Survey Of Employees Research Articles

Assessing the health of working informal caregivers : Analysis of an employment survey using propensity score matching

The majority of people in need of care in Germany are cared for at home by relatives or other close individuals. Many informal caregivers are also in paid employment and face the challenge of juggling the demands of both areas of life. This can adversely affect the caregiver's own health. (1)To what extent is informal caregiving related to health complaints among people in paid employment? (2)Within the group of working caregivers, how are the amounts of informal care and work related to health complaints? This secondary data analysis is based on the BIBB/BAuA employment survey 2018. To account for systematic differences between caregivers and non-caregivers in the analyses, propensity score matching was applied. Working caregivers more frequently experience psychosomatic and physical complaints compared to people in paid employment without caregiving responsibilities. The working hours and the extent of caregiving are interrelated and ahigh burden in both areas of life is associated with poorer health. People who provide informal care in addition to their work are often burdened with health problems. Targeted health promotion interventions are therefore necessary to support this vulnerable group and improve their health.

Fertility discrimination in the Chinese labor market: Evidence from a correspondence study and an employer survey

Fertility discrimination in the Chinese labor market: Evidence from a correspondence study and an employer survey

기술 변화와 여성우세직종의 숙련구조 변동: 한·미 직업정보 연계 분석

Technological advancement not only affects the creation and extinction of occupations but also transforms the nature of work tasks and the skills required of workers. In the era of digital transformation, there are growing concerns about the potentially differential impacts of technological changes across gender. In Korea, where occupational segregation by gender is prominent, analyzing skill changes across all occupations alone is insufficient to derive practical implications for female workforce development. This study aims to identify female-dominated occupations in Korea and analyze their skill changes to derive policy implications for female workforce development in the digital transformation era. The methodology employs the Regional Employment Survey (2008, 2017) to identify female-dominated occupations and utilizes the Occupational Information Network (O*NET) to analyze skill changes between 2002 and 2016. Principal component analysis was conducted to systematically identify and analyze changes in major skill factors. The findings are as follows. First, occupational segregation by gender in Korea remains structurally entrenched. Female-dominated occupations are not only fewer in number, but also less than 0.5% of female workers are employed in managerial positions. Even within professional fields, women are concentrated in education, social welfare, healthcare, and cultural arts sectors. Second, high-order cognitive skills and social skills have consistently maintained the highest proportion among required skills. Third, while basic computational, language, and mechanical skills have declined, new skills such as software proficiency, resource management, and scientific management have emerged as significant requirements. This study provides empirical foundations for female workforce development in the digital transformation era by systematically analyzing skill changes in female-dominated occupations for the first time. The findings suggest the need for active education and training policies to enhance women's digital skills and support their entry into STEM fields.

The Influence of Work Group Dynamics on the Effectiveness of Strategic Decision Making at PT. Astra Honda Motor Company

This study aims to analyze the influence of work group dynamics on the effectiveness of strategic decision making at PT Astra Honda Motor. Using a quantitative approach, this study involved a survey of employees to measure variables such as communication, leadership, collaboration, and conflict management. The results showed that positive work group dynamics, characterized by effective communication, inspiring leadership, and strong collaboration, significantly contributed to better strategic decision making. Furthermore, the study highlighted that conflict management plays a crucial role in maintaining group harmony, thereby enhancing decision-making efficiency. This study also identified several obstacles that work groups often face in the decision-making process, such as misaligned objectives, inadequate communication channels, and unresolved conflicts, along with strategies to address these challenges. By doing so, organizations can enhance their strategic decision-making processes and achieve better overall performance.

