Employee Relationship Research Articles

A comprehensive analysis of the implications of artificial intelligence adoption on employee social well-being in South African facility management organizations

PurposeThe purpose of this study is to explore the increased uptake of Artificial Intelligence (AI) technology by Facility Management (FM) organizations for enhanced operational efficiency and competitive advantage. While AI adoption in FM has been widely reported, limited attempts have been made to assess its impact on the social well-being of FM employees. To contribute towards addressing this gap, this study established the essential employee social well-being factors mostly impacted by the adoption of AI in South African FM organizations.Design/methodology/approachA four-stage design comprising a comprehensive review of literature, expert interviews, questionnaire census and focus group discussion sessions was used to elicit data from a sample of participants drawn from 22 South African FM organizations. The data was analyzed using a combination of content analysis, relative importance index and interpretative structural modeling for various data sets toward achieving the study’s objectives.FindingsSixteen employee social well-being factors, classified under job satisfaction, social relationship and knowledge development categories, respectively, were identified as being impacted by AI adoption in FM organizations. Furthermore, it was established that job security, job autonomy and professional status, which belong to the job satisfaction social well-being factor category, were deemed by FM employees as being mostly impacted by AI adoption.Practical implicationsThe enhanced understanding of the impact of AI adoption on FM employees’ social well-being factors will contribute to the development of a collaborative intelligence framework for managing AI adoption in FM organizations toward engendering optimal AI–FM employee relationships for improved productivity.Originality/valueBesides being one of the foremost studies to investigate the impact of AI adoption on FM employees’ social well-being, this study introduces a hierarchical framework of understanding employee social well-being factors based on multi-stakeholder perspectives.

Responding to Disappointment and Betrayal at Work

Researchers and educators have studied and taught on the employer and employee relationship, but usually from the perspective of the employer, and less on how employees are affected psychologically by leadership and management. This paper examines the employee’s expectations of their employment relationship, consequences of missed or violated expectations, and how disappointments may be perceived as betrayal. This can lead to holding a grudge, an offense, or unforgiveness against an employer, manager, or co-worker. Unforgiveness fosters sin and opens the door to bitterness and resentment. Christians are commanded to forgive, but often proves to be difficult when one has been betrayed. As part of the Holy Spirit Symposium collection of papers, addressing the Holy Spirit, healing, and psychology, this paper will examine how relational disappointments and unmet expectations occur, how they may be perceived as betrayal, and how to heal and forgive in the power of the Holy Spirit.

‘It’s a reward for good performance’: exploring the role of employer–employee relationships in Canada’s two-step economic immigration system

ABSTRACT This article is based on personal narrative-style interviews with various stakeholders connected to Canada’s Temporary Foreign Worker Programme and delves into the significant role employers play in the two-step immigration system and to the rise of Canada’s Provincial Nominee Programme. The research draws from interviews with employers, settlement workers, union representatives, and government officials, shedding light on the transition from a human capital approach to immigration to an employment-driven system. At present, Canada’s Provincial Nominee Programme serves as the primary pathway for economic-class immigrants to obtain Canadian permanent residence. It is projected that by 2025, one-fifth of all new permanent residents will have been admitted through this programme, highlighting a shifting landscape where immigrant selection is increasingly being delegated from the federal government to other actors, such as provincial governments and employers. The article focuses on how stakeholders employ discretion within Canada’s two-step immigration system and explores the affective dynamics that this discretion produces. The findings illuminate how the delegation of immigrant selection to employers amplifies the importance of intricate human, economic, and administrative relationships. These relationships form complex webs of entanglement and mutual reliance, exerting a significant influence on the outcomes of Canada’s economic immigration process.

A Study on Employee Relationship Management

Recent studies highlight the importance of employee relationship management in the context of strategic human resources management, outlining the role of organizational context. Accordingly, the paper presents an employee performance appraisal conceptual framework including the role of contextual factors, where strategic human resources management plays a key role. Moreover, the model includes two sets of procedural and representative basic performance criteria, as well as a new category of profile performance criteria as the foundation for developing flexible, customized and meaningful employee performance appraisal systems and processes aimed at improving individual and organizational overall performance. Keywords—Conceptual model, organizational context, employee relationship performance criteria.

A STUDY ON THE PERFORMANCE OF HR POLICIES AND ITS IMPLEMENTATION OF DELTA WEAR TECH ENGINEER’S

Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfill organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in Keywords: HR policies, Employee Relationship, Organization.

