Search results

Good health is important for the happiness and productivity of employees of any organization and a nation. With the declining government funding for public Universities in Kenya, providing health cover for employees is a real challenge. Thus, the universities have to explore widely acceptable and sustainable options. This study aims to explore the correlations of employee preferences for health care schemes and evaluated the cost implications of each of the available Schemes.

The study applied a multinomial probit analysis on cross-sectional data from Taita Taveta University (TTU) in Kenya's coastal region. Cost-benefit analysis was used to rank alternative healthcare schemes. For triangulation of information, individual interviews were supplemented with key informant interviews.

Two sets of factors, personal attributes of employees and the attributes of the health care provider, were found to drive employee preferences for health care schemes. Thus, the universities need to consider these attributes in their choice sets of health care schemes to gain employee support.

The study was based on a cross-sectional survey that may not capture the dynamic elements in institutional management. Thus, future research may build panel data on the current one for further analysis.

The study found that household characteristics and the perceived attributes of the healthcare providers are key drivers of the preferences. Thus, it is important to consider the characteristics of the employees (for example, age, family sizes, etc.) and attributes of healthcare providers before selecting a healthcare scheme for the workers

This is a pioneer study on the choice of healthcare scheme for institutions of higher learning in Kenya. Universities are made aware of what informs employee's preferences for health schemes. This is important for tailoring health care schemes to match employee preferences for greater satisfaction.

Using the NBER Shared Capitalism Database comprised of over 40,000 employee surveys from 14 firms, we investigate worker attitudes toward employee ownership, profit sharing, and variable pay. Specifically, our study uses detailed survey questions on preferences over profit sharing, forms of employee ownership like company stock and stock option ownership, as well as preferences over variable pay in general, to explore how preferences for these different types of output-contingent pay vary with worker risk aversion, residual control, and views of co-workers and management. Our key results show that, on average, workers want at least a part of their compensation to be performance-related, with stronger preferences for output-contingent pay schemes among workers who have lower levels of risk aversion, greater residual control over the work process, and greater trust of co-workers and management.

Employer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.

A quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.

Results suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.

The research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.

Collaboration and preference for teamwork play a fundamental role in strengthening practical completion of team tasks. An organizational culture should facilitate learning systems where knowledge creation occurs through socialization. The purpose of this study is to develop a moderated mediation model, investigating the conditional indirect effect of co-worker support on the relationship between preference for teamwork and communities of practice.

Questionnaire survey was conducted via Google Forms to collect data from 210 employees working in the private and public sector in India. Hayes PROCESS macro models were used for analyzing the mediation of personal interaction and moderation of co-worker support.

This study showed evidence regarding the mediating role of personal interaction on the relationship between preference for teamwork and communities of practice. Co-worker support moderated the relationship between personal interaction and communities of practice. It also moderated the conditional indirect effect.

The results approve the substantial role of preference for teamwork in influencing personal interaction and communities of practice. The mediating role of personal interaction on preference for teamwork and communities of practice can lead to creation and sustenance of communities of practice. Furthermore, the moderating role of co-worker support as a conditional indirect effect shows that social support and exchange can lead to social learning.

Theoretical explanations and analytical approaches provide insights into the relationship between the preference for teamwork and communities of practice through a conditional indirect effect, a one of its kind of a study.

Examines the relationships between cultural values and preferences for human resource management (HRM) policies and practices in a sample of Taiwanese employees. Specifically, seeks to examine patterns of Chinese national culture in Taiwan, to identify the preferences of employees for specific HRM policies and practices, and to explore the extent to which individual cultural value orientations shape individual preferences for HRM policies and practices. Presents findings from data based on 452 employees from the shopfloor to senior management positions in seven Taiwanese organisations. By controlling the measure of national culture in terms of value orientations, it is found that they account for from only 5 per cent to 10 per cent of the total individual variance in HRM preference. A factor analysis supports the view that national culture value orientations represent a separate construct to both work values and more traditional measures of work outcomes, such as job satisfaction and commitment.

