WorldWideScience

Sample records for employee attitude assessment

  1. CleanFleet. Final report: Volume 5, employee attitude assessment

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-12-01

    The experiences of couriers, operations managers, vehicle handlers (refuelers), and mechanics who drove and/or worked with alternative fuel vehicles, and the attitudes and perceptions of people with these experiences, are examined. Five alternative fuels studied in the CleanFleet project are considers& compressed natural gas, propane gas, California Phase 2 reformulated gasoline, M-85, and electricity. The three major areas of interest include comparative analysis of issues such as health, safety and vehicle performance, business issues encompassing several facets of station operations, and personal commentary and opinions about the CleanFleet project and the alterative fuels. Results of the employee attitude assessment are presented as both statistical and qualitative analysis.

  2. Influenza Vaccination Coverage among School Employees: Assessing Knowledge, Attitudes, and Behaviors

    Science.gov (United States)

    de Perio, Marie A.; Wiegand, Douglas M.; Brueck, Scott E.

    2014-01-01

    Background: Influenza can spread among students, teachers, and staff in school settings. Vaccination is the most effective method to prevent influenza. We determined 2012-2013 influenza vaccination coverage among school employees, assessed knowledge and attitudes regarding the vaccine, and determined factors associated with vaccine receipt.…

  3. Influenza vaccination status and attitudes among restaurant employees.

    Science.gov (United States)

    Parrish, Amanda T; Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Allen, Claire L

    2015-01-01

    Restaurant employees represent a substantial portion of the US workforce, interact closely with the public, and are at risk for contracting influenza, yet their influenza vaccination rates and attitudes are unknown. Assess influenza vaccination rates and attitudes among Seattle restaurant employees, to identify factors that could enhance the success of a restaurant-based vaccination program. In 2012, we invited employees of Seattle restaurants to complete an anonymous paper survey assessing participant demographics, previous influenza vaccination status, and personal attitudes toward influenza vaccination (using a 5-point scale). Sit-down, full service restaurants in or near Seattle, Washington, were eligible if they had no previous history of offering worksite influenza vaccinations and had more than 20 employees who were older than 18 years and spoke either English or Spanish. We invited staff in all restaurant positions (servers, bussers, kitchen staff, chefs, managers, etc) to complete the survey, which was available in English and Spanish. Of 428 restaurant employees surveyed, 26% reported receiving the seasonal influenza vaccine in 2011-2012 (response rate = 74%). Across 8 attitude statements, participants were most likely to agree that the vaccine is not too expensive (89%), and least likely to agree that it is relevant for their age group (25%), or normative at their workplace (13%). Vaccinated participants reported significantly more positive attitudes than unvaccinated participants, and Hispanics reported significantly more positive attitudes than non-Hispanic whites. Increasing influenza vaccination rates among restaurant employees could protect a substantial portion of the US workforce, and the public, from influenza. Seattle restaurant employees have low vaccination rates against seasonal influenza. Interventions aimed at increasing vaccination among restaurant employees should highlight the vaccine's relevance and effectiveness for working-age adults.

  4. A Survey of Civilian Employee Attitudes

    Science.gov (United States)

    1989-06-01

    U.S. Army Troop Support Command. The survey was conducted as part of an organizational diagnosis in preparation for the implementation of a civilian...survey as part of the program evaluation is recommended. Keywords: Surveys; Questionnaires; Employee attitudes; Attitude measurement; Organizational diagnosis .

  5. An analysis of the relation between employee-organization value congruence and employee attitudes.

    Science.gov (United States)

    Amos, Elizabeth A; Weathington, Bart L

    2008-11-01

    Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

  6. Employee attitudes towards aggression in persons with dementia: Readiness for wider adoption of person-centered frameworks.

    Science.gov (United States)

    Burshnic, V L; Douglas, N F; Barker, R M

    2018-04-01

    Person-centered care, as compared to standard approaches, is a widely accepted, evidence-based approach for managing aggressive behaviour in persons with dementia. The attitudes, beliefs and values of long-term care and mental health nursing employees are important prerequisites to implementing person-centered practices. Research shows that nursing employees typically support person-centered approaches; however, less is known about the attitudes of non-nursing employee groups. Nurse managers and administrators tended to agree with person-centered approaches for managing aggression in dementia, suggesting some prerequisites are in place to support wider adoption of person-centered frameworks. Employees with more resident contact tended to support person-centered approaches the least, suggesting discipline-specific trainings may not be adequate for preparing frontline staff to use person-centered techniques. Attitudes towards aggressive behaviour may be especially varied and contradictory within certain employee groups, providing implications for facility-wide initiatives. Person-centered values and practices should be monitored and reinforced across the organization. Person-centered trainings should be interdisciplinary in nature and focused on care areas, such as mealtime or bathing. Long-term care facilities should consider allowing nurse management and registered nurses to share the burden of direct resident care with frontline employees on a more regular basis. Introduction Implementing person-centered care requires shared attitudes, beliefs and values among all care employees. Existing research has failed to examine the attitudes of non-nursing employees. Aim This study examined attitudes towards aggression among nursing and non-nursing employees to address gaps in existing research and assess readiness for wider adoption of person-centered frameworks. Method The Management of Aggression in People with Dementia Attitude Questionnaire was used to survey

  7. Employee Attitude to Management Style : case: International equitable association Nigeria Limited.

    OpenAIRE

    Osondu, Marshall

    2012-01-01

    The aim of the study is to reveal employees’ attitudes to management style in International equitable association Limited, Aba, Nigeria (IEA). IEA is a soap and detergent manufacturing company. The company uses modern management styles to drive employee performance. This study set out to investigate employee attitudes to the various management styles in use at IEA. The study used a framework which shows that employee attitude is driven by the employee’s awareness, the employee’s application o...

  8. The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study.

    Science.gov (United States)

    Williams, Paige; Kern, Margaret L; Waters, Lea

    2017-01-01

    This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff ( N = 69) completed surveys at three time points. After the first assessment, the treatment group ( n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness.

  9. Employee characteristics and health belief variables related to smoking cessation engagement attitudes.

    Science.gov (United States)

    Street, Tamara D; Lacey, Sarah J

    2018-05-01

    Workplace smoking cessation programs can effectively assist employees to quit smoking. However, little is known about employees' attitudes towards engagement in workplace smoking cessation programs. This study aimed to address the limited understanding of the interaction between employee characteristics and their health beliefs toward engaging in a workplace smoking cessation program. Self-report data was collected from 897 employees of a mining company operating in two remote towns in Australia. The majority of participants were male (73%), the mean age was 36.9 years (SD = 11.5). Chi square tests of independence were used to analyze relationships between employee characteristics and smoking cessation engagement attitudes. Engagement attitudes included: A desire to cease smoking; desire for assistance with the smoking cessation process; and intention to participate in a workplace smoking intervention. The findings from this study indicated that attitudes towards engagement in smoking cessation programs varied for mining employees according to gender, age, perceived severity, perceived self-efficacy, and stage of readiness to change. These findings provide insights that health promotion practitioners may apply to inform the design and marketing of effective workplace smoking cessation programs for similar employees.

  10. The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

    Directory of Open Access Journals (Sweden)

    Michael M. Mackay

    2016-09-01

    Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

  11. Job Attitudes and Organizational Performance When Employees Own the Company.

    Science.gov (United States)

    Long, Richard J.

    Employee ownership affects organizational integration, organizational involvement and organizational commitment. Through a framework which predicts the effects of employee ownership on job attitudes and organizational performance (Long, 1978), the effects of conversion to employee ownership at three companies with varying degrees of employee…

  12. The impact of gender, education and age on employee attitudes towards corporate social responsibility

    DEFF Research Database (Denmark)

    Rosati, Francesco; Calabrese, Armando; Costa, Roberta

    their employees' CSR attitudes. In this regard, many studies show that individual characteristics can influence CSR attitudes. This research aims to identify the influence of three sociodemographic characteristics such as gender, educational level and age on three employee CSR attitudes, such as CSR demandingness...... and satisfied than female colleagues. Educational level differences also have a significant influence on CSR trust and CSR satisfaction, with graduated employees generally more trustful and satisfied than not graduated colleagues. However, employee gender and education do not influence CSR demandingness......, and employee age does not have a significant effect on any CSR attitude. This research indicates that the banks under study need to improve the effectiveness of their internal CSR communication, especially with women and not graduated employees, who show the lowest levels of CSR trust and satisfaction...

  13. The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study

    OpenAIRE

    Williams, Paige; Kern, Margaret L.; Waters, Lea

    2017-01-01

    This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff (N = 69) completed surveys at three time points. After the first assessment, the treatment group (n = 51) completed a positive psychology training intervention...

  14. Quality Circles: How Effective Are They in Improving Employee Performance and Attitudes?

    Science.gov (United States)

    Buch, Kimberly; Raban, Amiram

    1990-01-01

    Used a quasi-experimental design to assess the effect of a quality circle intervention on behavior and attitudes of 88 employees at a large Midwestern organization. Results provide mixed support for the purported ability of circles to improve work behavior with no change for absenteeism and productivity but positive change for quality of work.…

  15. Stereotype threat among older employees: relationship with job attitudes and turnover intentions.

    Science.gov (United States)

    von Hippel, Courtney; Kalokerinos, Elise K; Henry, Julie D

    2013-03-01

    Stereotype threat, or the belief that one may be the target of demeaning stereotypes, leads to acute performance decrements and reduced psychological well-being. The current research examined stereotype threat among older employees, a group that is the target of many negative stereotypes. Study 1 surveyed older workers in two different organizations regarding their experiences of stereotype threat, their job attitudes and work mental health, and their intentions to resign or retire. Across both samples, feelings of stereotype threat were related to more negative job attitudes and poorer work mental health. In turn, these negative job attitudes were associated with intentions to resign and (possibly) retire. In Study 2, younger and older employees were surveyed. The results indicated that only for older employees were feelings of stereotype threat negatively related to job attitudes, work mental health, and intentions to resign. The implications of these findings for understanding job attitudes and intentions among older workers are discussed. (PsycINFO Database Record (c) 2013 APA, all rights reserved).

  16. Survey of Employees' Safety Attitude in a Teaching Hospital Tehran 2010

    Directory of Open Access Journals (Sweden)

    M. Mahmmoudi

    2011-01-01

    Full Text Available Background and aimsThe Medical Errors and the potential unsafe actions are always regarded as a serious trouble by the managers and health care providers. Using the employees' attitude data as a measurement criterion in the evaluation of the hospitals performance in the field of the “Safety” can improve the safety level among the personnel and patients . Survey of employees' attitude about safety and its comparison with different groups of offering health services in a teaching Hospital was the main objective of present study.   MethodsIn order to specify patient safety culture in Moddares hospital, all employees including physicians, nurses, managers and employees of Para-clinic, a volume sample consisting of 212 persons were selected. Then it was used from questionnaire of safety attitude within 6 dimensions including Teamwork climate, Safety climate, perceptions of Management , Job Satisfaction, Working Conditions and Stress Recognition. At first this questionnaire was gone under assessing validity and trust. The scale of measuring, Likert was 5 grades. In order to specify difference between groups under study it was used from ANOVA test.   Results Positive safety culture within 6 dimensions including Teamwork Climate, Safety climate, Job Satisfaction, Stress Recognition, Perception of Management , Working Conditions for doctors were 3, 4.13, 17.4, 0, 4.3, and 8.7 respectively; the aforesaid Dimensions for nurses were 19, 2.6, 10.3, 7.8, 2.6 and 15.5 respectively, the aforesaid Dimensions for managers were 30.3, 6.1, 33.3, 0, 18.2 and 21.2 respectively and the aforesaid Dimensions for employees of Para-clinic Were 50, 12.5, 25, 12.5, 10 and 37.5 respectively. There was Significant difference from View Point of statistics (p<0.5 from Dimensions of Job satisfaction among managers and nurses, employees of Para-clinic and nurses this difference Were zero and 0.001. From View Point of Stress recognition among managers and employees of Para

  17. Employee impact and attitude analysis for GHS implementation in Taiwan.

    Science.gov (United States)

    Chang, Yi-Kuo; Su, Teh-Sheng; Ouyang, Yun; Tseng, Jo-Ming

    2013-01-01

    The employee impact and attitude analysis for GHS implementation in Taiwan was investigated in this study. An impact assessment on the new regulations or changes in regulations for government, potential costs, benefits, and the global trade in chemicals to industries and hazard communication program for workers was studied by the methods of the questionnaire design and Delphi expert method. A survey was conducted using questionnaires and taking 200 experts from government's expert database and 500 selected respondents from case company. Results from present study revealed that the barrier associated with GHS implementation is existed; it is feasible to overcome. Both experts and employees think that business entities are insufficient to test and classify chemicals on their own, and the technical guidance from the government is needed. Data analyzed by the logistic regression revealed that more hours an employee spends on education and trainings of new GHS systems; the employee thinks implementation of GHS will improve hazard awareness for transporters. The weak labeling ability affects deployment of the new GHS system.

  18. The effect of perceived person-job fit on employee attitudes toward change in trauma centers.

    Science.gov (United States)

    Zatzick, Christopher D; Zatzick, Douglas F

    2013-01-01

    Employee attitudes toward change are critical for health care organizations implementing new procedures and practices. When employees are more positive about the change, they are likely to behave in ways that support the change, whereas when employees are negative about the change, they will resist the changes. This study examined how perceived person-job (demands-abilities) fit influences attitudes toward change after an externally mandated change. Specifically, we propose that perceived person-job fit moderates the negative relationship between individual job impact and attitudes toward change. We examined this issue in a sample of Level 1 trauma centers facing a regulatory mandate to develop an alcohol screening and brief intervention program. A survey of 200 providers within 20 trauma centers assessed perceived person-job fit, individual job impact, and attitudes toward change approximately 1 year after the mandate was enacted. Providers who perceived a better fit between their abilities and the new job demands were more positive about the change. Further, the impact of the alcohol screening and brief intervention program on attitudes toward change was mitigated by perceived fit, where the relationship between job impact and change attitudes was more negative for providers who perceived a worse fit as compared with those who perceived a better fit. Successful implementation of changes to work processes and procedures requires provider support of the change. Management can enhance this support by improving perceived person-job fit through ongoing training sessions that enhance providers' abilities to implement the new procedures.

  19. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency

    OpenAIRE

    R Steyn; A Grobler

    2014-01-01

    This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA) in that specific organisation. A number of studies have shown that effective human resource (HR) practices correlate with positive employee attitudes (EA).The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitu...

  20. The impact of gender, education and age on employee attitudes towards corporate social responsibility

    OpenAIRE

    Rosati, Francesco; Calabrese, Armando; Costa, Roberta; Pedersen, Esben Rahbek Gjerdrum

    2015-01-01

    Engaging employees can have a positive effect on turnover reduction, client satisfaction, company profitability, innovation and growth. Engaging employees in corporate social responsibility (CSR) can also generate positive impactson environment and society. To do this, companies need to understand their employees' CSR attitudes. In this regard, many studies show that individual characteristics can influence CSR attitudes. This research aims to identify the influence of three sociodemographic ...

  1. The Effect of Major Organizational Policy on Employee Attitudes Toward Graduate Degrees

    National Research Council Canada - National Science Library

    Hughes, Frank R

    2006-01-01

    Leaders initiate policies not only to improve the success of their organizations, but to influence employee performance, whereby employee attitudes toward a policy objective can influence their resulting behaviors...

  2. Attitudes towards disability management: A survey of employees returning to work and their supervisors.

    Science.gov (United States)

    Busse, Jason W; Dolinschi, Roman; Clarke, Andrew; Scott, Liz; Hogg-Johnson, Sheilah; Amick, Benjamin C; Rivilis, Irina; Cole, Donald

    2011-01-01

    Return to work after a leave on disability is a common phenomenon, but little is known about the attitudes of employees or their supervisors towards the disability management process. We report on employee and supervisor feedback from one disability management experience. 389 consecutive employees from the Ontario offices of a single private Canadian insurance company returning to work from short-term disability, and their supervisors. We surveyed employees and their supervisors about their experience with, and attitudes towards, the disability management process. Of those surveyed, 88 employees and 75 supervisors provided data (response rates of 22.6% and 19.3% respectively). The majority of respondents (79.1% of employees and supervisors) endorsed positive attitudes towards their disability management experience. More than 25% of employees disagreed with the following three items: case managers contributed to recovery, case managers removed barriers to recovery, and sufficient support was provided in the return to work process. More than 25% of employees and managers reported that a commitment to modify an unhelpful work situation was not followed through. The majority of participating employees returning to work from short-term disability, and their supervisors, reported a high level of satisfaction with the disability management process. Areas that may benefit from attention include some aspects of case manager-employee interaction and ensuring that support during the return to work process is provided, including modification to work situations when appropriate.

  3. Employee perspectives on individualized pay : Attitudes and fairness perceptions

    OpenAIRE

    Stråberg, Teresia

    2010-01-01

    The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Stud...

  4. Style of management and chosen sentiments and attitudes among employees of scientific organizations

    Directory of Open Access Journals (Sweden)

    Agnieszka Izabela Baruk

    2015-06-01

    Full Text Available The article presents issues associated with the style of management applied in scientific organizations in the context of sentiments and attitudes of employees. Attention is drawn particularly to the relations between the style of management perceived by employees and the level of their perceived contentedness and the perceived level of satisfaction, as well as between the perceived style of management and attitude reflecting their readiness to recommend an organization as an employer. The application of the method of statistical analysis, namely, the analysis of correspondence allowed drawing the conclusion that there are statistically important relations between the variables. These relations are comparably strongest in case of the perceived style of management and the level of satisfaction. Thus, it can be concluded that applying democratic style to employees favours stimulating their satisfaction and contentedness and at the same time contributes to assuming an open attitude characterized by the readiness to recommend an organization as a workplace and thus co-create its positive image.

  5. The Comparison Analysis of Work Related Attitude Between Permanent Employee€™s and Temporary Employee€™s in Bank Sulut

    OpenAIRE

    Handayani, Tri

    2015-01-01

    Human resources is one of the important aspect in the management. Thereover recruitment must be accommodate by management, in order to achieve the company€™s goal. Employees behavior at work will influence employee€™s output. Currently, the company is not only recruit a permanent employees but also hire a temporary employee. The objectives of this research to measure if there are significant differences in work attitudes between permanent employees and temporary employee in the Bank Sulut. Th...

  6. Factors associated with a positive attitude towards change among employees during the early phase of a downsizing process.

    Science.gov (United States)

    Svensen, Erling; Neset, Gunnar; Eriksen, Hege R

    2007-04-01

    Most research on organizational changes in working life, including downsizing, focuses on the negative attitudes and negative consequences of the change. The aim of this study was to evaluate if the employee's previous learning experience and characteristics of the working environment were associated with positive attitudes towards organizational change. The 467 employees (73.5% males) working in a global oil company in the early phases of a downsizing process were asked to answer a questionnaire with demographic variables, perception of the working environment, and attitude to change (93% response rate). Corporate social responsibility (CSR), involvement and participation, team leadership and team effectiveness were important factors related to positive attitudes towards organizational change. Non-leaders and older employees were positive to change. We conclude that employees' perceptions of their psychosocial working environment, in particular the CSR, were highly related to their attitude to organizational change.

  7. Restraint reduction in a nursing home and its impact on employee attitudes.

    Science.gov (United States)

    Sundel, M; Garrett, R M; Horn, R D

    1994-04-01

    To reduce physical restraint use in a nursing home and increase employee support for the restraint-reduction program. A one-group pretest-posttest design with repeated measures was used to determine changes in restraint use with participants over a 14-month interval. All individuals employed at the nursing home were surveyed at two time periods to determine their opinions on restraint use. A 265-bed private, non-profit nursing home in Dallas, Texas. A restrained cohort of 170 residents with a mean age of 84 years; 84% were female. A total of 182 employees participated in the first survey and 209 in the second. Formation of a project team that planned and supervised restraint removal. Inservice training on restraint use was conducted for all employees. Type and frequency of restraint use among the restrained cohort at four evaluation points within a 14-month interval. The frequency of restraint use in the nursing home population was also recorded. Survey measures included employee responses to a 16-item closed-end questionnaire before and after training. The mean number of restraints used with each resident in the restrained cohort decreased from 1.56 to 0.67. The number of residents on restraints in the nursing home was reduced during the course of the study (67.5% vs. 36.7%, P reduction program in a nursing home can produce positive results in terms of decreased restraint use and supportive employee attitudes. More practical alternatives to restraints need to be developed for application in the training of nursing home employees. Future studies on resident, employee, and family attitudes about restraint use are suggested.

  8. Cross-sectional study assessing HIV related knowledge, attitudes and behavior in Namibian public sector employees in capital and regional settings.

    Directory of Open Access Journals (Sweden)

    Til R Kiderlen

    Full Text Available The study objective was to assess the current status of HIV knowledge, attitudes and behavior (KAB among employees of Namibian ministries. As most HIV campaigning takes place in the capital of Windhoek, an additional aim was to compare Windhoek to four regions (Hardap, Erongo, Oshana, and Caprivi. Between January and March 2011 a cross-sectional survey was conducted in two Namibian ministries, with participants selected randomly from the workforce. Data collection was based on questionnaires. 832 participants were included in the study (51.6% male. Nearly 90% of participants reported to have been tested for HIV before. Knowledge about HIV transmission ranged from 67% to 95% of correct answers, with few differences between the capital and regions. However, a knowledge gap regarding HIV transmission and prevention was seen. In particular, we found significantly lower knowledge regarding transmission from mother-to-child during pregnancy and higher rate of belief in a supernatural role in HIV transmission. In addition, despite many years of HIV prevention activities, a substantial proportion of employees had well-known HIV risk factors including multiple concurrent partnership rates (21%, intergenerational sex (19%, and lower testing rates for men (82% compared to women with 91%.

  9. Effects of a Tobacco-Free Work Site Policy on Employee Tobacco Attitudes and Behaviors, Travis County, Texas, 2010-2012.

    Science.gov (United States)

    Seidel, Sarah E; Metzger, Kristi; Guerra, Andrea; Patton-Levine, Jessie; Singh, Sandeepkumar; Wilson, William T; Huang, Philip

    2017-12-14

    The adoption of tobacco-free policies in behavioral health settings is an important step in reducing staff tobacco use as well as the high rates of tobacco use among people with mental illness and behavioral disorders. Studies have demonstrated the importance of staff support when implementing tobacco-free workplace policies, but there is limited research examining tobacco use prevalence among staff and staff attitude before and after policy adoption. Integral Care, a local authority for behavioral health and developmental disabilities in Austin, Texas, and Austin Public Health embarked on a comprehensive planning process before implementing a 100% tobacco-free campus policy. The objectives were 1) assess staff tobacco use and attitudes toward a tobacco-free policy, 2) communicate policy to staff, 3) provide staff education and training, and 4) provide cessation resources. Integral Care and Austin Public Health conducted a web-based employee survey 6 months before and 6 and 12 months after implementation of the policy to measure tobacco use prevalence and attitudes among employees. Employees had significant improvements in tobacco use prevalence and attitudes toward the tobacco-free policy from pre-implementation to post-implementation. Tobacco use prevalence among staff decreased from 27.6% to 13.8%, and support for the policy increased from 60.6% to 80.3% at 12 months post-implementation. Adoption of 100% tobacco-free campus policies in behavioral health settings can result in significant reductions in staff tobacco use. Leadership should provide staff with education, training, and cessation support before adoption of tobacco-free work site policies to ensure success.

  10. Attitudes of Employees of Provincial Directorates of National Education and School Administrators towards Strategic Planning

    Science.gov (United States)

    Altinkurt, Yahya

    2010-01-01

    The aim of the study is to determine the attitudes of employees of Provincial Directorates of National Education and school administrators towards strategic planning. The research was designed as a survey model study. The population of the research consisted of employees of Provincial Directorate of National Education of Kutahya and school…

  11. Attitudes of the general public and electric power company employees toward nuclear power generation

    International Nuclear Information System (INIS)

    Komiyama, Hisashi

    1997-01-01

    We conducted an awareness survey targeted at members of the general public residing in urban areas and in areas scheduled for construction of nuclear power plants as well as employees of electric power company in order to determine the awareness and attitude structures of people residing near scheduled construction sites of nuclear power plants with respect to nuclear power generation, and to examine ways of making improvements in terms of promoting nuclear power plant construction sites. Analysis of those results revealed that there are no significant differences in the awareness and attitudes of people residing in urban areas and in areas near scheduled construction sites. On the contrary, a general sense of apprehension regarding the construction of nuclear power plants was observed common to both groups. In addition, significant differences in awareness and attitudes with respect to various factors were determined to exist between members of the general public residing in urban areas and scheduled construction sites and employees of electric power company. (author)

  12. Employee recruitment: using behavioral assessments as an employee selection tool.

    Science.gov (United States)

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

  13. Organisational age cultures : The interplay of chief executive officers age and attitudes toward younger and older employees

    NARCIS (Netherlands)

    Zacher, Hannes; Gielnik, Michael M.

    This article investigates the interactive effects of chief executive officer (CEO) age and CEO attitudes toward younger and older employees on organisational age cultures. Data was collected from 66 CEOs of small and medium-sized businesses and 274 employees. Results were consistent with

  14. An exploratory study into employee attitudes towards digitalisation of library services in higher education

    OpenAIRE

    Niedzwiecka, Monika; Pan, Yu-Chun

    2017-01-01

    With the advent of technologies, library services in higher education face pressure to increase their level of digitalisation in order to meet changing user demands. While many researchers aim to understand what digitalisation means to library services from the user perspective, there is little attention paid to the employees of library services. Since employees are one of the key driving forces of digitalisation, there is a need to understand their attitudes towards digitalisation. This pape...

  15. Full-Time versus Part-Time Employees: Understanding the Links between Work Status, the Psychological Contract, and Attitudes.

    Science.gov (United States)

    Conway, Neil; Briner, Rob B.

    2002-01-01

    Analysis of psychological contract variables (affective and continuance commitment, intention to quit, well-being, job satisfaction, organizational citizenship behavior)was conducted on two samples: 1,608 banking employees (71% part time) and 366 supermarket employees (65% part time). Part- and full-time workers had different attitudes; fulfilment…

  16. 2003 Employee Attitude Survey: Analysis of Employee Comments

    Science.gov (United States)

    2005-06-01

    171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

  17. Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction

    OpenAIRE

    Bitsch, Vera; Hogberg, Michael

    2005-01-01

    Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg’s theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employee...

  18. Employment in the Catering & Hospitality Industry--Employee Attitudes and Career Expectations. Research Report.

    Science.gov (United States)

    Hotel and Catering Training Co., London (England).

    A study examined the attitudes and career expectations of a random sample of catering and hospitality industry employees in the United Kingdom. The survey focused on the following: aspiration and career intentions, factors causing job satisfaction/dissatisfaction, employment patterns in the industry, satisfaction with/access to…

  19. Employee Attitudes toward an Internal Employee Assistance Program.

    Science.gov (United States)

    Harlow, Kirk C.

    1998-01-01

    Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

  20. Organizational age cultures: The interplay of chief executive officers age and attitudes toward younger and older employees

    OpenAIRE

    Zacher, Hannes; Gielnik, Michael

    2014-01-01

    This article investigates the interactive effects of chief executive officer (CEO) age and CEO attitudes toward younger and older employees on organisational age cultures. Data was collected from 66 CEOs of small and medium-sized businesses and 274 employees. Results were consistent with expectations based on organisational culture and upper echelons theories. The relationship between CEO age and organisational age culture for younger employees was negative for CEOs with a less positive attit...

  1. Impact of Job Satisfaction and Burnout on Attitudes towards Strike Action among Employees of a Nigerian University

    Science.gov (United States)

    Ineme, Kubiat M.; Ineme, Mfon E.

    2016-01-01

    The Nigerian tertiary educational system has been ravaged by incessant strike action, which appears to defy all attempts to find solutions. This paper reports on a study that examines the impact of job satisfaction and burnout on attitudes towards strike actions among employees of a Nigerian university. A total of 576 employees participated in the…

  2. Attitudes Toward Older Workers and Human Resource Practices

    OpenAIRE

    Kluge, Annette; Krings, Franciska

    2008-01-01

    This study investigated attitudes towards older employees, perceived age discrimination, and HR practices (personnel development and reward) in 240 employees. Attitudes toward older employees were largely positive, thus supporting the notion that attitudes toward older employees are becoming increasingly positive. Older employees' attitudes towards older employees were more positive, but younger employees' attitudes were still favorable. Moreover, older and younger employees reported benefiti...

  3. Starting participation in an employee fitness program: attitudes, social influence, and self-efficacy.

    Science.gov (United States)

    Lechner, L; De Vries, H

    1995-11-01

    This article presents a study of the determinants of starting participation in an employee fitness program. Information from 488 employees, recruited from two worksites, was obtained. From these employees the determinants of participation were studied. A questionnaire based on two theoretical models was used. The Stages of Change model was used to measure the health behavior, consisting of precontemplation (no intention to participate), contemplation (considering participation), preparation (intending to participate within a short period), and action (participating in fitness). The possible determinants were measured according to the ASE model, including the attitude toward an employee fitness program, social influence, and self-efficacy expectations. Subjects in action stage were most convinced of the benefits of participation in the employee fitness program and of their own skills to participate in a fitness program. Subjects in precontemplation stage were least convinced of the advantages of participation and had the lowest self-efficacy scores. Subjects in action stage experienced the most social support to participate in the employee fitness program. Health education for employees within industrial fitness programs can be tailored toward their motivational stage. Promotional activities for industrial fitness programs should concentrate on persons in the precontemplation and contemplation stages, since people in these stages are insufficiently convinced of the advantages of a fitness program and expect many problems with regard to their ability to participate in the program.

  4. Tuzla Canton Tourism Offer – Attitudes of Employees in the Tourism Sector

    Directory of Open Access Journals (Sweden)

    Edin Jahić

    2014-07-01

    Full Text Available Tuzla Canton (TC has experienced a certain economic transformation and gradually started turning from an industrial region into a region of tertiary and quaternary activities, also notable in the strategic documents of the Canton. The present research was conducted during the years 2012 and 2013 with the aim of determining the attitudes of employees in the tourism sector of TC regarding the condition, i.e. the prospects of TC tourism. In July of 2012, using a structured questionnaire, persons employed in travel agencies and TC hotels were surveyed in relation to the following issues: what is, in their own opinion, the determining factor for a tourist in choosing a tour package in TC as a destination; how would they assess the tourist’s motives for choosing TC as a destination; how would they characterize (assess the value factors of the TC tourist offer. The conducted research indicates that employees in the tourism industry have formed perceptions of TC as a tourist destination: it is a destination where tourists feel pleasant and happy to stay at; it has outstanding natural attractions, a welcoming environment and solid accommodation and catering potentials. However, elements that need improving and further development are highlighted as well. Methods used for collecting, processing and analyzing data are: historical, descriptive, comparative. Frequency analysis was conducted using the SPSS statistical program (version 20. The research results can help the tourist destination management, in this case TC, but also all segments of the tourism industry of TC, improve their offer and communication with a potential tourism market

  5. Measuring biotechnology employees' ethical attitudes towards a controversial transgenic cattle project: the ethical valance matrix.

    Science.gov (United States)

    Small, Bruce H; Fisher, Mark W

    2005-01-01

    What is the relationship between biotechnology employees' beliefs about the moral outcomes of a controversial transgenic research project and their attitudes of acceptance towards the project? To answer this question, employees (n=466) of a New Zealand company, AgResearch Ltd., were surveyed regarding a project to create transgenic cattle containing a synthetic copy of the human myelin basic protein gene (hMBP). Although diversity existed amongst employees' attitudes of acceptance, they were generally: in favor of the project, believed that it should be allowed to proceed to completion, and that it is acceptable to use transgenic cattle to produce medicines for humans. These three items were aggregated to form a project acceptance score. Scales were developed to measure respondents' beliefs about the moral outcomes of the project for identified stakeholders in terms of the four principles of common morality (benefit, non-harm, justice, and autonomy). These data were statistically aggregated into an Ethical Valence Matrix fo the project. The respondents' project Ethical Valence Scores correlated significantly with their project acceptance scores (r=0.64, pethical reasoning could be a central mechanism for the evaluation of the acceptability of a project. We propose that the Ethical Valence Matrix may be used as a tool to measure ethical attitudes towards controversial issues, providing a metric for comparison of perceived ethical consequences for multiple stakeholder groups and for the evaluation and comparison of the ethical consequences of competing alternative issues or projects. The tool could be used to measure both public and special interest groups' ethical attitudes and results used for the development of socially responsible policy or by science organizations as a democratizing decision aid to selection amongst projects competing for scarce research funds.

  6. Differential referral of women and men to employee assistance programs: the role of supervisory attitudes.

    Science.gov (United States)

    Young, D W; Reichman, W R; Levy, M F

    1987-01-01

    Potential factors underlying sex differences in the referral of problem-drinking subordinates to employee assistance programs (EAPs) were explored in interviews with 120 supervisors in four organizations. Analyses of data obtained in these interviews assessed the relative ability of eight variables to predict supervisor's actual identification and referral of female and male problem drinkers. In addition to numbers of employees supervised, the supervisors' judgment of the EAP's effectiveness was the best predictor of referral and identification, regardless of the sex of the referred subordinate. Knowledge and training in the EAP was a secondary contributor to referral of men, but played no role in female referrals. When controlling for all other variables, the extent to which supervisors held an egalitarian attitude toward women's rights and roles was found to be marginally positively related to identification of female drinkers. Similarly, a less stigmatized, stereotyped view of women's use and abuse of alcohol was marginally associated with a greater likelihood of referral of a female drinker to the EAP. Neither of these attitudinal variables was related to identification or referral of male problem drinkers.

  7. Attitudes towards people with depression and schizophrenia among social service workers in Denmark

    DEFF Research Database (Denmark)

    Jensen, Kamilla Bjørkøe; Vendsborg, Per; Hjorthøj, Carsten

    2017-01-01

    BACKGROUND: Mental health-related stigma is a major public health issue, and is an obstacle to the possibility for successful treatment, recovery, and reintegration. AIM: To examine attitudes towards mental illness among employees in the social services. METHODS: The study design was part...... of a large randomized trial, and data presented in this study are baseline data from this trial. Respondents completed a baseline questionnaire to assess the respondents' attitudes. RESULTS: A significant difference was found between employees' personal attitudes towards depression and schizophrenia....... The same significant difference was found in the employees' perceived attitudes. Furthermore, a significant difference was found between the employees' personal and perceived attitudes. A significant difference was found between the respondents wish for social distance towards depression and schizophrenia...

  8. The role of perceptions and attitudes in the assessment of safety culture

    International Nuclear Information System (INIS)

    Lee, Terence

    1997-01-01

    The purpose of this paper is to present the argument that the most conveniently measurable and valid elements of a safety culture are the employee's perceptions of and attitudes towards safety. These are oriented towards the whole range of hazards and corresponding safety practices and procedures within the organisation. The concept of safety culture is discussed and this is followed by a short review of research evidence on the main characteristics of low accident plants. There follow brief reviews of research in industry on the perception of risks and attitudes towards safety and finally, a detailed account of a large scale survey of safety attitudes in a nuclear reprocessing plant. The aim is to identify those elements of safety culture that can establish priorities and provide order and structure for those site regulators whose task is to assess their health. (author)

  9. The role of perceptions and attitudes in the assessment of safety culture

    Energy Technology Data Exchange (ETDEWEB)

    Lee, Terence [Environmental Psychology and Policy Research Unit, School, of Psychology, University of St Andrews (United Kingdom)

    1997-07-01

    The purpose of this paper is to present the argument that the most conveniently measurable and valid elements of a safety culture are the employee's perceptions of and attitudes towards safety. These are oriented towards the whole range of hazards and corresponding safety practices and procedures within the organisation. The concept of safety culture is discussed and this is followed by a short review of research evidence on the main characteristics of low accident plants. There follow brief reviews of research in industry on the perception of risks and attitudes towards safety and finally, a detailed account of a large scale survey of safety attitudes in a nuclear reprocessing plant. The aim is to identify those elements of safety culture that can establish priorities and provide order and structure for those site regulators whose task is to assess their health. (author)

  10. Stress management standards: a warning indicator for employee health.

    Science.gov (United States)

    Kazi, A; Haslam, C O

    2013-07-01

    Psychological stress is a major cause of lost working days in the UK. The Health & Safety Executive (HSE) has developed management standards (MS) to help organizations to assess work-related stress. To investigate the relationships between the MS indicator tool and employee health, job attitudes, work performance and environmental outcomes. The first phase involved a survey employing the MS indicator tool, General Health Questionnaire-12 (GHQ-12), job attitudes, work performance and environmental measures in a call centre from a large utility company. The second phase comprised six focus groups to investigate what employees believed contributed to their perceived stress. Three hundred and four call centre employees responded with a response rate of 85%. Significant negative correlations were found between GHQ-12 and two MS dimensions; demands (Rho = -0.211, P job performance, job motivation and increased intention to quit but low stress levels were associated with reduced job satisfaction. Lack of management support, recognition and development opportunities were identified as sources of stress. The findings support the utility of the MS as a measure of employee attitudes and performance.

