's USEM model, findings suggest Graduates of Color (while undergraduates) developed considerable understanding, skillful practices, efficacy beliefs, and metacognition as on-campus undergraduate employees in experiential employment positions, amplifying their employability and professional development competencies. Implications: Implications for research and practice include intentional recruitment of Undergraduates of Color to on-campus experiential employment, as well as an increased research emphasis on how Undergraduates of Color access and experience on-campus employment and experiential learning programs.

Enhancing affective and continuance commitment to the organization through affective and cognitive attitude toward work

The study aimed to examine the influence of attitude toward work on the organizational commitment of employees. To deepen the concept of the study, literatures were reviewed. The study applied descriptive assessment and correlational research design. The population was all employees of the institution. Questionnaires were used to gather the data and inferential statistics were used to analyze the data. The study found that the attitudes of employees toward their work and organizational commitment were high. The analysis of variance suggests that overall, there is a significant correlation between attitude and organizational commitment. However, taking it singly, there is no correlation between attitude and normative organizational commitment. Thus, the study suggests that management needs to enhance employees' organizational commitment through improving affective and cognitive attitudes toward work.

Nurturing affective and continuance organizational commitment by developing cognitive and affective attitudes toward work

The study aimed to examine the effect of employees' attitudes toward their work on organizational commitment. To deepen the concept of the study, literatures were reviewed. The study used descriptive assessment and correlational research design. The population of the study was all the employees of the Divine Word College of Laoag. It used research questionnaires to gather the data and inferential statistics were used to analyze the data, thus, Weighted Mean and Pearson r correlation were used. The study found that the attitude of employees toward their work and their organizational commitment were high. The Pearson r correlation results suggest that overall, there is a significant correlation between attitude toward work and organizational commitment. However, taking it separately, only affective and continuance commitment is associated with cognitive and affective toward work but not with normative commitment.

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.

Effectiveness of Interventions on Habits among University Staff in Southeastern Iran

Background: Health-promoting environments are a key focus of the Ottawa Strategic Charter, which aims to enhance health in the workplace and reduce unhealthy behaviors among employees. Objectives: This study aimed to evaluate the effectiveness of health-promoting interventions on the habits of university staff in Southeastern Iran. Methods: This semi-experimental study was conducted from 2020 to 2021 in Zahedan, Southeastern Iran. A total of 254 administrative staff from the University of Medical Sciences and Sistan & Balochistan University were selected using available randomized methods and divided into control and intervention groups. The study instrument was a researcher-designed questionnaire, which demonstrated a content validity ratio (CVR) of 0.8, a Content Validity Index (CVI) ranging from 0.83 to 0.97, and an internal consistency with a Cronbach's alpha of 0.85. The questionnaire was distributed online via the Porsline platform. For the intervention, training sessions were conducted online, and the session files and training booklet were made available to intervention group staff through the university's education system. A post-test was administered one month after the pretest. Data were analyzed using SPSS 21 software, with pretest results adjusted using chi-square and ANCOVA statistical tests. Results: The study found that the mean age of participants was 40.5 ± 7.4 years. Scores for employee knowledge, attitude, and behavior were 80.0 ± 16.4, 86.6 ± 22.8, and 80.8 ± 17.6, respectively. The most significant factors influencing attitudes were education (P < 0.001) and health status (P = 0.001). Type of employment (P = 0.025), work experience (P = 0.017), and health status (P = 0.037) were also significantly associated with behavior. After adjusting for pretest results, there were significant differences between the intervention and control groups in terms of scores for knowledge, attitude, and behavior (P < 0.001). Conclusions: The study concluded that employees with correct attitudes and healthy behaviors reported better health outcomes. Additionally, educational interventions effectively improved staff knowledge, attitudes, and behavior. To enhance health status, reduce employee disability, decrease absenteeism, and increase organizational productivity, it is recommended to plan and implement workplace health promotion programs focused on employees.

Psychological Contracts: Changing Relational Levels, a Dynamic Model for a Changing Environment

This paper examines the issue of change in the relational level of employer-based psychological contracts. Based on prior research in Organizational Citizenship Behavior (OCB), Social Exchange Theory, and the Norm of Reciprocity, a dynamic model is developed to explain how contract-level changes take place within the relationship. The model also identifies subsequent employee attitudes and behaviors and offers two new relational modalities, “at risk” and “mercenary,” to explicate relational conditions that had not previously been recognized. We conclude by examining the various issues surrounding employee-employer relations and their importance to firm performance and job satisfaction.

How do online meal delivery platforms impact restaurant employees?

