Workforce Perception Research Articles

Unveiling the future: Smart airports - applications, advantages, strategies and technological challenges

Purpose: This paper aims to provide an insight onto the smart airport concept, its advantages and disadvantages as the world is constantly in a state of change. Concepts related to such revolution as well as its characteristics are increasingly being considered into various daily operations. As of so the concept of a Smart City has risen and with it the concept of a Smart Airport. These airports use these technologies to ease travelling processes and ensure safe and secure airports as well. Some of these are computerized check-ins and baggage tracks, smart screening, live tracking of passengers, and parking. Such changes in the aviation industry brought about by the fourth industrial revolution, guarantee that a number of airports will continue to grow.Design/methodology/approach: Through a thorough study of the literature available it was possible to meticulously describe the concept of a smart airport. Therefore, the approach was to synthesize multiple perspectives, theoretical perspectives to empirical evidence, which leads to the development of a solid and elaborate paper which aims at exploring the complexity of this emerging construct.Findings: Findings indicate that airports tend to follow innovations as they occur around the world. Financial budgets, security concerns, passenger and workforce perception and acceptance are also factors on how airports tend to implement new technologies which leads to why airports around the world are so different technologically from each other.Originality/value: This study is directly defined as a matter of explication and a qualitative investigation into airports of the future. This article which takes up a qualitative approach not only reports the existing trends, but also reflects the scheme of the theory and conclusion for the future. Furthermore, this paper adds to the conversation about smart cities and the aviation industry's effect at a broader scale.

Evaluation of Construction Workforce Perception of Work Breaks While Performing in Cold Weather Conditions

Evaluation of Construction Workforce Perception of Work Breaks While Performing in Cold Weather Conditions

Millennial workforce perception of the workplace: COVID-19 and after: A qualitative study

The COVID-19 situation has adversely affected society and companies worldwide in many unforeseen and unpredictable ways, and the Millennial workforce has experienced the volatile pandemic phase. Millennial workforce psychology has been stereotyped over the years as a digitally proficient generation aiming for flexibility and the proverbial rebel who wants things according to their unique ways in the workplace. The research examined the Millennial workforce’s perceptions before, particularly during, and after the COVID-19 pandemic. The research highlights how the familiar viewpoints concerning the workers’ generation are gradually changing, especially during the post COVID-19 phase. Semi-structured interviews were conducted with Millennial employees. It was found that the Millennials are a more mature, resilient, and engaged workforce that seeks stability during contingent times.

"Seems Like There Is No Stopping Point at All Whatsoever": A Mixed-Methods Analysis of Public Health Workforce Perception on COVID-19 Pandemic Management and Future Needs.

The COVID-19 pandemic, caused by a highly contagious novel virus called SARS-CoV-2, has led to significant global morbidity and mortality, with disproportionate burden among frontline workers. While the current empirical body of evidence highlights reported depression, burnout, moral injury, compassion fatigue, and post-traumatic stress among healthcare workers, similar assessment among the public health workforce is limited. Given work-related pressure of rapid pandemic management strategies, risk of exposure, potential fatigue, etc., understanding the caregiver burden of the public health workforce is critical. Methods: This study used a convergent parallel mixed-methods design. Participants were recruited using a mix of both convenience and snowball sampling. All data were collected virtually and kept anonymous. All statistical analyses were conducted using SPSS version 28, and all qualitative results were thematically analyzed using the grounded theory approach. Results: Among the study participants, nearly 65% reported that their personal lives were impacted due to providing COVID-19 related services. Furthermore, a majority (88%) reported poor sleep health, including low daytime wakefulness, while 24% reported serious psychological distress. Qualitative analysis demonstrated several emergent themes, with central themes indicative of the need for paradigm shift in capacity building for public health emergency preparedness that integrates caregiver support. Conclusions: Results highlight the importance of addressing the caregiver burden experienced by public health and related workforces during public health emergencies.