  11. What factors are most relevant to the assessment of work ability of employees on long-term sick leave? The physicians' perspective.

    Science.gov (United States)

    Dekkers-Sánchez, Patricia M; Wind, Haije; Sluiter, Judith K; Frings-Dresen, Monique H W

    2013-07-01

    To reach insurance physician (IPs) consensus on factors that must be taken into account in the assessment of the work ability of employees who are sick-listed for 2 years. A Delphi study using online questionnaires was conducted from October 2010 to March 2011. One hundred and two insurance physicians reached a consensus on important factors for return to work (RTW) of employees on long-term sick leave; from those factors, the most relevant for the assessment of work ability was determined. From a total of 22 relevant factors considered for the return to work of long-term sick-listed employees, consensus was reached on nine relevant factors that need to be taken into account in the assessment of the work ability of employees on long-term sick leave. Relevant factors that support return to work are motivation, attitude towards RTW, assessment of cognitions and behaviour, vocational rehabilitation in an early stage and instruction for the sick-listed employee to cope with his disabilities. Relevant factors that hinder RTW are secondary gain from illness, negative perceptions of illness, inefficient coping style and incorrect advice of treating physicians regarding RTW. Non-medical personal and environmental factors may either hinder or promote RTW and must be considered in the assessment of the work ability of long-term sick-listed employees. Assessment of work ability should start early during the sick leave period. These factors may be used by IPs to improve the quality of the assessment of the work ability of employees on long-term sick leave.

  12. Violence against emergency department employees and the attitude of employees towards violence.

    Science.gov (United States)

    Çıkrıklar, H Í; Yürümez, Y; Güngör, B; Aşkın, R; Yücel, M; Baydemir, C

    2016-10-01

    This study was conducted to evaluate the occurrence of violent incidents in the workplace among the various professional groups working in the emergency department. We characterised the types of violence encountered by different occupation groups and the attitude of individuals working in different capacities. This cross-sectional study included 323 people representing various professional groups working in two distinct emergency departments in Turkey. The participants were asked to complete questionnaires prepared in advance by the researchers. The data were analysed using the Statistical Package for the Social Sciences (Windows version 15.0). A total of 323 subjects including 189 (58.5%) men and 134 (41.5%) women participated in the study. Their mean (± standard deviation) age was 31.5 ± 6.5 years and 32.0 ± 6.9 years, respectively. In all, 74.0% of participants had been subjected to verbal or physical violence at any point since starting employment in a medical profession. Moreover, 50.2% of participants stated that they had been subjected to violence for more than 5 times. Among those who reported being subjected to violence, 42.7% had formally reported the incident(s). Besides, 74.3% of participants did not enjoy their profession, did not want to work in the emergency department, or would prefer employment in a non-health care field after being subjected to violence. According to the study participants, the most common cause of violence was the attitude of patients or their family members (28.7%). In addition, 79.6% (n=257) of participants stated that they did not have adequate safety protection in their working area. According to the study participants, there is a need for legal regulations to effectively deter violence and increased safety measures designed to reduce the incidence of violence in the emergency department. Violence against employees in the emergency department is a widespread problem. This situation has a strong negative effect on employee

  13. The Effect of Training and Development on Employee Attitude as it Relates to Training and Work Proficiency

    Directory of Open Access Journals (Sweden)

    Debra L. Truitt

    2011-10-01

    Full Text Available It is incumbent on training and development professionals to design, implement, and evaluate the effectiveness of their programs in reducing disputes in workplace performance. This study explores the relationships between training experiences and attitudes and attitudes about perceived job proficiency. In a sample of 237 full-time salaried/exempt and hourly/nonexempt employees from one academic institution and three businesses in the states of Maryland, Delaware, and Arizona, the author finds a direct relationship between one’s positive training experiences and attitudes and one’s proficiency. In this study, 86.8% of those who had updated training had the most positive attitudes toward training (γ = .293, p < .05. Furthermore, 80% of those who had negative training attitudes also had negative views on their proficiency (γ = .465, p < .000.

  14. General employee training: Initial needs assessment

    International Nuclear Information System (INIS)

    Jones, E.; Copenhaver, E.D.

    1987-01-01

    US Department of Energy Orders, including those for Emergency Preparedness, require that DOE facility employees receive a preparatory course on certain basic work practices and employee responsibilities before receiving any job-specific training. Most of this general information is required for employees to either prevent or to handle emergency situations that may arise in the workplace. While the categories are general, the information should be given at both Laboratory and individual-site levels, if possible. A simple checklist developed by Oak Ridge National Laboratory proved beneficial when assessing its general employee orientation compliance status. The checklist includes subject areas covered, organizational identities and responsibilities, and documentation needs

  15. Attitudes towards people with depression and schizophrenia among social service workers in Denmark.

    Science.gov (United States)

    Jensen, Kamilla Bjørkøe; Vendsborg, Per; Hjorthøj, Carsten; Nordentoft, Merete

    2017-04-01

    Mental health-related stigma is a major public health issue, and is an obstacle to the possibility for successful treatment, recovery, and reintegration. To examine attitudes towards mental illness among employees in the social services. The study design was part of a large randomized trial, and data presented in this study are baseline data from this trial. Respondents completed a baseline questionnaire to assess the respondents' attitudes. A significant difference was found between employees' personal attitudes towards depression and schizophrenia. The same significant difference was found in the employees' perceived attitudes. Furthermore, a significant difference was found between the employees' personal and perceived attitudes. A significant difference was found between the respondents wish for social distance towards depression and schizophrenia in all cases, except regarding the willingness to provide a job at one's own workplace. Employees in the social services are comparable to the general public concerning attitudes towards mental illness. The results indicate that the employees in social services could have great use of gaining more knowledge about mental illness and ways in which to recognize a mental illness, in order to be able to offer the right kind of help and reduce the treatment gap concerning people suffering from mental illness.

  16. Employee Ownership and Perceptions of Work: The Effect of an Employee Stock Ownership Plan.

    Science.gov (United States)

    Tucker, James; And Others

    1989-01-01

    A small company was studied before and after introduction of an employee stock ownership plan. Employees' commitment to the organization and job satisfaction were higher after plan implementation, while perceived worker influence levels did not change. Findings suggest that ownership changes employees' attitudes without changing employees'…

  17. Negative beliefs about accepting coworker help: Implications for employee attitudes, job performance, and reputation.

    Science.gov (United States)

    Thompson, Phillip S; Bolino, Mark C

    2018-04-16

    For more than 30 years, researchers have investigated interpersonal helping in organizations, with much of this work focusing on understanding why employees help their colleagues. Although this is important, it is also critical that employees are willing to accept assistance that is offered by peers. Indeed, helping behavior should only enhance individual and organizational effectiveness if employees are actually willing to accept offers of assistance. Unfortunately, employees may sometimes have reservations about accepting help from their peers. In four studies, we examine the negative beliefs that employees have about accepting help from coworkers. In Study 1, we use inductive research to qualitatively understand why employees accept or decline coworker help. In Study 2, we develop a preliminary, second-order reflective measure of negative beliefs about accepting coworker help that is indicated by the five specific (first-order) reservations about accepting help identified in Study 1-diminished image, reciprocity obligation, self-reliance, coworker mistrust, and coworker incompetence. In Study 3, we refine our scale and demonstrate its convergent, discriminant, and criterion-related validity. Finally, in Study 4, we investigate the consequences of negative beliefs about accepting coworker help. We find that those who hold more negative beliefs are less likely to receive help from peers (and supervisors), report more negative job attitudes, and have lower levels of in-role performance, citizenship behavior, and creativity. Furthermore, employees with more negative beliefs about accepting help from coworkers are seen less favorably by their supervisors. Implications and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  18. Reviewing the Relationship between Human Resource Practices and Psychological Contract and Their Impact on Employee Attitude and Behaviours: A Conceptual Model

    Science.gov (United States)

    Aggarwal, Upasana; Bhargava, Shivganesh

    2009-01-01

    Purpose: The purpose of this paper is to review and synthesise literature on the role of human resource practices (HRP) in shaping employee psychological contract (PC). Based on this review, a conceptual framework for examining the relationship between HRP and PC and their impact on employee attitudes as well as behaviour has been put forward for…

  19. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency

    Directory of Open Access Journals (Sweden)

    R Steyn

    2014-01-01

    Full Text Available This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA in that specific organisation. A number of studies have shown that effective human resource (HR practices correlate with positive employee attitudes (EA.The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitute antecedents to organisational performance. As HR practices are under the control of managers, EA and organisational performance can be optimised should managers engage in implementing effective HR practices. Arguments for the use of universalistic, contingency and configurational perspectives in the implementation of HR practices are found in academic literature. However, literature generally does not indicate which perspective is applicable to a specific organisation. To optimise the validity of the results the relationship between HR practices and EA in the selected travel agency is contrasted with that of nine other organisations. Although the overall results suggest a confirmation of the universalistic perspective, where all HR practices generally relate to the desirable EA outcomes, the configuration of HR practices which relate to desirable EA outcomes in the travel agency was unique. This supports a configurational perspective in the particular organisation. The HR practice of training and development was found to be the most important predictor of EA in this travel agency. The generalisation of these results should however be done with caution, as the results are based on only one sample. Managers of travel agencies are therefore urged to investigate the possibility of the implementation or sustainment of training and development initiatives as this HR practice seems to have the most profound influence on EA in such organisations.

  20. ATTITUDES OF SHOP FLOOR EMPLOYEES TOWARD WOMEN MANAGERS IN FUEL DEPOTS: A CASE OF THE FUEL DEPOTS IN LUBUMBASHI, DEMOCRATIC REPUBLIC OF THE CONGO

    Directory of Open Access Journals (Sweden)

    Stephen N. M. Nzuve

    2014-12-01

    Full Text Available The International Labour Organization and all organizations of human rights advocate against any form of negative attitude in employment based on gender, its terms, promotion and relations. Shop floor employees play a very important role in the daily advancement and profitability of an organisation. The purpose of this study was to establish the attitude of shop floor employees toward women managers in fuel depots in Lubumbashi, Democratic Republic of the Congo. The study adopted a descriptive survey design with the population consisting of one hundred and ninety three (193 shop floor employees. A semi structured questionnaire was used to collect primary data. In total one hundred and twenty one (121 shop floor employees responded yielding a response rate of sixty three percent (63%. The findings of this study indicate that a negative attitude toward woman managers is prevalent in the Fuel Depots of Lubumbashi, Democratic Republic of the Congo. At the fuel depots, the number of women working was less than a third of the males. In spite of this, women managers are rated higher in management qualities and are considered to be more honest, diligent, compassionate, creative and intelligent when compared to their male counterparts. The study recommends a culture change among employees in fuel depots in Lubumbashi in order to enable them perceive women as equal partners at the work place.

  1. Corporate social responsibility, corporate reputation and employee engagement

    OpenAIRE

    Ali, Imran; Ali, Jawaria Fatima

    2011-01-01

    Corporate social responsibility (CSR) has been outlined as voluntarily additional legal duties of organization to serve environment and community. This voluntarily actions of corporate help them to develop reputation which can shape favorable attitude of employees towards work. Employee engagement is an attitude of commitment and involvement of employee towards their work and organization. Researchers have proved that engaged employees are more productive, more likely to achieve corporate go...

  2. Assessing the effects of employee assistance programs: a review of employee assistance program evaluations.

    OpenAIRE

    Colantonio, A.

    1989-01-01

    Employee assistance programs have grown at a dramatic rate, yet the effectiveness of these programs has been called into question. The purpose of this paper was to assess the effectiveness of employee assistance programs (EAPs) by reviewing recently published EAP evaluations. All studies evaluating EAPs published since 1975 from peer-reviewed journals in the English language were included in this analysis. Each of the articles was assessed in the following areas: (a) program description (subj...

  3. Web-based application on employee performance assessment using exponential comparison method

    Science.gov (United States)

    Maryana, S.; Kurnia, E.; Ruyani, A.

    2017-02-01

    Employee performance assessment is also called a performance review, performance evaluation, or assessment of employees, is an effort to assess the achievements of staffing performance with the aim to increase productivity of employees and companies. This application helps in the assessment of employee performance using five criteria: Presence, Quality of Work, Quantity of Work, Discipline, and Teamwork. The system uses the Exponential Comparative Method and Weighting Eckenrode. Calculation results using graphs were provided to see the assessment of each employee. Programming language used in this system is written in Notepad++ and MySQL database. The testing result on the system can be concluded that this application is correspond with the design and running properly. The test conducted is structural test, functional test, and validation, sensitivity analysis, and SUMI testing.

  4. Does a Well-Informed Employee Have a More Positive Attitude Toward Change? The Mediating Role of Psychological Contract Fulfillment, Trust, and Perceived Need for Change

    NARCIS (Netherlands)

    van den Heuvel, Sjoerd; Schalk, René; van Assen, Marcel A L M

    2015-01-01

    This study examined the mediating role of psychological contract fulfillment, trust, and perceived need for change in the relationship between change information and employee attitude toward organizational change. As one of the first studies in organizational change research, attitude toward change

  5. A needs assessment for an employee assistance program

    OpenAIRE

    2012-01-01

    M.A. Employee Assistance Programs (EAP) can be defined as programs, sponsored by management and labor, that are specifically designed to identify and assist employees and their families with various difficulties that impair personal and occupational functioning. Adventist Community Services (ACS) is a welfare organization that identified the need within the organization for such a program. A needs assessment to determine the specific needs of employees and volunteers with regard to such a ...

  6. Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

    Science.gov (United States)

    Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

    2010-05-01

    This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

  7. Employee perceptions of the influence of diversity dimensions on co-worker interactions and daily organizational operations

    Directory of Open Access Journals (Sweden)

    Atasha Reddy

    2014-11-01

    Full Text Available This study assesses employee perceptions of the influence of diversity dimensions (race, gender, religion, language, sexual orientation, attitudes, values, work experience, physical ability, economic status, personality on their interactiions with co-workers as well as on their organization in its daily operations. These perceptions were also compared and gender related correlates were assessed. The study was undertaken in a public sector Electricity Department in KwaZulu-Natal, South Africa. The population includes 100 employees in the organization, from which a sample of 81 was drawn using simple random sampling. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The findings reflect that employees perceive that their interactions with co-workers are most likely to be influenced by attitudes, work experience and personality and that daily organizational operations are most likely to be influenced by race, work experience and attitudes. Furthermore, religion and sexual orientation are perceived as having the least influence on co-worker interaction and day-to-day organizational operations. In the study it was also found that employees perceive that race followed by gender influences day-to-day organizational operations to a larger extent than it influences co-worker interactions. Recommendations made have the potential to enhance the management of workforce diversity

  8. The importance of being "me": The relation between authentic identity expression and transgender employees' work-related attitudes and experiences.

    Science.gov (United States)

    Martinez, Larry R; Sawyer, Katina B; Thoroughgood, Christian N; Ruggs, Enrica N; Smith, Nicholas A

    2017-02-01

    The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace experiences, in part because the reduction of this discrepancy is related to greater feelings of authenticity. In Study 1, we found that the extent to which one has transitioned was related to higher job satisfaction and perceived person-organization (P-O) fit and lower perceived discrimination. In Study 2, we replicate and extend these results by showing that the extent to which employees felt that others at work perceived them in a manner consistent with how they perceived themselves (relational authenticity) mediated the relations between extent of transition and all 3 of these outcomes. However, perceptions of alignment between one's felt and expressed identity (action authenticity) only mediated this link for job satisfaction. We discuss the theoretical and practical implications of our results, as well as avenues for future research on authenticity in the workplace. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  9. Does employee involvement work? Yes, sometimes.

    Science.gov (United States)

    Cotton, J L

    1997-12-01

    Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

  10. THE EFFECTS OF EMOTIONAL LABOR ON JOB ATTITUDES OF HOTEL EMPLOYEES: MEDIATING AND MODERATING ROLES OF SOCIAL SUPPORT AND JOB AUTONOMY

    Directory of Open Access Journals (Sweden)

    Fatma Nur IPLIK

    2014-07-01

    Full Text Available With increasing competition among hotels, managing employees seems to be important issue in delivering services to customers effectively. This issue also affects the firms’ outcomes and incomes. Thus, hotels as service providing firms must be able to manage the emotions of employees in order to increase the quality of services and to create value for customers. Controlling emotions of employees also contribute to gain competitive advantage across rivals. The objective of this paper is to reveal the effects of emotional labor on job attitudes of hotel employees by considering the mediating and moderating roles of social support and job autonomy. To this end, a questionnaire was employed to employees of hotels operating in Antalya Province. Results of the analyses support that emotional labor has a negative effect on emotional exhaustion. Emotional labor also has a positive effect on job satisfaction. In addition mediating and moderating roles of job autonomy and social support between emotional exhaustion and emotional labor, and emotional labor and job satisfaction.

  11. Employees with mental health problems: Survey of U.K. employers' knowledge, attitudes and workplace practices.

    Science.gov (United States)

    Brohan, Elaine; Henderson, Claire; Little, Kirsty; Thornicroft, Graham

    2010-01-01

    To investigate whether employers who have experience of hiring people with mental health problems differ significantly from those without such experience in terms of knowledge, attitudes and behaviours regarding mental health in the workplace, and the concerns which they report about employing people with mental health problems. We also examine whether non-workplace social contact is associated with the above variables. A telephone survey was conducted with a randomly selected sample of British employers. The sample included a similar number of human resource managers and managers/executive employees in other roles. 502 employers took part. Having employed someone with a mental health problem was associated with closer non-workplace social contact. Those with experience of employing applicants with mental health problems had significant differences in knowledge (regarding the law), and behaviour (having a policy on hiring applicants with disabilities) but not in attitudes. Non-workplace social contact may be useful to consider in understanding hiring practices. The nature of social contact at work and possible lack of impact of this contact on employer attitudes and concerns warrants further study. Greater support is needed for employers to understand the law regarding mental health problems in the workplace.

  12. Factors that influence attitude and enforcement of the smoke-free law in Turkey: a survey of hospitality venue owners and employees.

    Science.gov (United States)

    Aherrera, Angela; Çarkoğlu, Asli; Hayran, Mutlu; Ergör, Gül; Eirüder, Toker; Kaplan, Bekir; Susan, Jolie; Zheng, Laura; Cohen, Joanna E; Navas-Acien, Ana

    2016-09-01

    In 2009, Turkey extended the smoke-free legislation to hospitality venues. Compliance, however, remains low in some hospitality venues. We identified characteristics associated with knowledge of health effects that can be prevented by the smoke-free law, the attitude towards and enforcement of the law. In 2014, we conducted 400 interviews with hospitality venue owners and employees in 7 cities in Turkey. The venues were identified based on a random sampling strategy in a previous phase of the study. Over one-third (37.3%) of hospitality owners and employees had adequate knowledge of the health effects from secondhand smoke (SHS), 71.3% had a positive attitude towards the law and 19.5% had personally enforced the law. Participants who worked 70 hours or more per week were more likely to have a positive attitude towards the law. Older individuals, women, participants working in bars/nightclubs, venue owners receiving fines for non-compliance and current smokers were less likely to have a positive attitude towards the law. Participants working in traditional coffee houses, former smokers, and participants with a high school education or greater were more likely to enforce the law. Smokers who quit or reduced smoking because of the law were more likely to enforce the law compared with those who were not influenced by the law. Although the attitude towards the law was positive, interventions are needed to increase knowledge on the health effects of SHS and facilitate enforcement of the law, particularly among subgroups less likely to have a positive attitude and enforce the law. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  13. Effect of Performance Assessment on Employee Motivation in Hotel X Bandung

    Directory of Open Access Journals (Sweden)

    Agung Gita Subakti

    2010-11-01

    Full Text Available The success of an organization comes from the ability of employees to meet performance standards that have been made by the management of operational activities to be running well. Therefore, knowing how well the employee's performance is a must for the management. A tool used to determine how well the employee's performance is by conducting a performance appraisal. The performance evaluation is one tool used by hotels or other business types to evaluate the performance of employees and also as a tool to motivate the employee. With a good performance assessment will produce a form of accurate data regarding the advantages and disadvantages of the employees and also will motivate employees to perform their tasks. 

  14. The Influence of Organisational Identification on Employee Attitudes and Behaviours in Multinational Higher Education Institutions

    Science.gov (United States)

    Wilkins, Stephen; Butt, Muhammad Mohsin; Annabi, Carrie Amani

    2018-01-01

    In order to operate effectively and efficiently, most higher education institutions depend on employees performing extra-role behaviours and being committed to staying with the organisation. This study assesses the extent to which organisational identification and employee satisfaction are antecedents of these two important behaviours. Key…

  15. Disordered gambling among Chinese casino employees.

    Science.gov (United States)

    Wu, Anise M S; Wong, Eva M W

    2008-06-01

    A previous study suggests that casino employees are at higher risk for disordered gambling than non-casino employees. The present study examined the cognitive correlates of the gambling involvement of Chinese casino employees. These potential cognitive correlates included attitudes toward the gaming industry and gambling activities, perceived job meaningfulness, and job stress. One hundred and nineteen Chinese respondents (M = 57; F = 62) working as dealers in Macao casinos were recruited through convenience sampling to fill out a questionnaire. The results revealed that about 7% of the respondents scored 10 or more on the South Oaks Gambling Screen and engaged in disordered gambling. Path analysis showed that attitude toward the gaming industry had a positive impact on job meaningfulness, which largely explained variances of job stress among casino employees. Job stress had a significant, but weak, direct impact on disordered gambling. Though causality between variables cannot be confirmed, this study provided insights into the impacts of cognitive factors on gambling involvement among Chinese front-line employees in the gaming industry. Implications of the findings were also discussed.

  16. An assessment of the impact of organizational culture on employee ...

    African Journals Online (AJOL)

    Understanding the dynamism of organizational culture and its relationship to employee performance is very crucial to organizational strategic objectives. The primary aim of this paper is to assessthe impact of organizational culture on employee performance. Literature review and library research are adopted to assess how ...

  17. Exploring employees' perceptions, job-related attitudes and characteristics during a planned organizational change

    Directory of Open Access Journals (Sweden)

    Katsaros, K.K.

    2014-07-01

    Full Text Available The current study explores employee perceptions regarding organizational readiness to change, supervisory support, trust in management and appropriateness of change during a planned organizational change in a public hospital. Survey data were collected at two time periods, before and five months after the initiation of the planned change. Research findings show a significant increase in perceptive organizational readiness to change, supervisory support, trust in management and appropriateness of change after the planned change implementation. Findings also suggest that differences in the aforementioned perceptions are moderated by certain job-related attitudes, namely, job satisfaction, organizational commitment and job involvement; and job-related characteristics, namely, skill variety, task identity, task significance feedback, autonomy and goal clarity. Theoretical and practical implications of these findings are discussed.

  18. Associations between safety culture and employee engagement over time: a retrospective analysis.

    Science.gov (United States)

    Daugherty Biddison, Elizabeth Lee; Paine, Lori; Murakami, Peter; Herzke, Carrie; Weaver, Sallie J

    2016-01-01

    With the growth of the patient safety movement and development of methods to measure workforce health and success have come multiple modes of assessing healthcare worker opinions and attitudes about work and the workplace. Safety culture, a group-level measure of patient safety-related norms and behaviours, has been proposed to influence a variety of patient safety outcomes. Employee engagement, conceptualised as a positive, work-related mindset including feelings of vigour, dedication and absorption in one's work, has also demonstrated an association with a number of important worker outcomes in healthcare. To date, the relationship between responses to these two commonly used measures has been poorly characterised. Our study used secondary data analysis to assess the relationship between safety culture and employee engagement over time in a sample of >50 inpatient hospital units in a large US academic health system. With >2000 respondents in each of three time periods assessed, we found moderate to strong positive correlations (r=0.43-0.69) between employee engagement and four Safety Attitudes Questionnaire domains. Independent collection of these two assessments may have limited our analysis in that minimally different inclusion criteria resulted in some differences in the total respondents to the two instruments. Our findings, nevertheless, suggest a key area in which healthcare quality improvement efforts might be streamlined. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  19. Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

    Science.gov (United States)

    Stedham, Yvonne; Mitchell, Merwin C.

    1998-01-01

    This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

  20. EMPLOYEES COMPETITIVENESS ASSESSMENT ON INTERNAL AND EXTERNAL LABOUR MARKETS

    Directory of Open Access Journals (Sweden)

    Tatiana Ismailova

    2017-02-01

    Full Text Available This paper presents an overview of foreign and domestic research to the approaches of employees assessment in terms of their competitiveness. Based on the experience of large industrial enterprises the dominant elements that form employee competitiveness were determined. A different methodology that takes into account the impact of economic globalization was given. Its validity is based on mathematical calculations and use of software.

  1. The influence of bank employees on bank customer relationship management

    Directory of Open Access Journals (Sweden)

    C. Rootman

    2007-12-01

    Full Text Available Purpose: Despite extensive research in services marketing, much is still unknown to specific service providers on the influence of their employees on their services. This paper attempts to address this limitation and investigates the influence of employees on the customer relationship management (CRM of banks. The primary objective of this paper is to investigate the influence of selected independent variables, namely attitude and knowledgeability, on the CRM of banks. Design/Methodology/Approach: An empirical investigation was conducted with a structured questionnaire with items that related to banks' CRM in terms of attitude and knowledgeability. The sample consisted of 290 banking clients in the Nelson Mandela Metropolitan area and the response rate was 91.03%. Findings: Significant positive relationships exist between both the knowledgeability, and attitude of bank employees and a bank's CRM. These relationships imply that more extensive knowledgeability and more positive attitudes of bank employees lead to improved, maintained relationships between a bank and its clients. Employees play an important role in banks’ client relationships. Implications: Banks should focus on increasing their employees' knowledgeability and improving their attitude to ensure higher levels of CRM. This paper provides strategies for banks and could create greater awareness among South African banks of the advantages of CRM, how their employees influence their CRM, and ways to adapt to these influences. Originality/Value: No study has focused exclusively on CRM within banks in South Africa. Prior research focused on customer service and service quality; both possible results of superior CRM. However, this research differs, as it identifies the variables influencing CRM in banks in South Africa. It is proposed that this paper will be beneficial for South African banks, as the recommendations may be used to ensure higher levels of CRM in banks.

  2. Development, content validity, and piloting of an instrument designed to measure managers' attitude toward workplace breastfeeding support.

    Science.gov (United States)

    Chow, Tan; Wolfe, Edward W; Olson, Beth H

    2012-07-01

    Manager attitude is influential in female employees' perceptions of workplace breastfeeding support. Currently, no instrument is available to assess manager attitude toward supporting women who wish to combine breastfeeding with work. We developed and piloted an instrument to measure manager attitudes toward workplace breastfeeding support entitled the "Managers' Attitude Toward Breastfeeding Support Questionnaire," an instrument that measures four constructs using 60 items that are rated agree/disagree on a 4-point Likert rating scale. We established the content validity of the Managers' Attitude Toward Breastfeeding Support Questionnaire measures through expert content review (n=22), expert assessment of item fit (n=11), and cognitive interviews (n=8). Data were collected from a purposive sample of 185 front-line managers who had experience supervising female employees, and responses were scaled using the Multidimensional Random Coefficients Multinomial Logit Model. Dimensionality analyses supported the proposed four-construct model. Reliability ranged from 0.75 to 0.86, and correlations between the constructs were moderately strong (0.47 to 0.71). Four items in two constructs exhibited model-to-data misfit and/or a low score-measure correlation. One item was revised and the other three items were retained in the Managers' Attitude Toward Breastfeeding Support Questionnaire. Findings of this study suggest that the Managers' Attitude Toward Breastfeeding Support Questionnaire measures are reliable and valid indicators of manager attitude toward workplace breastfeeding support, and future research should be conducted to establish external validity. The Managers' Attitude Toward Breastfeeding Support Questionnaire could be used to collect data in a standardized manner within and across companies to measure and compare manager attitudes toward supporting breastfeeding. Organizations can subsequently develop targeted strategies to improve support for breastfeeding

  3. Financial Participation of Employees in Latvia

    DEFF Research Database (Denmark)

    Klauberg, Theis; Muravska, Tatyana; Mygind, Niels

    2006-01-01

    This report outlines main trends in employees' financial participation in Latvia including historical, socioeconomic and legal background. A special emphasis is placed on privatization during the transition period which shaped an environment for employees' financial participation and influenced...... the current state of employee share ownership and profit-sharing. Attitudes of social partners and the government will be addressed. The report will show why the transition process lead to a low level of employees' financial participation and the indifference and ignorance of policy makers concerning...... the development of financial participation....

  4. Impact of a smoke-free hospital campus policy on employee and consumer behavior.

    Science.gov (United States)

    Wheeler, J Gary; Pulley, LeaVonne; Felix, Holly C; Bursac, Zoran; Siddiqui, Nadia J; Stewart, M Kathryn; Mays, Glen P; Gauss, C Heath

    2007-01-01

    Although smoke-free hospital campuses can provide a strong health message and protect patients, they are few in number due to employee retention and public relations concerns. We evaluated the effects of implementing a clean air policy on employee attitudes, recruitment, and retention; hospital utilization; and consumer satisfaction in 2003 through 2005. We conducted research at a university hospital campus with supplemental data from an affiliated hospital campus. Our evaluation included (1) measurement of employee attitudes during the year before and year after policy implementation using a cross-sectional, anonymous survey; (2) focus group discussions held with supervisors and security personnel; and (3) key informant interviews conducted with administrators. Secondary analysis included review of employment records and exit interviews, and monitoring of hospital utilization and patient satisfaction data. Employee attitudes toward the policy were supportive (83.3%) at both institutions and increased significantly (89.8%) at post-test at the university hospital campus. Qualitatively, administrator and supervisor attitudes were similarly favorable. There was no evidence on either campus of an increase in employee separations or a decrease in new hiring after the policy was implemented. On neither campus was there a change in bed occupancy or mean daily census. Standard measures of consumer satisfaction were also unchanged at both sites. A campus-wide smoke-free policy had no detrimental effect on measures of employee or consumer attitudes or behaviors.

  5. Exploring factors relevant in the assessment of the return-to-work process of employees on long-term sickness absence due to a depressive disorder: a focus group study

    Directory of Open Access Journals (Sweden)

    Muijzer Anna

    2012-02-01

    Full Text Available Abstract Background Efforts undertaken during the Return-to-Work (RTW process need to be sufficient in order to optimize the quality of the RTW process. The purpose of this study was to explore factors relevant to Return-to-Work Effort Sufficiency (RTW-ES in cases of sick-listed employees with a Depressive Disorder (DD. Method A case of a long-term sick-listed employee with a DD applying for disability benefits was used to gather arguments and grounds relevant to the assessment of RTW-ES. Two focus group meetings were held, consisting of Labor Experts working at the Dutch Social Insurance Institute. Factors were collected and categorized using the International Classification of Functioning, Disability and Health (ICF model. Results Sixteen factors relevant to RTW-ES assessment in a case of DD were found, categorized in the ICF-model under activities (e.g. functional capacity, personal (e.g. competencies, attitude and environmental domain (e.g. employer-employee relationship, or categorized under interventions, job accommodations and measures. Conclusions This study shows that 16 factors are relevant in the assessment of RTW-ES in employees sick-listed due to DD. Further research is necessary to expand this knowledge to other health conditions, and to investigate the impact of these results on the quality of the RTW-ES assessment.

  6. A study of South Korean casino employees and gambling problems.

    Science.gov (United States)

    Lee, Tae Kyung; Labrie, Richard A; Rhee, Hak Seung; Shaffer, Howard J

    2008-05-01

    Casino employees are exposed to disproportionately high levels of gambling, drinking and smoking compared to other occupations. Because of their occupation, they have the opportunity to detect and prevent pathological gambling (PG). To identify differences in the mental health status and social attitudes towards PG among casino workers in South Korea depending upon whether they report any gambling problems. Data were collected from 388 full-time casino employees. This data provided information about the prevalence of gambling problems, alcohol and tobacco use and depression. Employees were grouped according to their scores on the Korean version of South Oaks Gambling Screen (SOGS), and those employees who gambled without experiencing any gambling problems (Group NP: SOGS = 0) and those who reported any gambling problems (Group P: SOGS > 0) were compared. An exploratory factor analyses identified the domains of casino employee social attitudes towards gambling. Employees who reported gambling problems (Group P) reported a higher prevalence of smoking, alcohol problems and depression (P casino employees with gambling problems.

  7. Employee Assistance Programs: A Systemic Investigation of Their Use.

    Science.gov (United States)

    Gerstein, Lawrence H.; Bayer, Gregory A.

    1988-01-01

    Reviews three articles from the EAP Digest which discuss the low employee-penetration rate of employee assistance programs. Claims low rates may be a result of environmental, employee, and supervisory attitudes about referral and intervention responsibilities. Concludes future of counselors as feasible service providers hinges partly on successful…

  8. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  9. Meta-analysis of the relationships between Kerr and Jermier's substitutes for leadership and employee job attitudes, role perceptions, and performance.

    Science.gov (United States)

    Podsakoff, P M; MacKenzie, S B; Bommer, W H

    1996-08-01

    A meta-analysis was conducted to estimate more accurately the bivariate relationships between leadership behaviors, substitutes for leadership, and subordinate attitudes, and role perceptions and performance, and to examine the relative strengths of the relationships between these variables. Estimates of 435 relationships were obtained from 22 studies containing 36 independent samples. The findings showed that the combination of the substitutes variables and leader behaviors account for a majority of the variance in employee attitudes and role perceptions and a substantial proportion of the variance in in-role and extra-role performance; on average, the substitutes for leadership uniquely accounted for more of the variance in the criterion variables than did leader behaviors.

  10. Vape Shop Employees: Public Health Advocates?

    OpenAIRE

    Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S. Lee

    2017-01-01

    INTRODUCTION E-cigarettes have increased in popularity and given rise to a new type of sales outlet?the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors 1 , this study examined key messages that vape shop employees communicate to customers. METHODS Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees? (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louis...

  11. Socio-Demographic Characteristics of Managers and Employees Attitude Towards Managing the Workplace Diversity

    OpenAIRE

    Babita Mukherjee; Dikshit Gambhir; Arooj Yaswi

    2015-01-01

    In this era of globalization, workplace diversity has become the salient aspect of any organization. It helps to increase productivity, efficiency and maintain a positive work environment within the organization. The study assessed the attitude difference that managers come across and how to get benefited from the diversity in the workforce. The investigation was set out to find the relationship between openness to diversity and managerial attitude, based on the data collected from 213 manage...

