Workplace Morale Research Articles

Organizational Stress and Employee Productivity in Nepalese Commercial Banks: The Mediating Role of Employee Welfare

Workplace stress refers to the physical and emotional strain caused by work-related pressures, which can negatively impact employee well-being and productivity. Employee welfare initiatives help to manage workplace stress by providing support systems and resources that promote well-being of the employees and leads to increase employee productivity and job satisfaction. This study aims to investigate how employee welfare impacts the relationship between organizational stress and employee productivity in Nepalese commercial banks. To accomplish this objective, data were collected from 312 respondents using a structured questionnaire, which was distributed via a convenience sampling method. The participants consisted of employees at managerial, officer and assistant level employees from various commercial banks. Data analysis was conducted using Process Macro 4, applying a 95% confidence interval and 5,000 bootstrapping samples. The findings reveal that employee welfare serves as a fully mediator in the relationship between organizational stress and employee productivity. This study demonstrates that organizations that are investing in employee welfare programs foster a healthier and more supportive work environment, contribute to reducing organizational stress, leading to improved performance and workplace morale. JEL Classification: J81, J24, J28 Int. J. Soc. Sc. Manage. Vol. 11, Issue-4: 119-125.

Resident performance and program perception following merger of surgical residencies

PurposeThe primary objective of this study was to gauge resident and faculty sentiments surrounding a general surgery program merger between two programs, and to assess the effect on workplace morale and productivity. Secondarily, the authors sought to objectively examine the impact program expansion had on in-service training exam results and operative volumes.MethodsThis was a single-center, prospective, observational study that evaluated surgical resident and faculty feedback pertaining to the merger of two regional general surgery residency programs. The survey utilized the Likert scale at merger onset and post-merger to gather responses from residents and faculty from July 2020 to August 2021. Secondary outcomes evaluated case volume and ABSITE performance pre- and post-merger.ResultsA total of 27 residents and 31 faculty participated in the initial survey. The merger onset and post survey investigation found that there was increased workplace efficiency (78% onset, 96% post; p = 0.004), and increased comfort with effectively triaging patients (41% onset, 83% post; p = 0.001). Satisfaction levels regarding research infrastructure and mentorship also increased significantly (63% onset, 83% post; p = 0.03). ABSITE performance and operative volumes were not significantly changed post-merger.ConclusionThe merging of two academic programs led to feelings of increased mentorship, operative competency, and workplace efficiency among the residents. This was achieved without significant detriment to resident case volume or ABSITE performance. Our investigation also identified legitimate challenges that speak to the need for fluidity in a residency program and the constant need for continued growth and development.

A Comparative Study on Workplace Morale and Team Work in Public and Private Sector Organizations

This research examines and contrasts the dynamics of cooperation and workplace morale in businesses in the public and private sectors. By examining the variables that affect employee morale and its effect on organizational performance, the study seeks to comprehend the variations in teamwork practices and morale across various industries. The research uses a mixed-methods approach, collecting data from workers in a range of public and private sector firms using surveys, interviews, and qualitative analysis. Results show clear trends in cooperation techniques and workplace morale across the two industries, providing insight into the underlying causes of these variations. The research adds to the body of knowledge already available on organizational behavior and provides managers and legislators with useful advice on how to improve workplace morale and the efficacy of collaboration across industries.

The New Age Worker: Morale and Strain Among Staff During a Correctional Staffing Crisis

Correctional institutions have historically faced challenges in hiring and maintaining a workforce, which only increased during the COVID-19 pandemic. Considerable turnover in staff in recent years has led some states to lower the age of hiring eligibility, which in turn increases the number of new and younger officers on the job. This study explores the challenges and opportunities that the unprecedented change in the workforce in one Midwestern prison has had on workplace morale and strain. This study uses data from semi-structured interviews with a diverse group of correctional employees. We find a considerable disconnect between “new” and “old” correctional officers and offer policy solutions for future staffing practices.

