Employees Of Public Universities Research Articles

High SARS-CoV-2 seroprevalence in Karaganda, Kazakhstan before the launch of COVID-19 vaccination.

COVID-19 exposure in Central Asia appears underestimated and SARS-CoV-2 seroprevalence data are urgently needed to inform ongoing vaccination efforts and other strategies to mitigate the regional pandemic. Here, in a pilot serologic study we assessed the prevalence of SARS-CoV-2 antibody-mediated immunity in a multi-ethnic cohort of public university employees in Karaganda, Kazakhstan. Asymptomatic subjects (n = 100) were recruited prior to their first COVID-19 vaccination. Questionnaires were administered to capture a range of demographic and clinical characteristics. Nasopharyngeal swabs were collected for SARS-CoV-2 RT-qPCR testing. Serological assays were performed to detect spike (S)-reactive IgG and IgA and to assess virus neutralization. Pre-pandemic samples were used to validate the assay positivity thresholds. S-IgG and -IgA seropositivity rates among SARS-CoV-2 PCR-negative participants (n = 100) were 42% (95% CI [32.2-52.3]) and 59% (95% CI [48.8-69.0]), respectively, and 64% (95% CI [53.4-73.1]) of the cohort tested positive for at least one of the antibodies. S-IgG titres correlated with virus neutralization activity, detectable in 49% of the tested subset with prior COVID-19 history. Serologically confirmed history of COVID-19 was associated with Kazakh ethnicity, but not with other ethnic minorities present in the cohort, and self-reported history of respiratory illness since March 2020. Overall, SARS-CoV-2 exposure in this cohort was ~15-fold higher compared to the reported all-time national and regional COVID-19 prevalence, consistent with recent studies of excess infection and death in Kazakhstan. Continuous serological surveillance provides important insights into COVID-19 transmission dynamics and may be used to better inform the regional public health response.

Disability of non-academic employees in public universities: an exploration of daily work experiences

PurposeThrough addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.Design/methodology/approachThe author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.FindingsThe author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).Originality/valueThis paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

Job Sharing on Employee Performance in Public Universities in Mt Kenya Region

Job sharing is a type of flexible working arrangement that an organization can embrace for efficiency and effectiveness at work. Job sharing helps in the operation of the organizations even during the pandemic period. The main objective of the research study was to determine the extent to which job sharing affects performance of employees in public universities in Mount Kenya region. The target population of the study was 3,012 employees consisting of teaching and non-teaching staff. The sample size was 353 respondents determined by use of Yumane formulae. Descriptive research design was used. Questionnaire was the main data collection instrument. Data analysis and interpretation was based on descriptive statistics and inferential statistics. A multiple regression model was used to explore the relationship between the variables under study. A pilot test was carried out in a public University outside Mount Kenya region to ensure validity and reliability of the data collection instruments prior to actual collection of data. The data was analyzed using SPSS. Descriptive statistics were presented in frequency tables, percentages, mean, standard deviations and graphs. Inferential statistics were used in testing null hypotheses. Results showed that job sharing and employee performance of public universities were positively and significantly related (β=0.247, p=0.000). The study concluded that there was a statistically significant relationship between job sharing and employee performance of public universities in Mount Kenya region. The study recommended use of job sharing in the Universities because it enhances employee performance, reduces absenteeism and increases employee satisfaction.

The Relationship Between Organizational Culture and Counterproductive Work Behavior in Public Universities in Western Region, Kenya

This study examined the relationship between organizational culture and counterproductive work behavior (CWB) among employees of public universities in Western Kenya region. Specifically, the study investigated the relationship between leadership behavior, ethical standards and CWB in the six public universities. The study adopted the explanatory survey design, and targeted 4,476 employees, stratified into academic and non-academic staff. Data was collected using questionnaires from a random sample of 506. Cronbach alpha coefficient was >0.9. The study results revealed that organizational culture had a significant effect on counterproductive work behavior with r=-.608**. The study recommends that public universities strive to create a positive environment within the workplace and to stimulate strong organization cultures, which will lead to positive employee work behavior and performance.

Psychosocial and environmental determinants of physical activity in a Brazilian public university employees - ELDAF: A prospective cohort study protocol.