  12. Assessing the effects of employee assistance programs: a review of employee assistance program evaluations.

    Science.gov (United States)

    Colantonio, A

    1989-01-01

    Employee assistance programs have grown at a dramatic rate, yet the effectiveness of these programs has been called into question. The purpose of this paper was to assess the effectiveness of employee assistance programs (EAPs) by reviewing recently published EAP evaluations. All studies evaluating EAPs published since 1975 from peer-reviewed journals in the English language were included in this analysis. Each of the articles was assessed in the following areas: (a) program description (subjects, setting, type of intervention, format), (b) evaluation design (research design, variables measured, operational methods), and (c) program outcomes. Results indicate numerous methodological and conceptual weaknesses and issues. These weaknesses included lack of controlled research designs and short time lags between pre- and post-test measures. Other problems identified are missing information regarding subjects, type of intervention, how variables are measured (operational methods), and reliability and validity of evaluation instruments. Due to the aforementioned weaknesses, positive outcomes could not be supported. Recommendations are made for future EAP evaluations.

  13. Why We Need More Nature at Work: Effects of Natural Elements and Sunlight on Employee Mental Health and Work Attitudes.

    Science.gov (United States)

    An, Mihyang; Colarelli, Stephen M; O'Brien, Kimberly; Boyajian, Melanie E

    2016-01-01

    This study investigated the effects of natural elements and direct and indirect sunlight exposure on employee mental health and work attitudes. We recruited participants via an online panel from the United States and India, and analyzed data from 444 employees. Natural elements and sunlight exposure related positively to job satisfaction and organizational commitment, and negatively to depressed mood and anxiety. Direct sunlight was a dominant predictor of anxiety; indirect sunlight was a dominant predictor of depressed mood, job satisfaction, and organizational commitment. Natural elements buffered the relationship between role stressors and job satisfaction, depressed mood, and anxiety. We also found that depressed mood partially mediated the relationship between natural elements and job satisfaction. We discuss scientific and policy implications of these findings.

  14. Why We Need More Nature at Work: Effects of Natural Elements and Sunlight on Employee Mental Health and Work Attitudes

    Science.gov (United States)

    An, Mihyang; Colarelli, Stephen M.; O'Brien, Kimberly; Boyajian, Melanie E.

    2016-01-01

    This study investigated the effects of natural elements and direct and indirect sunlight exposure on employee mental health and work attitudes. We recruited participants via an online panel from the United States and India, and analyzed data from 444 employees. Natural elements and sunlight exposure related positively to job satisfaction and organizational commitment, and negatively to depressed mood and anxiety. Direct sunlight was a dominant predictor of anxiety; indirect sunlight was a dominant predictor of depressed mood, job satisfaction, and organizational commitment. Natural elements buffered the relationship between role stressors and job satisfaction, depressed mood, and anxiety. We also found that depressed mood partially mediated the relationship between natural elements and job satisfaction. We discuss scientific and policy implications of these findings. PMID:27214041

  15. UNDERLYING FACTORS OF ATTITUDE AND INTENTION TOWARDS KNOWLEDGE SHARING AMONG EMPLOYEES: THE CASE OF THE HOTEL BUSINESS IN AMBON, INDONESIA

    Directory of Open Access Journals (Sweden)

    Join Rachel Luturmas

    2016-09-01

    Full Text Available Studies into knowledge sharings’ attitudes and intentions, in the context of the hotel industry, have received relatively little attention. This current study is intended to fill that void and contribute to the existing discussion of knowledge sharing studies of hotel businesses. The main objective of the current study is to examine: 1 the effect of extrinsic motivation, absorptive capacity, channel richness and sense of self-worth on people’s attitude towards knowledge sharing, and 2 the effect of people’s attitudes towards knowledge sharing and the intention to share knowledge. The study mainly uses the Theory of Reasoned Action (TRA as the point of departure to understand the attitude and intention of knowledge sharing. It also proposes six hypotheses. We conducted a survey among 300 employees from various hotels in the city of Ambon, Indonesia. The data are tested using Structural Equation Modelling (SEM techniques. The findings substantiate theoretical discussions and previous studies. The extrinsic motivation, absorptive capacity, and in-role behaviour have a positive effect on the attitude towards sharing knowledge. In addition, the attitude to knowledge sharing has a positive influence on the intention to share knowledge. Meanwhile, the effect of channel richness and the sense of self-worth on the attitude to knowledge sharing are not supported. The study also provides suggestions for hotel businesses to offer extrinsic rewards and improve their employees’ skills in order to enhance the employees’ absorptive capacities.

  16. Employee Health Service for Teaching and Nonteaching Staff: A Needs Assessment.

    Science.gov (United States)

    Long, Bonita C.; And Others

    1986-01-01

    A needs assessment was conducted to identify the health needs of school district employees in planning a comprehensive employee health service. Survey questionnaires were analyzed to determine characteristics of those individuals who may be at greatest health risk. Results indicate that degree of stress can differentiate health risk predictors.…

  17. CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2014-12-01

    Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success

  18. Transforming Attitudes about Transgender Employee Rights

    Science.gov (United States)

    Rudin, Joel; Yang, Yang; Ruane, Sinead; Ross, Linda; Farro, Andrea; Billing, Tejinder

    2016-01-01

    Transgender employees may suffer from discrimination due to transphobia. This article evaluates a pedagogical intervention designed to reduce the transphobia of North American undergraduate business students. Participants were enrolled in an organizational behavior course. They resolved a simulated dispute between coworkers over accommodating the…

  19. Personality Assessment for Employee Development: Ivory Tower or Real World?

    Science.gov (United States)

    Moyle, Penny; Hackston, John

    2018-06-22

    The acceptance and popularity of personality assessments in organizational contexts has grown enormously over the last 40 years. Although these are used across many applications, such as executive coaching, team building, and hiring and promotion decisions, the focus of most published research on the use of personality assessments at work is biased toward assessment for employee selection. Reviews have therefore tended to use criteria that are appropriate for selection, neglecting the additional and different criteria that are important in relation to employee development. An illustration of the often-discussed scientist-practitioner divide is that the Myers-Briggs Type Indicator is the most widely known and used personality assessment in organizations, despite harsh criticism by the academic community. This article reviews this debate, and draws implications for the appropriate choice of personality assessments for use in individual and team development, and a new direction for scientific research.

  20. Incentives and other factors associated with employee participation in health risk assessments.

    Science.gov (United States)

    Taitel, Michael S; Haufle, Vincent; Heck, Debi; Loeppke, Ronald; Fetterolf, Donald

    2008-08-01

    Investigate factors associated with employee participation rates in health risk assessments. This cross-sectional study using multiple regression analyzed data from 124 employers with 882,275 eligible employees who completed 344,825 health and productivity assessments (HPAs). Incentive value and Communications and Organizational Commitment Level (Com/Org Level) were the strongest predictors of HPA completion rates. Employer size and a Gateway Model were also significant predictors. In addition, a correlation of variables showed other important relationships. To achieve a 50% HPA completion rate, employers with a low Com/Org Level will need an incentive value of approximately $120 whereas employers with a high Com/Org Level only need approximately $40--a difference of $80 dollars. This applied study offers empirical evidence to help employers increase their employees' participation in health risk assessments.

  1. Ergonomics Climate Assessment: A measure of operational performance and employee well-being.

    Science.gov (United States)

    Hoffmeister, Krista; Gibbons, Alyssa; Schwatka, Natalie; Rosecrance, John

    2015-09-01

    Ergonomics interventions have the potential to improve operational performance and employee well-being. We introduce a framework for ergonomics climate, the extent to which an organization emphasizes and supports the design and modification of work to maximize both performance and well-being outcomes. We assessed ergonomics climate at a large manufacturing facility twice during a two-year period. When the organization used ergonomics to promote performance and well-being equally, and at a high level, employees reported less work-related pain. A larger discrepancy between measures of operational performance and employee well-being was associated with increased reports of work-related pain. The direction of this discrepancy was not significantly related to work-related pain, such that it didn't matter which facet was valued more. The Ergonomics Climate Assessment can provide companies with a baseline assessment of the overall value placed on ergonomics and help prioritize areas for improving operational performance and employee well-being. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  2. Attitudes of Belgrade University employees on corruption

    Directory of Open Access Journals (Sweden)

    Gredelj Stjepan

    2007-01-01

    Full Text Available Corruption is widely overspread phenomenon in all transition countries. In this sense Serbia is not exception, on the contrary, it was always highly ranked in all corruption indices of Transparency International. Among social areas which are considered as saturated with corruption highly ranked is the field of university education. In order to check justification of such perceptions, we have conducted a survey among Belgrade University employees. The findings confirmed that there exist corruption in high education on one side and that there is not too much readiness of employees to oppose it, if not to tear it out, than at least to diminish it.

  3. The Performance of the Female Employees in Public Service

    Directory of Open Access Journals (Sweden)

    Titi Darmi

    2017-12-01

    Full Text Available The purpose of this study is to find out how the performance of female employees in public service at Class II Immigration Office Bukittinggi is. The research method used is a mixed method research by combining the qualitative and quantitative data. The sources of data were primary and secondary data. Primary data is obtained through interviews, observations and questionnaires to service users. The data from the distributed questionnaires are analyzed through frequency distribution table according to the respondents’ statements. The number of respondents as service users amounted to 45 people and 7 informants from the Class II Immigration Office of Bukittinggi. The research result showing that the performance of the female employees was very good with a contribution of 84.4% of the respondent's answer in assessing the employees' discipline in starting and completing the service, responsibility in completing the tasks given and show good attitudes to the society. In performing their job, they  apply roles, duties and responsibilities properly according to the main tasks and Functions (tupoksi. Efforts and commitments from the stakeholders in improving the performance quality of the female employees are categorized good so that female employees can overcome any obstacles encountered.

  4. Levels of substance use and willingness to use the Employee Assistance Program.

    Science.gov (United States)

    Reynolds, G Shawn; Lehman, Wayne E K

    2003-01-01

    Individuals with drinking and drug problems may become particularly reluctant to seek help. To remove barriers to services, more needs to be understood about factors that influence help-seeking decisions. It was hypothesized that certain social psychological influences (attitudes, group cohesion, trust in management) might buffer a reluctance to use services provided by an external Employee Assistance Program (EAP). A random sampling of municipal employees (n = 793) completed anonymous questionnaires that assessed willingness to use the EAP, individual drinking and drug use, attitudes toward policy, work group cohesion, and trust in management. Data from the questionnaires were analyzed with multivariate regression analyses to examine the interacting effects of substance abuse and proposed moderators (gender, race, awareness of the EAP, perceptions of policy, cohesion) on willingness to use the EAP. The results demonstrated that although substance abusers were less willing to use the EAP than were nonusers, substance abusers who were aware of the EAP, who had favorable attitudes toward policy, and who did not tolerate coworker substance abuse were as willing to use the EAP as were nonusers. The results also showed that employees with greater awareness of the EAP, support for policy, and perceptions of work group cohesion reported significantly greater willingness to use the EAP than did employees with relatively less awareness of the EAP, policy support, and cohesion. Workplace prevention efforts that are designed to increase the use of EAP services should intentionally target the workplace environment and social context. Creating the awareness and favorability of the EAP, policy, and work group cohesion might buffer substance abusers' reluctance to seek help.

  5. CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2016-07-01

    Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

  6. Job Attitudes of USAF Officers.

    Science.gov (United States)

    1986-01-01

    employees --is predicted For the iSSOs. Second, movement toward greater tr-.:hnological Job content has led to greater training and development...air, water, etc., (2) Safety needs, such as freedom from harm, (3) Social needs, such as love, belongingness , (4) Esteem needs, need For mastery and... Employee attitudes and employee performance. Psucholooical Dachler, H. P., & Schneider, E. (1978). Some general con- siderations about Factors

  7. Assessment of decisions in the context of life attitudes

    Directory of Open Access Journals (Sweden)

    Klamut Ryszard

    2012-01-01

    Full Text Available Presented article attempts to show sense of life perspective as a determinant of decision making. It is assumed that the sense of life perspective described as life attitudes is significant in assessment of decision problem defined in the predecision phase of the decision making process. The predicted dependence was analysed in three categories of decision: self-development, financial and voting. The research was conducted on two groups of 186 and 86 participants. Two methods were used in the research: the Life Attitude Profile -Revised (LAP-R and the Decision Assessment Questionnaire. In statistical analysis, the canonical correlation analysis was used. The scores show that the life attitudes (especially: Purpose, Coherence, Life Control and Existential Vacuum are correlated with the assessment factor (especially: Cognitive Analysis and Affective Assessment of each tested category of decision. However, the most significant relationship is found in the self-development decision.

  8. Communicating with Employees about Pension and Welfare Benefits.

    Science.gov (United States)

    Srb, Jozetta H.

    The purpose of this report is to examine some of the problems of communication with employees about pension and welfare benefits. Issues discussed relate to (1) employees' attitudes toward benefits and benefit communication, (2) the structure of private benefit programs, (3) the case for fair labeling, and (4) the trend toward statutory criteria…

  9. Enhancing work outcomes of employees with autism spectrum disorder through leadership: leadership for employees with autism spectrum disorder.

    Science.gov (United States)

    Parr, Alissa D; Hunter, Samuel T

    2014-07-01

    The focus of this study was to identify leader behaviors that elicit successful engagement of employees with autism spectrum disorder, a population that is powerfully emerging into the workplace. The ultimate goal was to improve the quality of life of employees with autism spectrum disorder by facilitating an environment leading to their success. Through a series of interviews with 54 employees with autism spectrum disorder, results indicated that leadership has a great effect on employee attitudes and performance, and that the notion of leadership preferences is quite complex culminating in several important behaviors rather than one superior leadership theory. Implications and future research directions are discussed. © The Author(s) 2013.

  10. CSR, Employee Job Attitude and Behavior: Saudi Bank Experience

    Directory of Open Access Journals (Sweden)

    Mohammad Tahlil AZIM

    2014-11-01

    Full Text Available The present study explores the relation- ship between the external CSR practices of the organizations and employees’ job satisfaction, employee engagement and organizational cit- izenship behavior in the context of the Saudi banking industry. A positive relationship between CSR and employee job satisfaction, employee engagement and organizational citizenship be- havior related to the organization is observed. However, the organizational citizenship behavior related to individual is found unrelated to CSR. The theoretical foundation of the study is ground- ed in the spirit of social identity theory (Tajfel and Turner, 1979 and social exchange theory (Blau, 1964. The study implies that involvement in ex- ternal CSR may be a determinant for maintaining a motivated and enthusiastic workforce. 

  11. Are there spillover effects of a family supportive work environment on employees without childcare responsibilities?

    OpenAIRE

    Feierabend, Anja; Mahler, Philippe; Staffelbach, Bruno

    2011-01-01

    This paper focuses on the effects of a family supportive work environment on employees' attitudes and behaviors. We therefore differentiate between employees with childcare responsibilities and those without. As the implementation of family supportive services is financially costly, it is important to know if and how a family-friendly work policy affects the attitudes and behaviors of the entire workforce. Using a survey of results taken from 1260 randomly selected employees in Switzerland, w...

  12. Implementation competences as an attribute of executive employees of the flexible organisation – an attempt of their assessment among manufacturers of the agricultural machinery sector

    Directory of Open Access Journals (Sweden)

    Nogalski Bogdan

    2016-12-01

    Full Text Available Based on theoretical knowledge, own professional experience and conducted research, according to the authors, the paper’s objective is to develop and empirically verify the theoretical model of implementation competences of the executive employees of manufacturing companies of the agricultural machinery sector. The main objective achievement required to formulate and reach partial objectives, which include: a discussion and organisation of terminological issues in terms of understanding the term of implementation competences, b development of a general model of the executive employees’ implementation competences, which is a sign of knowledge, skills, personality features, attitudes and values, c empirical verification of the theoretical model; prioritisation of individual implementation competences in the assessment of executive employees or owners of selected companies and determination of competence weaknesses, which are characteristic of the executive personnel of these companies.

  13. A Study of the Utility of a Participative Approach to Employee Attitude Surveys as a Management Tool at the Audie L. Murphy Memorial VA Hospital in San Antonio, Texas

    Science.gov (United States)

    1979-05-01

    Classification) A Study of the Utility of a Participative Approach to Employee Attitude Surveys as a Management Tool at the Audie L. Murphy Memoria VA...Engineering-49, Medical-38, Laboratory-32, Social Work-23, and RMS-19.) The responses of employees in all other services would be collectively identified...Laboratory 47 Social Work 78 All Others 50 TABLE 3 Positive Responses to Question Thirteen By Service Comparing responses by salary level the average positive

  14. Summary of the transportation of spent fuel attitude survey

    International Nuclear Information System (INIS)

    Roop, E.; Price, D.L.; Paquet, V.L.

    1992-01-01

    The proposed repository at Yucca Mountain, Nevada will increase highway and railway transportation of spent fuel and high level nuclear wastes. The purpose of the survey was to determine the attitudes and differences in attitudes of important actors in the transportation of spent fuel. The three major areas of investigation were 1) perceived risks associated with the transportation of spent fuel, 2) confidence in the government and others responsible for transporting spent fuel, and 3) certain transportation requirements. Response was 34.3% of the original mailing and included: 193 safety personnel, 141 employees of the nuclear industry, 260 government employees, 34 native Americans, and 9 employees of environmental organizations. This paper summarizes overall and group attitudes and opinions for the three areas mentioned above. (author)

  15. It's all in the attitude: The role of job attitude strength in job attitude-outcome relationships.

    Science.gov (United States)

    Schleicher, Deidra J; Smith, Troy A; Casper, Wendy J; Watt, John D; Greguras, Gary J

    2015-07-01

    Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes. (c) 2015 APA, all rights reserved).

  16. Assessing New Employee Orientation Programs

    Science.gov (United States)

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  17. Employee engagement of managerial staff in hospitals - An Indian pilot study

    OpenAIRE

    J, Swaminathan; S, Aramvalarthan

    2013-01-01

    Employee engagement is a state of emotional and intellectual involvement that employees have in an organization. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. This study focused on how employee engagement is an antecedent of job involvement and what should the management of hospitals do to make t...

  18. Employee Skill, Occupation, and Work Involvement. Working Paper.

    Science.gov (United States)

    Rose, Michael

    Data from the Work History and Attitudes survey of the Social Change and Economic Life research initiative (SCELI) enquiry of 1986-1989 and the first wave of the British Household Panel Survey (BHPS) were analyzed to determine their continuity and comparability with regard to employee attitudes in general and job satisfaction and work centrality…

  19. Training and Its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University

    Science.gov (United States)

    Al-Mzary, Maaly Mefleh Mohammed; Al-rifai, Abedallah D. A.; Al-Momany, Mohammed Omer Eid

    2015-01-01

    The objective of this paper is to examine the attitudes of administrative leaders and administrative employees concerning the training courses provided, as well as the impact of training on employee job performance at Yarmouk University in Jordan. The study is carried at a Malaysian small and medium enterprise (SME). Findings indicated that…

  20. The Outcomes of Corporate Social Responsibility to Employees: Empirical Evidence from a Developing Country

    Directory of Open Access Journals (Sweden)

    Behrooz Gharleghi

    2018-03-01

    Full Text Available Employees creativity has been recognized as a crucial part of an organization’s ability to be innovative. To know which factors contribute to employee involvement in creative work, in this paper, we first examine the effects of corporate social responsibility (CSR to employees. Moreover, we study the employees’ positive work attitudes and their intention to leave as a mediating mechanism to explain the effect of CSR to employees on the involvement of employees in creative work. Survey data from 209 employees in 45 small-sized enterprises in Iran were used to test the hypotheses of the study. The hypotheses were tested with hierarchical regression analyses using SPSS software. The results support the direct impact of CSR to employees on employees’ creative work involvement. In addition, the findings indicate that the indirect effect of CSR to employees on the involvement of employees in creative work through positive work attitudes and their intention to leave are significant. Consequently, small-sized enterprises should reinforce CSR to employees to elevate their involvement in creative work.

  1. Attitudinal and motivational antecedents of participation in voluntary employee development activities.

    Science.gov (United States)

    Hurtz, Gregory M; Williams, Kevin J

    2009-05-01

    This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitudes and behavioral intentions toward future participation. Learning goal orientation also influenced attitudes toward participation. Whereas personal control over participation and higher levels of voluntariness were negatively related to participation, intentions to participate and availability of opportunities arose as strong predictors of higher participation rates. Many significant hypothesized paths were found, and 85% of the variance in participation was explained by the model variables. Increasing employee awareness of opportunities and managing positive attitudes toward those opportunities are recommended as key factors for increasing participation rates. (c) 2009 APA, all rights reserved.

  2. ATTITUDE ASSESSMENT USING PLEIADES-HR CAPABILITIES

    Directory of Open Access Journals (Sweden)

    J. M. Delevit

    2012-07-01

    Full Text Available Since SPOT1, the French national space centre (CNES has worked on improving the geometry of Earth observation spacecrafts. The accuracy of sensor calibration is one of the main key points for any Earth observation application such as orthorectification, DEM generation or surface change detection. For the last twenty years CNES has developed two families of methods: absolute methods and relative methods. These methods are used to characterize a pushbroom acquisition along the detector line and the time line. By this way, the viewing directions are measured and the residual of the spacecraft’s attitude angles (not restituted by the Attitude and Orbit Control System is estimated. This information can complete the geometric model of all the scenes acquired by the instrument and is used in all geometric applications. This paper presents new attitude assessment methods taking advantage of the capabilities of Pléiades-HR in terms of agility and focal plane arrangement – panchromatic band and multispectral (MS bands.

  3. Data on impact of technological change on employees' cognitive attitude and organizational performance

    Directory of Open Access Journals (Sweden)

    Chinyerem Adeniji

    2018-06-01

    Full Text Available Change is unavoidable for organizations just as it is in every sphere of life. Whatever the reasons are, organizations need to change, keeping in mind the end goal to survive and to be successful. Organizations operate in an environment where globalisation is the common expression of the phenomenon that is driving a great dynamism in the business environment across the world and no business is immune from the effects of this “globalisation”. Competition, policymaking and advancement in technology exist on a day-to-day basis (Hatch, 2009 as well as opportunities are no longer localised within a nation, region or continent, every business is now competing with competitors all over the world. These forces are in constant change and affect a large number of organizations, which involves creating new strategies and policies in order for the organizations to survive and compete within the global business world and also to improve organizational performance but, there are also many challenges as well as the intensification of competition. The usage of technology decides the quality and number of products and services to be delivered. Organizational and national restrictive execution and improvement are controlled by the state and types of technology. Technology likewise impacts the living states of individual and groups in organizations and countries and the relationship between them. Technology is inclined to change, and the condition of technology have direct connection to the relationship between the business and worker. Technology, labour and capital are interconnected. The data presented in this article is very salient in this regard Keywords: Technological change, Employee cognitive attitude, Employee performance, Manufacturing companies, Nigeria

  4. Employees' Assessment Of Customer Focus In A Tertiary Hospital In ...

    African Journals Online (AJOL)

    Employees' Assessment Of Customer Focus In A Tertiary Hospital In ... tool 'Are we making progress?' were used by respondents to rate customer focus. ... that they were allowed to take decisions to solve problems for customers (p < 0.001).

  5. Organizational Integration: Attitudes toward Sex or Race Related Programs within One Organization.

    Science.gov (United States)

    Barclay, Lizabeth A.

    Few researchers have examined employee attitudes toward affirmative action and equal employment programs. To examine both the attitudes of various groups within one organization toward Equal Employment Opportunity (EEO) and ideas concerning specific programs suggested by these same groups, corporate employees (N=1,791--or 53% of those surveyed)…

  6. Female-Led Firms: Performance and Risk Attitudes

    DEFF Research Database (Denmark)

    Parrotta, Pierpaolo; Smith, Nina

    This paper investigates the relationship between gender of the CEO and composition of the board of directors (female chairman and share of women in the boardroom) and firm’s risk attitudes measured as variability in four firm outcome variables (investments, profits, return to equity, and sales......). Using a merged employer-employee panel sample of Danish companies with more than 50 employees, we find extensive evidence of a negative association between female CEO and firm’s risk attitudes. This finding might be consistent with the theoretical assumption according to which women typically present...

  7. Cross-sectional study assessing HIV-related knowledge, attitudes and behavior in the Namibian truck transport sector: Readjusting HIV prevention programs in the workplace

    Directory of Open Access Journals (Sweden)

    Til R. Kiderlen

    2015-07-01

    Full Text Available Summary: The objectives of this study were to assess the current status of HIV-related knowledge, attitudes, and behavior (KAB of employees in the private transport sector in Namibia and to compare companies with established HIV workplace program (WPPs with those that have recently initiated the implementation of such programs. The study was designed as a cross-sectional questionnaire-based survey. Between January and March 2011, the survey was conducted in the Namibian truck transport sector in six companies of different sizes. The participants were selected randomly from the workforce. Data collection was based on a KAB questionnaire.The range of correct answers to the survey concerning the knowledge of HIV transmission was 67–95%. Twenty percent of the employees had never been tested for HIV. Additionally, risky sexual behaviors were quite prevalent and included having multiple concurrent partners and the use of sex for incentives. This study revealed that drivers and laborers were especially at risk for such behaviors. The employees of companies with established WPPs were tested for HIV more often than those of companies with new WPPs; however, aside from this difference, only minor differences were observed between the two groups. The findings of this study highlight the need for on-going HIV information and prevention campaigns that focus on the special needs of mobile and low-income workers. WPPs should be tailored accordingly and shift their focus to more practical approaches, such as voluntary counseling and testing (VCT, to increase their effectiveness. Keywords: HIV, Knowledge, Attitudes, Behavior, Namibia, Transport sector

  8. An examination of the role of perceived support and employee commitment in employee-customer encounters.

    Science.gov (United States)

    Vandenberghe, Christian; Bentein, Kathleen; Michon, Richard; Chebat, Jean-Charles; Tremblay, Michel; Fils, Jean-François

    2007-07-01

    The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a sample of matched employee-customer data (N = 133), hierarchical linear modeling analyses revealed that perceived organizational support had both a unit-level and an employee-level effect on 1 dimension of service quality: helping behavior. Contrary to affective organizational commitment, affective commitment to customers enhanced service quality. The 2 sub-dimensions of continuance commitment to the organization--perceived high sacrifice and perceived lack of alternatives--exerted effects opposite in sign: The former fostered service quality, whereas the latter reduced it. The implications of these findings are discussed within the context of research on employee-customer encounters.

  9. An Analysis of Workers' Attitudes Toward the 4-Day, 40-Hour Workweek.

    Science.gov (United States)

    Dickinson, Terry L.; Wijting, Jan P.

    Employees' attitudes toward a proposed 4-day, 40-hour workweek were examined relative to job and worker variables, expectations about the new workweek schedule, and job-aspect satisfactions. Employees classified by their sex, work shifts, wage schedules, and sex and work shifts differed significantly in their attitudes toward the 4-day, 40-hour…

  10. Employee-driven Innovation in Welfare Services

    Directory of Open Access Journals (Sweden)

    Thomas Wihlman

    2014-05-01

    Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in

  11. Confirmatory Factor Analysis of a Questionnaire Measure of Managerial Stigma Towards Employee Depression.

    Science.gov (United States)

    Martin, Angela J; Giallo, Rebecca

    2016-12-01

    Managers' attitudes play a key role in how organizations respond to employees with depression. We examine the measurement properties of a questionnaire designed to assess managerial stigma towards employees with depression. Using data from a sample of 469 Australian managers representing a wide range of industries and work settings, we conducted a confirmatory factor analysis to assess three proposed subscales representing affective, cognitive and behavioural forms of stigma. Results were equivocal indicating acceptable fit for two-factor (affective and cognitive + behavioural), three-factor (affective, cognitive and behavioural) and higher order models. Failure to demonstrate the discriminant validity of the cognitive and behavioural dimensions, even though they are theoretically distinct, suggests that further work on the scale is warranted. These results provide an extension to the psychometric profile of this measure (exploratory factor analysis; Martin, ). Development of strategies to operationalize this construct will benefit occupational health research and practice, particularly in interventions that aim to reduce the stigma of mental health issues in the workplace or where managers' attitudes are a key mechanism in intervention efficacy. We encourage future research on this measure pertaining in particular to further enhancing all aspects of its construct validity. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

  12. Elements of an Employee Motivation Program

    Science.gov (United States)

    Ward, Ernest H.

    1974-01-01

    Ten elements which should be present in an employee motivation program are discussed in the context of achieving increased acceptance of organizational goals. They are: participation, performance measurement, knowledge of results, recognition; attitude measurement, communication, publicity, work assignment, work research, and supervisor motivation…

  13. Employee engagement of mangarial staff in hospitals – an Indian pilot study

    OpenAIRE

    J.Swaminathan; Dr.S.Aramvalarthanw

    2013-01-01

    Employee engagement is a state of emotional and intellectual involvement that employees have in an organization. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. This study focused on how employee engagement is an antecedent of job involvement and what should the management of hospitals do to make their m...

  14. INFLUENCING FACTORS TOWARDS JOB SATISFACTION OF THE BANK EMPLOYEES

    OpenAIRE

    J. Gayathri; Dr. R. Rajkumar

    2017-01-01

    Job satisfaction can defined as extent of positive feelings or attitudes that individuals have towards their jobs. When a person says that he has high job satisfaction, it means that he really likes his job, feels good about it and values his job dignity. Job satisfaction is important technique used to motivate the employees to work harder. This paper in investigates the level of job satisfaction of bank employees and the various factors influencing satisfaction of employees and to study the ...

  15. Assessment of American Heart Association's Ideal Cardiovascular Health Metrics Among Employees of a Large Healthcare Organization: The Baptist Health South Florida Employee Study.

    Science.gov (United States)

    Ogunmoroti, Oluseye; Younus, Adnan; Rouseff, Maribeth; Spatz, Erica S; Das, Sankalp; Parris, Don; Aneni, Ehimen; Holzwarth, Leah; Guzman, Henry; Tran, Thinh; Roberson, Lara; Ali, Shozab S; Agatston, Arthur; Maziak, Wasim; Feldman, Theodore; Veledar, Emir; Nasir, Khurram

    2015-07-01

    Healthcare organizations and their employees are critical role models for healthy living in their communities. The American Heart Association (AHA) 2020 impact goal provides a national framework that can be used to track the success of employee wellness programs with a focus on improving cardiovascular (CV) health. This study aimed to assess the CV health of the employees of Baptist Health South Florida (BHSF), a large nonprofit healthcare organization. HRAs and wellness examinations can be used to measure the cardiovascular health status of an employee population. The AHA's 7 CV health metrics (diet, physical activity, smoking, body mass index, blood pressure, total cholesterol, and blood glucose) categorized as ideal, intermediate, or poor were estimated among employees of BHSF participating voluntarily in an annual health risk assessment (HRA) and wellness fair. Age and gender differences were analyzed using χ(2) test. The sample consisted of 9364 employees who participated in the 2014 annual HRA and wellness fair (mean age [standard deviation], 43 [12] years, 74% women). Sixty (1%) individuals met the AHA's definition of ideal CV health. Women were more likely than men to meet the ideal criteria for more than 5 CV health metrics. The proportion of participants meeting the ideal criteria for more than 5 CV health metrics decreased with age. A combination of HRAs and wellness examinations can provide useful insights into the cardiovascular health status of an employee population. Future tracking of the CV health metrics will provide critical feedback on the impact of system wide wellness efforts as well as identifying proactive programs to assist in making substantial progress toward the AHA 2020 Impact Goal. © 2015 Wiley Periodicals, Inc.

  16. Attitudes of Academic Library Managers towards Factors Affecting Information Needs Assessment

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Davarpanah

    2014-10-01

    Full Text Available A periodic information needs assessment in libraries and information centers will allow libraries to focus on providing access to the most appropriate resources for specific groups and increase users satisfaction and library effectiveness. The present research paper, which is an applied survey, focuses on the subjects’ attitude towards factors affecting information needs assessment in academic libraries. Research population included 190 subjects from 29 medical and non-medical academic libraries who were asked to fill-in a research-made questionnaire. The results showed that 70 percent of the surveyed libraries had never undertaken a systematic information needs assessment. Some of the significant factors affecting information needs assessment were: managerial commitment to identifying users’ information needs, postulation of user needs, managing s resistance to change, paying no attention to reality and policy. The tests showed meaningful differences among the subjects attitudes relating to their demographic variables; also the test indicated no significant differences between the attitudes towards the barriers of information needs assessment.

  17. Association of Wage With Employee Participation in Health Assessments and Biometric Screening.

    Science.gov (United States)

    Sherman, Bruce W; Addy, Carol

    2018-02-01

    To understand differences in health risk assessment (HRA) and biometric screening participation rates among benefits-enrolled employees in association with wage category. Cross-sectional analysis of employee eligibility file and health benefits (wellness and claims) data. Data from self-insured employers participating in the RightOpt private exchange (Conduent HR Services) during 2014. Active employees from 4 companies continuously enrolled in health insurance for which wage data were available. Measures included HRA and biometric screening participation rates and wage status, with employee age, sex, employer, job tenure, household income, geographic location, and health benefits deductible as a percentage of total wages serving as covariates. Employees were separated into 5 groups based on wage status. Logistic regression analysis incorporated other measures as covariates to adjust for differences between groups, with HRA and biometric screening participation rates determined as binary outcomes. Participation rates for HRA and biometric screening were 90% and 87%, respectively, in the highest wage category, decreasing to 67% and 60%, respectively, among the lowest wage category. Employee wage status is associated with significant differences in HRA and biometric participation rates. Generalizing the results generated by modest participation in these offerings to entire populations may risk misinterpretation of results based on variable participation rates across wage categories.

  18. An employee/trade union perspective to risk assessment

    International Nuclear Information System (INIS)

    Aro, Pekka O.

    1992-01-01

    Risk assessment does not easily lend itself to precise description. In some of its current forms of application, it is little more than a modern way of throwing bones or looking at tea leaves or the entrails of sheep, like our ancestors used to do not so many centuries ago (the only real difference being perhaps that laboratory rats are cheaper and less messy than sheep). A its best, however, risk assessment can be used as a good tool to identify the needs for changes required to reduce hazards and to prevent accidents to humans or damage to the environment. This paper approaches risk assessment as a tool, highlighting the need and usefulness as well as the right of employees and their representatives to participate in all the steps involved in assessing the risks of the workplace and its environment

  19. Development and Initial Psychometric Assessment of the Plant Attitude Questionnaire

    Science.gov (United States)

    Fančovičová, Jana; Prokop, Pavol

    2010-10-01

    Plants are integral parts of ecosystems which determine life on Earth. People's attitudes toward them are however, largely overlooked. Here we present initial psychometric assessment of self-constructed Plant Attitude Scale (PAS) that was administered to a sample of 310 Slovakian students living in rural areas aged 10-15 years. The final version of PAS consists from 29 Likert-scale items that were loaded to four distinct dimensions (Interest, Importance, Urban trees and Utilization). Mean scores revealed that Slovakian students lack positive attitudes toward plants and that gender had no effect on their mean attitude scores. Living in a family with a garden was associated with a more positive attitude toward plants. Further correlative research on diverse samples containing urban children and experimental research examining the impact of gardening in schools on student attitudes toward plants is required.

  20. Assessment of Students' and Parents' Attitudes to Continuous ...

    African Journals Online (AJOL)

    This study assessed the status of the students' (the beneficiaries) and their parents' (major stakeholders) attitudes to Continuous assessment in order to determine their entry behaviour for SBA with a view to either upgrading or sustaining. The populations of the study were the Junior Secondary School students and their ...

  1. Fall Prevention Knowledge, Attitude, and Practices of Community Stakeholders and Older Adults

    Directory of Open Access Journals (Sweden)

    Sharon S. Laing

    2011-01-01

    Full Text Available We assessed knowledge, attitude, and provision of recommended fall prevention (FP practices by employees of senior-serving organization and participation in FP practices by at-risk elders. The Washington State Department of Health administered structured telephone surveys to 50 employees and 101 elders in Washington State. Only 38% of employees felt “very knowledgeable” about FP, and a majority of their organizations did not regularly offer FP services. Almost half (48% of seniors sustained a fall within the past 12 months; however, one-third perceived falling to be among their least important health concerns, and most had minimal working knowledge of proven FP practices. Seniors who perceived avoiding falls as important to their well-being were more likely to participate in practices about which they had the least knowledge (risk assessment, medication management. Increased awareness and availability of FP services might help engage older adults in FP practices and reduce the adverse effects of falls.