A multi-channel queue model to optimize service level and staff availability in bank industry

Staff scheduling in service organizations like banks, stores, call centers, and emergency centers is critical due to direct customer interaction and uncertain service demand. This research presents a multi-objective model for scheduling bank staff, focusing on uncertain customer arrival and service rates. The model aims to optimize customer service efficiency and maximize staff satisfaction through three objective functions: minimizing the customer waiting queue length (using an M/M/C system), minimizing the number of assigned employees, and maximizing employee satisfaction by considering preferred working times. By simulating Poisson distribution for client arrival and service times, we predicted the bank's queue system performance and optimized staffing levels using the proposed model. Tested with real data from Agribank in Iran, the results showed an 8% reduction in customer waiting times and a 53% increase in employee satisfaction, demonstrating significant improvements in service efficiency and workplace morale. These percentages highlight the model's ability to effectively balance operational efficiency and employee well-being, facilitated by its transparent work pattern structure. Given the NP-hard nature of the model, we employed a meta-heuristic approach (NSGA-II) and GAMS with the ε-constraint method to solve it. Comparative results indicated that NSGA-II outperformed GAMS in both solution quality and computational time

Employee Satisfaction on Compensation System: Basis for an Improved Payroll Management System with Face Recognition and Attendance Monitoring Technology

Employee satisfaction with the compensation system is a critical factor influencing organizational productivity, employee retention, and overall workplace morale. Traditional payroll management systems, often plagued by inaccuracies and inefficiencies, can negatively impact employee satisfaction and trust. This study explores the integration of advanced technologies, specifically face recognition and attendance monitoring, into payroll management systems to address these challenges and enhance employee satisfaction.The research investigates the current state of employee satisfaction with existing compensation systems through a comprehensive survey conducted among employees from diverse industries. It identifies key factors contributing to dissatisfaction, such as payroll errors, delays, and perceived lack of transparency. The study then proposes an innovative payroll management system incorporating face recognition technology for accurate attendance tracking and automated payroll processing. Findings suggest that the integration of face recognition and attendance monitoring technology in payroll management systems can significantly enhance employee satisfaction by addressing common pain points and fostering a sense of fairness and transparency. By leveraging biometric data, the proposed system aims to ensure precise and real-time attendance records, thereby reducing payroll errors and administrative burdens. The face recognition technology offers a secure, contactless, and efficient method for attendance monitoring, aligning with modern workplace safety standards and employee preferences. The study concludes with recommendations for organizations considering the adoption of such technologies, emphasizing the importance of user training, data privacy, and continuous system evaluation to ensure long-term success.

Engagement and Satisfaction in the Workplace: A Millennial and Gen Z Perspective from APEC Schools Educators

This research explores the engagement and job satisfaction levels of millennial and Generation Z educators within the NTC-APEC Schools, focusing on the specific factors influencing these metrics. In the face of growing burnout among educators, which impacts both their wellbeing and educational outcomes, this study seeks to uncover the relational dynamics between work engagement, job satisfaction, and prevalent work environment factors. Using a comprehensive survey distributed among 75 educators, the research analyzes the complex interplay of personal values, workplace culture, and structural empowerment on employee satisfaction and engagement. Results suggest a significant prevalence of burnout, emphasizing an urgent need for organizational strategies that address the unique work preferences and stressors associated with younger generational cohorts. The study aims to inform policy-making and strategic HR planning within educational institutions to foster environments that enhance satisfaction and reduce turnover, thereby improving educational outcomes and workplace morale.

Power of Micro-appreciation in Driving Engagement in the Workplace

This study examines how effective micro-appreciation is at getting people involved in their work. The goal is to find out how small, regular acts of praise affect how engaged employees are with their jobs. It will be possible to get information from 123 employees in different businesses, whose ages range from 22 to 55, through a survey method. Researchers will use the poll to find out how people feel about micro-appreciation at work and how engaged they are with it. The results should show how important micro-appreciation is for keeping people engaged and how it could be used as a cheap and easy way to improve workplace morale and productivity. Hypotheses 1 and 2 were both found to be true. Relevant research was presented as well. Based on the results of the study, there is a link between small acts of appreciation and workers' engagement. According to the study, low appreciation among workers is another reason for their lack of engagement.