Re-examining Wage Disparities Across Segments of the Indian Labor Market

This article examines income disparities by considering both employer and employee perspectives of informality to scrutinize labor market segmentation in India. Additionally, the research investigates the impacts of varying degrees of urbanization, migration patterns, and industrial structures on formal and informal employment in the labor force. Utilizing data from the National Sample Survey Employment and Unemployment Survey rounds, specifically the 2004–2005 (61st) and 2011–2012 (68th) rounds, along with the Periodic Labour Force Survey 2018–2019 round, quantile regression models and the Recentred Influence Function decomposition method were employed to analyze wage inequality. A selection-corrected wage equation and its estimate were also presented by applying Bourguignon, Fournier, and Gurgand’s model-based selection correction. The study’s findings indicate that by 2019, the labor market had divided into two groups: organized formal workers and others. Further, the study reports wage convergence at lower quantiles and a widening gap at higher quantiles between organized formal and unorganized informal workers. Organized formal workers witness rising earnings, indicating positive wage growth, yet their share in overall employment remains small, which is significant given low job creation and high educated unemployment. At higher wage quantiles, there is a premium for being an informal worker in the organized sector compared to the unorganized sector, indicating a queue for formal employment opportunities in the organized sector. Despite the service sector’s significant role in Indian growth, it lags in creating formal job opportunities, unlike the manufacturing and construction sectors, which emphasize their substantial contribution to formal job generation. This study underlines that categorizing a firm as merely organized or a worker as formally employed is insufficient. Upgrades in these classifications should be accompanied by premiums, with wages being a key consideration. JEL Classification J31, J42, J62, J71

Quality of Work Life’s Factors and Its Effect on Organizational Commitment of Workers in Da Nang City, Viet Nam

This research examines the impact of various factors on the quality of work life and their effects on employee commitment. The research model includes 8 factors and 19 hypotheses, developed based on theoretical foundations and empirical studies. The quantitative research involved 400 formal labors working in organizations in Da Nang city, Vietnam. The study processed and analyzed employee survey data using Smart PLS-4 software with the partial least squares structural equation modelling (PLS-SEM) method. The results indicate that four statistically significant factors impact the quality of work life: the workplace environment (WE, Beta = 0.276), the balance between personal and work life (PWB, Beta = 0.249), financial rewards and remuneration (FRW, Beta = 0.197), and job security and stability (JSS, Beta = 0.127). The results of the mediation analysis show that the quality of work life (QWL) mediates the relationships between job security and stability, financial rewards and wages, the work environment and the balance between personal life and work life in terms of organizational commitment (OC). Regarding the factors affecting organizational commitment (OC), job security and stability (JSS) have the greatest impact (Beta = 0.203), followed by financial rewards and wages (FRW) (Beta = 0.160) and participation (PA) (Beta = 0.110), in descending order of influence. These recommendations will assist organizations in designing effective welfare programs, enhancing the work environment, and developing human resource policies that foster employee engagement and reduce turnover rates.

ANALYSIS OF POSSIBILITIES OF INTEGRATION OF INTERNATIONAL EXPERIENCE IN PERSONNEL MOTIVATION INTO THE MANAGEMENT SYSTEM OF UKRAINIAN ENTERPRISES

One of the most important elements of increasing the competitiveness of an enterprise is the effective use of its labor resources, i.e. the labor of personnel. Accordingly, the management mechanism will be effective only if an optimal model of personnel motivation is implemented with a reward system and individual approaches, which will stimulate each employee to achieve both personal goals and the goals of the enterprise, which is an important strategic process that integrates psychological, social and economic factors to ensure its sustainable development. The purpose of the article is to study the possibility of integrating international experience in personnel motivation into the management system of Ukrainian enterprises. The article presents a study of the features of the formation of the motivational system of Ukrainian enterprises using the example of LLC "Ukrmolproduct". Based on the results of the employee survey, the advantages and disadvantages of the current motivational system of the specified enterprise were identified, the key factors affecting employee motivation were analyzed, the relationship between financial performance indicators, the enterprise's personnel costs and labor productivity were studied, conclusions were drawn and recommendations were developed to improve the functioning of this system. An analysis of the possibilities of integrating international experience in motivating personnel into the management system of Ukrainian enterprises was conducted. For this purpose, the enterprise's motivational system was structured into component elements, they were studied using the example of LLC "Ukrmolproduct" and measures were selected to increase the effectiveness of each of these elements, considering the specifics of the activities of Ukrainian enterprises in difficult war conditions. The introduction of international experience into the motivational systems of enterprises in Ukraine can significantly increase their attractiveness for employees, which ensures more efficient use of human resources and increased productivity of their labor.