  2. FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF PHARMACEUTICAL SECTOR

    OpenAIRE

    Mosammod Mahamuda Parvin; M M Nurul Kabir

    2011-01-01

    The Pharmaceutical sector plays a vital role in underpinning the economic development of a country. This study attempts to evaluate job satisfaction of employees in different pharmaceutical companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of pharmaceutical type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that sal...

  3. Identifying and assessing environmental awareness of hotel and restaurant employees' attitudes in the Amasra District of Bartin.

    Science.gov (United States)

    Yucedag, Cengiz; Kaya, Latif Gurkan; Cetin, Mehmet

    2018-01-05

    Environmental damage occurring on individual, institutional, and societal levels is one of the major problems in the world and results from mostly unconscious human behavior. This damage poses serious threats to human health and other habitats. The aim of this study is to determine the level of environmental awareness of hotel and restaurant employees in the Amasra District of Bartin, Turkey. For this purpose, a descriptive survey method is used to measure 16 items with a 5-point Likert scale. Data are obtained from 200 employees in the hotels and restaurants as of 2015. The reliability coefficient is found to be 0.74. This data reveals that only 43% of hotels and 72% of restaurants in Amasra have recycling bins. Males and Bachelor's degree holders have more environmental awareness. Enterprises established after 2011 follow popular journals related to environment more than those before 2011. As a result, it is essential to organize educational meetings and seminars related to environmental awareness for hotel and restaurant employees in order to improve the tourism industry's environmental impact. The results show that the legislation has resulted in general environmental awareness and that the organizations are willing to change their business processes and environmental strategies. Nevertheless, despite their actions, there is little awareness of the benefits that can result from cost reductions resulting from environmentally friendly practices. Those affected by their suppliers act to reduce waste but do not deploy formal environmental management systems or use environmental messages to market their goods or services.

  4. Health service staff's attitudes towards patients with mental illness.

    Science.gov (United States)

    Arvaniti, Aikaterini; Samakouri, Maria; Kalamara, Eleni; Bochtsou, Valentini; Bikos, Constantinos; Livaditis, Miltos

    2009-08-01

    Stereotypes and prejudices against patients with mental illness are widespread in many societies. The aim of the present study is to investigate such attitudes among the staff and medical students, including employees and trainees, in a general university hospital. Six hundred individuals (361 employees, 231 students) completed the following questionnaires: Level of Contact Report (LCR), Authoritarianism Scale (AS), and Opinion about Mental Illness (OMI), a scale yielding five factors (social discrimination, social restriction, social care, social integration, and aetiology). Multivariate linear regression models were applied in order to search for the simultaneous effect of many variables on the scores of OMI factors. An important part of the sample held negative attitudes especially concerning social discrimination and restriction of the patients. Women, older and less educated staff, nursing staff, and people scoring higher on authoritarianism were more prejudiced. Higher scores on familiarity were associated with less negative attitudes. The results indicate the need to develop sensitisation and training programs considering mental health topics among health service employees.

  5. Meetings as a positive boost? How and when meeting satisfaction impacts employee empowerment

    NARCIS (Netherlands)

    Allen, J.A.; Lehmann-Willenbrock, N.K.; Sands, S.

    2016-01-01

    Meetings constitute an important context for understanding organizational behavior and employee attitudes. Employees spend ever-increasing time in meetings and often complain about their meetings. In contrast, we explore the positive side of meetings and argue that satisfying meetings can empower

  6. Job Satisfaction and Employee's Self-Schema at Workplace: a Literature Review

    OpenAIRE

    Mehrad, Aida

    2016-01-01

    The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of empl...

  7. Employee Satisfaction Survey on the Life Insurance Industry

    Directory of Open Access Journals (Sweden)

    Benţe Corneliu Cristian

    2014-08-01

    Full Text Available This paper has proposed to explore the satisfaction of employees that sell insurance policies. Several authors had examined customer satisfaction, service quality and its implications on customer attitude towards different fields, but our concern was to address this relatively unexplored field which is employees` satisfaction. By using an exploratory approach, we collected data from a sample of 332 employees that sell insurance policies within north-Western Romanian. By analyzing data it was possible to determine the GAP between the expectations of employees that sell insurance policies and their perceptions regarding the service quality in life insurance industry. In addition it was tested whether there is relationship between the frequency of contact with the back office employees and level of income earned from this activity. It was revealed that from the analyzed population the most of those surveyed were employees of insurance intermediaries and not employees of a single company insurance. Considering that the number of researches that analyze the front office employees` satisfaction is rather low we consider that this paper brings a significant contribution to the literature review.

  8. Family-supportive organization perceptions and organizational commitment: the mediating role of work-family conflict and enrichment and partner attitudes.

    Science.gov (United States)

    Wayne, Julie Holliday; Casper, Wendy J; Matthews, Russell A; Allen, Tammy D

    2013-07-01

    The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

  9. Development of an Attitude Scale to Assess K-12 Teachers' Attitudes toward Nanotechnology

    Science.gov (United States)

    Lan, Yu-Ling

    2012-05-01

    To maximize the contributions of nanotechnology to this society, at least 60 countries have put efforts into this field. In Taiwan, a government-funded K-12 Nanotechnology Programme was established to train K-12 teachers with adequate nanotechnology literacy to foster the next generation of Taiwanese people with sufficient knowledge in nanotechnology. In the present study, the Nanotechnology Attitude Scale for K-12 teachers (NAS-T) was developed to assess K-12 teachers' attitudes toward nanotechnology. The NAS-T included 23 Likert-scale items that can be grouped into three components: importance of nanotechnology, affective tendencies in science teaching, and behavioural tendencies to teach nanotechnology. A sample of 233 K-12 teachers who have participated in the K-12 Nanotechnology Programme was included in the present study to investigate the psychometric properties of the NAS-T. The exploratory factor analysis of this teacher sample suggested that the NAS-T was a three-factor model that explained 64.11% of the total variances. This model was also confirmed by the confirmatory factor analysis to validate the factor structure of the NAS-T. The Cronbach's alpha values of three NAS-T subscales ranged from 0.89 to 0.95. Moderate to strong correlations among teachers' NAS-T domain scores, self-perception of own nanoscience knowledge, and their science-teaching efficacy demonstrated good convergent validity of the NAS-T. As a whole, psychometric properties of the NAS-T indicated that this instrument is an effective instrument for assessing K-12 teachers' attitudes toward nanotechnology. The NAS-T will serve as a valuable tool to evaluate teachers' attitude changes after participating in the K-12 Nanotechnology Programme.

  10. Knowledge management awareness in a research and development facility: Investigating employee perceptions

    Directory of Open Access Journals (Sweden)

    Andrea Potgieter

    2013-12-01

    Objectives: This study aimed to understand Sasol R&D employees’ perceptions of knowledge management (KM. The study also assessed the attitude of Sasol R&D management towards KM. Method: The target population for this research included different levels of seniority and education in Sasol R&D. A questionnaire was distributed to a sample of 150 employees in R&D and 50 more who work closely with R&D in support functions. Results: It was found that the importance of KM is understood by Sasol R&D employees and management. It was established that Sasol R&D management regard KM as important, but that their commitment to KM initiatives is not necessarily evident for employees. A concern highlighted by the study was that employees were not aware of the duties of the identified KM champions within their facility. Conclusion: It was suggested that Sasol R&D employees should be made aware of the duties of KM champions. It was also established that Sasol R&D management needs to be more visible in their support of KM initiatives. Recommendations based on the findings of the study can assist Sasol R&D, and other facilities attempting to implement a KM strategy, to gain insight into the perceptions of employees and the role management needs to play in the facilitation of this process.

  11. Attitude of staff of Kashan university of medical sciences concerning their annual performance

    Directory of Open Access Journals (Sweden)

    Seyed Ahmad Hosseini Golafshani

    2018-01-01

    Full Text Available Background: Performance assessment in organizations can lead to healthy relationships in the workplace, and it also pays grounds for intellectual growth and improvement of staff performance. This study examines the attitudes of Staff of Kashan University of Medical Sciences and Health Services about their annual performance. Materials and Methods: In this descriptive study, 714 staff were randomly selected. The data of this study were collected by a questionnaire, whose validity and credit were tested. Then, in two stages, samples of 52 and 56 persons were taken and by two-half method and calculating the homogeneity coefficient and the Cronbach's coefficient alpha and Kuder-Richardson coefficients in the second step get to the Cronbach's coefficient alpha 93% that final validity was acceptable. The collected data were analyzed using the SPSS Inc. Released 2007. SPSS for Windows, Version 16.0. (Chicago, SPSS Inc.. Results: The results of this study showed that the mean and standard deviation of age of the employees were 37.16 ± 7.1 years and their working history was 12.4 ± 7.7 years. A total of 256 participants (35.8% considered the current evaluation as inappropriate or completely inappropriate performance assessment, 303 participants (42.4% almost appropriate, 155 participants (21.7% suitable or perfectly suitable. About 47.9% of participants rated the best period of evaluation yearly, and 552 participants (77.3% of the statistical society were considered assessment in the presence of the employee appropriate. Conclusion: The results of this study indicate that the attitude of more than 50% of employees was positive about the annual performance assessment.

  12. Job applicants’ attitudes towards cognitive ability and personality testing

    Directory of Open Access Journals (Sweden)

    Rachelle Visser

    2017-10-01

    Full Text Available Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process. Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa. Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified. Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160 who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions. Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test. Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants. Contribution: This study consolidated the

  13. Employees' Perceptions of the Opportunities to Utilize Their Competences: Exploring the Role of Perceived Competence Mobilization

    Science.gov (United States)

    Lai, Linda

    2011-01-01

    Perceived competence mobilization is the degree to which employees perceive that they have adequate opportunities to utilize their competences in their current jobs. The findings of the research reported here suggest that employees' perceived competence mobilization is associated with a number of favourable employee attitudes, including intrinsic…

  14. Integrated Employee Occupational Health and Organizational-Level Registered Nurse Outcomes.

    Science.gov (United States)

    Mohr, David C; Schult, Tamara; Eaton, Jennifer Lipkowitz; Awosika, Ebi; McPhaul, Kathleen M

    2016-05-01

    The study examined organizational culture, structural supports, and employee health program integration influence on registered nurse (RN) outcomes. An organizational health survey, employee health clinical operations survey, employee attitudes survey, and administration data were collected. Multivariate regression models examined outcomes of sick leave, leave without pay, voluntary turnover, intention to leave, and organizational culture using 122 medical centers. Lower staffing ratios were associated with greater sick leave, higher turnover, and intention to leave. Safety climate was favorably associated with each of the five outcomes. Both onsite employee occupational health services and a robust health promotion program were associated with more positive organizational culture perceptions. Findings highlight the positive influence of integrating employee health and health promotion services on organizational health outcomes. Attention to promoting employee health may benefit organizations in multiple, synergistic ways.

  15. Employees' job satisfaction after the introduction of a total smoke-ban in bars and restaurants in Norway.

    Science.gov (United States)

    Hetland, Jørn; Hetland, Hilde; Mykletun, Reidar J; Aarø, Leif E; Matthiesen, Stig Berge

    2008-12-01

    The aim of the study was to investigate possible effects of a total smoke-ban in Norwegian bars and restaurants (introduced on June 1st 2004) on employees' job satisfaction. A national representative sample was randomly selected from the public registry of all companies in the hospitality business. A baseline survey was conducted in May 2004, follow-up measurements were performed in September/October 2004 and May 2005. Altogether, 1525 employees agreed to participate in the baseline survey. Among respondents at baseline, 894 (59.4%) remained in the sample at the first follow-up and 758 (49.7%) at the second follow-up. Analysis of variance for repeated measures revealed a significant three-way interaction between personal smoking behaviour, attitudes towards the ban before it was enacted and time from baseline to the second follow-up. A small decline in job satisfaction was found between baseline and the first follow-up among employees who were daily smokers and had a negative attitude towards the ban. There was, however, an increase in job satisfaction between the first and second follow-up among the others (non-smokers and smokers with a positive attitude towards the ban). While job satisfaction was higher among smokers with negative attitudes towards the ban than among other employees before the ban entered into force, the opposite was the case one year later. The work environments in bars and restaurants seem to have changed towards being more satisfactory for non-smokers and smokers with positive attitudes towards the ban before it was enacted. In contrast, a small but persisting worsening of job satisfaction was found among employees that were daily smokers and had a negative attitude towards the ban.

  16. Assessment Of Knowledge And Attitude Towards Family Planning ...

    African Journals Online (AJOL)

    Assessment Of Knowledge And Attitude Towards Family Planning Among Selected ... Among reasons for low uptake is religious belief on procreation. ... leaders as a change agent by the stakeholders to increase the uptake and use of family ...

  17. Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison.

    Science.gov (United States)

    Bamberger, Simon Grandjean; Larsen, Anelia; Vinding, Anker Lund; Nielsen, Peter; Fonager, Kirsten; Nielsen, René Nesgaard; Ryom, Pia; Omland, Øyvind

    2015-01-01

    Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees' assessment of work environment.

  18. Advanced Level Biology Teachers' Attitudes towards Assessment and Their Engagement in Assessment for Learning

    Science.gov (United States)

    Bramwell-Lalor, Sharon; Rainford, Marcia

    2015-01-01

    This paper reports on a Mixed Methods study involving an investigation into the attitudes of advanced level biology teachers towards assessment and describes the teachers' experiences while being engaged in Assessment for Learning (AfL) practices such as sharing of learning objectives and peer- and self-assessment. Quantitative data were collected…

  19. Employee's perceived exposure to environmental tobacco smoke, passive smoking risk beliefs and attitudes towards smoking: a case study in a university setting.

    Science.gov (United States)

    Duaso, M J; De Irala, J; Canga, N

    2006-02-01

    Despite the growing literature on workplace smoking policies, few studies have focused on the implementation of such policies in university settings. Smoking in the workplace is still very common in many countries, including Spain. While the law is about to change and more non-smoking policies are to be implemented, it is not clear what kind of restrictions Spanish workers would find acceptable. This study investigated perceived exposure to environmental tobacco smoke (ETS), passive smoking risks beliefs and attitudes towards smoking at the University of Navarra (Spain). A questionnaire was sent by E-mail to 641 randomly selected employees and a response rate of 70.4% was obtained. The survey results suggest that 27.3% of the university employees were smokers and 26.6% were exposed to ETS on a daily basis. The majority of respondents (81.7%) supported a restrictive non-smoking policy. Acceptance among active smokers was significantly lower (59.2 versus 89.3%). Smoking prohibition with the provision of smoking areas was the most favored option (46.9%). Results suggest that employees are ready to restrict smoking in the university, but there was not enough support for a total ban. Employers considering adopting a ban on smoking should be encouraged to conduct a similar survey to identify potential barriers to policy implementation.

  20. EMPLOYEE PERCEPTIONS OF JOB SATISFACTION: COMPARATIVE STUDY ON INDIAN BANKS

    Directory of Open Access Journals (Sweden)

    Arunima Shrivastava

    2009-01-01

    Full Text Available The present study examined the job satisfaction level of a public sector and private sector bank employees in India. The sample consisted of 340 bank employees from both sectors. Job Diagnostic Survey by Hackman and Oldham (1975 was used to ascertain the level of job satisfaction. This study used independent samples t-test and qualitative analysis to study the differences in employee attitudes. Results indicated that the means of the public and private banks were significantly different from each other. It was found that private sector bank employees perceive greater satisfaction with pay, social, and growth aspects of job as compared to public sector bank employees. On the other hand, public sector bank employees have expressed greater satisfaction with job security as compared to private sector bank employees. The findings of the study highlight important satisfiers and dissatisfiers present in the job and suggest both the banks to take performance initiatives in the areas where employees have reported reduced satisfaction.

  1. Risk perception among nuclear power plant employees

    International Nuclear Information System (INIS)

    Fields, C.D.

    1989-01-01

    Radiation protection training and general employee training within the nuclear industry are designed to reduce workers' concerns about radiation and to develop skills that will protect against unwarranted exposures. Inaccurate perceptions about radiation by workers can cause a lack of adequate concern or exaggerated fears, which in turn can result in unnecessary radiation exposure to the worker or co-workers. The purpose of the study is threefold: (a) to identify health and safety concerns among nuclear power plant employees, (b) to discover variables that influence the perception of risk among employees, and (c) to ascertain if attitudes of the family, community, and the media affect workers' perception of risk. Workers identified five areas of concern: shift work, radiation, industrial safety, stress, and sabotage

  2. Organisational Justice and Psychological Well-Being of Employees ...

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    Findings showed the joint contribution of the three independent variables to the ... interactional justice promotes positive attitudes of job satisfaction, ... process for addressing mistakes and above all, employees are not treated with dignity, ... to depression, anxiety, irritability, emotional exhaustion and disengagement from fell.

  3. Development of Assessment Tools To Measure Organizational Support for Employee Health.

    Science.gov (United States)

    Golaszewski, Thomas; Barr, Donald; Pronk, Nico

    2003-01-01

    Describes one working group's attempts to develop and utilize assessment tools for measuring and changing organizational support for employee health. Originally designed as part of a heart health related intervention, the system has evolved into a managed care evaluation and major chronic disease inventory. Findings indicate the potential of…

  4. Influence Manager's Investment Attitude on Organization Environment and Portfolio Performance Reksadana Shares (Study on Mutual Fund Management Company Reksadana Shares in Indonesia)

    OpenAIRE

    Oswari, Teddy; Kowanda, Dionysia

    2007-01-01

    The purpose of this research is to measures the effect of investment manager attitude through operational employees to mutual funds work attitude portfolio, to analyse how big the organizational environment effect together with investment manager attitude, through operational employees to mutual funds work attitude portfolio and analyse the effect of organizational envirobment to investment manage attitude in mutual funds company. The observation conducted in 72 mutual funds company, the data...

  5. EFFECT OF USING PORTFOLIO ASSESSMENT TO IMPROVE SCIENTIFIC ATTITUDE OF STUDENTS LEARNING PHYSICS IN HIGH SCHOOL

    Directory of Open Access Journals (Sweden)

    Gede Wartawan Putu

    2018-01-01

    Full Text Available This study aims to investigate the effect of portfolio assessment in teaching physics and scientific attitude. The research was conducted on students of high school in Singaraja. Research was an quasi- experimental study by using “The Posttest-Only Control Group Design”. The research involved 152 high school students of class X of science as samples, taken with multistage random sampling technique. Portfolio assessment was integrated with physics learning. The implementation of the portfolio assessment included four key elements such as the students' work folders, clear assessment criteria, and self-assessment, and conference between teacher and students. The data needed in this research was the students' scientific attitude which included the aspect of curiosity, respect for evidence, the willingness to change ideas, and critical reflection. Data needed in this research included scientific attitudes students. A Likert scale instrument was used to measure the scientific attitude students. Data were analyzed using analysis of variance with SPSS 20.0 at significance level α = 0.05. The results showed there are differences in the scientific attitude students who take physics learning with assessment portfolios and students who take physics learning with assessment of conventional. The findings of this study indicate that portfolio assessment in learning physics significantly affect the scientific attitude students.

  6. THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CYNICISM AMONG HOTEL EMPLOYEES IN SOUTHEASTERN ANATOLIA REGION OF TURKEY

    Directory of Open Access Journals (Sweden)

    Melih Aydin

    2016-11-01

    Full Text Available The aim of this study is to determine whether relationship occurs between organizational commitment and organizational cynicism attitudes among employees who were employed in five and four star hotels located in Southeastern Anatolia Region of Turkey and to affirm the extent of the relationship. According to the findings, there is a significant (negative relationship between three sub-dimensions of organizational cynicism (behavioral cynicism, affective cynicism and cognitive cynicism and organizational commitment. Multiple regression and correlation analysis were applied to analyze data and identify the relationship between organizational commitment and organizational cynicism. According to the findings of the research, it is revealed that, as the level of organizational cynicism arises, attitudes toward organizational commitment decrease. Those results are consistent with findings of the previous studies that employees with cynical attitudes exhibited lower commitment in the organization. The results of this research showed that hotel employees mostly experience cognitive cynicism among sub-dimensions of cynicism and they rarely experience affective cynicism. In conclusion, it is possible to assert that employees were with medium level of organizational cynicism and organizational commitment.

  7. Employee age and tenure within organizations: relationship to workplace satisfaction and workplace climate perceptions.

    Science.gov (United States)

    Teclaw, Robert; Osatuke, Katerine; Fishman, Jonathan; Moore, Scott C; Dyrenforth, Sue

    2014-01-01

    This study estimated the relative influence of age/generation and tenure on job satisfaction and workplace climate perceptions. Data from the 2004, 2008, and 2012 Veterans Health Administration All Employee Survey (sample sizes >100 000) were examined in general linear models, with demographic characteristics simultaneously included as independent variables. Ten dependent variables represented a broad range of employee attitudes. Age/generation and tenure effects were compared through partial η(2) (95% confidence interval), P value of F statistic, and overall model R(2). Demographic variables taken together were only weakly related to employee attitudes, accounting for less than 10% of the variance. Consistently across survey years, for all dependent variables, age and age-squared had very weak to no effects, whereas tenure and tenure-squared had meaningfully greater partial η(2) values. Except for 1 independent variable in 1 year, none of the partial η(2) confidence intervals for age and age-squared overlapped those of tenure and tenure-squared. Much has been made in the popular and professional press of the importance of generational differences in workplace attitudes. Empirical studies have been contradictory and therefore inconclusive. The findings reported here suggest that age/generational differences might not influence employee perceptions to the extent that human resource and management practitioners have been led to believe.

  8. Organizational Climate a Tool for Achieving Employees Job Satisfaction in Ghanaian Manufacturing Firms

    OpenAIRE

    Irene A. Boateng; Samuel Kanyandewe; Mary Sassah

    2014-01-01

    The working environment of employees has significant consequences for both individuals and organizations. It has the potential to affect the attitudes of employees. Considering the importance of human capital in the 21st century, many researchers and human resource practitioners have explained that companies focus on how to achieve the satisfaction of their employees. The primary purpose of this research paper is to investigate employees’ perception of their working environment and how the di...

  9. Managers’ Practices Related to Work–Family Balance Predict Employee Cardiovascular Risk and Sleep Duration in Extended Care Settings

    Science.gov (United States)

    Berkman, Lisa F.; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2012-01-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work–family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work–family balance score of manager openness and creativity in dealing with employee work–family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work–family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work–family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work–family score. Managers’ attitudes and practices may affect employee health, including sleep duration and CVD risk. PMID:20604637

  10. Managers' practices related to work-family balance predict employee cardiovascular risk and sleep duration in extended care settings.

    Science.gov (United States)

    Berkman, Lisa F; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2010-07-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work-family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work-family balance score of manager openness and creativity in dealing with employee work-family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work-family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work-family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work-family score. Managers' attitudes and practices may affect employee health, including sleep duration and CVD risk.

  11. Assessing the status of airline safety culture and its relationship to key employee attitudes

    Science.gov (United States)

    Owen, Edward L.

    The need to identify the factors that influence the overall safety environment and compliance with safety procedures within airline operations is substantial. This study examines the relationships between job satisfaction, the overall perception of the safety culture, and compliance with safety rules and regulations of airline employees working in flight operations. A survey questionnaire administered via the internet gathered responses which were converted to numerical values for quantitative analysis. The results were grouped to provide indications of overall average levels in each of the three categories, satisfaction, perceptions, and compliance. Correlations between data in the three sets were tested for statistical significance using two-sample t-tests assuming equal variances. Strong statistical significance was found between job satisfaction and compliance with safety rules and between perceptions of the safety environment and safety compliance. The relationship between job satisfaction and safety perceptions did not show strong statistical significance.

  12. Implementation of Mamdani Fuzzy Method in Employee Promotion System

    Science.gov (United States)

    Zulfikar, W. B.; Jumadi; Prasetyo, P. K.; Ramdhani, M. A.

    2018-01-01

    Nowadays, employees are big assets to an institution. Every employee has a different educational background, degree, work skill, attitude and ethic that affect the performance. An institution including government institution implements a promotion system in order to improve the performance of the employees. Pangandaran Tourism, Industry, Trade, and SME Department is one of government agency that implements a promotion system to discover employees who deserve to get promotion. However, there are some practical deficiencies in the promotion system, one of which is the subjectivity issue. This work proposed a classification model that could minimize the subjectivity issue in employee promotion system. This paper reported a classification employee based on their eligibility for promotion. The degree of membership was decided using Mamdani Fuzzy based on determinant factors of the performance of employees. In the evaluation phase, this model had an accuracy of 91.4%. It goes to show that this model may minimize the subjectivity issue in the promotion system, especially at Pangandaran Tourism, Industry, Trade, and SME Department.

  13. Perceptions and attitudes of formative assessments in middle-school science classes

    Science.gov (United States)

    Chauncey, Penny Denyse

    No Child Left Behind mandates utilizing summative assessment to measure schools' effectiveness. The problem is that summative assessment measures students' knowledge without depth of understanding. The goal of public education, however, is to prepare students to think critically at higher levels. The purpose of this study was to examine any difference between formative assessment incorporated in instruction as opposed to the usual, more summative methods in terms of attitudes and academic achievement of middle-school science students. Maslow's theory emphasizes that individuals must have basic needs met before they can advance to higher levels. Formative assessment enables students to master one level at a time. The research questions focused on whether statistically significant differences existed between classrooms using these two types of assessments on academic tests and an attitude survey. Using a quantitative quasi-experimental control-group design, data were obtained from a sample of 430 middle-school science students in 6 classes. One control and 2 experimental classes were assigned to each teacher. Results of the independent t tests revealed academic achievement was significantly greater for groups that utilized formative assessment. No significant difference in attitudes was noted. Recommendations include incorporating formative assessment results with the summative results. Findings from this study could contribute to positive social change by prompting educational stakeholders to examine local and state policies on curriculum as well as funding based on summative scores alone. Use of formative assessment can lead to improved academic success.

  14. EFFECT OF USING PORTFOLIO ASSESSMENT TO IMPROVE SCIENTIFIC ATTITUDE OF STUDENTS LEARNING PHYSICS IN HIGH SCHOOL

    Directory of Open Access Journals (Sweden)

    putu wartawan

    2017-12-01

    Full Text Available This study aims to investigate the effect of portfolio assessment in teaching physics and scientific attitude. The research was conducted on students of high school  in Singaraja. Research was an  quasi- experimental study by using  “The Posttest-Only Control Group Design”.  The research involved 152 high school students of class X of science as samples, taken with multistage random sampling technique. Portfolio assessment was integrated with physics learning. The implementation of the portfolio assessment included four key elements such as the students' work folders, clear assessment criteria, and self-assessment, and conference between teacher and students.  The data needed in this research was the students' scientific attitude which included the aspect of curiosity, respect for evidence, the willingness to change ideas, and critical reflection. Data needed in this research included scientific attitudes students.  A Likert scale instrument was used to measure the scientific attitude students.  Data were analyzed using  analysis of variance with SPSS 20.0 at significance level a = 0.05. The results showed there are differences in the scientific attitude students who take physics learning with assessment portfolios and students who take physics learning with assessment of conventional.  The findings of this study indicate that portfolio assessment in learning physics significantly affect the scientific attitude students.

  15. Attitudes of Chinese community members and psychiatrists towards forensic psychiatric assessments.

    Science.gov (United States)

    Shaoling, Zhong; Jun, Wang; Graham, Mellsop; Chen, Chen; Simei, Zhang; Qiguang, Li; Qun, Wang; Jiansong, Zhou; Xiaoping, Wang

    2017-12-01

    The aim of this study was to investigate the attitudes of Chinese community members and psychiatrists towards forensic psychiatric assessments. A questionnaire designed to record attitudes toward the current forensic psychiatric assessment procedures and the disposal of mentally ill offenders was developed and distributed via a mobile App. A total of 134 community members and 132 psychiatrists voluntarily completed the questionnaire. Most of responders agreed that the department of public-security has the right to apply for a forensic psychiatric assessment but should not be held solely by that department. Community members were less significantly confident in the validation of forensic psychiatric opinions than were the psychiatrists. A significantly higher proportion of community members than psychiatrists considered that offenders judged Not Criminally Responsible on Account of Mental Disorder (NCRMD) should be punished as would be sane people. In addition, only a minority of responders supported that NCRMD should not be held criminally responsible. Our results indicate that both groups have comments on the current distribution of right of startup of forensic psychiatric assessments. Compared to psychiatrists, community members have lower confidence in the validation of forensic psychiatric assessment and have stricter attitudes toward the disposal of offenders with psychiatric disorders. Copyright © 2017 Elsevier B.V. All rights reserved.

  16. [HYGIENIC ASSESSMENT OF WORKING CONDITIONS AND HEALTH OF EMPLOYEES OF THE "SIBERIAN LIFT CO., LTD."].

    Science.gov (United States)

    Rodkin, V P; Usatov, A N

    2015-01-01

    There was carried out a hygienic assessment of the working conditions and health of employees of the "Siberian Lift Co., Ltd.". When studying occupational factors on workplaces intensity, the temperature radiation, natural and artificial lighting, and also the content of chemicals they were revealed to fail to answer to the hygienic specifications. It is established that in 82% of employees the class of working conditions was detected as admissible (2) and in 18%--harmful (3.1 and 3.2). Results of the performed periodic medical examination of employees of the "Siberian Lift Co., Ltd.". It is testified that 6.14% out of them are persistently unfit of the work with harmful and (or) dangerous substances and occupational factors also. 4.68% of employees demand an additional examination. 11,70% of workers need for out-patient examination and treatment. Sanatorium treatment is required for 1 (0.29%) the person. 4,68% of employees of the "Siberian Lift Co., Ltd." need dispensary supervision. There are suggested measures for the improvement of working conditions and health of the employees.

  17. An Investigation of Employees' Use of E-Learning Systems: Applying the Technology Acceptance Model

    Science.gov (United States)

    Lee, Yi-Hsuan; Hsieh, Yi-Chuan; Chen, Yen-Hsun

    2013-01-01

    The purpose of this study is to apply the technology acceptance model to examine the employees' attitudes and acceptance of electronic learning (e-learning) systems in organisations. This study examines four factors (organisational support, computer self-efficacy, prior experience and task equivocality) that are believed to influence employees'…

  18. Using the Implicit Association Test to Assess Children's Implicit Attitudes toward Smoking.

    Science.gov (United States)

    Andrews, Judy A; Hampson, Sarah E; Greenwald, Anthony G; Gordon, Judith; Widdop, Chris

    2010-09-01

    The development and psychometric properties of an Implicit Association Test (IAT) measuring implicit attitude toward smoking among fifth grade children were described. The IAT with "sweets" as the contrast category resulted in higher correlations with explicit attitudes than did the IAT with "healthy foods" as the contrast category. Children with family members who smoked (versus non-smoking) and children who were high in sensation seeking (versus low) had a significantly more favorable implicit attitude toward smoking. Further, implicit attitudes became less favorable after engaging in tobacco prevention activities targeting risk perceptions of addiction. Results support the reliability and validity of this version of the IAT and illustrate its usefulness in assessing young children's implicit attitude toward smoking.

  19. Effect of online social networking on employee productivity

    Directory of Open Access Journals (Sweden)

    A. Ferreira

    2009-02-01

    Full Text Available The popularity of social networking sites is relatively recent and the effect of online social networking (OSN on employee productivity has not received much scholarly attention. The reason most likely lies in the social nature of social networking sites and OSN, which is assumed to have a negative effect on employee productivity and not bear organisational benefit. This reseach investigated recent Internet developments as seen in the social Web and specifically investigated the effect of OSN on employee productivity and what some of the consequences would be if employees were allowed unrestricted access to these networks. The findings concerning the nature of employees' OSN activities, employees' attitude or perceptions with regard to OSN in the workplace and how OSN can contribute or affect the productivity of employees are discussed in this article. Some of the basic misconceptions regarding OSN are highlighted and it is concluded that this technology can be used to increase collaboration between individuals who share a common interest or goal. Increased collaboration will stimulate knowledge sharing between individuals, with the possible effect of increased productivity. However, the risks associated with OSN should be noted, such as loss of privacy, bandwidth and storage consumption, exposure to malware and lower employee productivity.

  20. ATTITUDES AND OPINIONS OF EMPLOYERS, EMPLOYEES AND PARENTS ABOUT THE EMPLOYMENT OF PEOPLE WITH AUTISM IN THE REPUBLIC OF MACEDONIA

    Directory of Open Access Journals (Sweden)

    Tanja STANKOVA

    2010-11-01

    Full Text Available The right to work is one of the fundamental human rights in all developed countries around the world. The employment, actually the right to work of persons with disability is the final phase of the long and complex process of their rehabilitation that affects the possibility of their integration in the community.The main objective of this research is to investigate the possibility of employment of people with autism, based on the attitudes and opinions of employers, employees and parents of the children with autism.The basic tasks of this research are: to determine whether the employers would employ a person with autism; weather employers and the employees know what autism is; weather according to employers and employees people with autism are able to perform their job duties in complete and weather the parents of children with autism would like their child to be employed.We conducted this research in a period of 3 months and included 130 respondents. Obtained data were collected, grouped, tabled and processed with standard statistical program Microsoft Office Excel 2003, applying χ2 tests and Fisher's Exact test. Statistical important difference was at the level of p<0.05.From the analysis and the interpretation of the results, we concluded that in the Republic of Macedonia do not exist positive atmosphere, for employment of the persons with autism, the employers do not want to employ a person with autism. The professionals must engage more deeply in this problematic in order to achieve a complete integration of the people with autism in the society.

  1. Assessing Regional Attitudes about Entrepreneurship

    OpenAIRE

    Loveridge, Scott; Miller, Steven R.; Komarek, Timothy M.; Satimanon, Thasanee

    2012-01-01

    Much of the current discussion on factors that influence entrepreneurial activity focuses on availability of human, social, and financial capitals, regional economic conditions, and dynamics of population. We discuss social attitudes toward entrepreneurship and how attitudes may influence entrepreneurial activity. We analyze telephone survey questions designed to gauge attitudes towards community entrepreneurship. High school entrepreneurship career exploration and positive spin-offs from loc...

  2. An annual employee education calendar as the capstone of educational assessment, planning, and delivery.

    Science.gov (United States)

    Morton, Paula G

    2005-01-01

    Staff development educators can better control their workload and provide a more comprehensive employee education program when the organization adopts a formal five-step process that culminates in the publication of an annual employee education calendar. This article describes the five steps of organization-wide learning needs assessment, resource allocation, priority setting, documentation of the educational plan, and calendar development, including elements and timelines. The annual calendar reflects involvement of staff throughout the facility in the identification, planning, and delivery of education programs. Its publication enhances staff and supervisors' awareness of learning opportunities. Its longer-range perspective assists managers and employees to better plan to meet learning needs and improves participation in staff development activities.

  3. What Factors Influence Employee Service Recovery Performance and What Are the Consequences in Health Care?

    Science.gov (United States)

    Nadiri, Halil; Tanova, Cem

    2016-01-01

    We analyzed the extent to which the service recovery performance of frontline employees in private health care institutions is influenced by employee perceptions of manager attitudes toward service quality, workplace support, and manager fairness and organizational commitment. We also examined the relationship of service recovery performance to employee job satisfaction and turnover intentions. Partial least square path modeling of data from 178 frontline employees in private health care institutions in North Cyprus was utilized. Although empowerment and role clarity were positively related to service recovery performance, perceived managerial attitudes toward hospital customer service, teamwork, and customer service-oriented training as indicators of workplace support were not related to frontline employees' service recovery performance. Organizational justice was related to affective commitment, which in turn was related to service recovery performance. Although service recovery performance was not related to employee turnover intentions, it was related to job satisfaction. Managerial implications of these study findings are presented in the light of the cognitive evaluation theory. Health services differ from other service organizations in the way that intrinsic and extrinsic rewards influence the service recovery efforts of frontline employees. To ensure high quality services, managers should focus on intrinsic rewards, empower and give more autonomy to staff.