Does Organizational Commitment Mediate the Relationship between Employee Relationship Management and Bank Performance? The Case of Banks in Ethiopia

Does Organizational Commitment Mediate the Relationship between Employee Relationship Management and Bank Performance? The Case of Banks in Ethiopia

A Study on the Employees Relationship Management in Software Sector

This study delves into the dynamics of employee relationship management at software sector, aiming to analyze the strategies, challenges, and overall effectiveness of the company’s approach to fostering positive relationships with its workforce. Software sector recognizes the paramount importance of nurturing strong employee relationships in a competitive business landscape. This study explores the company’s initiatives in this regard, acknowledging the significance of a harmonious work environment for employee satisfaction and organizational success. The research approach was surveys; Employee feedback, HR policies, and management practices were scrutinized to gain a comprehensive understanding of how software sector manages and cultivates relationships with its workforce. The findings reveal that software sector, has implemented several commendable practices to enhance employee relationships. Note worthy aspects include transparent communication channels, employee recognition programs, and a supportive work culture. However, challenges such as remote work dynamics and the need for continuous adaptation to diverse employee needs were identified. Software sector, demonstrates a commitment to fostering positive employee relationships. The company’s existing practices serve as a solid foundation, but ongoing efforts are recommended to address emerging challenges and ensure sustained employee satisfaction and productivity.

Fostering security-related citizenship through the employee-supervisor relationship: An examination of supervisor security embodiment

Organizational information security performance is increasingly dependent on employees’ security-related citizenship behaviors that stretch beyond the scope of formal organizational prescription and control. Unfortunately, cultivating enactment of these valued behaviors has proven challenging for many companies. The literature has recognized workplace relationships as important determinants of behavioral security outcomes and extra-role security behaviors (ERBs) in particular. Taken further, an employee's relationship with the immediate supervisor is recognized as one of the most influential relational factors shaping a variety of workplace behaviors, including those related to security. Consistent with these notions, scholars have called for making the employee-supervisor relationship a more central component of behavioral security research and practice. Currently however, beyond recognition of this relationship's importance, the knowledge base is unclear about how it shapes ERB enactment. Because employees view supervisors as both organizational agents and as individuals in their own rights, this relationship has the potential to drive productive or counterproductive security behaviors, depending on how aligned the supervisor's security values are with those of the organization. Yet, the security literature has given surprisingly little consideration to the notion that employees can differ in the extent to which they perceive supervisors as embodying organizational information security values. Responding to this gap, the current study examines how employee-supervisor relations and perceived security-related value alignment between supervisors and the broader organization shape employees’ commitment to organizational information security and ultimately, ERB enactment. Grounded in the social identity theory of leadership (SITL), a research model is developed that positions high-quality employee-supervisor exchange as a direct antecedent of affective commitment to organizational information security, which then serves as a central intrinsic motivational mechanism driving ERB enactment. Further, rooted in SITL's principles on leader prototypicality and supervisor organizational embodiment, employee-perceived value alignment between the immediate supervisor and the organization as a whole—referred to here as supervisor security embodiment (SSE)—is introduced as a critical boundary condition influencing the extent to which employee-supervisor relations drive commitment. Results from model testing empirically demonstrate the value of SSE in explicating how this important relationship shapes workplace ERB enactment, through its influence on affective commitment to organizational information security performance.

Capitalize on Manager—Employee Relationships

Managers differ in their ability to relate to the employees they supervise. Some are close to their subordinates and are highly regarded; others are not so close but are nevertheless respected. Still other managers hold no credibility with employees. It is the responsibility of top management to analyze each supervisor's strengths and weaknesses and to respond to them accordingly.

The Effect of Machiavellianism on Employee Resistance to Change: The Mediation of Employee Needs

In today's organizational environment, the ability to survive the demands and change is the key to a company's success. However, the main problem faced by companies in implementing change is resistance from their employees although there have been many previous studies that discuss organizational dimensions in increasing employee acceptance. Therefore, this article discusses the relationship of employees' Resistance to Change with Machiavellianism and mediating role of Manifest Needs, which consists of Need for Dominance, Need for Achievement, Need for Autonomy, and Need for Affiliation. Data from 259 employees have been collected from various companies in Indonesia. The results obtained showing that Need for Autonomy significantly mediates the relationship between Resistance to Change and Machiavellianism as well as contributes to the theory while filling the research gap. In addition, this research also discusses recommendations for the future research and limitations associated with this research.