COMPETITIVENESS FACTORS IN THE PERSONNEL POLICY OF THE LATGALE DISTRICT COURT

Purpose and aim of the study: to assess factors in the competitiveness of the personnel policy implemented by the Latgale District Court and provide solutions to the enhancement.Design / Methodology / Approach: The research employed the monographic and descriptive methods, document content analysis and conducted an unstructured interview with an assistant to the chairperson of the Latgale District Court. The research also conducted a survey of employees to identify competitiveness factors relating to the internal strengths of and strategic potential for the Latgale District Court and the degree of significance of the competitiveness factors; the expert method and Kendall's W were applied to determine the consistency of expert opinions. Main Findings: The results of the Latgale District Court personnel survey revealed that the remuneration and motivation system, the culture and wellbeing at the organization, and leadership aspects were important factors for the employees. The system of social guarantees provided by the Latgale District Court had been developed in detail, including additional leave, holiday allowances, health insurance, optical vision aids, employer-paid compulsory health check-ups, as well as various benefits. The most important factors in the competitiveness of human resource (HR) policy identified by the expert survey were as follows: stability and sustainability of the job, availability of modern technological equipment, the motivation system, including social guarantees, and the remuneration system, personnel selection and recruitment, the working environment and the organizational culture.Originality: a competitiveness analysis of the personnel policy implemented by the Latgale District Court was conducted for the first time, thereby revealing strengths, neutrals and weaknesses in the personnel policy. Implications: The present research revealed that the personnel policy implemented by the Latgale District Court was competitive; however, there are also aspects that need to be improved to ensure the efficient performance and long-term development of the court.

Talent Management Approaches for Building Resilience and Sustainability in Hotels During Unexpected Challenges

The COVID-19 pandemic has profoundly affected the travel and hospitality industry, resulting in extensive cancellations and substantial financial losses. This mixed-method study examines talent management (TM) strategies within Thailand's hotel sector during the pandemic, focusing on their sustainability impact. Employee surveys indicated that hospitality workers in Chiang Mai possess a comprehensive understanding of exemplary TM practices. The study's findings highlight that TM standards in Chiang Mai's hotel industry are notably high, with a strong correlation between the TM practices of hotel operators and employees' perceptions of these practices. While talent identification exhibited the lowest effectiveness due to ambiguous or evolving selection criteria, talent retention was rated the highest, as businesses largely recognize the critical importance of retaining high-quality employees. Furthermore, in-depth interviews with hotel managers and HR professionals revealed that effective TM practices encompass flexible work arrangements, online recruitment, digital performance tracking, and a focus on employee well-being. These strategies underscore the industry's adaptive resilience in navigating current challenges and future disruptions.

Digital Badges: A Pilot Study of Employer Perceptions

Digital badges are becoming increasingly popular as a way to document both formal and informal learning. For badges to be valuable, employers must recognize them as such. As individuals consider working towards badges to document their training and learning, there is a need to determine their current value and worth in the current job market and their application to human performance technology. This research will discuss the results of a survey of employers in Northwest Ohio, who were asked their opinions on their current practices and perceptions in recognizing employee’s professional development and performance authenticated by a digital badge. The survey conducted in 2020 found that more than half of the human resource directors felt digital badges would play an important role in hiring in the future.

Task content of jobs and mothers’ employment transitions in Germany

I study the association between task content of jobs and mothers’ employment transitions after the first birth in Germany. I construct measures of task content of jobs using data from the Employment Survey conducted by the German Federal Institute for Vocational Education and Training (BiBB). These indicators illustrate the career cost of children and how it is impacted by the technology- and globalization-driven labour market change. The measures are then linked to high-quality individual register data from the German Pension Fund (FDZ-RV) covering the years 2012–2020. Utilizing competing risk models, I show that women engaged in occupations with analytic and interactive task content, which are in high demand and incompatible with maternity-related employment breaks, are the most likely to transition to employment after their first birth. Conversely, women with occupations intense in routine tasks, which are more susceptible to automation or trade competition, are more likely to experience unemployment.