  4. Impact of knowledge oriented leadership on knowledge management behaviour through employee work attitudes.

    OpenAIRE

    Shamim, S.; Cang, Shuang; Yu, Hongnian

    2017-01-01

    Despite the acknowledged importance of knowledge management (KM), many employees avoid practicing KM at the individual level. This avoidance often leads to loss of the intellectual capital due to employee turnover. Many potential behavioural remedies are still untapped in the existing literature. This study extends the construct of knowledge oriented leadership (KOL) and examines its role in predicting KM behaviour among employees of the hospitality sector, at the individual level. It also in...

  5. Employee assistance program treats personal problems.

    Science.gov (United States)

    Bednarek, R J; Featherston, H J

    1984-03-01

    Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.

  6. Comparative assessment of knowledge, attitude and practice of ...

    African Journals Online (AJOL)

    This study was carried out to assess the level of knowledge, attitude and practice regarding cervical cancer and its screening among female clinical nursing students in Southern Nigeria. Methodology: ... There is need to adopt urgent and drastic intervention strategies to save our women from unnecessary death. Keywords: ...

  7. Assessment of EFL learners' attitude towards cooperative language ...

    African Journals Online (AJOL)

    The purpose of this study was to assess EFL learners' attitude towards cooperative language learning. To this end, Limu preparatory school which is found in East Wollega Zone, Oromia region is selected. The respondents of the study were two English language teachers and seventy students from grade eleven.

  8. Assessment of Knowledge, Attitude and Practice about Tuberculosis ...

    African Journals Online (AJOL)

    Good public understanding of tuberculosis (TB), its cause, signs and symptoms, mode of transmissions and treatment is considered to be important for prompt health care seeking, adherence to treatment and reduction of stigma associated with the disease. The present study was conducted to assess the knowledge, attitude ...

  9. The attitudes of technical-school students towards assessments and motivation for studying physics

    Directory of Open Access Journals (Sweden)

    Stanivuk Ljiljana

    2015-01-01

    Full Text Available The aim of the research presented in this paper was the analysis of the attitudes of the students of a secondary technical school towards assessments and motivation for studying physics. The research was conducted with the sample of462 first- and second-year students of several four-year course profiles in technical schools in Novi Sad and Subotica. Scaling was the used technique and the instrument was construed according to the five-point Likert scale for attitudes. The results show the following: (! the students have predominantly positive attitudes towards assessments in physics, the majority think that their grades are the result of their engagement, and only few students think that the subject teacher is responsible for their low grades, (2 the students are not sufficiently motivated for studying physics, (3 the attitudes of the students towards their grades affect their motivation for learning if they think that the teacher's assessments are not fair or the lessons are too big and complex. The paper ends with a suggestion that students' motivation for studying physics should be stimulated, and stresses the importance of assessments for motivation.

  10. Influence of Leadership Approach on Employee Empowerment: A Study of Selected Small-Scale Businesses in Nigeria

    OpenAIRE

    Olajide Idowu Okunbanjo; Noah Adewale Salami; Wasiu Olusegun Kehinde

    2016-01-01

    Leadership determines the attitude of employees toward discharging the responsibilities in organizations. There have been few studies on leadership as it influences employee empowerment. Thus, the broad objective of this paper is to examine the relationship between leadership approach and employee empowerment in small businesses in Lagos State. The study administered 400 questionnaires to the employees of Small businesses in Lagos state; 377 were returned, but 372 were found usable. Pearson c...

  11. Assessing attitude toward same-sex marriage: scale development and validation.

    Science.gov (United States)

    Lannutti, Pamela J; Lachlan, Kenneth A

    2007-01-01

    This paper reports the results of three studies conducted to develop, refine, and validate a scale which assessed heterosexual adults' attitudes toward same-sex marriage, the Attitude Toward Same-Sex Marriage Scale (ASSMS). The need for such a scale is evidenced in the increasing importance of same-sex marriage in the political arena of the United States and other nations, as well as the growing body of empirical research examining same-sex marriage and related issues (e.g., Lannutti, 2005; Solomon, Rothblum, & Balsam, 2004). The results demonstrate strong reliability, convergent validity, and predictive validity for the ASSMS and suggest that the ASSMS may be adapted to measure attitudes toward civil unions and other forms of relational recognition for same-sex couples. Gender comparisons using the validated scale showed that in college and non-college samples, women had a significantly more positive attitude toward same-sex marriage than did men.

  12. Perceptions of patient safety culture among healthcare employees in tertiary hospitals of Heilongjiang province in northern China: a cross-sectional study.

    Science.gov (United States)

    Li, Ying; Zhao, Yanming; Hao, Yanhua; Jiao, Mingli; Ma, Hongkun; Teng, Baijun; Yang, Kai; Sun, Tongbo; Wu, Qunhong; Qiao, Hong

    2018-04-19

    Assessing the patient safety culture is necessary for improving patient safety. Research on patient safety culture has attracted considerable attention. Currently, there is little research on patient safety culture in China generally, and in Heilongjiang in northern China specifically. The aim of the study is to explore the perception of healthcare employees about patient safety culture and to determine whether perception differs per sex, age, profession, years of experience, education level and marital status. Cross-sectional study. Thirteen tertiary hospitals in Heilongjiang, northern China. About 1024 healthcare employees. The perception of healthcare employees was measured using the safety attitude questionnaire, which include six dimensions. Higher scores represented more positive attitudes. An analysis of variance was used to compare socio-demographic differences per position, marital status and education; t-tests were used for sex, age and experience. A total of 1024 (85.33%) valid questionnaires were returned. The mean score of the six dimensions was 73.74/100; work conditions (80.19) had the highest score of all the dimensions, and safety climate (70.48) had the lowest. Across distinct dimensions, there were significant differences in perceptions of patient safety culture per sex, age, years of experience, position, marital status and education level (P culture among healthcare employees and identifying dimensions that require improvement. Interventions aimed at specific socio-demographic groups are necessary to improve patient safety culture.

  13. Real Time Assessment of Young Adults' Attitudes toward Tobacco Messages.

    Science.gov (United States)

    Hébert, Emily T; Vandewater, Elizabeth A; Businelle, Michael S; Harrell, Melissa B; Kelder, Steven H; Perry, Cheryl L

    2018-01-01

    We used ecological momentary assessment (EMA) to examine young adults' attitudes towards pro-tobacco messages encountered in real time and their association with intentions to use tobacco. Young adults (N = 92, ages 18-29) recorded sightings of marketing or social media related to tobacco in real time via mobile app for 28 days. Participants reported message characteristics, their attitudes towards the message, and intentions to use the depicted product for each submission. We used generalized linear mixed models to examine factors related to attitude towards message and intentions to use tobacco. Messages depicting e-cigarettes (p < .001) or hookah (p < .05) were associated with significantly more favorable attitudes compared with traditional cigarettes. Positive attitude towards the message was significantly associated with intention to use the depicted product (p < .001). Messages depicting e-cigarettes and hookah were significantly associated with higher intention to use. Message source was not significantly related to attitudes towards the message or product use intentions. Marketing featuring e-cigarettes and hookah is an important target for future regulation. Given that pro-tobacco and e-cigarette messages are prevalent online, future research should consider the Internet and social media as important venues for counter-marketing and intervention efforts.

  14. Exploring Selective Exposure and Confirmation Bias as Processes Underlying Employee Work Happiness: An Intervention Study.

    Science.gov (United States)

    Williams, Paige; Kern, Margaret L; Waters, Lea

    2016-01-01

    Employee psychological capital (PsyCap), perceptions of organizational virtue (OV), and work happiness have been shown to be associated within and over time. This study examines selective exposure and confirmation bias as potential processes underlying PsyCap, OV, and work happiness associations. As part of a quasi-experimental study design, school staff (N = 69) completed surveys at three time points. After the first assessment, some staff (n = 51) completed a positive psychology training intervention. Results of descriptive statistics, correlation, and regression analyses on the intervention group provide some support for selective exposure and confirmation bias as explanatory mechanisms. In focusing on the processes through which employee attitudes may influence work happiness this study advances theoretical understanding, specifically of selective exposure and confirmation bias in a field study context.

  15. Employee Development in Small and Medium Enterprises in the Light of Demographic Evolution

    Directory of Open Access Journals (Sweden)

    Hana Urbancová

    2015-01-01

    Full Text Available Trends in the job market taking worker knowledge, abilities and skills into account show that the demand for qualified, experienced workers has been rising and that the trend will continue into the future. Accordingly, companies must put a life-long learning and development strategy in place so that even older employees (55+, the proportion of whom has been rising in organizations and in the marketplace, may maintain their positions in the job market for as long as possible. This paper aims to assess how small and medium enterprises in the Czech Republic reflect current demographic developments in terms of age management support and employee development. The data was obtained from small and medium enterprises in the Czech Republic (n = 432. The results show that age management is not an official primary focus of small and medium enterprises; but they naturally act in line with age management practices nevertheless. Any efficient solution to demographic development in the enterprises studied here, however, must be based upon an overall change of attitude coming from both entrepreneurs and company leadership focusing on young employees, as well as older employees themselves, where their ability to pass on their experience to younger coworkers is stressed. To maintain economic prosperity, continuous development is important for both categories.

  16. Needs assessment and implementation of an employee assistance program: promoting a healthier work force.

    Science.gov (United States)

    Monfils, M K

    1995-05-01

    1. The functions of a continuous quality improvement tool used by Deming--the Plan, Do, Check, Act Cycle--can be applied to the assessment, implementation, and ongoing evaluation of an Employee Assistance Program (EAP). 2. Various methods are available to assess the need for an EAP. As much data as possible should be collected to qualify and quantify the need so that management can make an informed decision and develop measures to determine program effectiveness. 3. Once an EAP is implemented, it should be monitored continually against the effectiveness measures initially developed. Using a continuous quality improvement process, the occupational health nurse and the EAP provider can establish a dynamic relationship that allows for growth beyond the original design and increased effectiveness of service to employees.

  17. Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

    Science.gov (United States)

    Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

    2015-04-22

    We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

  18. Attitudes Toward Wildlife Species Protection: Assessing Moderating and Mediating Effects in the Value-Attitude Relationship

    Science.gov (United States)

    Michael A. Tarrant; Alan D. Bright; H. Ken Cordell

    1997-01-01

    Framed in the cognitive hierarchy approach, we examine (1) the mediating effect of general environmental atritudes and (2) the moderating effect of factual wildlife knowledge on the relationship berween values and specific wildlife attitudes (wildlife species protection). These relationships are assessed across four wildlife constituent groups: (I) consumptive users...

  19. Work ability of Dutch employees with rheumatoid arthritis.

    Science.gov (United States)

    de Croon, E M; Sluiter, J K; Nijssen, T F; Kammeijer, M; Dijkmans, B A C; Lankhorst, G J; Frings-Dresen, M H W

    2005-01-01

    To (i) examine the association between fatigue, psychosocial work characteristics (job control, support, participation in decision making, psychological job demands), and physical work requirements on the one hand and work ability of employees with rheumatoid arthritis (RA) on the other, and (ii) determine the advice that health care professionals give to employees with RA on how to maintain their work ability. Data were gathered from 78 employees with early RA (response = 99%) by telephone interviews and self-report questionnaires. Fatigue, lack of autonomy, low coworker/supervisor support, low participation in decision making, and high physical work requirements (i.e. using manual force) predicted low work ability. High psychological job demands, however, did not predict low work ability. The rheumatologist, occupational physician, occupational therapist, physiotherapist, and psychologist gave advice on how to cope with RA at work to 36, 30, 27, 26, and 17% of the employees, respectively. Advice was directed mainly at factors intrinsic to the employee. Employees expressed a positive attitude towards this advice. Fatigue, lack of support, lack of autonomy, lack of participation in decision making, and using manual force at work (e.g. pushing and pulling) threaten the work ability of employees with RA. According to the employees with RA, involvement of health care professionals from different disciplines and the implementation of organizational and technical interventions would help them to tackle these threats.

  20. Awareness of Stress-reduction Interventions: The Impact on Employees' Well-being and Organizational Attitudes.

    Science.gov (United States)

    Pignata, Silvia; Boyd, Carolyn; Gillespie, Nicole; Provis, Christopher; Winefield, Anthony H

    2016-08-01

    Employing the social-exchange theoretical framework, we examined the effect of employees' awareness of stress-reduction interventions on their levels of psychological strain, job satisfaction, organizational commitment, perceptions of senior management trustworthiness and procedural justice. We present longitudinal panel data from 869 employees who completed questionnaires at two time points at 13 Australian universities. Our results show that employees who reported an awareness of stress-reduction interventions undertaken at their university scored lower on psychological strain and higher on job satisfaction and commitment than those who were unaware of the interventions. The results suggest that simply the awareness of stress interventions can be linked to positive employee outcomes. The study further revealed that senior management trustworthiness and procedural justice mediate the relationship between awareness and employee outcomes. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

  1. Assessing psychological well-being: a holistic investigation of NHS employees.

    Science.gov (United States)

    Loretto, W; Popham, F; Platt, S; Pavis, S; Hardy, G; MacLeod, L; Gibbs, J

    2005-10-01

    A substantial body of research has investigated the effects of work on the psychological well-being of employees. However, there has been little assessment of the ways in which workplace factors (such as job demands, working conditions, inter-personal relations and workplace change) interact with personal factors (such as work-life balance, family circumstances, key personality traits or demographic characteristics) to affect psychological health. This article reports findings from a study which aimed to construct and test a comprehensive model of the influences on employee well-being within the UK National Health Service (NHS). The results show that psychological well-being is influenced by a complex array of personal, environmental and work factors. A key finding is that there are clear associations between workplace change and well-being and between work-life (im)balance and well-being. These effects appear to be independent of one another and therefore require separate attention from managers and employers.

  2. Construction of knowledge, attitude and practice questionnaire for assessing plagiarism.

    Science.gov (United States)

    Poorolajal, J; Cheraghi, P; Irani, A Doosti; Cheraghi, Z; Mirfakhraei, M

    2012-01-01

    This study was conducted to develop a questionnaire in order to evaluate knowledge, attitude and practice (KAP) of the faculty members and students toward plagiarism. A KAP study was conducted from June to October 2011 enrolling 390 volunteers anonymously (response rate 96%). The questionnaire included the following four parts: (a) general characteristics like gender, academic degree and education level; (b) nine questions regarding knowledge (Min=0, Max=9); (c) nine questions regarding attitude (Min=9, Max=27); and (d) eight questions regarding practice (Min=0, Max=8). A pilot study was conducted to assess reliability of the questions regarding knowledge and attitude. Cronbach's alpha coefficient for the knowledge and attitude questions was 0.70 and 0.74 respectively. The overall prevalence of at least once plagiarism commission was 38% (SD=0.035). The overall mean score of knowledge, attitude and practice was 5.94 (SD=1.66), 24.12 (SD=2.99), and 0.66 (SD=1.15) respectively. Knowledge of plagiarism was significantly higher among higher academic degrees and females. Their negative attitude toward plagiarism was stronger too. No statistically significant difference regarding plagiarism commission was observed among different academic degrees in both sexes. According to linear regression analysis, plagiarism commission decreased 13% per one unit increase in score of knowledge (P=0.005) and 16% per one unit increase in score of attitude (Pplagiarism and to estimate the prevalence and the type of plagiarism commission.

  3. Construction of Knowledge, Attitude and Practice Questionnaire for Assessing Plagiarism

    Science.gov (United States)

    Poorolajal, J; Cheraghi, P; Irani, A Doosti; Cheraghi, Z; Mirfakhraei, M

    2012-01-01

    Background This study was conducted to develop a questionnaire in order to evaluate knowledge, attitude and practice (KAP) of the faculty members and students toward plagiarism. Methods: A KAP study was conducted from June to October 2011 enrolling 390 volunteers anonymously (response rate 96%). The questionnaire included the following four parts: (a) general characteristics like gender, academic degree and education level; (b) nine questions regarding knowledge (Min=0, Max=9); (c) nine questions regarding attitude (Min=9, Max=27); and (d) eight questions regarding practice (Min=0, Max=8). A pilot study was conducted to assess reliability of the questions regarding knowledge and attitude. Cronbach’s alpha coefficient for the knowledge and attitude questions was 0.70 and 0.74 respectively. Results: The overall prevalence of at least once plagiarism commission was 38% (SD=0.035). The overall mean score of knowledge, attitude and practice was 5.94 (SD=1.66), 24.12 (SD=2.99), and 0.66 (SD=1.15) respectively. Knowledge of plagiarism was significantly higher among higher academic degrees and females. Their negative attitude toward plagiarism was stronger too. No statistically significant difference regarding plagiarism commission was observed among different academic degrees in both sexes. According to linear regression analysis, plagiarism commission decreased 13% per one unit increase in score of knowledge (P=0.005) and 16% per one unit increase in score of attitude (Pplagiarism and to estimate the prevalence and the type of plagiarism commission. PMID:23304676

  4. Exploring asthma in the workplace: A triangulation of perspectives from management, employees and people with asthma.

    Science.gov (United States)

    Zhao, Denise H; Cheung, Janet M Y; Smith, Lorraine; Saini, Bandana

    2017-08-31

    People with asthma spend a significant amount of time in the workplace but little is known about the current state of disease management in such contexts. The aim of the current study is to explore the experiences, attitudes and perceptions of asthma across different stakeholders in the workplace to help inform potential recommendations for workplace asthma policies. Using purposive and convenience sampling methods, in-depth semi-structured interviews were conducted in Australia with 5 human resource personnel, 10 employees with asthma and 10 employees without asthma. Interviews were guided by a schedule of questions focusing on attitudes and experiences of people with asthma in the workplace, which were audio recorded, transcribed verbatim and thematically analysed. Analysis of the qualitative dataset revealed three key themes: Beliefs and Attitudes about Asthma, Asthma Solutions in the Workplace and Workplace Obstacles. Findings suggest that employees with asthma experience problems managing their asthma at work and there is a lack of workplace support in relation to asthma emergency management. Key recommendations for workplace asthma policies have been made to provide better support for employees with asthma. However, further investigation into the experience of managing asthma is required in a wider variety of occupations and work experiences to inform the development of a workplace asthma policy.

  5. WP 5 - Employers' and employees' preferences for working time reduction and working time differentiation

    OpenAIRE

    Kea Tijdens

    2001-01-01

    Working time reduction is high on the political agenda, but preferences and practices have not been studied extensively. Using large-scale survey data of 17,308 employees in Dutch banks after the introduction of the 36-hours working week by the end of 1996, ordinal and logistic regression analyses are performed to determine (1) which employees have favourable or unfavourable attitudes with regard to the working time reduction and (2) which employees are assigned reduced working hours and whic...

  6. Global Competition and Learning Organizations: Goals and Motivations of Corporate Leaders and Employees Who Participate in Corporate/University Partnerships

    Science.gov (United States)

    Zolfo, Elana; Mann, Deborah

    2007-01-01

    The purpose of this study was to determine executive and employee attitudes regarding benefits and difficulties accruing to employees and their corporations who participate in on-site MBA programs for 11 corporate partners. Because so many corporations embrace partnerships with colleges to advance the knowledge base of their employees, it seems…

  7. Assessment of radiation safety awareness and attitude toward biological effect of radiation for employees in nuclear workplace

    International Nuclear Information System (INIS)

    Youngchuay, U.; Jetawattana, S.; Toeypho, V.; Eso, J.

    2016-01-01

    This study demonstrated a potential relevance of data pertaining to the interaction of awareness in radiation biology and their attitude towards radiation hazards. The obtained information is useful in ascertaining the effectiveness of the ongoing radiation safety program and will be further used to determine the relationships between the radiation effective dose and cytogenetic approach in these groups of workers. (author)

  8. Flexible working, individual performance and employee attitudes: comparing formal and informal arrangements

    OpenAIRE

    De Menezes, Lilian M.; Kelliher, Clare

    2016-01-01

    In the context of a wider trend to individualize HRM, this paper examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, it examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyses whether these relationships vary according to whether the arrangement was set up through a formal process, or negotiated informally between the employee and their line manager. Exta...

  9. Methodical Approach to Assessment of Quality of Labour Life of Industrial Employees Using Example of Engineering Enterprises

    Directory of Open Access Journals (Sweden)

    Stamatin Oleksandr V.

    2014-03-01

    Full Text Available The goal of the article is presentation of results of study of factors of influence upon quality of labour life of industrial employees and justification of a scorecard of its assessment at the micro-economic level with the use of statistical methods of study. The article proves that the quality of labour life is based on enterprise capabilities, which depend on economic results, identified by the use of financial, material and human resources, effectiveness of the innovation and investment activity. The article reveals main factors that influence the quality of labour life of industrial employees using example of engineering enterprises: labour remuneration, social provisions, possibility to develop personnel, progressive state of fixed assets, financial sustainability of the enterprise, and effectiveness of investing into innovation activity. The article proves expediency of use of statistical methods of study for assessment of quality of labour life of employees, namely: multi-dimensional factor analysis, neural networks and folded additive technique. Their use helped to reveal indicators that are the most sensitive to managerial impact for ensuring quality of labour life. The article justifies stages of methodical approach to assessment of the quality of labour life of industrial employees, which was applied at engineering enterprises, which proves its significance and theoretical substantiation.

  10. Physical Work Environment as a Managerial Tool for Decreasing Job-Related Anxiety and Improving Employee-Employer Relations.

    Science.gov (United States)

    Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle

    2015-01-01

    The expected increase in healthcare needs resulting from the Affordable Care Act and the growing population of older citizens in the United States is challenging owners and operators of hospitals to improve quality of care and reduce operational costs. Meanwhile, studies have indicated a serious shortage in the healthcare workforce and have highlighted the critical role of employees' job-related attitudes and feelings. The main objective of this study was to test whether employees' evaluations of important environments within hospitals were significantly associated with their job-related attitudes and feelings, and whether this relationship varied across different demographic groups. About 700 healthcare professionals from 10 acute-care hospitals run by three healthcare organizations participated in this cross-sectional study. Structural equation modeling found that employees' evaluations of their physical work environment were significantly associated with lower rates of job-related anxiety, higher levels of job satisfaction, and increased rates of organizational commitment. Perceived organizational support was responsible for mediating part of these relationships, indicating that employees can perceive a healthy work environment as a sign of their organization valuing them and caring about their well-being. When distinguishing between different spaces, analysis found that satisfaction with rest areas and work spaces had the largest effect size, while the influence of patient areas was small. Employees newer to the facility and to the organization were more influenced by the physical work environment. This study provides preliminary evidence that facility design can be used as a managerial tool for improving employees' job-related attitudes and feelings and earning their commitment.

  11. Assessing Attitude towards Religion: The Astley-Francis Scale of Attitude towards Theistic Faith

    Science.gov (United States)

    Astley, Jeff; Francis, Leslie J.; Robbins, Mandy

    2012-01-01

    This study builds on the research tradition modelled by the Francis Scale of Attitude towards Christianity, the Katz-Francis Scale of Attitude towards Judaism, the Sahin-Francis Scale of Attitude towards Islam and the Santosh-Francis Scale of Attitude towards Hinduism to propose a generic instrument concerned with attitudes towards theistic faith.…

  12. Management commitment to safety as organizational support: relationships with non-safety outcomes in wood manufacturing employees

    Science.gov (United States)

    Judd H. Michael; Demetrice D. Evans; Karen J. Jansen; Joel M. Haight

    2005-01-01

    Employee perceptions of management commitment to safety are known to influence important safety-related outcomes. However, little work has been conducted to explore nonsafety-related outcomes resulting from a commitment to safety. Method: Employee-level outcomes critical to the effective functioning of an organization, including attitudes such as job...

  13. Development and testing of a scale to assess physician attitudes about handheld computers with decision support.

    Science.gov (United States)

    Ray, Midge N; Houston, Thomas K; Yu, Feliciano B; Menachemi, Nir; Maisiak, Richard S; Allison, Jeroan J; Berner, Eta S

    2006-01-01

    The authors developed and evaluated a rating scale, the Attitudes toward Handheld Decision Support Software Scale (H-DSS), to assess physician attitudes about handheld decision support systems. The authors conducted a prospective assessment of psychometric characteristics of the H-DSS including reliability, validity, and responsiveness. Participants were 82 Internal Medicine residents. A higher score on each of the 14 five-point Likert scale items reflected a more positive attitude about handheld DSS. The H-DSS score is the mean across the fourteen items. Attitudes toward the use of the handheld DSS were assessed prior to and six months after receiving the handheld device. Cronbach's Alpha was used to assess internal consistency reliability. Pearson correlations were used to estimate and detect significant associations between scale scores and other measures (validity). Paired sample t-tests were used to test for changes in the mean attitude scale score (responsiveness) and for differences between groups. Internal consistency reliability for the scale was alpha = 0.73. In testing validity, moderate correlations were noted between the attitude scale scores and self-reported Personal Digital Assistant (PDA) usage in the hospital (correlation coefficient = 0.55) and clinic (0.48), p DSS scale was reliable, valid, and responsive. The scale can be used to guide future handheld DSS development and implementation.

  14. Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations.

    Science.gov (United States)

    Harter, James K; Schmidt, Frank L; Asplund, James W; Killham, Emily A; Agrawal, Sangeeta

    2010-07-01

    Perceptions of work conditions have proven to be important to the well-being of workers. However, customer loyalty, employee retention, revenue, sales, and profit are essential to the success of any business. It is known that these outcomes are correlated with employee attitudes and perceptions of work conditions, but the research into direction of causality has been inconclusive. Using a massive longitudinal database that included 2,178 business units in 10 large organizations, we found evidence supporting the causal impact of employee perceptions on these bottom-line measures; reverse causality of bottom-line measures on employee perceptions existed but was weaker. Managerial actions and practices can impact employee work conditions and employee perceptions of these conditions, thereby improving key outcomes at the organizational level. Perceptions of specific work conditions that engage employees in their work provide practical guidance in how best to manage people to obtain desired results. © The Author(s) 2010.

  15. The Role of Performance Appraisals in Motivating Employees

    OpenAIRE

    Jurjen J.A. Kamphorst; Otto H. Swank

    2012-01-01

    textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess him. The manager gives an employee a performance appraisal with a view of affecting the employee's self perception, and the employee's perception of the manager's ability to assess performance. We...

  16. Consideration of future safety consequences: a new predictor of employee safety.

    Science.gov (United States)

    Probst, Tahira M; Graso, Maja; Estrada, Armando X; Greer, Sarah

    2013-06-01

    Compliance with safety behaviors is often associated with longer term benefits, but may require some short-term sacrifices. This study examines the extent to which consideration of future safety consequences (CFSC) predicts employee safety outcomes. Two field studies were conducted to evaluate the reliability and validity of the newly developed Consideration of Future Safety Consequences (CFSC) scale. Surveys containing the CFSC scale and other measures of safety attitudes, behaviors, and outcomes were administered during working hours to a sample of 128 pulp and paper mill employees; after revising the CFSC scale based on these initial results, follow-up survey data were collected in a second sample of 212 copper miners. In Study I, CFSC was predictive of employee safety knowledge and motivation, compliance, safety citizenship behaviors, accident reporting attitudes and behaviors, and workplace injuries - even after accounting for conscientiousness and demographic variables. Moreover, the effects of CFSC on the variables generally appear to be direct, as opposed to mediated by safety knowledge or motivation. These findings were largely replicated in Study II. CFSC appears to be an important personality construct that may predict those individuals who are more likely to comply with safety rules and have more positive safety outcomes. Future research should examine the longitudinal stability of CFSC to determine the extent to which this construct is a stable trait, rather than a safety attitude amenable to change over time or following an intervention. Copyright © 2013 Elsevier Ltd. All rights reserved.

  17. CAUSE-FIT, POSITIVE ATTITUDES AND BEHAVIORS WITHIN HYBRID COLOMBIAN ORGANIZATIONS

    Directory of Open Access Journals (Sweden)

    Juan Pablo Román-Calderón

    2015-06-01

    Full Text Available Socially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

  18. The Influence of Stress Factors on the Effectiveness of Passing the Assessment by Employees with Different Levels of Creativity

    Directory of Open Access Journals (Sweden)

    Khachaturova M.R.

    2018-03-01

    Full Text Available The skills of non-standard thinking and creativity play an important role in stressful situations. We hypothesized that stress factors influence the effectiveness of passing the assessment by employees: high level of creativity increases the effectiveness of task execution. We conducted the experiment and used J. Guilford’s technique and tasks on creativity thinking, created by T. Lubart and G. Altshuller. The sample consisted of 200 examinees (92 females and 108 males, employees of different organizations (age — from 23 to 60. The results show that time limitation as a stressful factor decreases the effectiveness of passing the assessment by employees with both low and high levels of creativity (p≤0,01. Work in a pair does not influence the effectiveness of passing the assessment regardless of the level of creativity (p≥0,05. Multitasking is stressful for employees with a low level of creativity (p≤0,01. The results of our research can be taken as principles of psychological trainings for development of employees’ stress-resistance.

  19. Multicultural Nursing: Providing Better Employee Care.

    Science.gov (United States)

    Rittle, Chad

    2015-12-01

    Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. © 2015 The Author(s).

  20. Privacy Issues of Electronic Monitoring Of Employees: A Cross-Cultural Examination Of Gender Differences

    Directory of Open Access Journals (Sweden)

    Raymond E. Taylor

    2013-07-01

    Full Text Available This manuscript presents the results of a study which examined the privacy issues of electronic monitoring of employees from a cross-cultural perspective comparing participants from Taiwan with those from the United States. The results of the study suggest that gender differences exist between Taiwanese and American respondents’ attitudes concerning privacy issues of electronic monitoring of employees. The study suggests that monitoring with notice was an important parameter in determining how privacy issues of electronic monitoring of employees were viewed by the participants.

  1. The awareness of employees in safety culture through the improved nuclear safety culture evaluation method

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Young Ga; Sung, Chan Ho; Jung, Yeon Sub [KHNP Central Research Institute, Daejeon (Korea, Republic of)

    2012-10-15

    After the Chernobyl nuclear accident in 1986, nuclear safety culture terminology was at first introduced emphasizing the importance of employees' attitude and organizational safety. The concept of safety culture was spread by INSAG 4 published in 1991. From that time, IAEA had provided the service of ASCOT for the safety culture assessment. However, many people still are thinking that safety culture is abstract and is not clear. It is why the systematic and reliable assessment methodology was not developed. Assessing safety culture is to identify what is the basic assumption for any organization to accept unconsciously. Therefore, it is very difficult to reach a meaningful conclusion by a superficial investigation alone. KHNP had been doing the safety culture assessment which was based on ASCOT methodology every 2 years. And this result had contributed to improving safety culture. But this result could not represent the level of organization's safety culture due to the limitation of method. So, KHNP has improved the safety culture method by benchmarking the over sea assessment techniques in 2011. The effectiveness of this improved methodology was validated through a pilot assessment. In this paper, the level of employees' safety culture awareness was analyzed by the improved method and reviewed what is necessary for the completeness and objectivity of the nuclear safety culture assessment methodology.

  2. The awareness of employees in safety culture through the improved nuclear safety culture evaluation method

    International Nuclear Information System (INIS)

    Kim, Young Ga; Sung, Chan Ho; Jung, Yeon Sub

    2012-01-01

    After the Chernobyl nuclear accident in 1986, nuclear safety culture terminology was at first introduced emphasizing the importance of employees' attitude and organizational safety. The concept of safety culture was spread by INSAG 4 published in 1991. From that time, IAEA had provided the service of ASCOT for the safety culture assessment. However, many people still are thinking that safety culture is abstract and is not clear. It is why the systematic and reliable assessment methodology was not developed. Assessing safety culture is to identify what is the basic assumption for any organization to accept unconsciously. Therefore, it is very difficult to reach a meaningful conclusion by a superficial investigation alone. KHNP had been doing the safety culture assessment which was based on ASCOT methodology every 2 years. And this result had contributed to improving safety culture. But this result could not represent the level of organization's safety culture due to the limitation of method. So, KHNP has improved the safety culture method by benchmarking the over sea assessment techniques in 2011. The effectiveness of this improved methodology was validated through a pilot assessment. In this paper, the level of employees' safety culture awareness was analyzed by the improved method and reviewed what is necessary for the completeness and objectivity of the nuclear safety culture assessment methodology

  3. Assessment of Nigerian Journalists' Attitude towards the Use of New ...

    African Journals Online (AJOL)

    Assessment of Nigerian Journalists' Attitude towards the Use of New Media Forms in ... have embraced New Media forms in the practice of their profession. This is ... It was also revealed that financial constraints, lack of encouragement from ...

  4. Assessment of the knowledge, attitude and practice of voluntary non ...

    African Journals Online (AJOL)

    Assessment of the knowledge, attitude and practice of voluntary ... The commonest reason for not donating blood was fear to damage of health as reported in ... to arouse the interest of the general public in voluntary blood donation exercises.

  5. Radio Frequency Identification (RFID) Based Employee Attendance Management System

    Science.gov (United States)

    Maramis, G. D. P.; Rompas, P. T. D.

    2018-02-01

    Manually recorded attendance of all the employees has produced some problems such as the data accuracy and staff performance efficiency. The objective of this research is to design and develop a software of RFID attendance system which is integrated with database system. This RFID attendance system was developed using several main components such as tags that will be used as a replacement of ID cards and a reader device that will read the information related to the employee attendance. The result of this project is a software of RFID attendance system that is integrated with the database and has a function to store the data or information of every single employee. This system has a maximum reading range of 2 cm with success probability of 1 and requires a minimum interval between readings of 2 seconds in order to achieve an optimal functionality. By using the system, the discipline attitude of the employees and also the performance of the staff will be improved instantly.

  6. The Forest Service Safety Survey: results from an employee-wide safety attitude survey

    Science.gov (United States)

    Vanessa R. Lane; Ken Cordell; Stanley J. Zarnoch; Gary T. Green; Neelam Poudyal; Susan Fox

    2014-01-01

    The Forest Service, U.S. Department of Agriculture launched a Safety Journey in 2011 aimed at elevating safety consciousness and practice in the Agency. All employees were required to attend an engagement session during the year to introduce them to the Safety Journey. In September, a survey was launched to help Forest Service leadership better understand employee...

  7. Assessment of Native Languages for Food Safety Training Programs for Meat Industry Employees

    Science.gov (United States)

    Olsen, Sherrlyn S.; Cordray, Joseph C.; Sapp, Stephen; Sebranek, Joseph G.; Anderson, Barbara; Wenger, Matt

    2012-01-01

    Challenges arise when teaching food safety to culturally diverse employees working in meatpacking and food manufacturing industries. A food safety training program was developed in English, translated into Spanish, and administered to 1,265 adult learners. Assessments were conducted by comparing scores before and immediately following training.…

  8. Psychosocial and behavioural correlates of attitudes towards antiretroviral therapy (ART) in a sample of South African mineworkers.

    Science.gov (United States)

    Govender, Kaymarlin; Akintola, Olagoke; George, Gavin; Petersen, Inge; Bhagwanjee, Anil; Reardon, Candice

    2011-01-01

    Despite being one of the worst affected sectors in South Africa, the mining sector has proven to be one of the most active in intervention efforts in the fight against HIV and AIDS (Ellis, 2007). Owing to low uptake rates of antiretroviral therapy (ART) in mining companies in recent years (Connelly & Rosen, 2006) and the positive relationship between attitudes towards ART and ART uptake (Cooper et al., 2002; Horne, Cooper, Gellaitry, Leake, & Fisher, 2007), this study sought to describe and investigate the psychosocial and behavioural correlates of attitudes towards ART in a sample of South African mineworkers. A total of 806 mineworkers from a large South African mine participated in this quantitative study. Despite a high rate of HIV testing behaviour (83.0%) as well as favourable attitudes towards ART, analysis indicated that temporary employees and contractors were more vulnerable in terms of HIV risk, HIV testing behaviours and ART knowledge and attitudes. Employees who had more positive attitudes towards ART were more knowledgeable of ART and, importantly, had a more favourable attitude towards the mine's HIV/AIDS treatment programme. These findings are discussed in relation to the low ART uptake rates in this context and recommendations for the improvement of ART uptake amongst employees at this mining site.