Burnout Rates in Clinical Radiation Oncology and Variations across Professional Subgroups

Physician and medical professional burnout has emerged as an important issue in clinical medicine and has been shown to negatively affect patient outcomes. The aim of this study is to determine how rates of burnout vary between different radiation oncology professional subgroups. Participants were selected from those employed in one of the professional subgroups (radiation therapists, nurses, physicists, dosimetrists, and physicians) at two institutions that cover a total of seven sites. 126 individuals were recruited to participate. In addition to demographics, participants were asked to respond to questions regarding professional burnout utilizing the Maslach Burnout Inventory (MBI). Responses were on a seven-point Likert scale with subcategories of Exhaustion, Depersonalization, and Personal Achievement. Each participant's score per subcategory was categorized as either low, moderate, or high. For our primary outcome, frequencies and proportions were reported and Fisher's Exact Test was used to evaluate whether there was a statistically significant difference in proportions in categorized burnout scores across professional subgroups. Secondary analyses were performed comparing burnout across sex, age, and categorized years in position. An alpha level of 0.05 was used for all analyses. In total, 55 participants responded to the survey: 12 nurses, 8 dosimetrists, 12 physicians, 5 physicists, and 18 radiation therapists for a response rate of 43.6%. Demographics were consistent across professional subgroups with the exception of participant sex (p = .0397), which had a greater proportion of females (72.22%) in the Radiation Therapist subgroup. Among the three subcategories, only Exhaustion had a significant difference between groups (p = .0494) with Dosimetrists (62.50%) and Physicists (40.00%) experiencing the highest level of burnout. For Depersonalization, at least one individual in each subgroup identified high burnout with higher rates among the Dosimetrists (25.00%) and Physicists (40.00%). Similarly, at least one person in each subgroup reported high burnout in Personal Achievement, but the highest response was among Dosimetrists (37.50%). In total, at least 12.75% of participants reported high burnout in at least one subcategory. No statistically significant differences in burnout were detected in our secondary analyses across sex, age, and years in position. Our study showed that burnout rates are moderate in members of the radiation oncology team, with dosimetrists and physicists displaying the highest levels of burnout. In order to better estimate professional burnout, larger studies should be conducted to determine causes of burnout. Furthermore, wellness programs should be encouraged and incentivized to help reduce burnout and improve workplace morale, occupational fulfillment, and effective patient care.

Factors Affecting Employee Absenteeism at Workplace: Moderating Effect of Supervisor Support

Workplace absenteeism among Dera Ismail Khan Bank employees is the focus of this research. Assuming that supervisor support was linked to working conditions, a theoretical model was developed to disentangle the effects of role ambiguity and work stress. As part of the investigation, researchers developed a questionnaire to gather necessary information. On the 5-point Likert scale, 1 means "strongly disagree" and 5 means "strongly agree" for each question. There was an effort to determine the validity and reliability of the questionnaire. Both causal and correlative relationships were investigated. The information was analyzed using SPSS. There was some analyzing done using regression and correlation. Absenteeism was found to be significantly linked to job stress and job ambiguity. Workplace morale is boosted in part because absenteeism has decreased. This study also found that the relationship between absenteeism and working conditions is significantly tempered by supervisor support. Therefore, further analysis and conclusions from the study encourage the development or implementation of a variety of techniques to deal with employee absenteeism, which may ultimately lead to an improvement in the quality of the employees' working circumstances. An organization's success can also be attributed to its highly engaged workforce. In reaching this verdict, we were able to show that having a supervisor around can boost work quality by allowing for course corrections to be made when necessary. Colleagues can help one another out by sharinginformation about challenges they're facing on the job, generating ideas for how to address those challenges, and generally fostering an environment that is conducive to new ways of thinking and doing things. This is a possibility for all staff members, regardless of their existing ranks. Hence, these preventative measures are crucial for not only professional but also individual success.