BackgroundIncreased physical activity levels and their determinations are essential issues worldwide. The Longitudinal Study of Physical Activity Determinants (ELDAF) aims to understand the roles of psychosocial and environmental factors in workers’ physical activity levels.MethodsA prospective cohort study of non-faculty civil servants from a public university (approximately 1,200 individuals) will start in 2022 (baseline). The primary measurements will be accelerometer- and questionnaire-based physical activity, social support, social network, socioeconomic status, bereavement, job stress, body image, common mental disorders, depression, and neighborhood satisfaction. Additional measurements will include necessary sociodemographic, physical morbidity, lifestyle and anthropometric information. Participants’ places of residence will be geocoded using complete addresses. All participants will furnish written, informed consent before the beginning of the study. Pilot studies were performed to identify and correct potential problems in the data collection instruments and procedures. ELDAF will be the first cohort study conducted in Latin America to investigate physical activity and its determinants.

Task Performance and Information Technology Usage: The Mediating Role of the IT Department

This study aims at investigating the impact of Information Technology (IT) usage on task performance (TP) in Jordanian public universities (JPUs). In addition, the study examines the mediation role of the Information Technology department (ITD) in this relationship. A questionnaire survey was sent online to the employees in public universities, and the number of respondents was 997 employees. The data were analyzed using SPSS and AMOS23. The study's findings revealed that information technology usage plays a significant role in improving employees' task performance. The results showed that information technology usage positively and directly affects task performance. The results also showed that the information technology department plays a partial mediator role in the relationship between information technology usage and the workers' task performance. The current study suggests that an essential need to switch to computerized management information systems to a gradual switch to electronic management is needed to enhance task performance. Adopting internal electronic correspondence rather than paper contributes significantly to minimizing administrative financial expenses and speed task performance in order to completing work and developing E-HRM in universities. They have a crucial role in switching to electronic management and digitalization. Limitations and directions for future researches are, likewise, discussed.

A Link between Public Service Motivation, Employee Outcomes, and Person–Organization Fit: Evidence from Vietnam

ABSTRACT This study is innovative in terms of theory and results as it gives a new perspective on public service motivation (PSM) consistent with the context of Vietnamese public universities. We construct a research model with adjusted scales to examines the mediating role of person–organization fit, through which four dimensions of PSM (the attraction to policy-making, commitment to the public interest, self-sacrifice, and compassion) affect both positive and negative aspects of employee outcomes (work effort, organizational citizenship behaviors, turnover intention, and work-related stress) in public higher education institutions in Vietnam. The results from 313 faculty and staff are randomly drawn from 45 Vietnamese public universities, demonstrated that PSM and person–organization fit have mixed effects on employee outcomes. Employees in public universities who commit to the public interest and are attracted to public policy-making will exert more effort in their work, but self-sacrifice and compassion do not directly affect their work effort. Additional, faculty and staff who have high PSM are more likely to be associated with the performance of organizational citizenship behaviors than individuals with low PSM. Furthermore, except for compassion, only three dimensions of PSM (self-sacrifice, commitment to the public interest, and attraction to policy-making) have a significant direct negative effect on public employees’ turnover intention. Besides, using structural equation modeling (SEM) point out that four dimensions of PSM purposely guidance on the manipulation of employee outcomes. In other words, four dimensions of PSM have significant positive relationships with person–organization fit, which in turn positively impacts work effort and organizational citizenship behaviors, also negatively impacts public employees’ work-related stress and their turnover intention. This research supplements very limited current literature and supposes several implications concerning higher education policies for public-sector managers in Vietnam.

Anxiety level of public university employees with suspected or confirmed COVID-19 infection.

IntroductionWorkers on leave awaiting confirmation of coronavirus infection may experience worry and anticipatory stress.ObjectivesThe objective of this study was to assess the anxiety levels of employees at a public university in the state of São Paulo who were put on leave due to suspected or confirmed SARS-CoV-2 infection and to correlate their anxiety levels with personal and work-related variables.MethodsThis cross-sectional study used an online survey to collect data from employees who took a diagnostic test for COVID-19. The participants’ anxiety level was measured using Greenberger and Padesky’s Anxiety Inventory, while data on personal and work-related variables were collected through a socio-demographic questionnaire.ResultsMost of the 153 participants (76.5%) reported anxiety symptoms. COVID-19 infection was confirmed in 51%. The highest prevalence of severe anxiety (27%) was among employees who had indirect contact with COVID-19 patients. Three variables - being a woman, being a regular employee, and previous physical health problems - were responsible for a higher risk of anxiety.ConclusionsThis study’s findings indicate the need to protect the mental health of the university’s employees.