  9. Is social identification associated with employees’ desires for individual or collective forms of employee participation?

    DEFF Research Database (Denmark)

    Jønsson, Thomas; Jeppesen, Hans Jeppe

    desire to have influence together with their peers. This raises the question: What are the reasons behind the desire for individual or collective forms of influence at work? Social identification expresses how much the identity of a group affects a person’s attitudes and behaviour. We suggest social......Introduction Employee participation encompasses distributing influence to employees. However, employee participation can take many forms and employees may have different preferences for how to exert influence. E.g., the employee can desire to exert influence by him or her self, or alternatively...... identification to be associated with the degree to which employees desire collective influence, rather than individual influence. The present study investigates this hypothesis. Methods Questionnaire data were collected from 166 Danish hospital employees. The overall response rate was 75,8%. The sample consisted...

  10. Workplace mistreatment climate and potential employee and organizational outcomes: a meta-analytic review from the target's perspective.

    Science.gov (United States)

    Yang, Liu-Qin; Caughlin, David E; Gazica, Michele W; Truxillo, Donald M; Spector, Paul E

    2014-07-01

    This meta-analytic study summarizes relations between workplace mistreatment climate-MC (specific to incivility, aggression, and bullying) and potential outcomes. We define MC as individual or shared perceptions of organizational policies, procedures, and practices that deter interpersonal mistreatment. We located 35 studies reporting results with individual perceptions of MC (psychological MC) that yielded 36 independent samples comprising 91,950 employees. Through our meta-analyses, we found significant mean correlations between psychological MC and employee and organizational outcomes including mistreatment reduction effort (motivation and performance), mistreatment exposure, strains, and job attitudes. Moderator analyses revealed that the psychological MC-outcome relations were generally stronger for perceived civility climate than for perceived aggression-inhibition climate, and content contamination of existing climate scales accentuated the magnitude of the relations between psychological MC and some outcomes (mistreatment exposure and employee strains). Further, the magnitudes of the psychological MC-outcome relations were generally comparable across studies using dominant (i.e., most commonly used) and other climate scales, but for some focal relations, magnitudes varied with respect to cross-sectional versus prospective designs. The 4 studies that assessed MC at the unit-level had results largely consistent with those at the employee level.

  11. Enhancing employee capacity to prioritize health insurance benefits.

    Science.gov (United States)

    Danis, Marion; Goold, Susan Dorr; Parise, Carol; Ginsburg, Marjorie

    2007-09-01

    To demonstrate that employees can gain understanding of the financial constraints involved in designing health insurance benefits. While employees who receive their health insurance through the workplace have much at stake as the cost of health insurance rises, they are not necessarily prepared to constructively participate in prioritizing their health insurance benefits in order to limit cost. Structured group exercises. Employees of 41 public and private organizations in Northern California. Administration of the CHAT (Choosing Healthplans All Together) exercise in which participants engage in deliberation to design health insurance benefits under financial constraints. Change in priorities and attitudes about the need to exercise insurance cost constraints. Participants (N = 744) became significantly more cognizant of the need to limit insurance benefits for the sake of affordability and capable of prioritizing benefit options. Those agreeing that it is reasonable to limit health insurance coverage given the cost increased from 47% to 72%. It is both possible and valuable to involve employees in priority setting regarding health insurance benefits through the use of structured decision tools.

  12. [Patterns of utilization of external employee assistance program--analysis of employees who have their psychiatrists].

    Science.gov (United States)

    Ito, H; Fujii, K; Sasaki, Y

    1998-01-01

    The purpose of this paper is to clarify some patterns of utilization of an external employee assistance program (EAP) we have conducted for other public and private facilities in the Tokyo Kenbikyoin Foundation between April, 1986 and December, 1996. The subjects were 26 men and 12 women in 7 facilities under the following conditions: (1) Employees who have already had their own psychiatrists at the first interview of the external EAP; (2) Facilities utilize the EAP for two or more employees who met the first criterion. As a result, utilization patterns differed depending on medical staff's attitude toward the external EAP. There was a significant difference according to sex. The rate for men was 54% in worksites where medical staff understood this external program (worksite A1) and 93% in worksites where they did not (worksite A2-3, B). As to expectations for the program, there were more consultations for organizational measurements (63%) in worksite A1, while less organizational matters (27%) and more personal complains about their psychiatrists in the worksite A2-3, and B. These results suggest that the involvement of medical staff is the key to utilizing the external EAP effectively.

  13. Assessment of relationship between Macro Ergonomic conditions and employees work satisfaction Touse-eh and Omran factory

    Directory of Open Access Journals (Sweden)

    M. Rismanchian

    2008-04-01

    Full Text Available Background and aims   Background and aim: Macro ergonomics is a social - technical attitude which in the manner of top down proceeds to look at organization planning , work- system and also planning of human - machine , human -environmental , human- job interaction and emphasizes on employees participation and make plenty use of it.   Methods   This descriptive - analytical study is of cross - sectional type. Data gathering method  is based on observation and questionnaire. The society under study includes 83 personnel (employees of a factory which is a subsidiary of Iran Khodro. We used two questionnaires in this  study. One is questionnaire to verify macro ergonomic situation which planned and consisted of  30 questions that investigated different factors in working environment and was verified in terms  of stability and reliability (cronbach alpha = 0.72 and the other one was Minnesota job satisfaction  questionnaire which was distributed among people.   Results   This research shows over 1,500 extended hour's male workers, 69 percent of whom  reported "Chronic or Frequent" back pain, while 52 percent reported "Chronic or Frequent" wrist  pain. Sleep deprivation could possibly be damaging in terms of muscle, ligament, or tendon  injury. With the average extended-hours employee sleeping only 5.1 hours to 5.5 hours each day when working a night shift, they could face an increased risk of ergonomic injuries. The mean age of people under investigation is 30.8. Most people are in age group of 26-30 (44.6% most  individuals have 4 to 7 years working experience (56.6%. Macro ergonomic mean score in total  society under study was obtained as 59.8. The highest score of job satisfaction has been related to middle managers (69.2. Pearson correlation test showed that there was a direct relationship between general domain of macro ergonomic and job satisfaction.   Conclusion   There is a consistency between main enhanced

  14. Employers’ Attitudes Toward Older Workers and Obstacles and Opportunities for the Older Unemployed to Reenter Working Life

    Directory of Open Access Journals (Sweden)

    Roland Kadefors

    2012-08-01

    Full Text Available The present study aimed at identifying the attitude-related barriers that older unemployed, jobseeking workers (50+ face when they endeavor to reenter the labor market and to investigate employers’ attitudes and perceptions of older workers. Two studies were conducted. In study 1, interviews were undertaken with 26 unemployed persons and 24 representatives of other stakeholders, including social partners and officials representing the Social Insurance Agency (FK and the Public Employment Service (AF. In study 2, the attitudes among private sector employers were studied by carrying out a questionnaire survey (N = 147. The interview results showed that many unemployed job seekers had experienced negative age-related attitudes among employers. This observation was supported by other stakeholders. Perceived attitudes to older workers and lack of updated competence were considered crucial. The questionnaire study showed a mixed picture concerning employer attitudes. There was a statistical difference between older (>50 years and younger employers; older employers believed that older women wanted competence development to a greater extent. There was also a significant difference between female and male employers’ opinions; female employers, in particular the older ones, assessed that older women wished competence development to a greater extent. These differences were not found with respect to views on older men. About half (52% of the employers had the opinion that there was no difference between older and younger employees with respect to the ability to cope with changes or learning new things. However, younger female employers (but not older female employers considered that older employees had greater difficulties with changes or learning new things. It is concluded that negative attitudes to older workers with respect to competence development tend to be most common among younger employers.

  15. Gender Differences in the Job Attitudes of Accountants

    OpenAIRE

    Jane E. Baird; Robert C. Zelin II; Dale E. Marxen

    1998-01-01

    The cost of losing quality employees can be expensive for companies and firms. Higher rates of turnover for women, particularly in public accounting, have sparked efforts to resolve the problem. To further understanding of the current job attitudes of men and women accountants, over 500 accounting graduates employed in a variety of positions were surveyed. Scales were used to measure the following job attitudes: two types of Organizational Commitment (Affective Commitment and Continuance Comm...

  16. eLearning Attitudes in Botswana’s Private Sector

    OpenAIRE

    Nleya , Paul ,

    2011-01-01

    International audience; The study investigated eLearning attitudes in Botswana’s private sector. Selected companies in Gaborone, (Botswana) served as the unit of analysis. The study used a multi-pronged approach for data collection. The results show positive attitudes towards eLearning. However, current organizational policy did not accommodate training via eLearning. The results also suggest that eLearning counters threat of national and international private seizure of employee markets. All...

  17. Development of a new instrument to assess AIDS-related attitudes among Spanish youngsters

    Directory of Open Access Journals (Sweden)

    José P. Espada

    2013-01-01

    Full Text Available This paper aims to describe the psychometric properties of a new brief multidimensional scale to measure HIV/AIDS related attitudes for adolescents, the HIV Attitudes Scale (HIV-AS. Exploratory analysis aimed to find the theory-driven structure and to develop an empirically derived factor structure for HIV-AS, which was tested with a confirmatory factor analysis. Factorial invariance was studied across gender and age, and multigroup structural equation approach was used in order to compare the groups. Reliability, convergent and discnmmant validity were examined. The analyses were based on a sample of 1216 Spanish adolescents. The instrument consists of 12 items distributed across four major factors: 1 Attitudes towards safe sex when there are obstacles, 2 Attitudes towards the HIV test, 3 Attitudes towards condom use, and 4 Attitudes towards people living with the AIDS. The HIV-AS shows good validity and internal reliability and equivalent four-factor structure across gender and the three age groups studied. It can be consider as a capable and parsimonious self-report scale for assessing major aspects of HIV/AIDS-related attitudes for adolescents.

  18. The relationship between family-to-work conflict of employee and co-workers' turnover intention

    Directory of Open Access Journals (Sweden)

    Tavakol Sharafi

    2012-01-01

    Full Text Available Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work conflict (FWC experienced by the employee also affects the turnover intention of a co-worker. We predict that the employee's FWC has an effect on the co-worker's turnover intention through the crossover of positive and negative work attitudes. Using a sample of 154 co-worker dyads, we found that the employee FWC was positively related to co-worker turnover intention through the crossover of (reduced work engagement. Results show that family matters at work, affecting employee. In addition, employee's job engagement was positively related to his (her co-worker job engagement and it was negatively related co-worker turnover intention and employee's FWC was not positively related to co-worker turnover intention trough the crossover of (reduced feelings of engagement.

  19. Information Security Behavioral Model: Towards Employees' Knowledge and Attitude

    OpenAIRE

    Mishra, Saurabh; Snehlata, Snehlata; Srivastava, Anjali

    2014-01-01

    Information Security has become a significant concern for today's organizations. The internal security threats acts as the most curtail type of security threat within an organization. These internal security threats are a result of poor conduct of security behavior by the employees within an organization. If not deal properly, it may hamper the auditing of organization. Auditing plays an important role in the business environment. Before conducting auditing it is essential to examine the beha...

  20. The Impact of Education on Attitudes of Female Government Employees.

    Science.gov (United States)

    Metle, Mesh'al Kh.

    2003-01-01

    A study of the relationship between educational level and field on the job satisfaction of 774 Kuwaiti women government employees found that higher educational attainment was associated with lower satisfaction with job, pay, security, supervision, and promotion. Job satisfaction was not associated with field of study. (Contains 55 references.)…

  1. The Benefits and Dangers of Outsourcing Employees in an Emerging Economy

    Directory of Open Access Journals (Sweden)

    Damaro Olusoji Arubayi

    2012-12-01

    Full Text Available This paper presents the findings of the benefits and dangers of outsourcing in an emerging economy using hr managers selected public and private sectors as case studies. The aim of the study was to determine the impact of outsourcing on the employees. The findings suggested that although it has positive outcomes in achievement of organizational goals, employees are weakened by the negative impact of outsourcing as it increases job insecurity, demotivation in the organization. The significance of the study was to highlight the impact of outsourcing on employees and its relation with management although there’s not much empirical evidence, this paper thus addresses this issue. It is hoped that this study would add to knowledge, create awareness, refine the existing practices in the organization and change the attitudes of employees for better performance and organizational success.

  2. Transforming Service Employees and Climate: A Multilevel, Multisource Examination of Transformational Leadership in Building Long-Term Service Relationships

    Science.gov (United States)

    Liao, Hui; Chuang, Aichia

    2007-01-01

    This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate.…

  3. Assessing the reliability and validity of anti-tobacco attitudes/beliefs in the context of a campaign strategy.

    Science.gov (United States)

    Arheart, Kristopher L; Sly, David F; Trapido, Edward J; Rodriguez, Richard D; Ellestad, Amy J

    2004-11-01

    To identify multi-item attitude/belief scales associated with the theoretical foundations of an anti-tobacco counter-marketing campaign and assess their reliability and validity. The data analyzed are from two state-wide, random, cross-sectional telephone surveys [n(S1)=1,079, n(S2)=1,150]. Items forming attitude/belief scales are identified using factor analysis. Reliability is assessed with Chronbach's alpha. Relationships among scales are explored using Pearson correlation. Validity is assessed by testing associations derived from the Centers for Disease Control and Prevention's (CDC) logic model for tobacco control program development and evaluation linking media exposure to attitudes/beliefs, and attitudes/beliefs to smoking-related behaviors. Adjusted odds ratios are employed for these analyses. Three factors emerged: traditional attitudes/beliefs about tobacco and tobacco use, tobacco industry manipulation and anti-tobacco empowerment. Reliability coefficients are in the range of 0.70 and vary little between age groups. The factors are correlated with one-another as hypothesized. Associations between media exposure and the attitude/belief scales and between these scales and behaviors are consistent with the CDC logic model. Using reliable, valid multi-item scales is theoretically and methodologically more sound than employing single-item measures of attitudes/beliefs. Methodological, theoretical and practical implications are discussed.

  4. A generic scale for assessment of attitudes towards social robots

    DEFF Research Database (Denmark)

    Damholdt, Malene Flensborg; Olesen, Martin Hammershøj; Nørskov, Marco

    2016-01-01

    The research field into social robotics is expanding and with it the need for consistent methods for assessing attitudinal stance towards social robots. In this paper we describe the development and planned validation of the Attitudes towards social robots scale (ASOR-5): a generic questionnaire ...

  5. Knowledge, attitude and assessment of general study courses by ...

    African Journals Online (AJOL)

    We set out to look at the knowledge, attitudes and assessment of GS courses by students of Nnamdi Azikiwe University, Nnewi campus whose courses of study are related to human health. It is hoped that the information gained from this study will help the School of General Studies (SGS) improve the set of GS courses ...

  6. Attitudes Towards Forest Elephant Conservation Around a Protected Area in Northern Congo

    Directory of Open Access Journals (Sweden)

    Félicien Nsonsi

    2017-01-01

    Full Text Available An assessment of local attitudes towards conservation can guide wildlife managers in the effective application of measurements to improve these perceptions. Here we conducted a quantitative questionnaire survey around a protected area in northern Congo surveying 314 households living in four villages around the Nouabalé-Ndoki National Park. We investigated the impact of the benefits of a conservation project (led by an international non-governmental organisation, the experience with human-elephant conflict and the respondents' socio-economic profile on local people's attitudes towards forest elephant conservation. Using multivariate analysis, we found overall positive attitudes towards elephant conservation with more positive answers in the village where a conservation project is based. Furthermore, people employed in the conservation project stated more positive attitudes compared to logging company employees famers, natural resource users and people conducting other jobs. Experience of human elephant conflict negatively impacted people's perceptions. Socio-economic variables, such as ethnic group, education level or salary category had relatively little impact on people's responses. Qualitative statements largely supported the questionnaire results. We discuss our results in the light of the limits of attitude surveys and suggest further investigations to identify the activities needed to foster positive attitudes for elephant conservation in all villages around the Nouabalé-Ndoki National Park in partnership with the logging company.

  7. Privacy Issues of Electronic Monitoring Of Employees: A Cross-Cultural Examination Of Gender Differences

    OpenAIRE

    Raymond E. Taylor

    2013-01-01

    This manuscript presents the results of a study which examined the privacy issues of electronic monitoring of employees from a cross-cultural perspective comparing participants from Taiwan with those from the United States. The results of the study suggest that gender differences exist between Taiwanese and American respondents’ attitudes concerning privacy issues of electronic monitoring of employees. The study suggests that monitoring with notice was an important parameter in determining ho...

  8. Living with organizational politics: An exploration of employees' behavior.

    Science.gov (United States)

    Dhar, Rajib Lochan

    2011-01-01

    This study aims to explore the employee's perception of organizational politics, the phase that they go through while working and the ways they adopt to cope with it. Participants were working as employees in three automobile manufacturing companies having offices in Pune, India. They were selected via randomized quota sampling to reflect a mix of age, positions, genders and experience within the organization. Data collection was done through qualitative methods which included in-depth interviews with 26 employees. Analysis of the data was done using the coding process. Findings of this study led to the emergence of four major themes i.e. (a) The Perceived threat, (b) Attitude towards players, (c) Coping Strategies and (d) Intentions to leave. Based on the study findings, the researcher concludes that politics is being perceived as an evil and is negatively affecting the morale of the employees. Hence, it is imperative that the organizational forerunners and department heads continue to use research findings to get to know the culture prevailing in the organization and understand the emotional status and feelings that employees develop while working in such an environment.

  9. Vending Assessment and Program Implementation in Four Iowa Worksites.

    Science.gov (United States)

    Lillehoj, Catherine J; Nothwehr, Faryle; Shipley, Kala; Voss, Carol

    2015-11-01

    The worksite food environment, including vending options, has been explored as an important contributor to dietary decisions made every day. The current study describes the vending environment, and efforts to change it, in four Iowa worksites using a series of case studies. Data were gathered by local coordinators as part of the Iowa Community Transformation Grant project. Data were collected from three sources. First, the Nutrition Environment Measures Survey-Vending was used to assess healthy vending options in worksite machines before and after the intervention. Second, employee vending behavior was evaluated with a pre-, post-intervention survey. Items assessed attitudes and behaviors regarding vending, plus awareness and reaction to intervention activities. Third, program coordinators documented vending machine intervention strategies used, such as social marketing materials and product labels. The Nutrition Environment Measures Survey-Vending documented that the majority of vending options did not meet criteria for healthfulness. The vending survey found that employees were generally satisfied with the healthier items offered. Some differences were noted over time at the four worksites related to employee behavior and attitudes concerning healthy options. There were also differences in intervention implementation and the extent of changes made by vending companies. Overall, findings demonstrate that a large percentage of employees are constrained in their ability to access healthy foods due to limited worksite vending options. There also remain challenges to making changes in this environment. Findings have implications for public health practitioners to consider when designing healthy vending interventions in worksites. © 2015 Society for Public Health Education.

  10. Effects of Scheduling Perceptions on Attitudes and Mobility in Different Part-Time Employee Types

    Science.gov (United States)

    Wittmer, Jenell L. S.; Martin, James E.

    2011-01-01

    Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the…

  11. TO STUDY THE EFFECTIVENESS OF TRAINING & DEVELOPMENT IN BANK EMPLOYEES OF JABALPUR CITY

    OpenAIRE

    Anjana Rai; Dr. Abhinica Sahu

    2017-01-01

    Training & Development is the major function of the Human Resource Management .The main objective of the training and development is to improve the performance and productivity of the employees. Training & Development means increasing an employee’s ability to perform through learning through improving the employee’s attitude or increasing his or her skills and knowledge.” I have collected the data from 60 employees (Assistant Manager and clerical staff) working in public sector and private se...

  12. Current nuclear employees with psychological difficulties: prevalence, assessment, and disposition

    International Nuclear Information System (INIS)

    Sajwaj, T.; Chardos, S.; Lavin, P.; Ford, T.; McGee, R.K.

    1987-01-01

    Although industry standards and federal regulations require employees of nuclear power plants to demonstrate psychological stability and sound judgment before being initially granted unescorted access to the plant, it is obvious that emotional difficulties can develop subsequently. The development of emotional problems in current plant employees raises concerns about the safety of the public and the plant, the effectiveness of the organizations, the loss of important technical skills and experience, and the human cost to the employee and his/her family. This paper reports the experience of the Tennessee Valley Authority (TVA) in cases of reconsideration of psychological clearance of unescorted access, i.e., the review of psychological clearances of nuclear plant employees who have developed psychological difficulties

  13. Link between Work-Related Prosocial Orientation and Professional Capability of Employees: A Preliminary Exploratory Investigation

    Directory of Open Access Journals (Sweden)

    Małgorzata Adamska-Chudzińska

    2015-05-01

    Full Text Available The paper explores the link between work-related prosocial orientation of organizations and professional capabilities of employees suggesting that the prosocial orientation impacts the level of professional capability and proactive engagement. The article applies three main methods: literature studies, in-depth questionnaire surveys and multi-person method of assessment. The applied sub-measures for both leading constructs were formed and collinearity was tested using linear correlation coefficient. In prosocial environments psychological predispositions as essential aspects of personality and determinants of human behaviour, activate and stimulate professional activity. The implementation of a prosocial orientation leads to significant growth in professional capability and can influence employees’ entrepreneurial behaviour. An important aspect of employee proactive behaviour is building an internal policy based on prosocial mechanisms. Effective stimulation of prosocial and proactive attitudes and actions requires the creation of an environment where activities are realized alongside social values and with respect for individual personal determinants of activity. Considerations and findings presented in the paper contribute to the area of determinants of effective and lasting proactive employee development. The use of the multi-person method can be considered valuable in behavioural research in entrepreneurship.

  14. Impact of Portfolio Assessment on Physics Students' Outcomes: Examination of Learning and Attitude

    Science.gov (United States)

    Gunay, Abdulkadir; Ogan-Bekiroglu, Feral

    2014-01-01

    In spite of the commendations for the use of portfolio assessment, there is still little evidence indicating that such assessment actually supports and encourages student learning. Hence, this research study aimed to empirically identify the effects of implementation of portfolio assessment on student learning and attitudes. True-experimental…

  15. Validity and reliability of menopause attitude assessment scale: a study in women aged 40-64 in Eskisehir-Mahmudiye

    Directory of Open Access Journals (Sweden)

    Tugce Koyuncu

    2015-12-01

    Full Text Available Background: According to studies, related to symptoms of menopause, women's attitudes about menopause is an effective variable on the frequency and severity of menopausal symptoms. The most common method to assess attitudes about menopause is the attitude scale. The main purpose of the study is to expose reliability and validity of and ldquo;menopause attitudes assessment scale and rdquo; developed for assessing attitudes of menopause on middle age women. Methods: This is a methodological study conducted 8-15 November 2013 on middle age women living in the district center of Mahmudiye. In the first of the two stage s of the study, items pool was generated and items were assessed by experts for content validity. In the second stages, exploratory factor analysis was performed for construct validity and Cronbach alpha (Cra was calculated for reliability analysis. Result: According to the factor analysis, items, whose factor loadings were less than 0.40, were removed from the scale. The remaining 13 items were classified into four factors. Four factors explain 61.82% of variance. Factors were named as positive emotional, negative emotional, family relationships, behavioral. For this scale, which is consists of 13 items, Cra is 0.744. Factors' Cra are between 0.682 to 0.828. Conclusion: According to the results of validity and reliability study, Menopause Attitude Assessment Scale, which is consists of 13 items and four subscales, was found to be suitable to measure middle-aged women's attitudes about menopau se. [TAF Prev Med Bull 2015; 14(6.000: 448-452

  16. DEVELOPING CAREERS OF EMPLOYEES IN THE NEW KNOWLEDGE ECONOMY

    Directory of Open Access Journals (Sweden)

    Nicoleta-Valentina FLOREA

    2015-06-01

    Full Text Available Organizations have become more flexible, adaptable, with flat hierarchical structures, and a limited opportunity for promotion, and these will have a significant impact on jobs and individuals careers. Career is not only linked anymore to one organization, but to more, due to the movement of employees between organizations, which is no longer a problem. So, the organizations, due to ever-changing environment, are not always directly involved in their employees' career management, but in this article we will show that some organizations are still involved in managing careers by developing skills, knowledge, abilities, attitudes and behaviors, in order to obtain competitive advantage, performance, and attracting and retaining the best employees. We also show that, in the new Knowledge Economy, if they will learn more from their mistakes, and, if they will find out in advance what changes will take place in the economic environment, they will be able to face the changes and to overcome easier the obstacles, with the right employees and a solid stock of knowledge.

  17. A strategy to assist management in workforce engagement and employee retention in the high tech engineering environment.

    Science.gov (United States)

    Kennedy, Elizabeth; Daim, Tugrul U

    2010-11-01

    Many companies use survey methods in an attempt to gauge employees' attitudes and opinions toward the company. These attitudes and opinions are directly related to an employee's engagement within the company. In many instances, employees wait in vain for the survey response and the subsequent employer actions, but the truth is sometimes management does not know what to do with the results. For this reason, we theorize that this type of survey, typically utilizing the Likert-scale, is not adequately assisting management in addressing employee engagement and retention issues. For instance, in many occasions, once the survey results are tabulated, companies are doing little or nothing to address the issues. In fact, far too many companies make the mistake of conducting employee engagement surveys, and then ignore the answers. Thus, we propose that a company should take advantage of the survey results, and utilize them to provide data to bridge employees' needs and goals with stakeholders' responsibilities and goals by refining and incorporating them into a hierarchical decision model (HDM). Thus, this would essentially be utilizing the quantitative data to determine what to measure qualitatively. We use a case from the high tech industry, specifically focusing on the engineering environment. Engineering environments are known to be more creative and such approaches would be more beneficial. Copyright (c) 2009 Elsevier Ltd. All rights reserved.

  18. A Scale for the Assessment of Attitudes and Knowledge Regarding Sexuality in the Aged.

    Science.gov (United States)

    White, Charles B.

    This paper presents the Aging Sexuality Knowledge and Attitudes Scale (ASKAS), an instrument designed to assess the particular aspects of sexual knowledge and attitudes as they relate to the aged. Development of ASKAS items from a survey of existant physiological research on sexuality in older adults and a review of social-psychological writing on…

  19. Assessment of Public Attitude Changes toward Exceptional Children as a Result of Public Newspaper Advertisements.

    Science.gov (United States)

    Smith, Sterling; Ogley, Peter

    1981-01-01

    To assess whether newspaper advertising would affect attitudes toward handicapped children, a series of newspaper advertisements were run over a five-month period. It was concluded that the ads produced significant difference in attitudes of persons manifest by their response to the questionnaire. (SB)

  20. Assessing barriers to change in drinking behavior: results of an online employee screening program.

    Science.gov (United States)

    Aseltine, Robert H; Demarco, Frank J; Wallenstein, Gene V; Jacobs, Douglas G

    2009-01-01

    The impact of alcohol abuse on worker productivity is considerable and appears to be increasing over time. Although early screening and intervention may help prevent or reduce the damaging health and productivity effects of problem drinking, barriers to behavioral change may render broad-based prevention efforts ineffectual. This study examined the correlates of two potential barriers to changes in drinking behavior--underestimation of drinking and lack of knowledge of helping resources--using data from web-based employee alcohol screenings. Anonymous screening data from 1185 employees of ten companies participating in the 2003 National Alcohol Screening Day were analyzed. The AUDIT, a 10-item screening instrument developed by the World Health Organization, was used to measure drinking behavior; employees' subjective assessments of their drinking were also obtained. Over 53% of participants subjectively underestimated their drinking relative to their AUDIT results, and 58% of respondents did not know whether their medical insurance included benefits for alcohol treatment. Logistic regression analysis revealed that younger and male respondents tended to have the highest AUDIT scores and also (along with married respondents) were most likely to underestimate their drinking. Younger, unmarried respondents were least likely to be aware of their alcohol treatment insurance benefits. Current corporate efforts to curtail problem drinking among employees may not adequately address barriers to change. Targeting at-risk employee groups for alcohol screening and dissemination of information about health insurance benefits and treatment options is recommended, as is providing personalized feedback based on screening results to raise awareness of at-risk drinking and available helping resources.

  1. Cross-sectional study assessing HIV-related knowledge, attitudes and behavior in the Namibian truck transport sector: Readjusting HIV prevention programs in the workplace.

    Science.gov (United States)

    Kiderlen, Til R; Conteh, Michael; Roll, Stephanie; Seeling, Stefanie; Weinmann, Stefan

    2015-01-01

    The objectives of this study were to assess the current status of HIV-related knowledge, attitudes, and behavior (KAB) of employees in the private transport sector in Namibia and to compare companies with established HIV workplace program (WPPs) with those that have recently initiated the implementation of such programs. The study was designed as a cross-sectional questionnaire-based survey. Between January and March 2011, the survey was conducted in the Namibian truck transport sector in six companies of different sizes. The participants were selected randomly from the workforce. Data collection was based on a KAB questionnaire. The range of correct answers to the survey concerning the knowledge of HIV transmission was 67-95%. Twenty percent of the employees had never been tested for HIV. Additionally, risky sexual behaviors were quite prevalent and included having multiple concurrent partners and the use of sex for incentives. This study revealed that drivers and laborers were especially at risk for such behaviors. The employees of companies with established WPPs were tested for HIV more often than those of companies with new WPPs; however, aside from this difference, only minor differences were observed between the two groups. The findings of this study highlight the need for on-going HIV information and prevention campaigns that focus on the special needs of mobile and low-income workers. WPPs should be tailored accordingly and shift their focus to more practical approaches, such as voluntary counseling and testing (VCT), to increase their effectiveness. Copyright © 2015 King Saud Bin Abdulaziz University for Health Sciences. Published by Elsevier Ltd. All rights reserved.

  2. 75 FR 2823 - Incorporating Employee Compensation Criteria Into the Risk Assessment System

    Science.gov (United States)

    2010-01-19

    ... system is likely to be successful in aligning employee performance with the long- term interests of the... compensation would best align the interests of employees with the long-term risk of the firm? 12. Employee... FEDERAL DEPOSIT INSURANCE CORPORATION 12 CFR Part 327 RIN 3064-AD56 Incorporating Employee...

  3. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  4. Relationships between daily affect and pro-environmental behavior at work : The moderating role of pro-environmental attitude

    NARCIS (Netherlands)

    Bissing-Olson, Megan J.; Iyer, Aarti; Fielding, Kelly S.; Zacher, Hannes

    Research in organizational psychology has increasingly focused on understanding the determinants of green employee behavior. The present study used a daily diary design to investigate relationships between employees' daily affect, pro-environmental attitude, as well as daily task-related

  5. Initiation of health-behaviour change among employees participating in a web-based health risk assessment with tailored feedback

    Directory of Open Access Journals (Sweden)

    Kraaijenhagen Roderik A

    2011-03-01

    Full Text Available Abstract Background Primary prevention programs at the worksite can improve employee health and reduce the burden of cardiovascular disease. Programs that include a web-based health risk assessment (HRA with tailored feedback hold the advantage of simultaneously increasing awareness of risk and enhancing initiation of health-behaviour change. In this study we evaluated initial health-behaviour change among employees who voluntarily participated in such a HRA program. Methods We conducted a questionnaire survey among 2289 employees who voluntarily participated in a HRA program at seven Dutch worksites between 2007 and 2009. The HRA included a web-based questionnaire, biometric measurements, laboratory evaluation, and tailored feedback. The survey questionnaire assessed initial self-reported health-behaviour change and satisfaction with the web-based HRA, and was e-mailed four weeks after employees completed the HRA. Results Response was received from 638 (28% employees. Of all, 86% rated the program as positive, 74% recommended it to others, and 58% reported to have initiated overall health-behaviour change. Compared with employees at low CVD risk, those at high risk more often reported to have increased physical activity (OR 3.36, 95% CI 1.52-7.45. Obese employees more frequently reported to have increased physical activity (OR 3.35, 95% CI 1.72-6.54 and improved diet (OR 3.38, 95% CI 1.50-7.60. Being satisfied with the HRA program in general was associated with more frequent self-reported initiation of overall health-behaviour change (OR 2.77, 95% CI 1.73-4.44, increased physical activity (OR 1.89, 95% CI 1.06-3.39, and improved diet (OR 2.89, 95% CI 1.61-5.17. Conclusions More than half of the employees who voluntarily participated in a web-based HRA with tailored feedback, reported to have initiated health-behaviour change. Self-reported initiation of health-behaviour change was more frequent among those at high CVD risk and BMI levels. In

  6. Understanding the real risks of changing employee benefit plans.

    Science.gov (United States)

    Kane, Jon; St Amour, Jeffrey

    2005-01-01

    In an environment of constant change, corporations are looking to alter employee benefits programs to make them more responsive to employee and business needs. A complete risk assessment process is the key to preparing for changes to employee benefits programs by providing employers with an analysis of cost savings against the potential negative ramifications of change. This article outlines the steps involved in a complete review of risk assessment. It then discusses how employers can develop successful change management communication strategies if, after conducting a risk assessment, employers decide to move forward with alterations to their employee benefits programs.

  7. [Who's afraid of retirement? Social factors influencing the attitude toward retirement].

    Science.gov (United States)

    Gadourek, I; van Gelder, B A

    1985-10-01

    The four dimensions of the attitudes towards retirement (see Bela A. van Gelder in this journal) of 553 male older employees from the northern Netherlands were analyzed in relation to over 250 predictor-variables by means of stepwise regressions and other techniques of multivariate analysis. A simple recursive model of Palmore, George and Fillenbaum served as a theoretical guideline. It was tested by means of a path-analysis as applied to 20 variables (see figure I). Many of over 100 hypotheses derived from the model and from the literature pertaining to the matter were upheld by the findings: Single persons, widowers, or persons not happily married, appeared more afraid of retirement. If married, the spouse's judgment (as perceived by the interviewee) was another factor of importance. Age also affected the attitude: the closer one approaches retirement, the less positive the attitude (though age showed little variation in our sample). Social status affected the attitude indirectly: manual workers performing physically exacting (dirty, irregular, etc.) jobs, who have been working for the same firm (or: service) over a long period of time, who started earning money early in life--these were positive in their attitude towards retirement (needless to say that all these findings concern the attribute of lower status jobs). Finally, the pattern of and the attitude towards leisure played a decisive role: employees with strong work-involvement, with less intensive and rich leisure time, with intensive ties with people from their work-scene--these showed more negative attitudes towards retirement than their counterparts.

  8. Comparing Examinee Attitudes Toward Computer-Assisted and Other Oral Proficiency Assessments.

    Science.gov (United States)

    Kenyon, Dorry M.; Malabonga, Valerie

    2001-01-01

    Examined attitudes toward taking different formats of oral proficiency assessments across three languages: Spanish, Arabic, and Chinese. Students were administered both the tape-mediated Simulated Oral Proficiency Interview (SOPI) and a new Computerized Oral Proficiency Instrument (COPI). Questionnaire responses showed examinees, particularly…

  9. Workplace-based participatory approach to weight loss for correctional employees.

    Science.gov (United States)

    Ferraro, Lindsay; Faghri, Pouran D; Henning, Robert; Cherniack, Martin

    2013-02-01

    To evaluate the effectiveness of a participatory approach using an employee design team for a 12-week weight-loss program with an 8-week follow-up. Twenty-four employees with mean [standard error (SE)] for weight 233.24 lb [8.16], body mass index 33.29 kg/cm [0.82], and age 42.7 years [1.5] participated in the study, among whom 75% were men and 25% women. Significant reductions in weight, body mass index, and waist circumference (among men) were observed before and after intervention (P participants' knowledge and providing skills to manage their weight seem to change their attitudes, resulting in better outcomes.