ANALISIS PENGARUH MOTIVASI, LINGKUNGAN DAN SEMANGAT KERJA TERHADAP KINERJA KARYAWAN PADA PT. PDAM

<p align="justify">The author conducted a study entitled The Influence of Motivation, Environment and Work Morale on Employee Performance at PT. PDAM Majene Regency In this study, the authors proposed a construction problem related to the influence of work motivation on employee performance at PT. PDAM Majene Regency, How the Work Environment Affects Employee Performance at PT. PDAM Majene Regency, How Workplace Morale Affects Employee Performance at PT. PDAM Majene Regency and what motivational, environmental, and moral factors have the most influence on employee performance at PT. PDAM. The population is not too large, so the sampling technique that will be used in this study is a saturated sampling technique with a sample of 20 respondents, while the sampling technique using the tools used in the study must be tested for reliability and validation. And multiple linear regression, partial significance test (t-test), and concurrent significance test (f test) were included simultaneously in the regression model for the dependent variable tested at an average significance level of 0.05. Regarding the results that the author can convey after researching the effect of motivation, environment, and morale on employee performance, the following conclusions can be drawn: employees influence employee performance, influence employee morale on employee performance and motivation, employee environment and enthusiasm simultaneously or jointly affect the performance of f employees at PT. PDAM Majene Regency.</p><p><strong>Keywords: </strong>Motivation, Environment, Morale, Employee Performance</p>

Factors Associated with Attrition among Residents in Pediatrics: A Mixed-method Study in a Single Center in the Philippines

Background. Attrition in residency training can lead to lower workplace morale and increased costs. Finding associated factors can help revise admissions criteria or identify at-risk residents.
 Objective. We aimed to determine factors associated with attrition among residents in pediatrics.
 Methods. We applied a mixed cross-sectional (survey) and retrospective cohort (records review) study design. Residents who began training in the Philippine General Hospital in 2012–2018 were included. Our primary outcomes were non-completion of training within three years (attrition), completion beyond three years or ongoing training at a delayed year level (off-cycle), and the composite of attrition or off-cycle. Fisher’s exact probability test and t-test were used to compare the non-attrition group versus the attrition group, and the non-attrition group versus the attrition or off-cycle group.
 Results. The overall attrition rate and off-cycle rate among 162 residents were 7.41% and 4.32%, respectively. The survey response rate was 73.00%. Four factors were significantly associated with attrition: higher age at entry into the program (p = 0.030), advanced degree (p = 0.009), longer interval from internship completion to start of residency training (p = 0.017), and a lower case presentation score (p = 0.048). The proportion of respondents older than 29 years was significantly higher in the attrition group than the non-attrition group (40.00% vs 0.94%, p = 0.031). Higher age at entry was also significantly associated with the composite outcome (attrition or off-cycle).
 Conclusion. Older age at entry, advanced degree, a longer interval from internship, and lower-case presentation scores were associated with attrition among residents in pediatrics from a single center.

Collaborative mobile robots: Bringing greater productivity and flexibility to warehouse operations

In an increasingly digital world, warehouses need to implement automation in order to reach optimal productivity and customer demand. Customer behaviour changes resulting from the COVID-19 pandemic have only heightened the need for automation, bringing record-breaking, peak-level demands to fulfilment operators at various points throughout 2020. This paper discusses the many benefits of implementing wall-to-wall fulfilment automation, including collaborative mobile robots, into warehouse operations. Most commonly users see greater efficiency, flexibility and workplace morale. The paper also explores a use case of how global security and aerospace company Lockheed Martin greatly improved efficiency in its warehouse and solved major material handling challenges by adding collaborative mobile robots into its fulfilment centre.

‘…the way it was staffed during COVID is the way it should be staffed in real life…’: a qualitative study of the impact of COVID-19 on the working conditions of junior hospital doctors

ObjectivesCOVID-19 has prompted the reconfiguration of hospital services and medical workforces in countries across the world, bringing significant transformations to the work environments of hospital doctors. Before the pandemic, the...