Emotional Intelligence: Catalyst for enhanced human resource management performance

This study investigates the pivotal role of emotional intelligence (EI) in optimizing human resource management (HRM) outcomes. Through a mixed-method approach combining quantitative surveys and qualitative interviews, the research explores the correlation between EI competencies and various HRM effectiveness metrics. Findings reveal a significant positive relationship between EI levels among HR professionals and key performance indicators such as employee engagement, leadership effectiveness, and conflict resolution. Furthermore, qualitative insights underscore the nuanced ways in which EI influences HRM practices, emphasizing its role in fostering empathetic communication, facilitating constructive feedback, and mitigating workplace tensions. These results have profound implications for organizational HR strategies, suggesting the integration of EI development programs into HRM training initiatives. By cultivating EI competencies among HR practitioners, organizations can enhance their capacity to nurture a positive work environment, foster stronger employee relationships, and ultimately achieve greater organizational success.

Australian Aboriginal Women’s Control of Mineral Resources

The extent of mining by Aboriginal women has been underestimated. Roles within traditional mining were often determined along gender lines but women’s labour and skills were essential. In post-contact Australia, women continued to mine for the world economy, particularly in the early frontier period and for longer in isolated mining fields. In some cases traditional female knowledge and skills were applied in new ways to mining. The work did not suit European ideals of femininity which were being imposed on them through legislation and government policy. Despite this, they were more likely to continue mining than White women. Mining could also give the women some autonomy, allowing them to resist the controls of the ‘protection’ acts that governed Aboriginal lives from the late nineteenth century. These controls were predicated on a relationship of employer and employee, which did not fit independent production such as small-scale mining.

Expatriates’ boundary-spanning: double-edged effects in multinational enterprises

AbstractExpatriates typically perform boundary-spanning to address challenges related to functional, linguistic, and cultural variations within multinational enterprises (MNEs), which in turn influences their relationships with host-country employees. Integrating social capital and role theory perspectives, this study explores the relational dynamics between expatriates and host-country employees by developing a novel theoretical framework that examines the double-edged effects of expatriates’ boundary-spanning. We propose that expatriates’ boundary-spanning nurtures mutual trust between expatriates and host-country employees, further facilitating expatriates’ identification with subsidiaries and host-country employees’ identification with MNEs. On the other hand, we propose that boundary-spanning increases expatriates’ role stressors, causing expatriates’ emotional exhaustion and outgroup categorization by host-country employees. We further categorize expatriates’ boundary-spanning into three types (functional, linguistic, and cultural) and theorize about their varying effects on the cognitive and affective bases of mutual trust and on role stressors. With data from 177 expatriate–host-country coworker dyads in Chinese MNEs, our double-edged framework is generally supported. Our findings suggest that cultural boundary-spanning exhibits the strongest double-edged effect, while functional boundary-spanning shows asymmetric effects, with negative outcomes surpassing positive ones, and linguistic boundary-spanning demonstrates the weakest effect. This study offers realistic and comprehensive insights into expatriates’ boundary-spanning, particularly in expatriate–host-country employee relationships.

The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling

AbstractRelationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research.

The Retail Industry's Organizational Culture: A Special Reference to Bangalore City

This study looks at Bangalore's retail industry's organizational culture. By means of an extensive examination of business procedures, employee relationships, and leadership approaches, the study seeks to identify the fundamental components influencing the culture of the firm. The study's insights might help to clarify the distinctive cultural environment of Bangalore's retail industry, providing insightful viewpoints for both scholars and enterprises. The research on organizational culture within the retail sector in Bangalore reveals the internal environment and influences their performance, employee engagement, and overall success. In the backdrop of the bustling city of Bangalore, renowned for its vibrant economy and diverse workforce, this research examines the multi-dimensional facets of organizational culture that shape the behavior, values, and interactions of retail businesses.

When humor masks abuse: employee responses to abusive supervision through the lens of relational energy

PurposeDrawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as a novel explanatory mechanism that accounts for the harm of abusive supervision, and we further investigate the role of leader humor as a boundary condition.Design/methodology/approachWe applied multilevel path analysis to test our hypotheses with three-time-point survey data collected from 226 supervisor-employee dyads in a telecommunication company in China across six months.FindingsOur results show that abusive supervision is negatively related to employee relational energy, leading to a subsequent decline in employee job performance. The predictions of the depleting effects get alleviated by leader humor.Practical implicationsThis study foregrounds the importance of employee relationship management in the workplace and reveals that some abusive supervisors may manage to sustain employee performance and relational energy by using humor in their interactions, which necessitates immediate intervention.Originality/valueThese findings offer novel insights into the deleterious impact of abusive supervision by demonstrating the critical role of relational energy in dyadic interactions. We also reveal the potential dark side of leader humor in the context of abuse in the workplace.