Assessment of measurement invariance of psychometric tool for pharmaceutical sales executives: implications for social and behavioural pharmacy research

Abstract Objectives To assess the measurement invariance quality of a short-item employee work assessment questionnaire across key subgroups of pharmaceutical executives. Methods A cross-sectional study with data collected using a nine-item structured questionnaire randomly administered to 406 pharmaceutical executives in Nigeria. Structural equation modelling using Analysis of Moment Structures (AMOS) version 24, and criteria for invariance were absolute change in goodness-of-fit criteria and chi-square test at P < 0.05. Key findings Results showed gender [men (n = 293, 72%), women (n = 113, 28%)], [pharmacist (n = 117, 28.8%, non-pharmacist (n = 289, 71.2%)], company type [indigenous (n = 249, 61%), multinational (n = 157, 39%)], and industry experience [low experience; ≤10 years (n = 363, 89%), high experience: ≥10 years (n = 43, 11%)]. Model-fit and construct validity of the instrument were satisfactory. Configural, metric, scalar, and residual invariance of the instrument were confirmed across gender, professional training, and experience levels. Only configural and metric invariance were attained for company type. Conclusions The developed questionnaire is adequate for assessing pharmacy workforce perception across multiple demographic groups. Invariance testing and reporting are beneficial in social, administrative, and behavioural pharmacy research.

An Empirical Study on the Impact of HRD Practices on NPOs in Utilizing Foreign Contributions Received

Nonprofit organizations in India represent a significant portion and they make a strong contribution to the economic wellbeing of our country. The human resources are vital for achieving the sustainable growth and development of organization. Firstly, objective is to analyze the workforce perception of NPOs towards the HRD practices of NPO. Secondly, the amount of FCR and FCU by NPOs are analyzed and compared. Thirdly, the efficiency of NPOs is measured based on their HRD practices. Lastly the impact of HRD practices on the efficiency of NPOs are measured. Based on the objective’s hypothesis were formulated and tested. The study found that the NPO’s workforce has positively perceived HRD practices followed in their organization. The respondents have agreed and given a positive opinion towards the HRD practices viz., appraisal system, Training and development, career development and recognition, and organizational environment followed in their organizations. The study found that HRD practices have a significant positive impact on the development of NPOs in Karnataka. Large-sized NPOs are generating larger amount, whereas small-sized NPOs are acquiring lesser number of foreign contributions. NPOs with better HRD practices are efficient in utilizing the foreign contributions received by them. The efficiency of the NPOs increases as they adapt better HRD practices, and the efficiency of NPOs decrease as they ignore HRD practices.

Exploring healthcare professionals' perceptions of artificial intelligence: Piloting the Shinners Artificial Intelligence Perception tool.

ObjectiveThere is an urgent need to prepare the healthcare workforce for the implementation of artificial intelligence (AI) into the healthcare setting. Insights into workforce perception of AI could identify potential challenges that an organisation may face when implementing this new technology. The aim of this study was to psychometrically evaluate and pilot the Shinners Artificial Intelligence Perception (SHAIP) questionnaire that is designed to explore healthcare professionals’ perceptions of AI. Instrument validation was achieved through a cross-sectional study of healthcare professionals (n = 252) from a regional health district in Australia.Methods and ResultsExploratory factor analysis was conducted and analysis yielded a two-factor solution consisting of 10 items and explained 51.7% of the total variance. Factor one represented perceptions of ‘Professional impact of AI’ (α = .832) and Factor two represented ‘Preparedness for AI’ (α = .632). An analysis of variance indicated that ‘use of AI’ had a significant effect on healthcare professionals’ perceptions of both factors. ‘Discipline’ had a significant effect on Allied Health professionals’ perception of Factor one and low mean scale score across all disciplines suggests that all disciplines perceive that they are not prepared for AI.ConclusionsThe results of this study provide preliminary support for the SHAIP tool and a two-factor solution that measures healthcare professionals’ perceptions of AI. Further testing is needed to establish the reliability or re-modelling of Factor 2 and the overall performance of the SHAIP tool as a global instrument.