ABSTRACT Labor shortages in restaurants have led to an increased reliability on technology, including expanding restaurants’ capacity by using online meal delivery platforms (OMDPs) for delivery. Yet there is an incomplete understanding as to how this decision has impacted restaurant employees, namely, is it making the labor shortage worse? To answer this question, this study surveyed 279 front-of-house and back-of-house restaurant employees to understand how attitudes toward OMPDs effect job crafting, job satisfaction, and turnover intentions. The results were analyzed with PLS-SEM and a qualitative analysis was used as a sensitivity test. Drawing on conservation of resources and job demand resources theories, this study found that pre-established attitudes toward OMDPs mediated the relationship between the impact of OMPDs and workload on job crafting, job satisfaction, and turnover intentions. These results fill the current gap in the literature related to OMDPs and restaurant employees as well as providing crucial evidence that managing employee attitudes toward OMDPs can mitigate the impact of an increased workload for restaurateurs during this challenging time.

The Mediating Role of Corporate Communication in the Effect of Leadership Style on Organizational Commitment and Research

Today, highly competitive conditions, numerous alternatives for consumers, and rapidly changing market conditions make it increasingly difficult for businesses to survive. For these and many other reasons, businesses have had to transform themselves to remain relevant, create efficient working environments, and get one step ahead of the competition. As a result, concepts such as employee attitudes and behaviors, manager-employee relationships, leadership styles, organizational commitment, and organizational communication have become crucial for businesses. The purpose of this research is to examine the effect of the leadership styles of managers on the organizational commitment of employees and investigate the mediating role of corporate (organizational) communication in this relationship in order to contribute to the literature and act as a guide for managers. In this context, leadership styles, organizational commitment, and corporate (organizational) communication are discussed along with relevant theoretical frameworks, and these theories are supported by survey research conducted with public employees working in municipalities on the European Side of Istanbul.

Motivation Theories Affecting Organizational Commitment in the Workplace

In today's working life, as competition is increasing, ensuring the loyalty of employees to the organization is important for organizations to survive. In the literature, it is considered important to determine employees' attitudes toward work through motivation theories in order to ensure commitment to the organization. The sustainability of business organizations is shaped by the level of commitment of the organization's employees, and the goal of organizations is to ensure that their employees do not leave the organization, which draws attention to the importance of motivation theories for organizations. The subject of the study was to explain the evaluation of organizational commitment of organizational employees by providing support from motivation theories. The purpose of the study is to compile the attitudes of employees toward their work environment, motivation theories that affect the organizational commitment of individuals, and studies in the literature in the field of industrial and organizational psychology. The method of the research is based on the studies on organizational commitment and motivation theories in Turkey and the world between 1948 and 2023 in YÖK National Thesis Center, Google Scholar, ProQuest, ResearchGate databases such as "organization", "organizational commitment", "motivation", "motivation theories", "industrial and organizational psychology". It was reached by searching with the keywords. As a result of the search, the universe consisted of 75 articles, books, and master's and doctoral theses. 68 articles, books and dissertation materials were selected as the sample of the research. The importance of the study was explained by including the concept of organizational commitment, factors affecting organizational commitment and behavioral outcomes, motivation theories, employees' values regarding work life, factors affecting their organizational commitment, studies in the literature were evaluated and discussed within the framework of industrial and organizational psychology.

Towards a cybersecurity culture-behaviour framework: A rapid evidence review

A strong organisational cybersecurity culture (CSC) is critical to the success of any cybersecurity effort, and understanding and measuring CSC is essential if it is to succeed. To facilitate the framing and measurement of CSC we conducted a rapid evidence assessment (REA) to synthesise relevant studies on CSC. The systematic search identified 1,768 records. 59 studies were eligible for the final synthesis.Thematic analysis of the CSC definitions in the included studies highlighted that CSC should not be viewed solely as a technical problem but as a management issue too; CSC requires top management involvement and role modelling, with full organisational support for the desired employee behaviours. We identify both theoretically and empirically derived models of CSC in the REA, along with a range of methods to develop and test these models. Integrative analysis of these models provides detailed information about CSC dimensions, including employee attitudes towards CS; compliance with policies; the role of security education, training and awareness; monitoring of behaviour and top management commitment. The evidence indicates that CSC should be understood both in the context of the wider organisational culture as well as in the shared employee understanding of CS that leads to behaviour.Based on the findings of this review, we propose a novel integrated framework of CSC consisting of cultural values, the culture-to-behaviour link, and behaviour itself. We also make measurement recommendations based on this CSC framework, ranging from simple, broad-brush tools through to suggestions for multi-dimensional measures, which can be applied in a variety of sectors and organisations.

Perceived Fairness of Performance Appraisal: Does It Shape Bankers’ Attitudes towards their Job and Organization?