Human Resource Management Practices, Organisation Citizenship Behaviour and Turnover Intentions in Public Universities: The Mediating Role of Job Satisfaction

Aims: The purpose of this paper was to examine the relationships between human resource management practices (HRMPs) and employee outcomes of organizational citizenship behaviour (OCB) and turnover intentions among employees of Public Universities in Uganda, mediated by job satisfaction.
 Design/Methodology: The study adopted a cross-sectional, quantitative approach. A sample of 479 academic and non-academic staff was drawn from three public universities in Uganda. SPSS (v20) and AMOS (v20) were used to conduct correlation and structural equation modelling techniques to test the hypotheses.
 Results: The results show that job satisfaction is positively related with HRMPs (β =.588, p<.001). The results also show that OCB is positively related to HRMPs (β =.226 p<.01) and job satisfaction (β =.210; p<.01) while turnover intention is negatively influenced by HRM practices (β = -.124, p<.05). The results further show that job satisfaction partially mediates the positive relationship between HRMPs and OCB. Job satisfaction also partially mediates the negative relationship between HRMPs and turnover intentions. This study contributes to the HRM body of knowledge by finding further support for the mediation effects of job satisfaction on the relationships between HRMPs and OCB and between HRMPs and turnover intentions in public universities in Uganda.
 Conclusion: The implication of this study is that in order to boost OCB and reduce turnover intentions among employees of public universities in Uganda, managers should employ HRMPs practices that lead to job satisfaction. Limitations and directions for future research are outlined.

The antecedents of job embeddedness and their effects on cyberloafing among employees of public universities in eastern Iran

PurposeTo perceive the reasons for misusing the internet at work, an activity known as cyberloafing, efforts were made to find a new approach to reduce this negative behavior among employees. Thus, this study aims to identify the antecedents of job embeddedness (JE) and their effects on cyberloafing among the employees of public universities in eastern Iran.Design/methodology/approachTo this end, the antecedents of JE were first extracted by reviewing the literature in this regard. In the next step, the opinions of the expert team were taken into account to select five variables. Subsequently, the conceptual model and hypotheses were presented and tested through structural equation modeling. A 57-item questionnaire was then distributed among the employees of eastern Iranian universities, who were selected through random stratified sampling. Finally, the data collected from of 510 questionnaires were analyzed.FindingsAccording to the findings, it can be argued that JE with its five antecedents of family support, work support, job flexibility, work practices and task significance is able to significantly reduce cyberloafing. Moreover, the full mediating role of JE was confirmed.Originality/valueCyberloafing is a term describing the actions of employees who use their internet access at work for personal purposes pretending to do legitimate work. It has been turned into a serious challenge in developing countries such as Iran. It is, therefore vital to identify its factors and antecedents to diminish the counterproductive behavior in the workplace.

Bireysel Emeklilik Sistemi’ne Giriş Kararlarını Belirleyen Etmenler: Devlet ve Vakıf Üniversitelerinde Çalışan Akademisyenlerin Karşılaştırılması

This study aimed to determine the factors that affect academicians’ decision to participate in the Individual Pension System. They will be analysed separately as a foundation university or public university. For this purpose, 405 academicians participated in a survey. The survey consisted of 18 statements and with the help of factor analysis; these statements were divided into three different dimensions. These dimensions were (1) Saving Habits and Investment, (2) Financial Literacy Level, and (3) Future Anxiety and Assurance. The answers given were analysed using a Logistic Regression Model. The results of the data for public university employees showed that the variables of the habit of saving, investment, financial literacy, future anxiety and assurance, gender, and experience affected an academics’ decision to enter the Individual Pension System. At the same time, this model correctly predicted that public university academicians with individual pensions, with a success rate of 83.7%. On the other hand, according to the data analysed for foundation university employees, the variables of the habit of saving and investment, financial literacy and age affected academics’ decision to enter the Individual Pension System. This model correctly predicted foundation university academicians with individual pensions, with a success rate of 77.1%.