Perception of Millennial Workforce upon ICT and Organizational Learning and Innovative Performance: The Mediating Role of Ambidexterity

The company's future performance cannot be reflected only in the current financial performance in the financial statements. Long-term company performance can be reflected by the technology being developed. The role of information and communication technology (ICT) is very important for a company to survive and be able to compete in modern business competition in the era of industry 4.0. Meanwhile, learning organization is fostering communication, knowledge exchange in order to promote the innovation. Ambidexterity capability of organization develops structures to manage innovation and achieve sustained success over time. The purpose of this study is to examine the influence of ICT and organizational learning on firm’s innovative performance which mediated by ambidexterity based on millennial workforce perception. The result of this research found that ICT has significantly positive influence on ambidexterity, but not significantly positive influence on innovative performance. Learning organization has significantly positive influence both on ambidexterity and innovative performance. Ambidexterity has significantly influence on innovative performance. The mediating role of ambidexterity had significantly positive enhanced the influence ICT on innovative performance. Meanwhile, ambidexterity had not significantly positive enhance the influence learning organization on innovative performance.

Characteristics and perceptions of the US nurse practitioner hospitalist workforce.

The use of nurse practitioners (NPs) as hospitalists has grown over the last two decades. Based on current educational preparation, certification, and scope of practice, the acute care NP is considered by professional standards the best prepared to care for the needs of acutely and critically ill patients. Little is known about this sector of the NP workforce. The study was designed to identify the NP hospitalist workforce's characteristics and describe the NP hospitalist workforce's perception of the work environment. We deployed five questions in the 2019 American Association of Nurse Practitioners National NP Sample Survey. Of 880 respondents working in an eligible inpatient setting, 366 responded that they work as hospitalists caring for adult patients. Most respondents (n = 275, 74.7%) were certified in primary care. On-the-job training was the most common qualification to be an NP hospitalist (n = 274, 75%). The majority (n = 252, 68.9%) had a collaborative relationship with a physician at their site. Job satisfaction was significantly correlated with full utilization of one's education and practicing to the fullest extent of the state's scope of practice with an r(360) = .719, p = .00 (two-tailed). The prevalence of on-the-job training as the most common preparation for the hospitalist role suggests a need to evaluate the effectiveness and outcomes of NPs not initially educated as acute care NPs who work as hospitalists. Nurse practitioner educators should address the evolving workforce needs of both primary and acute care practice when planning and implementing educational programs.

Laparoscopy in Rwanda: A National Assessment of Utilization, Demands, and Perceived Challenges.

Laparoscopy has proven to be feasible and effective at reducing surgical morbidity and mortality in low resource settings. In Rwanda, the demand for and perceived challenges to laparoscopy use remain unclear. A mixed-methods study was performed at the four Rwandan national referral teaching hospitals. Retrospective logbook reviews (July 2014-June 2015) assessed procedure volume and staff involvement. Web-based surveys and semi-structured interviews investigated barriers to laparoscopy expansion. During the study period, 209 laparoscopic procedures were completed: 57 (27.3%) general surgery cases; 152 (72.7%) ob/gyn cases. The majority (58.9%, 125/209) occurred at the private hospital, which performed 82.6% of cholecystectomies laparoscopically (38/46). The three public hospitals, respectively, performed 25% (7/28), 15% (12/80), and 0% (denominator indeterminate) of cholecystectomies laparoscopically. Notably, the two hospitals with the highest laparoscopy volume relied on a single surgeon for more than 85% of cases. The four ob/gyn departments performed between 4 and 87 laparoscopic cases (mostly diagnostic). Survey respondents at all sites listed a dearth of trainers as the most significant barrier to performing laparoscopy (65.7%; 23/35). Other obstacles included limited access to training equipment and courses. Equipment and material costs, equipment functionality, and material supply were perceived as lesser barriers. Twenty-two interviews revealed widespread interest in laparoscopy, insufficient laparoscopy exposure, and a need for trainers. While many studies identify cost as the most prohibitive barrier to laparoscopy utilization in low resource settings, logbook review and workforce perception indicate that a paucity of trainers is currently the greatest obstacle in Rwanda.