Purpose: The study aimed to assess the effect of perceived fairness of performance appraisal (PA) on bankers’ attitudes, namely job satisfaction, job involvement, work engagement, and organizational commitment. Methodology: The research employed a convenience sampling method to gather data from 207 front-line bank officers working in 10 private commercial banks in Bangladesh. For the analysis of the collected data, the study used statistical tools such as ANOVA, Pearson correlation, and regression, using SPSS version 25. Findings: The study found that fair PA has a significant positive impact on all four types of attitudes. From the control variables (i.e., experience, age, gender, education, and marital status), only education level is found to have a significant negative association with job satisfaction and job involvement. Practical Implications: By highlighting the significance of a fair performance appraisal (PA) system, the study provides insights for bank administrations on improving the positive attitudes of their workforce. This, in turn, may boost bankers’ performance and foster success for the banks as a whole. Originality/Value: In a first-of-its-kind endeavor, the study contributes valuable theoretical insights by exploring the influence of fair PA on diverse types of desirable employee attitudes towards jobs, work, and the organization. Moreover, the study explains the findings in the context of social exchange theory as well as equity theory. Research Limitations: A small sample size, convenience sampling, and cross-sectional self-reported data are the main limitations.

The Relationship between New Career Approach Attitudes and Subjective Career Success Perceptions of Typical and Flexible Employees

The Relationship between New Career Approach Attitudes and Subjective Career Success Perceptions of Typical and Flexible Employees

Employee Awareness and Attitudes Towards Cybersecurity Technologies

This study explores employee awareness and attitudes towards cybersecurity technologies. As organizations strive to improve their cybersecurity measures, the human element remains a critical yet often overlooked factor. This research investigates the correlation between employee awareness and the adoption of emerging cybersecurity technologies, the impact of these technologies on cybersecurity incident rates, and the relationship between employee satisfaction and cybersecurity awareness. A qualitative exploration approach was employed, utilizing data from peer-reviewed publications, technology conference proceedings, and industry reports. Surveys of cybersecurity experts and organizational executives were conducted to identify recurring themes and concerns. The findings reveal that increased employee awareness significantly enhances the effectiveness of cybersecurity measures and reduces security incidents. Furthermore, the study highlights the necessity of continuous training and education for employees to maintain a robust cybersecurity posture. The research also emphasizes the importance of integrating cybersecurity technologies into daily operations to enhance their efficacy. This comprehensive examination aims to assist organizations in developing resilient cybersecurity strategies that address both technological and human factors.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

ANALYSIS OF SERVICE QUALITY ON PATIENT SATISFACTION IN INPATIENT INSTALLATIONS OF REGIONAL HOSPITAL 2024

Good service is not only measured by luxurious facilities, complete technology and physical appearance, employee attitudes and behavior must also show high professionalism and commitment. Quality of health services refers to the level of perfection of health services that makes every patient feel satisfied. This study aims to determine factors related to service quality and patient satisfaction at the Inpatient Installation of Ogan Ilir District Hospital in 2024. Quantitative research design with a cross-sectional approach. The population in this study was 854 inpatients at the Ogan Ilir District Hospital. The sample in the research consisted of 90 respondents. The sampling technique uses purposive sampling, using the Slovin formula. This research was carried out on March 13 - April 17 2024. Data was collected using a questionnaire. Bivariate data analysis using the chi-square test and multivariate using logistic regression. The research results show that there is a relationship between responsiveness (p value 0.005) and tangibles (p value 0.001). There is no relationship between reliability (p value 0.86), assurance (p value 0.76) and empathy (p value 0.96). The most dominant factor in patient satisfaction in the Inpatient Installation of Ogan Ilir District Hospital in 2024 is tangibles (p value 0.00), (OR 0.183). The conclusion is that there is a relationship between responsiveness and tangible. Suggestions from the research results can provide input about the quality of service on patient satisfaction in the Inpatient Installation of the Ogan Ilir Regency Regional Hospital in 2024 and contribute to improving health services

THE IMPACT OF TECHNOLOGICAL CHANGES ON EMPLOYEE PERFORMANCE: A CASE OF SELECTED RETAIL OUTLETS IN MBOMBELA, SOUTH AFRICA

A quantitative approach was adopted for the study. The study population consisted of four hundred retail employees, 200 research instruments were administered and 102 useable ones were retrieved. Analysis was done by using Multiple Regression and Pearson Correlation. It was revealed that the Time of Introduction has a positive effect on the perceived Relevance of New Technology and Fairness of Performance Appraisal (F = 49.647 with a P value of P<.001 and R2 = 501). Pearson Moment Correlation, the result showed that the TI had a significant relationship with the Attitude of Employees. Employees’ Collective Perception of New Technology positively correlated with its perceived relevance and Ease of Use. The relevancy of new technology was linked to its perceived EU, the TI, and the ECP and attitudes. EU positively correlated with collective perceptions, perceived relevancy, and employees' attitudes. FPA was positively associated with the timing of technology introduction, perceived relevance of new technology, and employees' attitudes. Employee attitudes displayed positive, significant relationships (p < 0.0001) with all variables of the study. To further enhance employee performance upon introducing new technology, organizations should design training and development programmes grounded in cognitive psychology that focus on enhancing employees' cognitive abilities, crucial for successful technology adoption. Organizations should involve employees in the decision-making process regarding the introduction of new technologies.