The Impact of a Positive Work Environment on Employee Retention in the Wastewater Treatment Industry: A Qualitative Analysis Using NVivo

This study investigates the Positive Work Environment on Employee Retention in the Wastewater Treatment Industry. It measured the current arena in terms of value congruence, and explored qualitative data from a survey of employees in selected industries in India. Here interviews with employees from eight organizations, analysed using NVivo. Results highlight that leadership support, team cohesion, and recognition are crucial to fostering a supportive culture. Findings provide actionable recommendations for industry stakeholders to improve employee retention through a strategic focus on workplace culture. This qualitative analysis will be helpful to practitioners, government, policymakers and researchers working in the wastewater treatment industry.

The Effect of Transformational Leadership on Employee Engagement with Perceived Organizational Support as a Mediating Variable

Employee engagement is a key factor in the success of an organization. One of the government agencies in Bandar Lampung (UPTD) Bandar Lampung has set targets as an integral part of the organization’s program plan, which includes achieving targets. However, the realization of these targets from 2018 to 2022 has fluctuated. This is suspected to be due to insufficient employee engagement in the organization. In this study, employee engagement is influenced by transformational leadership both directly and indirectly through perceived organizational support as a mediating variable. The aim of this study is to examine the impact of transformational leadership on employee engagement, the impact of transformational leadership on perceived organizational support, the impact of perceived organizational support on employee engagement, and whether perceived organizational support mediates the effect of transformational leadership on employee engagement. The sample size for this study is 120 respondents, using a simple random sampling method. The analysis tool used is SEM-AMOS. Purpose: The aim of this research is to know the effect of transformational leadership on employee engagement with perceived organizational support as a mediating variable. Patients and methods: Data has been obtained from the answer of questionnaire testing on 120 respondents who were used as samples in research using techniques simple random sampling. Results: The results of the study show transformational leadership has a positive and significant effect on employee engagement, transformational leadership has a positive and significant effect on perceived organizational support, perceived organizational support has a positive and significant effect on employee engagement, and transformational leadership has a positive and significant effect on employee engagement through perceived organizational support. Conclusion: Companies can advised to implement a more effective and structured communication strategy. One important step is to hold regular meetings at all levels of the organization, where leaders actively convey the company’s vision, mission, and goals. Additionally, the organization can conduct anonymous employee surveys, open discussion forums, and suggestion boxes. Management needs to actively listen, respond, and take concrete actions based on employee feedback to build trust and increase engagement. The organization should also create a collaborative and supportive work culture, encourage teamwork by integrating teamwork assessments into performance evaluations, and provide training on leadership and interpersonal skills to enhance employees’ ability to work together.

Investigation of awareness, sanitation, and customer education practices among employees of pet and animal feed stores that sell live animals in the United States

BackgroundNumerous zoonotic disease outbreaks have been associated with companion animals and poultry purchased at pet and animal feed stores. Employees are often the initial source of information for customers purchasing a new pet. Therefore, the objectives of this study were to: (1) investigate awareness, sanitation, and customer education practices related to zoonotic disease risk, and (2) identify predictors of providing customer education among employees of pet and animal feed stores that sell live animals.MethodsA survey of pet and animal feed store employees was conducted to evaluate sanitation practices, training, and awareness of zoonotic disease risk. Differences in proportions of categorical variables were assessed using Chi-square tests. Wilcoxon rank-sum and Kruskal–Wallis tests were used to assess for differences in the values of ordinal variables based on the values of categorical variables. A partial proportional odds model was used to identify predictors of providing customer education.ResultsSurveys were completed by 206 respondents from the Southeast, Midwest, Southwest, and Western US, 146 of whom reported that their workplace sold live animals. Handwashing was more frequent among employees whose workplace had handwashing policies related to handling animals and their habitats (p < 0.001). Perceived zoonotic disease risk was higher among those who had received workplace training (p = 0.007). Higher odds of providing customer education related to zoonotic disease risk were associated with serving in a supervisory role (p = 0.005), higher perceived zoonotic disease risk (p = 0.001), and more frequent sanitation practices (handwashing, p = 0.031; surface disinfection, p < 0.001; and glove use, p < 0.001).ConclusionsPet and animal feed stores play an important role in minimizing occupational health hazards for employees and providing education for customers. These retailers should implement clear biosecurity protocols and provide training about zoonotic disease risk associated with handling live animals.