Violence at work in prison establishments: a preliminary study

Purpose The purpose of this paper is to present a preliminary study exploring the perception of prison officers in England and Wales regarding violence in their workplace. Design/methodology/approach Data were gathered through questionnaires administered to 152 of Her Majesty’s Prison establishments throughout England and Wales, ranging from high secure to open prisons where officers are affiliated to the Prison Officers Association. In total, 45 officers responded, seven from women’s prisons and the remainder from male adult and youth prisons. In addition, descriptive data from the Ministry of Justice statistical data set on incidents of violence are incorporated where possible. Findings Results indicated that violence, both prisoner on staff and prisoner-to-prisoner, is a major concern among prison officers, across all prison categories. The prison officers who took part considered there to be an absence of what they perceived to be serious measures to prevent and manage violence. Officers view the prison disciplinary system as ineffective, with reluctance for external charges to be considered against prisoners committing acts of violence within the prison. Research limitations/implications The research is limited by a lack of external measures being obtained (e.g. observation of aggressive incidents) and the fact that the participants were self-selecting, with only a small proportion of respondents. However, it suggests a need for more detailed research into prison violence, one that integrates the views of prison staff as well as prisoners, with the former lacking in the research base to date. It also indicates a need for more focussed action from management, staff representatives and reform lobbies to explore collectively how to prevent violence in prison. Only by adopting a multidisciplinary and multifaceted approach can a comprehensive attempt at management be achieved. Practical implications Prison violence has a negative impact on correctional settings and their mission to provide a safe working environment for staff and safe environment for prisoners. Consequently, a focussed management approach on the problem is required, one that captures the view of a range of staff and prisoners. Prisoner’s violent conduct, whether assault on staff or peers, constitutes further criminal conduct. This has to be addressed through formal processes such as prison reports, police charges and potential prosecution. The latter has been under-applied. Determining the barriers to pursuing police charges and possible prosecution would be valuable to pursue. Violence against staff needs to be more thoroughly understood and not considered solely as an occupational hazard, but as a means of safe-guarding both staff and prisoners. Originality/value This study is the first that has sought to incorporate prison workforce perception on the problem of escalating levels of prison violence, using a sample from a wide set of prison environments.

Challenges and trends in the allocation of the workforce in manufacturing shop floors

This paper presents a critical and focused review of definitions, challenges and developments of the workforce allocation system in manufacturing shop floors with a particular emphasis on response to changes and disturbances. The continuously changing requirements in production environments have been the driving force behind several stages of evolution experienced by management of workforce allocation. The paper includes an in-depth examination of the phenomena of changes and disturbances in the production shop floor. This is followed by an assessment of the readiness of workforce allocation systems to respond to such events with respect to both workforce perception and system architecture. Recent developments of the workforce allocation models suggest that the use of intelligent and distributed systems and techniques offer solutions that are responsive, flexible, and multi-criteria. To this end, an overview of a recent study in the application of the principles of holonic manufacturing systems, as an example of intelligent system approach to develop a flexible workforce allocation model, is presented.

Nurses’ perception of nursing workforce and its impact on the managerial outcomes in emergency departments

(1) To understand nurses' subjective perceptions of the current nursing workforce in their emergency departments, (2) to examine the relationship between nurses' workforce perceptions and its impact on the managerial outcomes and (3) to analyse the correlation between nurses' characteristics and the scores on workforce perception. While the association between workforce perceptions and nurse outcomes is well-documented, few studies have examined how emergency department nurses perceive current workforce and related outcomes. A cross-sectional questionnaire survey. A self-reported workforce perception questionnaire was used to survey 538 registered nurses in the emergency departments of 19 hospitals in northern Taiwan, during May to October 2006. Data were analysed using descriptive statistics, chi-square test, independent t-test, Pearson correlation and one-way anova. The mean score of workforce perception was 6.28 points (total = 10 points). Both overtime (p = 0.02) and number of callbacks on days off (p = 0.01) were significantly correlated to current nursing workforce and hospital level. Older nurses tended to have more emergency department experience (r = 0.37; p = 0.01) and those with more emergency department experience tended to have vacation accumulation (r = 0.09; p = 0.04), overtime (r = 0.10; p = 0.03) and better perception of their emergency department's current workforce (r = 0.09; p = 0.05). Although nurses' perceptions were found to be only moderate, overtime and number of callbacks on days off are potential problems that should be addressed by nursing leaders to benefit future emergency nurses. The findings can help drive strategies to ensure adequate staffing, to stabilise the nursing workforce and to prevent nurses from burnout factors such as working long hours, unpredictable schedules and a stressful work environment that may impact both the quality of emergency care and the quality of the nurses' work environment.