The Future of Work: Exploring the Post-Pandemic Workplace from an Employment Law and Human Resources Perspective

In March of 2017, when we were blissfully ignorant of what was to come in that same month a few years later, an associate professor of political science named Robert Kelly was being interviewed on BBC from his home office in South Korea. About a minute into the interview, his four year old daughter pranced into the room, in the most literal sense of the word, followed by her little brother in a baby walker and, shortly thereafter, Kelly’s horrified spouse, Kim Jung-A, who scrambled to collect the kids and close the office door.That viral BBC interview, which now has tens of millions of views on YouTube, took place long before our collective experiment in working from home. While Kelly’s experience was truly novel in 2017, it feels like just another day at the office in 2020. If we have not personally had a kid “bust down the door,” as my toddlers like to say, during a Zoom call, then we have seen someone else’s kid do the same. While Kelly’s interview may have still gone viral if it had happened today—this was live on BBC, after all—the whole thing feels far more familiar than it once did. COVID-19 has upended the workplace as we know it. Employment experts widely speculate that certain industries have fast-forwarded in the direction of working remotely by years. If the future of work for many employees is primarily virtual, what challenges does this entail for employers? What new rights might employees have coming out of the pandemic? In industries that continue operating in person, how should employers accommodate vulnerable employees who request to work remotely? What about non-vulnerable employees who are simply afraid to come in? While analyzing these and related questions, this article explores the arguments for and against remote work. It goes on to show that the “hybrid workplace,” in which more people work from home more of the time, is our likely future. The article considers the new challenges this raises for employers and the new rights that it bestows on employees. The article concludes by arguing that giving employees choice about their work location is a mechanism for employers to avoid potential liability while boosting workplace morale and increasing productivity; creating a win-win for employees and employers alike.

Quantitative analysis of workplace morale in academic librarians and the impact of direct supervisors on workplace morale

Many studies have attempted to measure the workplace morale of academic librarians through related variables such as job satisfaction. Other studies have taken a qualitative or phenomenological approach to understanding workplace morale. This exploratory study has two objectives: (1) to quantitatively measure the workplace morale of academic librarians to set an initial baseline measure for future research and (2) to analyze the variables that impact academic librarian morale with an emphasis on the variables that academic library supervisors directly influence. Findings suggest the workplace morale of academic librarians is predicted by several variables within a supervisor's influence including feedback, work autonomy, and supervisor qualities such as communication, transparency, and empowering subordinates. Outside of a small negative relationship to age and work experience, demographics were largely found to not be a predictor of workplace morale. This study also evaluated workplace morale as a predictor of turnover intention in academic librarians. There was a strong statistically significant negative correlation between workplace morale and the turnover intention of academic librarians.

Importance of a Culture Committee for Boosting Morale and Maintaining a Healthy Work Environment in Radiation Oncology

During the unprecedented workplace disruption from the corona virus disease 2019 (COVID-19) pandemic, health care workers have been particularly vulnerable to increased work-related stress and anxiety. This may have a negative effect on job performance and personal well-being. Personal safety, job security, and childcare needs are essential concerns that must be addressed by health care organizations to ensure stability of its workforce. In addition, workplace morale is also damaged by the many daily changes brought about by social distancing. Thus, opportunities exist for departments to address the loss of social bonding and cohesiveness needed for successful team building. In this report, we describe the efforts of our departmental workplace culture committee during this pandemic.

Measuring Task Conflict and Person Conflict in Software Testing

Task-related conflict and person-related conflict in software testing are inevitable and can impact the effectiveness and efficiency of the software development process. The dimensionality of conflict in software testing is reasonably well understood, although in past research both types of conflict have frequently been modeled as reflective constructs that can obstruct the effectiveness of their use as organizational assessment and training tools. One contribution of this study is an empirical model of conflict sources in software engineering; such sources of conflict threaten to derail efficient software development outcomes in firms. A second contribution of this research is the development of a formative measurement model for purposes of development of assessing task conflict and person conflict in software teams. These validated measures can be utilized as training and development instruments for on-the-job remediation of development team conflict. As is indicated in the organizational behavior and software engineering literature, deploying valid measures of workplace stressors such as conflict can lead to the managerial application of effective strategies and tactics to improve workplace morale and satisfaction, to the great benefit of productivity and retention.