IMPROVEMENT OF REACTION TIME AFTER A WORKPLACE PHYSICAL ACTIVITY INTERVENTION

ABSTRACT Introduction Work activities have been occupying an increasing amount of time in the daily lives of the population, making individuals less physically active. A job market strategy is to invest in physical exercise programs in the actual workplace to improve the physical and cognitive aspects of these employees. Objective To verify the effects of a workplace physical exercise program on the simple and choice reaction times of public university employees. Methods Twenty-six physically inactive male and female subjects with a mean age of 29.62 ± 6.47 years underwent a program consisting of thirty-six sessions with physical exercises in the workplace, held three times a week over twelve weeks. Simple reaction time (SRT) and choice reaction time (CRT) were assessed before and after the intervention, using the Vienna Test System®, and the results were presented in: I) reaction time, II) movement time; and (III) response time. Descriptive and inferential statistical analyses were conducted using the statistical program SPSS® (version 21.0 for Windows), with a significance level of 5%. Results When observing the SRT and CRT variables before and after the experiment, we noticed an improvement in reaction time, movement time and response time in the experimental group but not in the control group. Conclusion The workplace physical exercise program was able to reduce the SRT and CRT of the experimental group. Level of evidence I; randomized clinical trial.

Influence of Grievance Handling Process on Conflict Management in Public Universities in Nakuru County, Kenya

Conflict management is an integral pillar for any organization to achieve its goals and objectives. Due to unpredictable trends in the labor force market, today, organizations are challenged to lay down policies and procedures that can help resolve workers grievances. The primary objective of this research was to examine the influence of grievance handling process on conflict management in public universities in Nakuru County. The study adopted a descriptive research design methodology and with the population being drawn from six selected public universities in Nakuru County. From the selected universities, 147 employees were targeted. The primary data for analysis was collected through a questionnaire using closed-ended questions. The regression analysis reveals that Provision of grievance capturing systems contributes 30.5%, Grievance handling process contributes 31.9% to conflict management in public universities in Nakuru county. The study concludes that availability of grievance handling process helps in resolving conflicts. Employees in public universities in Nakuru County agreed that grievance handling process have impact on conflict management. This implies that when grievance handling process in an organization is enhanced conflict management could be realized. Therefore, It can be noted that grievance handling process may act as a problem-solving tool in which all the parties of interest are put in picture concerning the underlying problems at the workplace with a purpose of refining the state of affairs. From the research, it was recommended that public university departments should ensure that grievance handling process and function of the system is transparent. The registration system or mechanism should be readily available accessible to all staff/employees to use whenever they have a grievance that needs registration and should be easy and simpler to use. Keywords : Conflict, Grievance, Handling, Management, Process. DOI : 10.7176/EJBM/11-30-08 Publication date :October 31 st 2019

Determinants of Intention to Adopt E-Government Services in Pakistan: An Imperative for Sustainable Development

For the attainment of sustainable development, the e-government phenomenon has become more imperative with its incremental implementations worldwide. In government organizations, e-government services are considered a valuable tool for the delivery of substantial and timely services to the public. Furthermore, the user’s intention plays a pivotal role in the success of e-government services. The existing research aims to examine the antecedents of the intention to use e-government among the employees of the public universities in Pakistan. The decompose theory of planned behavior (DTPB) model was enriched with the extension of the factor trust and its decomposition by relational bonds. Trust with the support of relational bonds is an effective instrument to build long term relationships, limit the anxiety of the users, and increase behavioral intention. A total of 396 valid responses were collected using the simple random sampling technique from the employees of public universities and responses were evaluated with the SEM. The results indicated that trust and its antecedents (economic bonds, social bonds, and structural bonds), attitude and its antecedents (performance expectancy, effort expectancy), subjective norms and their antecedents (mass media influence, family influence), perceived behavioral control and its antecedents (self-efficacy) have significant and positive effect on intention. However, perceived risk and facilitating condition have insignificant influence on attitude and perceived behavioral control, respectively.