Assessing workforce perception of total quality-based performance measurement: A case study of a customer equipment servicing organization

Performance measurement has been identified as a key agent in attempts to manage organizational learning and business strategic change. The introduction of total quality (TQ)-based management frequently requires a change in organizational culture and management style, and performance measurement can be seen either to inhibit or facilitate this. A case study analysis is reported for performance measurement in the Division of Customer Equipment Services (CES) at Company K International, including a survey of workforce perception of the effectiveness of the existing approach to performance measurement and a 5-step model of performance measurement process. These steps are: TQM strategy development and goal deployment, performance information received, process management measurement, key results extraction, and reward and recognition of performance. Organizational learning and teamwork are also involved. The workforce survey found generally positive attitudes to performance measurement but there were some perceived problems, including a generally perceived over-emphasis on financial measures, and under-emphasis on Customer Satisfaction, Quality, and Employee Relations. There were perceived deficiencies in personal performance measurement and, by implication, in the linkage to Reward and Recognition. These may reflect the exclusion of 58% of the respondent sample from the company's formal appraisal system, which only extends down as far as middle management. The reports by Field Engineers are likely to be the main customer-facing contact and, at the operational "sharp end', their potential alienation from the TQM process should be of special concern. Involvement of the workforce in the choice of performance measures is generally regarded as critical for effective performance measurement design and implementation. It could be expected that employees would have a greater regard for the use of performance information within CES if they were part of the measurement design process.

Gandhian Philosophy and National Quality Awards

In India culture and religion play important roles in the workforce's perception of work, social ethics, moral discipline, and human relations. Some of these values originate from the teachings of Mahatma Gandhi. This article presents selections of Gandhi's teachings and philosophy that are germane to modern- day business management, especially for multinational corporations operating in India. It serves to help foreign managers understand India's culture and work values, as well as offer guidelines for successful total quality management. Three of India's national-level quality awards are used to present the essential concepts of total quality.

Societal Attitudes and the Civil Rights of Persons With Disabilities

The Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) are evidence of the progress, in relation to civil rights, made in the disability public policy arena. Similarly, much progress has been made in changing negative attitudes that sometimes prevail in the organizational workforce. Although much progress has been made for persons with disabilities, there remains much work to be accomplished. An abundance of concerns have recently surfaced regarding whether the previously noted legislation effectively address the rights of persons with disabilities in the organizational workforce. In light of recent concerns, the authors advocate the minority group model as a catalyst for creating public policy that will effectively address the rights of persons with disabilities. Thus, the purpose of this paper is to support the hypothesis that the organizational workforce's perception of persons with disabilities as a minority group will change societal attitudes resulting in a more progressive public policy.

Worker Support for Organisational and Technical Change: Workplace Industrial Relations in UK Manufacturing - The Case Study Evidence

This paper provides evidence from a series of case studies which explored in greater detail the differential levels of worker support for organisational and technical change recorded in the 1984 Workplace Industrial Relations Survey (WIRS84). The case studies were completed between 1989 and 1990 in fourteen manufacturing establishments drawn from the WIRS84 sample. Interviews were conducted with managers and union representatives as well as production workers. The results from the case studies are consistent with those reported in Workplace Industrial Relations and Technical Change (Daniel 1987) and provide further clues as to the workforce's perception and interpretation of each form of change.