Örgütlerde Kirpi İkilemi: İşyeri Arkadaşlıklarının Olumlu ve Olumsuz Yönleri

There are numerous studies about the benefits of workplace friendship in organizations. Therefore, it may be assumed that well-established friendships in organizations promote effective information sharing, communication skills, increase teamwork and workplace morale among employees at work. Additionally, workplace friendships have positive effects for the organizations such as lower turnover rates, employee burnout and lower levels of intention to leave. On the other hand, just like experiencing the hedgehog’s dilemma, higher levels of workplace friendship or intimacy among group of individuals in organizations may lead to negative consequences such as the supervisor/subordinate friendship may raise the anger or feelings of unfair treatment by other individuals or may lead to untrue performance assessments. Besides, workplace friendships may cause failures to report misfits and counterproductive work behaviors accurately in the organizations. So, workflow might deteriorate and it may lead to conflicts in teamwork in organizations. In sum, in this conceptual paper, workplace friendship will be focused on and the advantages and the disadvantages of it will be outlined. Then, in the conclusion section, the recommendations will be made about how to reduce the negative effects of workplace friendships in organizations.

How the EEOC’s Maintenance of an 'Alleged Offenders' Log Can Help Prevent the Next Harvey Weinstein

As employers struggle to adapt to the new “normal” created by COVID-19, it is important not to lose sight of lessons learned from the recent #MeToo and #TimesUp movements. Nondisclosure agreements (NDAs) are today thought to play a significant role in enabling serial harassers in American workplaces.Therefore, legislators have proposed either banning NDAs altogether when the allegation involves sexual misconduct or allowing NDAs only when requested by claimants and empowering them to reach agreements on favorable terms. However, these solutions inadequately respond to a significant, but narrower problem involving “superstar” or “rainmaker” employees. For most employers, investigating harassment allegations has always been important from the perspective of workplace morale and liability avoidance and, in our experience, employers take such allegations seriously showing little tolerance when presented with credible cases.The same cannot be said of misconduct committed by “superstar” or “rainmaker” employees and others who generate significant revenue flows or hold high executive positions in the companies they dominate. Beyond the prospect of being held strictly liable, a corporation’s financial position can be threatened when facing harassment claims against a superstar employee. Therefore, the all too expedient action is to offer claimants a settlement agreement that ensures each party’s confidentiality. This is especially true where allegations lack concrete evidence and rely solely on the testimonies of the claimant and alleged harasser. The problem, however, is one of recidivism, when multiple allegations are raised against the same employee over time. Where there is a pattern of misconduct, we would ordinarily expect the company’s human resources function to insist on the repeat offender’s termination. Yet for superstars and rainmakers, HR departments frequently lack the internal influence to respond appropriately and prevent ongoing abuse. It is simply unrealistic to expect employers to properly police themselves when faced with such competing incentives. In our view, the Equal Employment Opportunity Commission (EEOC or Commission) has a special role to play in counteracting the spiral that allows recidivist abusers to escape punishment for their misconduct—one that lies in reforming how the agency oversees claims of harassment. Based on its authority under Title VII of the Civil Rights Act of 1964, the EEOC could promulgate a new rule that requires employers to report basic information to the Commission whenever it reaches an agreement that includes nondisclosure provisions purporting to resolve a sexual misconduct claim. The Commission would then maintain a log of these reports, studying any unusual patterns involving the same employee or company. Should such a pattern emerge, the EEOC could then initiate a Commissioner Charge on its own accord under another Title VII provision. This solution can be modeled by the Department of Labor’s Occupational Safety and Health Administration’s reporting scheme for workplace incidents and other comparable initiatives used by private colleges and universities. Importantly, the proposed offenders log also balances the relevant interests of employers, claimants, and the public alike by bolstering the resolve of in-house counsel and HR to address seriously the sexual harasser recidivists within their company, without preventing resolution of disputes between first-time alleged offenders and victims in a manner which avoids reputational harm to all parties.