How robust is the UTAUT theory in explaining the usage intention of e-government services in an unstable security context?: A study in Iraq

This study aimed to examine the robustness of the unified theory of acceptance and use of technology (UTAUT) theory in explaining the usage of electronic government services in an unstable security context. In addition, it attempts to investigate the extent to which usage behaviour could create continued usage intention among the citizen's. The data were collected from employees in public universities in Iraq employing a survey questionnaire. Out of 700 questionnaires distributed, 436 usable questionnaires were returned. The partial least squares structural equation modelling (PLS-SEM) was employed to test the validity and reliability of the model and to examine the hypothesised relationships. The findings of the study confirmed the robustness of UTAUT theory and its validity in explaining behaviour in an unstable security context. In addition to examine how robust is the UTAUT theory in examining the behaviour in using electronic government eG services, it also extends the UTAUT model to examine future continued usage of the eG services and how UTAUT variables could shape this behavioural intention.

Public sector motivational practices and their effect on job satisfaction: country differences

PurposeThe purpose of this paper is to explore the effects of job satisfaction practices for public sector employees through a cross-national approach.Design/methodology/approachA multi-group analysis was carried out using SmartPLS3 among non-teaching employees of public universities in Poland and Spain.FindingsThe results show a positive relationship between motivational factors and job satisfaction; however, there is no evidence that the variable “country” introduced significant differences.Originality/valueThe research findings contribute to a better understanding of job satisfaction for public employees and provide empirical evidence on the relationship between job satisfaction and public culture.

Helping others increases meaningful work: Evidence from three experiments.

The aim of the current research was to examine whether manipulating task significance increased the meaningfulness of work among students (Study 1), an online sample of working adults (Study 2), and public university employees (Study 3). In Study 1, students completed a typing task for the benefit of themselves, a charity, or someone they knew would directly benefit from their work. People who worked to benefit someone else, rather than themselves, reported greater task meaningfulness. In Study 2, a representative, online sample of employees reflected on a time when they worked to benefit themselves or someone else at work. Results revealed that people who reflected on working to benefit someone else, rather than themselves, reported greater work meaningfulness. In Study 3, public university employees participated in a community intervention by working as they normally would, finding new ways to help people each day, or finding several new ways to help others on a single day. People who helped others many times in a single day experienced greater gains in work meaningfulness over time. Across 3 experimental studies, we found that people who perceived their work as helping others experienced more meaningfulness in their work. This highlights the potential mechanisms practitioners, employers, and other parties can use to increase the meaningfulness of work, which has implications for workers' well-being and productivity. (PsycINFO Database Record

Return Migration and Transnationalism: Evidence from Highly Skilled Academic Migration

ABSTRACTBased on a study of U.S. public university employees from Brazil, Russia, India, and China (BRIC), this article explores transnational practices among highly skilled migrants. Although our interviewees reported considering returning to their home countries or participating in onward migration to other nations, they prefer engagement in transnational practices on the professional and personal levels to long-term return. As we highlight the factors that influence their decision making about return and engagement in transnationalism, our findings suggest that the wide array of transnational activities by the highly skilled needs to be studied as an important complement to the focus on return migration.

Counterproductive work behaviours in Indian public universities: exploring the role of social learning

There is a paucity of research examining role of social learning constructs predicting deviant behaviours in public sector employees. The prime purpose of this paper was to examine this relationship in context of Indian public universities. Data were collected through self-report questionnaires filled by 333 public university employees from India. SEM was then administered to analyse this data. The study established the presence of employee deviance (in mild form) within the Indian public universities. It was also found that social learning constructs (except differential reinforcement) have a significant effect on counterproductive work behaviours. Very few studies have checked the relationship between employee deviance and social learning constructs (all four at one point of time) and none of the studies validated this relationship in Indian public sector.

Counterproductive work behaviours in Indian public universities: exploring the role of social learning

There is a paucity of research examining role of social learning constructs predicting deviant behaviours in public sector employees. The prime purpose of this paper was to examine this relationship in context of Indian public universities. Data were collected through self-report questionnaires filled by 333 public university employees from India. SEM was then administered to analyse this data. The study established the presence of employee deviance (in mild form) within the Indian public universities. It was also found that social learning constructs (except differential reinforcement) have a significant effect on counterproductive work behaviours. Very few studies have checked the relationship between employee deviance and social learning constructs (all four at one point of time) and none of the studies validated this relationship in Indian public sector.