Longitudinal association between social participation and trajectories of life satisfaction in late middle-aged Korean adults with physical disabilities

Late middle-aged adults (50–64 years of age) who have physical disabilities often experience a decline in life satisfaction due to those bodily limitations. It is crucial to understand how their life satisfaction can be enhanced to support the social participation, health and wellbeing of this age group. This study examined the association between social participation and life satisfaction over time in Korean adults 50–64 years of age with physical disabilities. Data on 545 adults with physical disabilities aged 50–64 years from the 2016–2021 Korea Panel Survey of Employment for the Disabled (PSED) were extracted. The dependent variable was self-reported life satisfaction while social participation was the time-varying independent variable which was measured with a single question. The latent growth model (LGM) was used to examine the association between social participation and life satisfaction at each time point. The sample was composed of 313 (57.43 per cent) males and 232 (42.57 per cent) females from Korea having an average age of 57.42 years. A piecewise LGM demonstrated good model fit. Social participation was positively associated with life satisfaction at each time point for over the course of six years, with standardised coefficients ranging from 0.154 to 0.275 (p&lt;0.001). Social participation contributed significantly to life satisfaction in Korean adults 50–64 years of age with physical disabilities. The findings indicate the need for social participation that could improve the life satisfaction of those with physical disabilities.

EFFECTS OF TRAIN SERVICE OPERATION QUALITY ON CUSTOMER SATISFACTION IN CASE OF DIRE DAWA STATION

This study evaluates the operational performance and customer satisfaction of the Ethio-Djibouti Standard Gauge Railway (EDR) through insights from 160 employee surveys, revealing strengths in technical quality and adherence to health, safety, and environmental standards, yet highlighting critical challenges such as suboptimal equipment utilization and customer service responsiveness that affect user satisfaction. Key performance indicators from regression analysis show that technical quality (Beta = 0.331), health and safety standards (Beta = 0.344), and asset management practices (Beta = 0.336) are strong predictors of customer satisfaction, with information technology (Beta = 0.241) also playing a crucial role in enhancing operational efficiency. To address these issues, the study recommends implementing advanced maintenance techniques, improving staff training for customer interaction, and upgrading technological infrastructure, while optimizing asset management practices to improve resource allocation. Overall, focusing on these areas is vital for EDR to enhance operational efficiency and customer satisfaction, thereby securing its competitive position in the transportation sector.

Development of a holistic framework for sustainability measurement: a case study of the tea sector

Managing organisational sustainability is complex, with multiple aspects including decarbonisation, sustainable finance, management of material flows and waste, to reduce harmful impacts and integrate sustainable approaches into business strategy. To improve sustainability, organisations must measure and manage the impacts of operations on the environment and society. This empirical study featuring case studies in the UK and Sri Lanka, examines the economic, environmental and social activities of company operations in the tea sector to evaluate and compare sustainability performance. The Triple Bottom Line (TBL) approach is expanded through a holistic sustainability framework proposed in this study, to support organisational sustainability measurement. We propose a ‘7E’ sustainability model that measures activities across seven operational areas of the organisation to create an overall sustainability score for benchmarking that aids sustainability improvements with an interconnected approach. The model supports organisations to identify savings, explore greener materials and energy choices through detailed insights and allows for ranking and comparison of companies using a sustainability index. A mixed methods approach is used to provide an analysis that offers granularity and comparability for sustainability strategy. Best practices from case studies, insights arising from the analysis of company surveys, interviews and employee surveys provide useful information on sustainability performance and decarbonisation progress. This research demonstrates the use of the 7E model as a practical tool for managers and organisations to improve sustainability management.