While teleworking has become widespread during COVID-19, there is still little understanding of teleworking preferences. This study aims to explore how teleworking during the pandemic influences employees’ preference for teleworking in the future.

This study used secondary survey data collected by the centro de investigaciones sociológicas (CIS) in Spain, from a sample of 430 individuals. The study used regression analysis to test how effort expectancy and perceived usefulness impact preference for teleworking through satisfaction with teleworking.

Results showed the importance of satisfaction with teleworking in explaining preference for teleworking. Moreover, satisfaction with teleworking was influenced by both effort expectancy and perceived usefulness. Specifically, individuals who perceived teleworking as useful and were more satisfied were also more likely to prefer teleworking after the pandemic, whereas individuals were less likely to prefer teleworking if it required more effort.

This study makes a significant contribution to the current literature by providing a new perspective on the topic of teleworking. This study focuses on exploring teleworking preferences during the pandemic from a post-adoption approach.

El teletrabajo ha sido prevalente durante la pandemia de COVID-19, pero poco se sabe todavía sobre la preferencia de los empleados por el teletrabajo en este contexto. Este estudio tiene como objetivo explorar cómo el teletrabajo durante la pandemia influye en la preferencia de los empleados por el teletrabajo en el futuro.

Este estudio utilizó datos secundarios recopilados por el CIS en España. La muestra fue de 430 individuos. El análisis de regresión se aplicó para analizar la influencia de la expectativa de esfuerzo y la utilidad percibida en la preferencia por el teletrabajo a través de la satisfacción con el teletrabajo.

Los resultados mostraron la importancia de la satisfacción para explicar la preferencia por el teletrabajo. Además, la satisfacción con el teletrabajo fue influenciada tanto por la expectativa de esfuerzo como por la utilidad percibida. Específicamente, aquellos individuos que percibieron el teletrabajo como útil y estaban más satisfechos también eran más propensos a preferir el teletrabajo, mientras que los individuos eran menos propensos a preferirlo cuando suponía un mayor esfuerzo.

Este estudio hace una contribución significativa a la literatura actual al proporcionar una nueva perspectiva sobre el teletrabajo. Este estudio se centra en explorar la preferencia por el teletrabajo durante la pandemia desde un enfoque post-adopción.

O teletrabalho tem sido prevalente durante a pandemia de COVID-19, mas ainda se sabe pouco sobre a preferência dos funcionários pelo teletrabalho neste contexto. Este estudo pretende explorar como o teletrabalho durante a pandemia influencia a preferência dos trabalhadores pelo teletrabalho no futuro.

Este estudo utilizou dados secundários coletados pelo CIS na Espanha. A amostra foi de 430 indivíduos. A análise de regressão foi aplicada para analisar a influência da expectativa de esforço e da utilidade percebida na preferência pelo teletrabalho através da satisfação com o teletrabalho.

Os resultados mostraram a importância da satisfação para explicar a preferência pelo teletrabalho. Além disso, a satisfação com o teletrabalho foi influenciada tanto pela expectativa de esforço como pela utilidade percebida. Especificamente, os indivíduos que perceberam o teletrabalho como útil e estavam mais satisfeitos eram também mais propensos a preferir o teletrabalho, enquanto que os indivíduos eram menos propensos a preferi-lo quando isso implicava um maior esforço.

Este estudo traz uma contribuição significativa para a literatura atual, fornecendo uma nova perspectiva sobre o teletrabalho. Este estudo se concentra nos fatores que impulsionam a intenção de uso contínuo, explorando a preferência das pessoas pelo teletrabalho durante a pandemia a partir de uma abordagem pós-adoção.

This study aims to investigate the factors that lead to the failure of some rewards to induce knowledge sharing behavior among employees, with much focus on employees’ attitudes and leadership’s knowledge of employees’ preferences, and presents a model that depicts the linkages.

To investigate why the provision of some rewards fails to induce knowledge sharing behavior among employees, this study uses the preferred reporting items for systematic reviews and meta-analyses framework to identify and analyze 56 articles published from 2000 to 2021.