  10. Assessment of Iodine Status among Hostel Employees and Students of a University in Islamabad, Pakistan

    International Nuclear Information System (INIS)

    Rafi, M.; Tufail, M.; Chaudhry, M.M.; Irfan, N.

    2010-01-01

    Iodine deficiency and related disorders are the major health hazard in the world, especially along the Himalayas. A study has been carried out to assess the status of iodine in students and employees living in the hilly area in the premises of a university in Islamabad, Pakistan. The study was carried out for 76 students living in university hostels and 32 employees serving in the hostels. Urinary iodide excretion (UIE) was used as the biochemical marker of iodine concentration in the donors. Catalytic kinetic method based on Sandell-Kolthoff reaction was employed for the measurement of iodine concentration in the samples of urine. Out of 76 students, 8% had UIE greater or equal to 100 mg/L, while 39% had between 50-99 mg/L, 49% had between 20-49 mg/L and 4% had < 20 mg/L, resulting in mild, moderate and severe iodine deficiency, respectively. Similarly, out of 32 employees, 22% had UIE greater or equal 100 mg/L while 28% had between 50-99 mg/L, 44% had between 20-49 mg/L and 6% had < 20 mg/L, resulting in mild, moderate and severe iodine deficiency, respectively. Target groups of the study area were iodine deficient, indicating mild to severe iodine deficiency. The iodine level in the employees was relatively better than that in the students. Improvement of iodine status is recommended among the students and employees by the mandatory use of iodized salt in all the cafeterias of the university. (author)

  11. Assessment of risks for employees of France Telecom regarding overvoltage arresters containing radio-elements

    International Nuclear Information System (INIS)

    Thomassin, A.; Metz, C.; Rannou, A.

    2010-01-01

    As a great number of overvoltage arresters used by France Telecom to protect its telecommunication network against disturbing voltages (notably lightning) contain radio-elements, this report aims at assessing dose levels and associated risks for employees exposed to radioactive overvoltage arrester when setting them up, exploiting installations containing such arresters, or when removing them. After a presentation of these devices, a modelling of activities and geometries is proposed, as well as computation tools. Different scenarios and exposure situations are considered. As far as risks are concerned, after a recall on cancers and ionizing radiation, and on the exposure of France Telecom employees, the report comments the knowledge on radio-induced cancers; notably breast cancer, skin cancer, and mouth and pharynx cancers

  12. INTEGRATION OF THE SAP CONCEPT IN THE EMPLOYEE ASSESSMENT OF TRAVEL AGENCIES IN SUCEAVA COUNTY THROUGH MYSTERY SHOPPING TYPE METHODS

    Directory of Open Access Journals (Sweden)

    Cristian Valentin HAPENCIUC

    2014-07-01

    Full Text Available Being on a positive trend and addressing to a market that is less willing to compromise, the tourism industry develops a highly complex content, represented by various organizations and services, having as a main objective meeting the expectations of consumers of tourism services and reporting to the challenges of contemporary dynamics generated by the emergence of new information technologies. To respond effectively to these issues, tourism requires among other things a modern HR management. For travel agencies, human resources are the main asset of the company that serves to implement the entity's objectives. The most important qualities of the travel agent are polite attitude, promptness, sagacity and firmness. However, the ability to display with celerity their own capabilities - intellectual, psycho-motivational and persuasive - represents the quintessence of the travel agent profession. When we refer to these features, in the universal tourism language we talk about SAP concept: Speed, Accuracy, Politeness. Therefore, the major objective of this study aims to assess the employees of travel agencies from Suceava County in terms of SAP components using three different methods of qualitative research: Mystery Shopping, Mystery Calling and Mystery Emailing.

  13. Effects That Facebook-Based Online Peer Assessment with Micro-Teaching Videos Can Have on Attitudes toward Peer Assessment and Perceived Learning from Peer Assessment

    Science.gov (United States)

    Lin, Guan-Yu

    2016-01-01

    The present study investigates the effects that Facebook-based online peer assessment with micro-teaching videos can have on attitudes toward peer assessment and perceived learning from peer assessment. The study recruited a sample of 31 university students who were enrolled in a teacher-training course. Using assessees' microteaching videos, the…

  14. Intention to leave and employee turnover: expanding understanding of key antecedents in the modern workforce

    OpenAIRE

    Voigt, Emily Anne

    2017-01-01

    This research expanded understanding of the key antecedents of intention to leave and employee turnover in a sample of retail banking employees from a large Australian-based financial institution. In three empirical studies, this research provided unique insights into today‘s workforce and deepened understanding of how work related factors influence intention to leave and turnover. The first study compared the relationships between work attitudes and intention to leave for part-time and f...

  15. Perspectives on workplace health promotion among employees in low-wage industries

    Science.gov (United States)

    Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

    2016-01-01

    Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321

  16. Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

    Science.gov (United States)

    Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

    2015-01-01

    Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.

  17. Do associations between employee self-reported organizational assessments and attitudinal outcomes change over time? An analysis of four Veterans Health Administration surveys using structural equation modelling.

    Science.gov (United States)

    Das, Sonali; Chen, Ming-Hui; Warren, Nicholas; Hodgson, Michael

    2011-12-01

    This paper evaluates relationships between healthcare employees' perceptions of three hospital organizational constructs (Leadership, Support and Resources), and their assessment of two employee-related outcomes (employee satisfaction and retention) and two patient-related outcomes (patient satisfaction and quality of care). Using four all-employee surveys conducted by the Veterans Health Administration in the United States between 1997 and 2006, we examine the strength of these relationships and their changes over time. Exposure and outcome measures are employee-assessed in all the surveys. Because it can accommodate both latent and measured variables into the model, Structural Equation Modelling (SEM) is used to capture and quantify the relationship structure. The aim of the project is to identify possible intervention foci. The analyses revealed that employee-related outcomes are improved by increases in Leadership and Support, and, not surprisingly, the outcome variable of employee satisfaction reduced turnover intention. The employee assessed patient-related outcomes of satisfaction and quality of care were most improved by increases in Resources. Results also indicate that the three organizational constructs and the web of associations characterized by SEM underwent changes over the study period, perhaps in relation to changes in VHA policy emphases, changes in survey wording and other possible unmeasured factors. Copyright © 2010 John Wiley & Sons, Ltd.

  18. Educational Needs Assessment of Health Educator Teachers from the Perspective of Themselves and School Administrators in Kouhdasht

    Directory of Open Access Journals (Sweden)

    Tayyebeh Asadi Malek Abadi

    2016-03-01

    Full Text Available Background and Objective: Education is one of the strategic actions for human resources development. The purpose of education is improvement in functional outcomes and the knowledge, skills and attitude of staff. Appropriateness of organizational training and needs of employees predisposes improvement in potential capacity of employees and effectiveness and improvement of the performance of employees. The Purpose of this study was to explore the educational needs assessment of health educator teachers of Kouhdasht city from the perspective of administrators and themselves health educators.Materials and Methods: In this descriptive-applied study all health educator teachers and administrators in high schools (primary and secondary in Koohdasht, Lorestan, Iran participated. The sample size consisted of 70 subjects (26 men and 44 women. Data were collected through the questionnaire that was based on Likert scale. Through task analysis, knowledge, skills and attitude of educators were extracted and examined validity and reliability of the questionnaire proved to be satisfactory. Descriptive methods, one sample T-test, independent T-test, Friedman test and analysis of variance were used for analysis.Results: Prioritize educational needs of health educator teachers from the perspective of themselves were life skills education, sex education (to girls/boys and common infectious diseases in adolescents. From the perspective of school administrators, these priorities were Knowledge of pharmaceutical information and their side effects, methods of prevention of drug abuse among adolescents and life skills education.Conclusion: Results of study showed significant differences between the existing and desired level of knowledge, skill and attitude of health educator teachers. Consideration the educational needs of employees and their involvement in the assessment process will be helpful.

  19. Job stress among Iranian prison employees.

    Science.gov (United States)

    Akbari, J; Akbari, R; Farasati, F; Mahaki, B

    2014-10-01

    Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  20. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    Bitsch, Vera

    2006-01-01

    The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cau...

  1. Attitudes to other ethnicities among New Zealand workers

    NARCIS (Netherlands)

    Houkamau, C.A.; Boxall, P.

    2015-01-01

    Purpose The purpose of this paper is to examine the “other-group orientation” (OGO) of New Zealand (NZ) workers as a way of measuring their attitudes to the growing ethnic diversity in the contemporary workplace. Design/methodology/approach In all, 500 randomly selected NZ employees were surveyed

  2. ETHICAL LEADERSHIP AND EMPLOYEE VOICE: EMPLOYEE SELF-EFFICACY AND SELF-IMPACT AS MEDIATORS.

    Science.gov (United States)

    Wang, Duanxu; Gan, Chenjing; Wu, Chaoyan; Wang, Danqi

    2015-06-01

    Previous studies have used social learning theory to explain the influence of ethical leadership. This study continues the previous research by using social learning theory to explain the mediating effect of self-efficacy on the relationship between ethical leadership and employee voice. In addition, this study extends previous studies by introducing expectancy theory to explore whether self-impact also mediates the relationship between ethical leadership and employee voice. Ethical leadership, self-efficacy, self-impact, and employee voice were assessed using paired surveys among 59 supervisors and 295 subordinates employed at nine firms in the People's Republic of China. Using HLM and SEM analyses, the results revealed that ethical leadership was positively related to employee voice and that this relationship was partially mediated by both self-efficacy and self-impact.

  3. Composite Index of Local Government Employees Satisfaction

    Directory of Open Access Journals (Sweden)

    Jefmański Bartłomiej

    2014-07-01

    Full Text Available The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.

  4. Relationship between Employees' Beliefs regarding Training Benefits and Employees' Organizational Commitment in a Petroleum Company in the State of Qatar

    Science.gov (United States)

    Al-Emadi, Mohammed Asad Shareef; Marquardt, Michael J.

    2007-01-01

    The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

  5. RETIREMENT AS AN EFFECT OF EMPLOYER-EMPLOYEE RELATIONS

    Directory of Open Access Journals (Sweden)

    Konrad Turek

    2015-07-01

    Full Text Available Employers are the key actors in defining conditions for retirement, as well as the conditions for retaining employees; their role, however, is still not well recognised and expressed in theoretical frameworks. In order to better understand individual retirement and to design successful ageing policies we should consider the behaviour and attitudes of employers.The article presents the organisational perspective on retirement and contributes to a theoretical consideration of the role of employers and work environments in the retirement process. It discusses the classic economic approaches, including the deferred payment model, and in referring to sociology of economy and management sciences it presents the employer’s perspective in relations with older workers. The main goal of the article is to consider the retirement process as an effect of employer-employee relations.

  6. Behavior improvement: a two-track program for the correction of employee problems.

    Science.gov (United States)

    McConnell, C R

    1993-03-01

    In the best of all possible working worlds no one would ever have to be involuntarily terminated from employment. Whether a punitive discharge for a severe violation of a word rule, or a gentle dismissal for failure to meet job standards, termination is one of the most difficult tasks a supervisor ever has to perform. However, it is the effect on the employee that should dominate the supervisor's thoughts and actions, not the personal uneasiness with which the supervisor greets the task. It is because of the impact on the employee that the supervisor has a responsibility to do everything reasonably possible to ensure the employee's success before resorting to dismissal or discharge. Adopting this sort of caring attitude toward employees is not easy; most of our management role models of past years were raised on authoritarianism. As a result there is in many supervisors a tendency to simply weed out the troublesome employee and start again with someone new. However, any supervisor can fire, but it is the exceptional supervisor who can salvage an employee and turn a source of problems into an effective producer.

  7. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    Science.gov (United States)

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services.

  8. Assessing Pharmacists' Attitudes and Barriers Involved with Immunizations

    Directory of Open Access Journals (Sweden)

    Sarah Aldrich

    2014-01-01

    Full Text Available Pharmacists are considered the most accessible health care professional. Immunizations create an opportunity for the profession to grow and develop toward direct patient care. Between 1995 and 2004 programs involving immunizations led to a national initiative to train pharmacists that became a significant leap toward pharmacist's involvement in direct patient care. Although immunizations can be considered a catalyst to change the pharmacist's role, little was known about pharmacist's attitudes and the barriers involved with immunizing. Few studies have assessed barriers, attitudes, and practice issues experienced by immunizing pharmacists. The objective of this study was to determine pharmacists' attitudes toward immunizations and more specifically to assess possible barriers involved with this practice. Five hundred pharmacists were randomly selected for inclusion in the study from the State of Ohio Board of Pharmacy Database, of which 137 (27.4% completed the survey. A 37- item questionnaire was administered via an e-mail invitation to take an online survey using Qualtrics software with a Likert-type scale, where 1 = strongly disagree and 7 = strongly agree. Several topics were assessed regarding immunizations including time constraints, workflow constraints, adequacy of training, technician support, worksite conditions and space, immunization processes, reimbursement issues, safety issues, documentation issues, and the future direction of immunizations. Demographics included gender, age, degree, number of years practicing, practice site, and number of years immunizing. Seventy-three percent of pharmacists believed that immunizing could lead to prescription filling errors (mean=4.45, SD=1.79. Pharmacists strongly agreed that having more technicians on staff would make providing immunizations easier (mean=5.80, SD=1.39 and that they play a vital role in keeping the process running smoothly (mean=6.08, SD=1.16. Also, pharmacists strongly agreed

  9. Assessing knowledge and attitudes of owners or managers of hospitality venues regarding a policy banning indoor smoking.

    Science.gov (United States)

    Alaaeddine, G; Al Kuhaimi, T; Al Assaad, R; Dany, M; Diab, R; Hanna, E; Hirmas, N; Ismail, H; Mahmassani, D; Sleiman Tellawi, R; Nakkash, R

    2013-05-01

    In response to accumulating evidence on the detrimental health effects of second-hand smoke, governments throughout the world have adopted laws prohibiting indoor smoking in public places. Lebanon has recently enacted a law prohibiting indoor smoking in all of its forms, rendered effective as of 3 September 2012. This study examined the knowledge and attitudes of owners/managers of restaurants, cafes, pubs and nightclubs in Beirut towards the ban, three months before it came into effect. Self-administered cross-sectional survey. Data were derived from a self-administered cross-sectional survey conducted in June 2012. In total, 262 hospitality venues (restaurants, cafes, pubs and nightclubs) were sampled at random to participate. The response rate was 74% (194/262). Overall, 84% of owners/managers reported that they were aware of the ban, yet the average knowledge score was only 3.43/10. A general positive attitude was noted towards customer satisfaction (44.8%), law enforcement (61.1%) and employee protection from second-hand smoke (74%), while 55% of owners/managers were concerned that their revenues would decrease. However, 83.3% expressed their willingness to implement the law. This quantitative study is the first to examine the knowledge and attitudes of owners/managers of hospitality venues regarding the indoor smoking ban in Lebanon. Civil society and government bodies should use the findings to develop a campaign to address the knowledge and attitudes of owners/managers of hospitality venues to ensure successful enforcement. Copyright © 2013 The Royal Society for Public Health. Published by Elsevier Ltd. All rights reserved.

  10. Motivation of employees and employee benefits

    OpenAIRE

    Haninger, David

    2011-01-01

    This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

  11. Assessing the Impacts of Learning Capacity on Employee and Customer Satisfaction

    OpenAIRE

    H Salehi

    2005-01-01

    This paper examines the relationship of learning organization variables with job satisfaction, organizational commitment and customer satisfaction among employees of health insurance organizations in the context of Iran. This study was conducted in three health insurance organizations. Two hundred sixty five employees and 1220 customers were randomly and proportionally selected, with a response rate of 80% for employees and 70 % for customers. The Job Satisfaction and organizational commitmen...

  12. The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

    Science.gov (United States)

    Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

    2016-07-01

    Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  13. How employees view smart cycling to work: A regional survey in the Netherlands

    NARCIS (Netherlands)

    Fioreze, Tiago; Thomas, Tom; Huang, Bingyuan; van Berkum, E.C.

    2018-01-01

    The intent of our study is to provide insightful results regarding views and attitudes of employees towards cycling. We were especially interested in their views regarding the use of personalized rewarding schemes delivered via a smartphone app to stimulate cycling to work. The study involved a

  14. Towards the ASEAN Community: Assessing the Knowledge, Attitudes, and Aspirations of Thai University Students

    Directory of Open Access Journals (Sweden)

    Pinn Siraprapasiri

    2016-01-01

    Full Text Available This article assesses the knowledge of, attitudes towards, and aspirations for ASEAN among Thai university students, who are set to enter the ASEAN Community labour market and are among those most in touch with ASEAN issues. It uses data obtained from a countrywide survey and focus group discussions to identify variables that affect knowledge, attitudes, and aspirations and to explore the relationships between knowledge, attitudes, and aspirations. The quantitative analysis conducted here uses students’ fields of study, academic performance, and exposure to both ASEAN-related courses and also information and discussions about ASEAN in the mass media and public forums as predictors of their level of knowledge about ASEAN. The paper’s results confirm that positive attitudes towards ASEAN lead to positive aspirations for ASEAN. They also reveal that significant knowledge about ASEAN cannot, in isolation, adequately explain students’ attitudes towards ASEAN and does not always lead to positive attitudes. These findings and those obtained from the focus group discussions suggest that a high level of knowledge and understanding of fellow ASEAN member countries and their people – whether attained through formal or informal education or social interaction – is needed for students to develop positive attitudes and become aspiring members of the ASEAN Community.

  15. Employee Turnover: An Empirical and Methodological Assessment.

    Science.gov (United States)

    Muchinsky, Paul M.; Tuttle, Mark L.

    1979-01-01

    Reviews research on the prediction of employee turnover. Groups predictor variables into five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for four categories. Eight methodological problems/issues…

  16. Effects of Attitudes toward Women and Women in Management on Perceived Communication Competencies of Women Managers.

    Science.gov (United States)

    Berryman-Fink, Cynthia; Wheeless, Virginia Eman

    A study examined the relationship among attitudes toward women in general, attitudes toward women as managers, and perceptions of the communication competencies of women managers. Subjects, 178 employees from various types of organizations, completed the Positive Regard Scale (PRS), the Women as Managers Scale (WAMS), and the Communication…

  17. The feasibility of a web-based counselling program for occupational physicians and employees on sick leave due to back or neck pain

    NARCIS (Netherlands)

    Jong, de T.I.; Heinrich, J.; Blatter, B.M.; Anema, J.R.; Beek, van der A.J.

    2009-01-01

    BACKGROUND: The objective of this feasibility study was to gain insight into occupational physicians' (OPs) and employees' use of, and attitudes towards, 'Snelbeter' (Get Well Fast), a new web-based counselling program for employees on sick leave due to non-specific back or neck pain and their OPs.

  18. The feasibility of a web-based counselling program for occupational physicians and employees on sick leave due to back or neck pain

    NARCIS (Netherlands)

    de Jong, T.; Heinrich, J.; Blatter, B.M.; Anema, J.R.; van der Beek, A.J.

    2009-01-01

    Background: The objective of this feasibility study was to gain insight into occupational physicians' (OPs) and employees' use of, and attitudes towards, 'Snelbeter' (Get Well Fast), a new web-based counselling program for employees on sick leave due to non-specific back or neck pain and their OPs.

  19. HIV/AIDS Knowledge, Attitudes and Behaviors Assessment of Chinese Students: A Questionnaire Study

    Directory of Open Access Journals (Sweden)

    Chaojun Xie

    2007-09-01

    Full Text Available The objective of this study was to assess students' knowledge, attitudes and practices on HIV and AIDS. A questionnaire was administered to a cross section of 259 Chinese undergraduates. Respondents were asked to provide information about knowledge and attitudes about HIV/AIDS. Study results indicated that the majority of undergraduates had a moderate level of HIV and AIDS knowledge, acceptance and attitudes towards people with HIV and AIDS. Boys had more acceptance and positive attitudes towards people with HIV and AIDS than girls. Students majoring in medicine performed better (more knowledgeable and accepting than non-medical students. Differences between students with various monthly expenditures were found-- 6.2% of students had 3-5 sexual partners which has rarely been found in Chinese students; most students did not know HIV VCT centers and most students did not show their confidence for controlling of HIV and AIDS in China. In conclusion, students’ knowledge about HIV/AIDS was uneven. A peer educational program to talk about self esteem, healthy sexual attitudes, being human-accepting and loving should be developed in the near future.

  20. How employee engagement matters for hospital performance.

    Science.gov (United States)

    Lowe, Graham

    2012-01-01

    Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

  1. TO ASSESS THE QUALITY OF WORK LIFE EMPLOYEE IN SMALL SCALE INDUSTRIES

    OpenAIRE

    Dr. Devendra S. Verma; Atul Kumar Doharey

    2016-01-01

    Quality of work life is a policy to increase the strategies and focus is on the potential of these policies to influence employees. Quality of work life is useful for workers to use their potential to maximum extend. Quality of work life helps the employees to maintain work life balance with equal attention on their performance and commitment to work. Quality of work life helps to employees for their job satisfaction and work place environment. Quality of work life helps to the employees to ...

  2. Job Stress among Iranian Prison Employees

    Directory of Open Access Journals (Sweden)

    J Akbari

    2014-09-01

    Full Text Available Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Results: Job stress was highest among employees of “correction and rehabilitation center” of Ilam province followed by “Dalab vocational training center.” There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Conclusion: Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  3. Teachers' Attitudes toward Assessment of Student Learning and Teacher Assessment Practices in General Educational Institutions: The Case of Georgia

    Science.gov (United States)

    Kitiashvili, Anastasia

    2014-01-01

    The aim of this article is to study teachers' attitudes toward assessment of students' learning and their assessment practices in Georgia's general educational institutions. Georgia is a country in the South Caucasus with a population of 4.5 million people, with 2300 general educational institutions and about 559,400 students. The research…

  4. Technology Use in Rwandan Secondary Schools: An Assessment of Teachers' Attitudes towards Geographic Information Systems (GIS)

    Science.gov (United States)

    Akinyemi, Felicia O.

    2016-01-01

    Technology use is evident in all spheres of human endeavour. Focusing on technology use in education, this paper examines teachers' attitudes towards geographic information system (GIS). An assessment was made of GIS teachers in Rwandan secondary schools. Key areas covered include how GIS is implemented in schools, teachers' attitudes and…

  5. Lights, Camera, Condoms! Assessing College Men's Attitudes toward Condom Use in Pornography

    Science.gov (United States)

    Kraus, Shane W.; Rosenberg, Harold

    2016-01-01

    Objective: Investigate male college students' attitudes toward actors' use of condoms in pornography. Participants: Two hundred thirteen undergraduate males attending a large, state-supported midwestern university in the fall semester, 2012. Methods: Using a Web-based procedure, participants completed questionnaires assessing their pornography…

  6. A street intercept survey to assess HIV-testing attitudes and behaviors.

    Science.gov (United States)

    Rotheram-Borus, M J; Mann, T; Newman, P A; Grusky, O; Frerichs, R R; Wight, R G; Kuklinski, M

    2001-06-01

    Nationally, it has been estimated that 44% of adults in the United States have been tested for HIV, with substantial individual and community-level variations in HIV-testing attitudes and behaviors. HIV-testing behaviors and intentions and attitudes toward HIV testing, particularly toward home tests, were assessed among 385 adults recruited in a street intercept survey from a gay-identified agency, a substance-abuse treatment program, and inner-city community venues (a shopping mall and community center). Across these Los Angeles sites, the proportion of persons reported being tested for HIV in their lifetime (77%) was higher than the national estimate. Gay-identified agency (88%) and substance-abuse treatment program participants (99%) were more likely to have been tested than were the community participants (67%). Participants from a gay-identified agency were more likely to have had an anonymous test (51%) than were those from a substance-abuse treatment program (25%) or community sites (24%). Attitudes toward HIV testing, including mail-in home-test kits and instant home tests, were very positive. Most participants were willing to pay about $20 for a home-test kit. Participants from the community sites (82%) and the substance-abuse treatment program participants (87%) endorsed notification of HIV status to health departments and sexual partners more than did participants from the gay identified agency (48%). The street intercept survey appears to be a quick and feasible method to assess HIV testing in urban areas.

  7. Employee engagement and management standards: a concurrent evaluation.

    Science.gov (United States)

    Ravalier, J M; Dandil, Y; Limehouse, H

    2015-08-01

    The UK Health & Safety Executive's Management Standards Indicator Tool (MSIT) has been used to assess areas of work design, which may act as psychosocial hazards leading to burnout. These have not been assessed as predictors of employee engagement. To determine the utility of the MSIT in evaluating employee engagement as measured by the Utrecht Work Engagement Scale (UWES). A cross-sectional survey of employees from two sales organizations in London was performed using the MSIT and UWES. MSIT scores were analysed stratifying medium-high versus low engagement. Multivariate linear regression evaluated the association of all MSIT scores with UWES factors. Control, managerial support, peer support and employee role differed by engagement level. Demands, peer support and role exceeded MSIT benchmark guidance that would warrant urgent improvement. Role ambiguity was the only factor significantly associated with all subdomains of engagement. Role appears to play a major part in determining employee engagement. Assessment of the relationship between factors measured by the MSIT and UWES requires further investigation in wider organizational settings, particularly the influence of employee role on positive psychological outcomes. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  8. Measuring implicit attitudes: A positive framing bias flaw in the Implicit Relational Assessment Procedure (IRAP).

    Science.gov (United States)

    O'Shea, Brian; Watson, Derrick G; Brown, Gordon D A

    2016-02-01

    How can implicit attitudes best be measured? The Implicit Relational Assessment Procedure (IRAP), unlike the Implicit Association Test (IAT), claims to measure absolute, not just relative, implicit attitudes. In the IRAP, participants make congruent (Fat Person-Active: false; Fat Person-Unhealthy: true) or incongruent (Fat Person-Active: true; Fat Person-Unhealthy: false) responses in different blocks of trials. IRAP experiments have reported positive or neutral implicit attitudes (e.g., neutral attitudes toward fat people) in cases in which negative attitudes are normally found on explicit or other implicit measures. It was hypothesized that these results might reflect a positive framing bias (PFB) that occurs when participants complete the IRAP. Implicit attitudes toward categories with varying prior associations (nonwords, social systems, flowers and insects, thin and fat people) were measured. Three conditions (standard, positive framing, and negative framing) were used to measure whether framing influenced estimates of implicit attitudes. It was found that IRAP scores were influenced by how the task was framed to the participants, that the framing effect was modulated by the strength of prior stimulus associations, and that a default PFB led to an overestimation of positive implicit attitudes when measured by the IRAP. Overall, the findings question the validity of the IRAP as a tool for the measurement of absolute implicit attitudes. A new tool (Simple Implicit Procedure:SIP) for measuring absolute, not just relative, implicit attitudes is proposed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  9. Employee and employer support for workplace-based smoking cessation: results from an international survey.

    Science.gov (United States)

    Halpern, Michael T; Taylor, Humphrey

    2010-01-01

    Workplace smoking cessation programs can increase smoking cessation rates, improve employee health, reduce exposure to second-hand smoke, and decrease costs. To assist with the development of such programs, we conducted a Global Workplace Smoking Survey to collect information on workplace attitudes towards smoking cessation programs. Data were collected from 1,403 employers (smoking and non-smoking) and 3,525 smoking employees participating in surveys in 14 countries in Asia, Europe, and South America in 2007. Results were weighted to ensure that they were representative of smokers and employers at companies with the specified number of employees. More than two-thirds of employers (69%) but less than half of employees (48%) indicated that their company should help employees with smoking cessation. Approximately two-thirds of employees and 81% of employers overall felt that smoke-free policies encourage cessation, but fewer individuals from Europe (vs. from Asia or South America) agreed with this. In companies with a smoke-free policy, 76% of employees and 80% of employers felt that their policy had been somewhat, very, or extremely effective in motivating employees to quit or reduce smoking. Employers and employees differed substantially regarding appropriate methods for encouraging cessation, with more employees favouring financial incentives and more employers favouring education. Both employees and employers value smoke-free workplace programs and workplace cessation support activities, although many would like their companies to offer more support. These results will be useful for organizations exploring means of facilitating smoking cessation amongst employees.

  10. Assessment of Human’s Attitude Towards Natural Resource Conservation in Protected Area in Thailand

    Directory of Open Access Journals (Sweden)

    Ananya Popradit

    2015-07-01

    Full Text Available Attitude of residing people towards a protected forest area was evaluated for sustainable use of natural resources and forest conservation in the Phu Kao–PhuPhan Kham National Park in Thailand. Their economic and social conditions were assessed in three villages of Phukao, NongBua Lamphu Province. Data were collected from 348 households (66.5% heads or the representatives in the villages with the questionnaire. The questionnaire consisted of three parts: (i general economic and social information (ii social grouping and participation and (iii attitude toward participation in conserving natural resources and tourism management in this area. To evaluate their attitude, the collected data were divided into four categories: (i level 4 equilibrium/nature (ii level 3 warning (iii level 2 risk (iv level 1 crisis for forest conservation in the protected area. Overall, their attitude towards natural resource conservation, the social grouping and the community participation was very low. However, the attitude towards ecotourism is very high. We suggest that forest conservation will be maintained by more progress of ecotourism in this area.

  11. High-performance HR practices, positive affect and employee outcomes

    OpenAIRE

    Mostafa, Ahmed

    2017-01-01

    Purpose – The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory (AET), this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs). Design/methodology/approach – Two-wave data was collected from a sampl...

  12. Does the Effect of Person-Environment Fit on Work Attitudes Vary with Generations? Insights from the Tourism Industry

    Directory of Open Access Journals (Sweden)

    Bednarska Marlena A.

    2017-03-01

    Full Text Available There is an intrinsic link between the success of service firms and the availability of high-quality human resources, making employee attitudes and behaviors a critical concern for service organizations. This paper examines the role of generational differences in the relationship between person-environment fit, job satisfaction and work engagement in the tourism industry. The study was based on a group of 981 tourism employees in 15 localities in Poland. Data were collected through self-administered paper-based questionnaires. The hypothesized relationships were tested using a hierarchical regression analysis. This research revealed that Generation Y employees experienced lower job satisfaction, lower work engagement, and a lower degree of needs being met in the workplace than did their predecessors. It was also found that person-group fit was a stronger predictor of work attitudes for Millennials. The paper contributes to the ongoing debate on generational diversity in the workplace and its implication for human resources management. Specifically, in the service context, it adds a generational perspective of the person-environment fit influence on work-related attitudes.

  13. Competitiveness of rural tourism sector in Vojvodina: The analysis of key stakeholders' attitudes

    Directory of Open Access Journals (Sweden)

    Demirović Dunja

    2017-01-01

    Full Text Available Rural tourism is considered to be one of the appropriate instruments for the revitalization of rural areas and for ensuring a sustainable future. For this reason, determining the factors that influence the improvement of the competitive position of the tourism market is of great importance for their further development. In this paper, the authors have surveyed 136 tourism experts in order to assess the current state of all factors that affect/could affect the competitiveness of rural tourism destinations in Vojvodina. Also, the analysis should show if employees of the private rural companies and others have a different view of the competitiveness of Vojvodina as a destination for rural tourism in relation to the employees at faculties/ institutes, tourist organizations, travel agencies, national and provincial institutions, as well as whether there is a statistically significant difference in the attitudes of respondents on average scores for determinants of competitiveness depending on the socio-demographic characteristics of respondents.

  14. INNOVATIONS AT ORGANISATION VIA CREATIVITY OF EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Ewa Matuska

    2011-01-01

    Full Text Available The article presents arguments for links between creativity of employees and innovations at organizations on the basis of psycho social interdisciplinary approach. The main results of current (2010 polish national survey dedicated to define psychosocial connections between individ ual creativity and pro- innovative attitudes are presented together with ge neral benchmarking position of Poland in IUS 2010. In conclusion arguments for ad equacy of egalitarian approach to issue of talents management at company and innovative benchmarking are stressed together with remarks ab out current innovative strategies of UE and OECD policy.

  15. Prevalence and Knowledge Assessment of HIV and Non-Communicable Disease Risk Factors among Formal Sector Employees in Namibia.

    Science.gov (United States)

    Guariguata, Leonor; de Beer, Ingrid; Hough, Rina; Mulongeni, Pancho; Feeley, Frank G; Rinke de Wit, Tobias F

    2015-01-01

    The burden of non-communicable diseases (NCDs) is growing in sub-Saharan Africa combined with an already high prevalence of infectious disease, like HIV. Engaging the formal employment sector may present a viable strategy for addressing both HIV and NCDs in people of working age. This study assesses the presence of three of the most significant threats to health in Namibia among employees in the formal sector: elevated blood pressure, elevated blood glucose, and HIV and assesses the knowledge and self-perceived risk of employees for these conditions. A health and wellness screening survey of employees working in 13 industries in the formal sector of Namibia was conducted including 11,192 participants in the Bophelo! Project in Namibia, from January 2009 to October 2010. The survey combined a medical screening for HIV, blood glucose and blood pressure with an employee-completed survey on knowledge and risk behaviors for those conditions. We estimated the prevalence of the three conditions and compared to self-reported employee knowledge and risk behaviors and possible determinants. 25.8% of participants had elevated blood pressure, 8.3% of participants had an elevated random blood glucose measurement, and 8.9% of participants tested positive for HIV. Most participants were not smokers (80%), reported not drinking alcohol regularly (81.2%), and had regular condom use (66%). Most participants could not correctly identify risk factors for hypertension (57.2%), diabetes (57.3%), or high-risk behaviors for HIV infection (59.5%). In multivariate analysis, having insurance (OR:1.15, 95%CI: 1.03 - 1.28) and a managerial position (OR: 1.29, 95%CI: 1.13 - 1.47) were associated with better odds of knowledge of diabetes. The prevalence of elevated blood pressure, elevated blood glucose, and HIV among employees of the Namibian formal sector is high, while risk awareness is low. Attention must be paid to improving the knowledge of health-related risk factors as well as providing

  16. Prevalence and Knowledge Assessment of HIV and Non-Communicable Disease Risk Factors among Formal Sector Employees in Namibia.

    Directory of Open Access Journals (Sweden)

    Leonor Guariguata

    Full Text Available The burden of non-communicable diseases (NCDs is growing in sub-Saharan Africa combined with an already high prevalence of infectious disease, like HIV. Engaging the formal employment sector may present a viable strategy for addressing both HIV and NCDs in people of working age. This study assesses the presence of three of the most significant threats to health in Namibia among employees in the formal sector: elevated blood pressure, elevated blood glucose, and HIV and assesses the knowledge and self-perceived risk of employees for these conditions.A health and wellness screening survey of employees working in 13 industries in the formal sector of Namibia was conducted including 11,192 participants in the Bophelo! Project in Namibia, from January 2009 to October 2010. The survey combined a medical screening for HIV, blood glucose and blood pressure with an employee-completed survey on knowledge and risk behaviors for those conditions. We estimated the prevalence of the three conditions and compared to self-reported employee knowledge and risk behaviors and possible determinants.25.8% of participants had elevated blood pressure, 8.3% of participants had an elevated random blood glucose measurement, and 8.9% of participants tested positive for HIV. Most participants were not smokers (80%, reported not drinking alcohol regularly (81.2%, and had regular condom use (66%. Most participants could not correctly identify risk factors for hypertension (57.2%, diabetes (57.3%, or high-risk behaviors for HIV infection (59.5%. In multivariate analysis, having insurance (OR:1.15, 95%CI: 1.03 - 1.28 and a managerial position (OR: 1.29, 95%CI: 1.13 - 1.47 were associated with better odds of knowledge of diabetes.The prevalence of elevated blood pressure, elevated blood glucose, and HIV among employees of the Namibian formal sector is high, while risk awareness is low. Attention must be paid to improving the knowledge of health-related risk factors as well as

  17. Language Attitudes and Black Dialect: An Assessment. (1) Language Attitudes in the Classroom. (2) A Reliable Measure of Language Attitudes.