Explore the Relationship between Personality (e.g. Big Five Personality Traits) and Job Performance, Leadership or Career Success

This study deals with how personality traits, including conscientiousness, extraversion, and emotional stability, play a role in job performance, leadership effectiveness, and career success. The methodology has been the carefully designed survey of employees from various sectors in Punjab, Pakistan, including professionals at different stages of their careers and leaders. All types of professionals were well represented through drawing the population from education, healthcare business, and government sectors. The stratified random sampling method was employed to generate a sample size that would ensure enough representation from each of the subgroups, which are divided by the job role, industry, and experience. The gathered data were subjected to an analysis using various statistical tools, such as regression analysis, t-tests, and ANOVA. Conscientiousness in relation to job performance was examined via regression analysis. Leadership efficacy between extraverts and non-extraverts was measured using the t-tests. ANOVA was employed to examine the differences in career success among individuals exhibiting varying levels of emotional stability. Ethical considerations were meticulously adhered to, guaranteeing participant consent, privacy, and the right to withdraw at any stage of the study. The findings indicated that conscientiousness served as a positive predictor of job performance, while extraversion was correlated with enhanced leadership effectiveness, and emotional stability was significantly related to career success. These findings stress the relevance of personality traits in shaping professional results. The results indicate that personality assessments should be integrated into recruitment, leadership development, and career counseling practices.

Understanding COVID-19 pandemic-related shifts in active commute patterns: Insights from employees of a Canadian university

IntroductionIt is well established that the COVID-19 pandemic profoundly disrupted the commute patterns of people worldwide. Yet, little is known about how commuting by active transportation (AT) has shifted since COVID-19 restrictions lifted. This quasi-experimental study aimed to: 1) compare AT mode share pre-versus post-COVID-19 pandemic; and 2) identify key post-pandemic correlates of transport mode. MethodsA survey of employees from a Canadian university was conducted annually from 2013 to 2017 and in 2022. There were 644 valid participants who completed at least one of the surveys pre-COVID-19 pandemic and in 2022. Participants were categorized as using AT, passive transportation (PT), or mixed transportation (MT) as their primary transport mode between home and workplace. The mode share of each transport type pre-versus post-COVID-19 was analyzed. Additionally, shifts in individual-level transportation modes and related sociodemographic correlates were evaluated. ResultsCompared to pre-COVID-19 pandemic, AT decreased from 27.0% to 23.4%; however, PT increased from 52.0% to 60.7% in the post-pandemic era. Household income, age, and sex/gender were key correlates of transport mode shifting. Only the lowest income group showed an increase in AT (18.8%–20.3%); all other groups showed no change or a decrease, with the greatest decline observed in those earning $90,000 to $119,999 (20.5%–13.5%). AT use decreased in all age groups under 50 years with the clearest change in the 20- to 29-year-old age range (24.3%–8.1%). Females/women used AT at half the rates of males/men, both pre- and post-COVID-19. ConclusionsQueen's university's employees demonstrated changes in transport mode use due to the COVID-19 pandemic. The decline in AT coupled with an increase in PT shown in this sample emphasizes the importance of organizational- and/or municipal-level interventions to encourage transportation modes that are both sustainable and health-promoting in the post-pandemic era.

Traditional vs. Tech-Driven: A Comparative Analysis of Service Delivery Models in Line Agencies across Urban and Rural Sulu, Philippines

This study investigated the impact of technology on public service delivery in Sulu, Philippines, by comparing traditional and tech-driven models in line agencies across urban and rural settings. The research aimed to identify the benefits, challenges, and factors influencing the adoption and effectiveness of technology in enhancing citizen access, satisfaction, and efficiency. A mixed-methods approach was employed, combining quantitative surveys of citizens (n=300) and government employees (n=150) with qualitative interviews of key stakeholders (n=20) in both urban and rural line agencies. Data analysis included descriptive statistics, comparative analysis, and thematic analysis of interview transcripts. Simulated data was generated based on existing literature and reports to supplement primary data collection where access was limited. Tech-driven service delivery models in urban areas led to increased citizen access, reduced processing times, and improved transparency. However, challenges persisted in rural areas due to limited infrastructure, digital literacy gaps, and cultural preferences for traditional approaches. Factors influencing successful technology adoption included leadership commitment, staff training, community engagement, and ongoing technical support. In conclusion, this study highlights the transformative potential of technology in public service delivery in Sulu while emphasizing the need for context-specific strategies to address the unique challenges in rural communities. Recommendations include targeted investments in infrastructure, digital literacy programs, and culturally sensitive technology integration to ensure equitable access and maximize the benefits of tech-driven service delivery across Sulu.