Knowledge sharing is positively linked to organizational performance. Further, employees’ negative attitudes toward a reward system negatively relate to knowledge sharing behavior. Furthermore, management’s lack of knowledge of employees’ preferences regarding rewards leads to the provision of incorrect rewards that do not enhance knowledge sharing behavior. Finally, a conceptual model depicting the linkages among the variables under consideration has been presented.

Through the present study, employees’ attitudes toward rewards and leadership’s knowledge of employees’ preferences have been presented as critical factors that can lead to the failure of some rewards to induce knowledge sharing behavior. Further, the conceptual framework that can guide managers and leaders in strategizing on how best to develop and implement correct reward systems has been presented.

The present study is a significant contribution to the literature by focusing on the negative side of rewards toward knowledge sharing behavior with a focus on employees’ attitudes and leadership’s awareness of employees’ preferences regarding rewards.

The purpose of this paper is to present a research project on attitude towards electronic human resource management (E‐HRM). A research model was formulated, based on two theories from complementary research areas: Davis' technology acceptance model and Ulrich's model on HR roles.

The study used an online questionnaire, in which 99 managers and 257 employees within Philips (Electronics) Netherlands participated. Managers and employees answered questions as to their previous experiences with regard to IT systems in general, their preferred HR roles, and their attitude towards E‐HRM systems.

Differences in perceived usability of current IT systems, as well as the preferred HR roles strategic partner (high preference) and employee champion (low preference), were related to a positive attitude towards E‐HRM systems. For managers, user support was also found to be a predictor of a positive attitude towards E‐HRM.

This research suggests a multi‐factorial framework that can help organizations in understanding and solving difficulties of implementation with E‐HRM systems, as far as attitude towards these systems is concerned.

This study extends the contention that national culture affects human resource management (HRM) policies and practices and explores meaning and values of work orientation (MVWO) as an element of national culture in predicting HRM policy‐practice design choices. The data were obtained in a sample of 487 employees in domestic and foreign‐invested firms (FIF) in Sri Lanka. Eight distinct MVWO patterns emerged from the sample. Twenty‐six HRM design choices were clustered into four components: planned and open career and empowering system, qualifications and performance based reward system, generic functional perspective of job‐person fit, and job‐related competence and rewards. All the four HRM preference practices are influenced by MVWO. The evidence suggests MVWO relativity of HRM design choices in Sri Lankan context. The question of transferability of empowering and performance management to developing countries becomes evident. Moreover, MVWO relativity of HRM design choices is relatively high in FIF, reflecting that the “type of ownership” can have an impact not only on actual HRM practices but also on preferred HRM practices in FIF. The existence of business in the long‐run and host government expectations also seem to be important factors in understanding HRM preferences in FIF. Theoretical and practical implications for international HR managers are discussed.

Employees working nonstandard schedules outside the daytime hours of the Monday-Friday work week are increasing. Using Social Exchange Theory (SET), the purpose of this paper is to hypothesize relationships between scheduling preferences, attitudes, and retention indicators.

Survey data were collected from 343 US Postal Service mail processors (day, evening, or night shift; all shifts working weekends) from three cities. Multivariate analysis of covariance and multiple linear regression were used to test hypotheses related to participants’ perceptions of scheduling preferences and attitudes.

The authors found that preferences and attitudes toward shift worked had stronger relationships with each other and employee retention indicators for the night and evening shifts than the day shift, and these same relationships were stronger for the day shift when focussing on days of the week worked.

Although limited by generalizability concerns, this study provides a distinctive application of SET to work schedules and offers a unique perspective on how working nonstandard days and nonstandard times, individually, impact the employment relationship.

Better work schedule management, with increased flexibility and control, may be one way of reducing negative employee reactions to nonstandard schedules.

This study goes beyond the typical examinations of standard vs nonstandard shifts, to study multiple nonstandard shifts and examines the relationships of these schedules on employee retention variables, focussing on both shift and weekend work.