A Study on Job Satisfaction Among Employees in Pro connect Logistics LTD

The study is undergone at PROCONNECT LOGISTICS LTD, CHENNAI The project focuses on the employee’s job satisfaction level. Employee loyalty can be defined as employees being committed to the success of the organization and believing that working for this organization is their best option. If the employee’s expectations are fulfilled (or) the employees get higher than what he/she feels with satisfied. The main objectives of this paper are to assess job satisfaction and To Analyze the factors contributing to an improvement in employee job satisfaction. To study the employee’s perception towards the organization (Proconnect logistics, To identify the impact of employee’s job satisfaction on their performance. In this study, 118 employee’s responses were been taken as a sample. Percentage analysis, Correlation analysis, Regression, and Weighted average have been incorporated for research analysis. The study helped and reveals the level of job satisfaction of employees the various factors provided in the organization. This study clearly shows that employees in an organization are more or less satisfied with their jobs. The organization should consider the salary, relationship of employees and supervisors, training and development, and give more opportunities to the new employees. Key words: Salary package, Training & development, career growth, etc

Unveiling the Human Face of AI: Navigating the Social Terrain in Business Environments

This research paper delves into the intrcate interplay between artificial intelligence (AI) and the social fabric of business environments. As organizations increasingly integrate AI technologies, there is a profound impact on the dynamics of human interaction, communication, and collaboration. We explore the implications of AI adoption on employee relationships, team dynamics, and organizational culture, shedding light on both the positive transformations and challenges that emerge. Through a comprehensive examination of realworld case studies and relevant literature, this research aims to contribute to a nuanced understanding of how businesses navigate the evolving social terrain in the era of AI. The findings offer insights that can inform strategic decision-making for businesses seeking to optimize the integration of AI while maintaining a human-centric approach in their workplaces.

A Study on Employees towards HR Policy and Practice

Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies and practices in the organization. The HR Policies and practices are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies and practices is to increase efficiency by increasing motivation and thus fulfil organizational goals and objectives. The quantitative survey using statistical tools like regression analysis, correlation analysis, weighted average and frequency tabulation, all facilitated by SPSS software. Key Word: HR policies, Employee Relationship, Organization.

MANAGEMENT OF HUMAN RESOURCE: AN INPUT TO EDUCATIONAL LEADERSHIP AND MANAGEMENT PRACTICES

The paper investigates the management of human resources as an input to educational leadership and management practices. It identifies the function of human resource management in terms of recruitment and hiring, employee and employer relationships, training and development, compensation, rewards, benefits, and disciplinary action. This includes the responsibilities of human resource management to determine the educational management and practices in the area of HR planning, job analysis and design, monitoring performance, resolving conflict, and maintaining work culture. The research employs the descriptive quantitative research method in analyzing the data where purposive sampling is utilized in the gathering of the sample size of the study. The study comprised one hundred (100) respondents only. Results show that recruitment and hiring among the respondents reveal developing a system to attract applicants particularly those with outstanding talents to fill each position, showing that employee and employer relationship focuses on the HR management in fostering better relationships among personnel, staff, and faculties, show that compensation, rewards, and benefits exercises the equal work and equal compensation policy, and show that disciplinary action ensures all faculties/teachers, staff, and personnel are aware of the policies and procedures. On the other hand, it shows that HR planning formulates training and development based on the needs of the schools, faculties/teachers, staff, and personnel, shows that job analysis and design ensures work experiences, technical skills of faculties/teachers, staff, and employees are properly utilized for the success of the school organization, shows that monitoring performance is closely implemented by the HR to identify improvement and scope of upskill seminars and workshops of all faculties/teachers, personnel, and staff, shows that resolving conflict ensures that issues in the school are solved smoothly, and shows that maintaining work culture creates an essential positive impression in the school organization so that staff, teachers, and personnel know what they are expected to perform for a better working atmosphere in the school environment such as respect, unity, and understanding. Findings show that there is no significant correlation between the functions of human resource management towards an input to educational management and practices and the responsibilities of human resource management to determine the educational management and practices among the respondents.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/lit/0756/a.php" alt="Hit counter" /></p>