    Science.gov (United States)

    Byrd, Marquita L.; Williams, Hampton S.

    These two related papers provide information on teacher attitudes toward black dialect use in the classroom and the measurement of such attitudes. The first paper reports on data from 176 administrators, counselors, teachers, and student teachers, revealing significant relationships between a teacher's definition of black dialect, attitudes toward…

  18. The influence of relationship intention on cell phone users' attitudes ...

    African Journals Online (AJOL)

    Kirstam

    2014-09-01

    Sep 1, 2014 ... service failures do occur, customers' attitudes towards complaining .... a restaurant might switch to another restaurant in future, but a perceived health ...... Marketing Research: an Applied Orientation (5th edition). .... feedback received by service employees: a social capital perspective', Journal of Service.

  19. Internal Employability as a Strategy for Key Employee Retention

    Directory of Open Access Journals (Sweden)

    Ángela Sánchez-Manjavacas

    2014-05-01

    Full Text Available Economies the world over and particularly those in southern Europe, are suffering the crippling effects of the extremely complex economic and financial crisis. This study looks at the impact of certain human resource policies geared towards increasing internal employability as a means of retaining valued employees and promoting job flexibility within the firm, as well as increasing positive attitudes towards organizational citizenship. Satisfaction and commitment are proposed as intermediating variables of the relationship between perceived internal employability and ITQ/OCB. The proposed research model is contrasted using structural equation modeling (LISREL. The results obtained from the empirical study indicate that employability should be considered an essential factor in achieving the desired commitment, loyalty, adaptability and productivity from employees by strengthening the psychological contract between firm and worker through professional recognition.

  20. The dampening effect of employees' future orientation on cyberloafing behaviors: the mediating role of self-control.

    Science.gov (United States)

    Zhang, Heyun; Zhao, Huanhuan; Liu, Jingxuan; Xu, Yan; Lu, Hui

    2015-01-01

    Previous studies on reducing employees' cyberloafing behaviors have primarily examined the external control factors but seldomly taken individual internal subjective factors into consideration. Future orientation, an important individual factor, is defined as the extent to which one plans for future time and considers future consequences of one's current behavior. To explore further whether and how employees' future orientation can dampen their cyberloafing behaviors, two studies were conducted to examine the relationship between employees' future orientation and cyberloafing behaviors. The mediation effect of employees' objective and subjective self-control between them was also examined. In Study 1, a set of questionnaires was completed, and the results revealed that the relationship between employees' future orientation and cyberloafing behaviors was negative, and objective self-control mediated the relationship. Next, we conducted a priming experiment (Study 2) to examine the causal relationship and psychological mechanism between employees' future orientation and cyberloafing behaviors. The results demonstrated that employees' future-orientation dampened their attitudes and intentions to engage in cyberloafing, and subjective self-control mediated this dampening effect. Theoretical and practical implications of these findings are also discussed.

  1. Pediatric first aid knowledge and attitudes among staff in the preschools of Shanghai, China.

    Science.gov (United States)

    Li, Feng; Jiang, Fan; Jin, Xingming; Qiu, Yulan; Shen, Xiaoming

    2012-08-14

    Unintentional injury remains the leading cause of morbidity and mortality among children worldwide. The aims of this study were to assess a baseline level of first aid knowledge and overall attitudes regarding first aid among staff members in Shanghai preschools. A cross-sectional study was carried out among the staff members at selected preschools. A stratified random sampling method was first used to identify suitable subjects. Data were obtained using a multiple-choice questionnaire. A standardized collection of demographics was performed and participants were given the aforementioned questionnaire to indicate knowledge of and attitudes toward first aid. 1067 subjects completed the questionnaire. None of the surveyed employees answered all questions correctly; only 39 individuals (3.7%) achieved passing scores. The relative number of correct answers to specific questions ranged from 16.5% to 90.2%. In particular, subjects lacked knowledge regarding first aid for convulsive seizures (only 16.5% answered correctly), chemical injuries to the eye (23%), inhaled poison (27.6%), and choking and coughing (30.1%). A multiple linear regression analysis showed scores were significantly higher among staff members with more education, those who had received first aid training before or were already healthcare providers, younger employees, and staff members from rural districts. Most employees agreed that giving first aid was helpful; the vast majority felt that it was important and useful for them to learn pediatric first aid. The level of first-aid knowledge among preschool staffs in Shanghai was low. There is an urgent need to educate staff members regarding first aid practices and the various risk factors relating to specific injuries.

  2. Workforce Characteristics and Attitudes Regarding Participation in Worksite Wellness Programs.

    Science.gov (United States)

    Hall, Jennifer L; Kelly, Kevin M; Burmeister, Leon F; Merchant, James A

    2017-09-01

    To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs. Data from a statewide stratified random sample were used to compare small (workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs. A telephone survey of employed Iowans registered to vote. Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65. Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism. Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles. Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate. Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs.

  3. Attitudes to proposed assessment of pharmacy skills in Korean pharmacist licensure examination.

    Science.gov (United States)

    Kim, Joo Hee; Lee, Ju-Yeun; Lee, Young Sook; Yong, Chul-Soon; Han, Nayoung; Gwak, Hye Sun; Oh, Jungmi; Lee, Byung Koo; Lee, Sukhyang

    2017-01-01

    The survey aimed to obtain opinions about a proposed implementation of pharmacy skills assessment in Korean pharmacist licensure examination (KPLE). A 16-question survey was distributed electronically to 2,738 people including 570 pharmacy professors of 35 pharmacy schools, 550 preceptors from 865 practice sites and 1,618 students who graduated in 2015. The survey solicited responses concerning the adequacy of the current KPLE in assessing pharmacy knowledge/skills/attitudes, deficiencies of pharmacy skills testing in assessing the professional competencies necessary for pharmacists, plans for pharmacy skills tests in the current KPLE, and subject areas of pharmacy practice. A total of 466 surveys were returned. The current exam is not adequate for assessing skills and attitudes according to 42%-48% of respondents. Sixty percent felt that skills test is necessary to assess qualifications and professional competencies. Almost two-thirds of participants stated that testing should be implemented within 5 years. More than 60% agreed that candidates should be graduates and that written and skills test scores can be combined for pass-fail decisions. About 70% of respondents felt that the test should be less than 2 hours in duration. Over half of the respondents thought that the assessor should be a pharmacy faculty member with at least 5 years of clinical experience. Up to 70% stated that activities related to patient care were appropriate and practical for the scope of skills test. Pharmacy skills assessment was supported by the majority of respondents.

  4. The Effect of the Attitude towards E-learning: The Employees' Intention to Use E-Learning in the Workplace

    Science.gov (United States)

    Yoo, Sun Joo; Han, Seung-Hyun

    2013-01-01

    The purpose of this study is to examine employees' acceptance levels towards e-learning in the workplace. By using "The Unified Theory of Acceptance and Use of Technology" (UTAUT), our model captured the effect of factors influencing employees' intention to use e-learning in the workplace. Data was collected from 261 employees in a food…

  5. Are Some Attitudes More Self-Defining Than Others? Assessing Self-Related Attitude Functions and Their Consequences.

    Science.gov (United States)

    Zunick, Peter V; Teeny, Jacob D; Fazio, Russell H

    2017-08-01

    Attitudes serve multiple functions, some related to the self-concept. We call attitudes that help people define who they are "self-defining." Across four studies, we tested a brief self-report measure of the extent to which an attitude is self-defining. Studies 1 and 2 showed that self-defining attitudes tend to be extreme, positive, and unambivalent. Studies 3 and 4 produced two main findings. First, self-definition was related to, but not redundant with, a number of other characteristics of the attitude (e.g., attitude certainty). Second, self-definition predicted participants' intentions to spontaneously advocate and, in Study 4, their reactions to an opportunity to advocate behaviorally (i.e., writing about their attitude in an optional response box) following a self-threat. Overall, the results highlight the utility of this approach and, more broadly, demonstrate the value of considering the role of the self in attitudinal processes, and vice versa.

  6. Assessment of oral health attitudes and behavior among students of Kuwait University Health Sciences Center.

    Science.gov (United States)

    Ali, Dena A

    2016-01-01

    The aims of this study were to assess attitudes and behavior of oral health maintenance among students in four faculties (Medicine, Dentistry, Pharmacy, and Allied Health) and to compare oral health attitudes and behavior of all students at Kuwait University Health Sciences Center (KUHSC) based on their academic level. Students enrolled in the Faculties of Dentistry, Medicine, Pharmacy, and Allied Health at KUHSC were evaluated regarding their oral health attitudes and behavior by an e-mail invitation with a link to the Hiroshima University Dental Behavior Inventory survey that was sent to all 1802 students with Kuwait University Health Sciences Center e-mail addresses. The data were analyzed for frequency distributions, and differences among the groups were assessed using the Mann-Whitney U test, Chi-square test, and Kruskal-Wallis test. P values less than 0.05 were considered to be statistically significant ( P < 0.05). The results of this study indicated that dental students achieved better oral health attitudes and behavior than that of their nondental professional fellow students ( P < 0.05). Students in advanced academic levels and female students demonstrated better oral health attitudes and behavior. Dental students and students who were in advanced levels of their training along with female students demonstrated better oral health practices and perceptions than students in lower academic levels and male students, respectively. Additional studies for investigating the effectiveness and identifying areas requiring modification within the dental curriculum at KUHSC may be warranted.

  7. Employee customer orientation in manufacturing organizations: joint influences of customer proximity and the senior leadership team.

    Science.gov (United States)

    Liao, Hui; Subramony, Mahesh

    2008-03-01

    Pursuing a customer-focused strategy in manufacturing organizations requires employees across functions to embrace the importance of understanding customer needs and to align their everyday efforts with the goal of satisfying and retaining customers. Little prior research has examined what factors influence employee customer orientation in manufacturing settings. Drawing on the attraction-selection-attrition model, upper-echelons theory, and contingency theories of leadership, this study investigated the joint influences of functional roles' proximity to external customers and the senior leadership team's customer orientation on employee customer orientation. Hierarchical linear modeling results based on data obtained from 4,299 employees and 403 senior leaders from 42 facilities of a global manufacturer operating in 16 countries revealed that employees occupying customer-contact roles had the highest level of customer orientation, followed by employees occupying production roles, and then by those in support roles. In addition, there was a positive relationship between the senior leadership team's customer orientation and employee customer orientation for all 3 functional roles. The positive relationship between the senior leadership team and employee customer orientation was the strongest for employees in support roles, suggesting that lower levels of proximity to external customers may create a greater need for leadership in developing employees' customer-oriented attitudes. Copyright 2008 APA

  8. Assessing the Knowledge and Attitudes of Medical Students and Graduates about Clinical Governance

    Directory of Open Access Journals (Sweden)

    Rana Gholamzadeh nikjoo

    2015-08-01

    Full Text Available Background and Objectives : In order to implement clinical governance successfully, it should be perceived positively and there must be a positive attitude towards it. The current policy of the Ministry of Health and Medical Education about clinical governance requires assessing the knowledge and attitudes of medical students to identify their educational needs and the necessary steps needed to be taken in educational planning, designing and modification of the courses. This study aimed to evaluate the knowledge and attitudes of medical students and graduates about clinical governance in 1391. Materials and Methods : This is a descriptive–analytic study. This research was conducted on 159 students from different medical fields simple random sampling method. For data collecting, a researcher-made questionnaire was used which its validity was confirmed by using content validity and construct validity. To determine the reliability of the questionnaire, internal consistency and Cronbach's Alpha were used for field of knowledge (0.78 and attitude (0.68. For data analysis, SPSS version 11.5 software was applied using exploratory factor analysis method. Results : 64% of the participants were female and 36% were male. 71% of the participants were in the health care management field and 29% from other medical fields. Mean and standard deviation of knowledge and attitude scores were 64.2 ± 5.8 and 13.06 ± 3.02 respectively. Comparing the students' and graduates’ knowledge and attitudes with their educational level showed no significant correlation. (P> 0.05 Although, there was a significant correlation between educational level and attitude (P = 0.001. In higher levels of education, students' attitude towards clinical governance reduced. Conclusion : The knowledge of medical students and graduates was estimated average to high about clinical governance but their attitude was very poor. This reflects negative views of medical students despite the

  9. Why do employees follow their superiors' instructions? Identification of the reasons to comply with superiors' will in a group of Polish employees.

    Science.gov (United States)

    Wójcik, Aleksandra; Merecz-Kot, Dorota; Andysz, Aleksandra

    2015-01-01

    Managers influence the way organization works as well as the functioning of subordinates - in the context of their work life but non-professional functioning as well e.g., attitude towards work-life balance or taking care of health. We focused on the superior-subordinate relation, referring to social power bases theory by Raven. We identified the reasons why subordinates decide to follow their superiors' orders and determined specific styles of compliance with superiors' will. Understanding why employees listen to their superiors may be valuable in the context of supporting healthy organizational climate and atmosphere of co-operation or communicating values - for example, as regards taking care of own health. We discussed the results referring to the issue of influencing employees in the context of their health behavior. The research involved 100 Polish employees, aged 28 years old on average, who filled in the Interpersonal Power Inventory by Raven et al. for subordinates in a Polish adaptation by Zaleski. The questionnaire includes 11 subscales referring to power bases. Based on the cluster analysis results, we recognized people who complied because of: all kinds of power bases (typical for 46% of the respondents); the respect for superiors' professionalism (34%); and formal/objective reasons (20%). Employees differ in terms of their styles of compliance. Their motives to comply with superiors' instructions constitute compilations of power bases. The superiors' awareness of the reasons why their employees decide to follow orders is necessary for successful management. It may motivate employees to work but also to take care of their own health. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  10. Why do employees follow their superiors’ instructions? Identification of the reasons to comply with superiors’ will in a group of Polish employees

    Directory of Open Access Journals (Sweden)

    Aleksandra Wójcik

    2015-10-01

    Full Text Available Background: Managers influence the way organization works as well as the functioning of subordinates – in the context of their work life but non-professional functioning as well e.g., attitude towards work-life balance or taking care of health. We focused on the superior-subordinate relation, referring to social power bases theory by Raven. We identified the reasons why subordinates decide to follow their superiors’ orders and determined specific styles of compliance with superiors’ will. Understanding why employees listen to their superiors may be valuable in the context of supporting healthy organizational climate and atmosphere of co-operation or communicating values – for example, as regards taking care of own health. We discussed the results referring to the issue of influencing employees in the context of their health behavior. Material and Methods: The research involved 100 Polish employees, aged 28 years old on average, who filled in the Interpersonal Power Inventory by Raven et al. for subordinates in a Polish adaptation by Zaleski. The questionnaire includes 11 subscales referring to power bases. Results: Based on the cluster analysis results, we recognized people who complied because of: all kinds of power bases (typical for 46% of the respondents; the respect for superiors’ professionalism (34%; and formal/objective reasons (20%. Conclusions: Employees differ in terms of their styles of compliance. Their motives to comply with superiors’ instructions constitute compilations of power bases. The superiors’ awareness of the reasons why their employees decide to follow orders is necessary for successful management. It may motivate employees to work but also to take care of their own health. Med Pr 2015;66(5:605–614

  11. Desining an Expert System for Analyzing the Energy Consumption Behavior of Employees in Organizations Using Rough Set Theory

    Directory of Open Access Journals (Sweden)

    Tooraj Karimi

    2015-06-01

    Full Text Available Understanding and changing the energy consumption behavior requires extensive knowledge about the motives of behavior. In this research, Rough Set Theory is used to investigate the energy consumption behavior of employees in organizations. So, thirteen condition attributes and a decision attribute are selected and the decision system is created. Condition attributes include demographic, values, attitudes and organizational characteristics of employees and decision attribute relates to energy consumption behavior. 482 employees are selected randomly from 37 office buildings of ministry of Petroleum and rough modeling are performed for them. By combining different methods of discretizing, reduction algorithms and rule generating, nine models are made using ROSETTA software. The results show that four of the 13 condition attributes, involving “organizational citizenship”, “satisfaction”, “attitude toward behavior” and “lighting control” are selected as the main features of the system. After cross validation of the various models, the model of manually discretizing using genetic algorithms and ORR approach to extract reducts has the most accuracy and selected as the most reliable model.

  12. Evaluating employee assistance policy in an HMO-based alcoholism project.

    Science.gov (United States)

    Putnam, S L; Stout, R L

    1985-01-01

    One aspect of successful employee assistance program (EAP) implementation is the adoption of a formal, written policy, reflecting company commitment to EAP guidelines and goals. This study of criteria predictive of such policy adoption was conducted at the occupational alcoholism project of a New England health maintenance organization (HMO). Data on nearly 400 organizations contacted by occupational program consultants (OPCs) over a 20-month period were collected by questionnaire and interview. One third of these organizations adopted employee assistance policies and set about establishing formal programs. Stepwise multiple regression is the principal method used to pinpoint the correlates of policy adoption. Two of the most important of these are the attitudes of contact persons within the organization toward alcoholism and employee assistance programs, particularly their admission of alcohol problems within their social networks; and the consultants' persistence and marketing skills. The adopting organizations also had reputations for being progressive, and actively concerned about employee welfare; they tended to be large, their executives autonomous, and their union membership rates high. Inhibiting policy acceptance were fears that a written policy would jeopardize the reputation and image of the organization, and that an employee assistance program would remove internal control of personal procedures. The adequacy of the evaluative data and methods are discussed, and recommendations are offered in the interests of streamlining the efforts of OPCs and of achieving greater penetration of targeted organizations.

  13. How employees perceive risks and safety in nuclear installations

    International Nuclear Information System (INIS)

    Barny, M.-H.; Brenot, J.; Moreau, A.

    1992-01-01

    Employees of the French centre of Saclay have been interviewed twice in November 1984 and March 1987 about their risks at the workplace, their views on safety, their protective attitudes, and also about the Chernobyl accident in the second survey. Perceived risks are compared, safety measures and protection teams are judged, importance of the Chernobyl accident is appreciated. Differences in perception between the various professional groups are pointed out. The main results are briefly presented hereafter. (author)

  14. Importance of Beliefs, Attitudes and Values in the Frame of Human Resource Motivation

    Directory of Open Access Journals (Sweden)

    Claudia MOISE

    2014-06-01

    Full Text Available The article deals with a complex and original field of analyse – the role that concepts such as beliefs, attitudes and values can entail in the modern human resources management techniques that are dealing with employee’s motivation. Nowadays employees have a complex approach regarding motivation. Especially when we speak about big organisations such as multinational companies, we will find complex jobs having many tasks and a complicated network of inter-relations within the organisation. In such cases, as we speak about middle and top management positions, employee’s motivation is relying on different types of motivation: intrinsic and extrinsic altogether. The substantiation of an efficient motivational strategy can be based on the link between beliefs, attitudes and values of the employees and their motivation development process.

  15. International survey on attitudes toward ethics in health technology assessment: An exploratory study

    NARCIS (Netherlands)

    Arellano, L.E.; Willett, J.M.; Borry, P.

    2011-01-01

    Objectives: The objective of this exploratory study was to survey international health technology assessment (HTA) professionals to determine attitudes toward ethics in HTA. Methods: An exploratory, quantitative, cross-sectional study design was developed. The sample population (n = 636) was

  16. Subjective Risk Assessment and Perception in the Greek and English Bakery Industries

    Directory of Open Access Journals (Sweden)

    Evangelos C. Alexopoulos

    2009-01-01

    Full Text Available Several factors influencing risk perception in the area of occupational health and safety are known, but there is still lack of a full understanding of the ways in which people characterize risk. This study aimed to provide an insight of employee risk assessment and perception in the bakery industry. 87 British and 64 Greek employees in two comparable bakery companies were asked to estimate and evaluate hazards at their workplace. The participants' judgments of 12 hazards—according to 7 risk aspects—were collected and analyzed. Subjective assessment on important occupational hazards included handling heavy loads, repetitiveness, high temperatures, high rate of work, stressful deadlines, and noise. Although limited in the population involved, our findings revealed strong cross-national differences in employee risk perception of specific groups of hazards in the bakery industry. Additional interviews revealed evidence that Greek employees' risk perception depends mostly on work experience while British employees were aware of risks due to company health and safety policy, recognizing that safety is the responsibility of both the management and the worker. Cross-national (cultural factors that influence workforce risk perception and attitudes towards safety have to be taken into account by technical experts and policy makers in the designing of prevention strategies and risk communication.

  17. Subjective Risk Assessment and Perception in the Greek and English Bakery Industries

    International Nuclear Information System (INIS)

    Alexopoulos, E.C.; Kavadi, Z.; Bakoyannis, G.; Papantonopoulos, S.

    2010-01-01

    Several factors influencing risk perception in the area of occupational health and safety are known, but there is still lack of a full understanding of the ways in which people characterize risk. This study aimed to provide an insight of employee risk assessment and perception in the bakery industry. 87 British and 64 Greek employees in two comparable bakery companies were asked to estimate and evaluate hazards at their workplace. The participants judgments of 12 hazards according to 7 risk aspects were collected and analyzed. Subjective assessment on important occupational hazards included handling heavy loads, repetitiveness, high temperatures, high rate of work, stressful deadlines, and noise. Although limited in the population involved, our findings revealed strong cross-national differences in employee risk perception of specific groups of hazards in the bakery industry. Additional interviews revealed evidence that Greek employees risk perception depends mostly on work experience while British employees were aware of risks due to company health and safety policy, recognizing that safety is the responsibility of both the management and the worker. Cross-national (cultural) factors that influence workforce risk perception and attitudes towards safety have to be taken into account by technical experts and policy makers in the designing of prevention strategies and risk communication.

  18. Assessment of attitude toward community service among dental students of Tertiary Care Teaching Hospital in South India

    Directory of Open Access Journals (Sweden)

    B Sujith Anand

    2017-01-01

    Full Text Available Introduction: The dental health care providers and their community service in any nation play a pivotal role in bridging the gap between the oral health care and social service system. Understanding that there is a shortage and disparity in the oral health services provided, a greater emphasis on its awareness and education is the present need; thus, the aim of the study is to assess the attitude toward community service among dental students. Methodology: A cross-sectional questionnaire-based study was conducted among undergraduate dental students who were present on the day of study, and their attitude toward community service was assessed using a standardized Community Service Attitude Scale which consists of eight domains. Data were analyzed using descriptive statistics, Chi-square test, and ANOVA. The level of significance was set at P < 0.05. Results: The total participants included were 171. The levels of attitude toward community service among the study participants based on year (P = 0.0492, gender (P = 0.00482, and voluntary activity (P = 0.042 were found to be statistically significant. Conclusion: The attitude toward community service is influenced by gender and year of study. Hence, any practical training program with regard to service learning in their undergraduate curriculum would highly contribute to influence their attitude toward community service.

  19. Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self-Evaluation

    Science.gov (United States)

    Thurston, Paul W., Jr.; D'Abate, Caroline P.; Eddy, Erik R.

    2012-01-01

    Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less…

  20. Internet Access Practices and Employee Attitudes toward Internet Usage Policy Implementation in Selected Philippines Financial Institutions

    Directory of Open Access Journals (Sweden)

    Maria Sagrario R. Simbulan

    2004-06-01

    Full Text Available This study explores the employees’ concept of appropriate use of Internet facilities as well as their perception of the rights and liabilities, both of the individual and of the organization, associated with the grant of Internet access privileges in the workplace. It further examines how employees perceive their organization’s monitoring of employees online activities and the use of an Internet Usage Policy, whether these are seen as monitoring and control mechanisms or as ways to ensure that Internet access facilities are shared equitably and used responsibly. While the issue of the impact of Internet access on employee productivity will not directly be tackled, the study will provide insights into the frequency and type of usage of Internet facilities in the workplace. Considering the sizeable investment that an organization makes to provide Internet facilities, determining how employees use these facilities to achieve the goals of the organization is, in the very least, interesting and for most organizations concerned with their survival in difficult times, critically important.

  1. The impact of work-life balance on employees' job satisfaction and turnover intention: the moderating role of continuance commitment

    OpenAIRE

    Aslani, Farshad; Fayyazi, Marjan

    2015-01-01

    Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction - turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionn...

  2. Association of the Environmental Attitudes "Preservation" and "Utilization" with Pro-Animal Attitudes

    Science.gov (United States)

    Binngießer, Janine; Randler, Christoph

    2015-01-01

    The relevance of environmental attitudes is obvious and attitudes towards farm and companion animals and animal welfare in medical research are an important aspect of education. However, both have rarely been linked with each other, and animal attitudes are only sparsely represented within environmental education assessment instruments. Linking…

  3. Employee satisfaction: creating a positive work force.

    Science.gov (United States)

    Wright, M

    1998-01-01

    In the early 1990s, El Camino Hospital (ECH) streamlined its operations in order to remain competitive. In 1992, the hospital's District Board voted to turn the hospital's management over to a nonprofit company and it became an integrated delivery system (IDS). Hospital employees continued to suffer as their work and work schedules changed in ongoing efforts by the new administration to streamline. Finally, in early 1997, the IDS, Camino Healthcare, was dissolved. The director of radiology and radiation oncology services became aware of increasing employee problems, from high turnover rates and increased absenteeism, to morale and productivity issues. Employees also worried about job redesign, re-engineering and a lack of clear direction and expectations from department leadership. The director of the department created a task force to respond to the needs of staff members. With so much anger directed at department leadership, supervisory staff were not included in the task force. The task force worked first to identify rumors and innuendos and followed with a plan to resolve such issues. The second step was to agree to focus on issues that they could change and to let go of those they couldn't. They selected five priority issues or concerns. The group met weekly and made progress by replacing negative talk and attitudes with positive ones. Meanwhile, the director researched employee satisfaction issues so she would be prepared to discuss such issues and concerns with employees. She focused on a common theme, of having a personal mission or goal for one's self. She encouraged staff members to be aware of their own behavior when communicating with others. Although several informal surveys proved there was still much work to be done, there was positive response--a light at the end of the long tunnel.

  4. If Only my Leader Would just Do Something! Passive Leadership Undermines Employee Well-being Through Role Stressors and Psychological Resource Depletion.

    Science.gov (United States)

    Barling, Julian; Frone, Michael R

    2017-08-01

    The goal of this study was to develop and test a sequential mediational model explaining the negative relationship of passive leadership to employee well-being. Based on role stress theory, we posit that passive leadership will predict higher levels of role ambiguity, role conflict and role overload. Invoking Conservation of Resources theory, we further hypothesize that these role stressors will indirectly and negatively influence two aspects of employee well-being, namely overall mental health and overall work attitude, through psychological work fatigue. Using a probability sample of 2467 US workers, structural equation modelling supported the model by showing that role stressors and psychological work fatigue partially mediated the negative relationship between passive leadership and both aspects of employee well-being. The hypothesized, sequential indirect relationships explained 47.9% of the overall relationship between passive leadership and mental health and 26.6% of the overall relationship between passive leadership and overall work attitude. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  5. The SAAS-R: A New Instrument to Assess the School Attitudes of Students with High and Low Academic Achievement in Spain

    Science.gov (United States)

    Miñano Pérez, Pablo; Costa, Juan Luis Castejón; Corbi, Raquel Gilar; Iniesta, Alejandro Veas

    2017-01-01

    We examined the psychometric properties of the School Attitude Assessment Survey-Revised in a Spanish population (n = 1,398). Confirmatory factor analysis procedures supported the instrument's five-factor structure. The results of discriminant analysis demonstrated the predictive power of the School Attitude Assessment Survey-Revised scales as…

  6. Constructing a Bayesian network model for improving safety behavior of employees at workplaces.

    Science.gov (United States)

    Mohammadfam, Iraj; Ghasemi, Fakhradin; Kalatpour, Omid; Moghimbeigi, Abbas

    2017-01-01

    Unsafe behavior increases the risk of accident at workplaces and needs to be managed properly. The aim of the present study was to provide a model for managing and improving safety behavior of employees using the Bayesian networks approach. The study was conducted in several power plant construction projects in Iran. The data were collected using a questionnaire composed of nine factors, including management commitment, supporting environment, safety management system, employees' participation, safety knowledge, safety attitude, motivation, resource allocation, and work pressure. In order for measuring the score of each factor assigned by a responder, a measurement model was constructed for each of them. The Bayesian network was constructed using experts' opinions and Dempster-Shafer theory. Using belief updating, the best intervention strategies for improving safety behavior also were selected. The result of the present study demonstrated that the majority of employees do not tend to consider safety rules, regulation, procedures and norms in their behavior at the workplace. Safety attitude, safety knowledge, and supporting environment were the best predictor of safety behavior. Moreover, it was determined that instantaneous improvement of supporting environment and employee participation is the best strategy to reach a high proportion of safety behavior at the workplace. The lack of a comprehensive model that can be used for explaining safety behavior was one of the most problematic issues of the study. Furthermore, it can be concluded that belief updating is a unique feature of Bayesian networks that is very useful in comparing various intervention strategies and selecting the best one form them. Copyright © 2016 Elsevier Ltd. All rights reserved.

  7. Changing Attitudes over Time: Assessing the Effectiveness of a Workplace Diversity Course

    Science.gov (United States)

    Probst, Tahira M.

    2003-01-01

    Diversity is increasing within the United States, and higher education will likely play a key role in preparing people to function in this new environment. This study assessed the effectiveness of a semester-long psychology workplace diversity course at changing student levels of ethnocentrism and attitudes regarding gender roles; the disabled;…

  8. The Influence of Management's Work-Life Balance on the Organizational Behavior of Employees in Small and Medium-sized Enterprises : Empirical Analysis Focusing on Spillover and Crossover Effects

    OpenAIRE

    平野, 光俊; 余合, 淳

    2017-01-01

    This study investigates the crossover effect of work-life balance (WLB) in the relationship between the management of small and medium-sized enterprises (SMEs) and their employees. SMEs are smaller in scale and have fewer employees than large enterprises, resulting in a close relationship between management and employees. In SMEs, it is easier for employees to observe the daily behavior of the management. Therefore, if management's WLB satisfaction is high, the positive attitude of the manage...

  9. Assessing the Relationship between Weight–Controlling Behaviors and Eating Attitude Disorders with Dietary Intake in Female Adolescents

    Directory of Open Access Journals (Sweden)

    Hengameh Khezri

    2016-12-01

    Full Text Available Background: Adolescents pay more attention to their appearance and body.Irregular nutritional patterns, eating certain types of food, and consuming more protein-containing food are more common in this age group. Considering the importance of this issue and lack of adequate studies in Iran, especially in Fars province, we aimed to assess the relationship between weight-controlling attitudes and eating disorders with dietary intake in female adolescents. Methods: This cross-sectional study was done on 600 female students aged 14-17 years from the four educational districts of Shiraz, southern Iran, during 2011-2012 using the stratified random sampling method. Data were collected using three questionnaires as follows: demographic data questionnaire, Eating Attitudes Test (EAT-26 to assess eating attitude disorders in students, and the Food Frequency Questionnaire (FFQ. Data were analyzed using SPSS software, version 13 and the NUT 4 software. Results: Six (1% EAT-26 questionnaire were omitted from analysis for being incomplete. Also, 556, 446, and 491 questionnaires were evaluated in meat, bread, and fat groups, respectively; and the rest were omitted because of not being complete. The mean±SD age of the students was 15.8±0.9 years. According to the EAT-26, we found that 80.1% of the students were at risk of eating attitude disorders (CI=95%, 76.9-83.3. By comparing the results of the FFQ and the EAT-26 and weight controlling behaviors, we found that consumption of meat and fat was significantly higher in students with eating attitude disorder (P=0.027 and P=0.003 respectively. Bread intake was significantly higher in the groups with no disorder (P=0.08. (This P value is not significant. Moreover, the mean consumption of sandwiches was higher in students with eating attitude disorders (P=0.002. Conclusion: Considering the high prevalence of eating attitude disorders in our study, assessing the underlying reasons and implementing preventive

  10. Acknowledging and Accounting for Employee Benefits

    Directory of Open Access Journals (Sweden)

    Florentina MOISESCU

    2009-01-01

    Full Text Available Employee benefits are all forms of counter services granted by anentity in return to services given by the employees. This category includes onlythe benefits covered by the entity, not those from the state or the employee onthe payroll. The employer counting and presenting all the benefits of theemployees, including those provided on the basis of official programs or otherofficial contracts between the entity and the individual employees, groups ofemployees or their representatives, those established on the basis of legalprovisions or by contracts at the level of activity sector, through which theentities are required to contribute to national programs, as well as thoseresulting from unofficial practices give rise to an implicit obligation.Acknowledging and especially assessing these benefits are issues demandingspecial attention.

  11. Public Sector Employees: Risk Averse and Altruistic?

    NARCIS (Netherlands)

    M.W.J.M. Buurman (Margaretha); A.J. Dur (Robert); S. Bossche, van den (Seth)

    2009-01-01

    textabstractWe assess whether public sector employees have a stronger inclination to serve others and are more risk averse than employees in the private sector. A unique feature of our study is that we use revealed rather than stated preferences data. Respondents of a large-scale survey were offered

  12. Public sector employees: risk averse and altruistic?

    NARCIS (Netherlands)

    Buurman, M.; Delfgaauw, J.; Dur, R.; Bossche, S.N.J. van den

    2012-01-01

    We assess whether public sector employees have a stronger inclination to serve others and are more risk averse than employees in the private sector. A unique feature of our study is that we use revealed rather than stated preferences data. Respondents of a large-scale survey were offered a

  13. Public sector employees: risk averse and altruistic?

    NARCIS (Netherlands)

    Buurman, M.; Dur, R.; Bossche, S.N.J. van den

    2009-01-01

    We assess whether public sector employees have a stronger inclination to serve others and are more risk averse than employees in the private sector. A unique feature of our study is that we use revealed rather than stated preferences data. Respondents of a large-scale survey were offered a

  14. Group Decision Support System Determination Of Best Employee Using Topsis And Borda

    OpenAIRE

    Budhi, Made Arya; Wardoyo, Retantyo

    2017-01-01

    Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need...

  15. [HYGIENIC ASSESSMENT OF WORKING CONDITIONS OF EMPLOYEES OF BROADCASTING CENTER].

    Science.gov (United States)

    Kovalenko, A V; Brusentsova, A V; Sokhoshko, I A; Rostikov, V P

    2015-01-01

    Hygienic assessment of working conditions of employees of the Omsk Regional Broadcasting Centre was performed on data of the analysis of materials of certification of workplaces. There were examined materials concerning 65 core profile workplaces, where 130 persons, including 35 women work. There was determined health risk for personnel in dependence on working conditions. The staff was noted to be exposed to the adverse impact of the following factors: chemical, physical (noise, general and local vibration, non-ionizing radiation, microclimate, lighting), severity and intensity ofwork. Class working conditions for 13,5% of workplaces on noise, 35.4% on non-ionizing radiation was assessed as a harmful of the first degree. Lightness indices at 78.5% of the workplaces did not meet the requirements of sanitary norms. At 7.7% of the workplaces levels of hardness of labor were assessed as harmful. The impact of such factors as biological, infrasound, ultrasound, ionizing radiation, aerosols with mainly fibrogenic action, was absent, their assessment was not carried out. Working conditions at 83.1% of workplaces were characterized as hazardous, including at 52.3% of the workplaces where there was established hazard class 3.1, at 30.7% of workplaces--Class 3.2. Among all the factors of occupational environment the largest contribution into the overall assessment of working conditions was made by the lightness factor (50.9%) and non-ionizing radiation (20.6%). The most harmful working conditions have been identified for workplaces of the operator of masthead antenna, engineer of radiocommunications, broadcasting and television, electromechanician of television (radiocommunication), (broadcasting), car driver.

  16. When do employees identify? An analysis of cross-sectional and longitudinal predictors of training group and organizational identification

    NARCIS (Netherlands)

    Eisenbeiss, Kerstin K.; Ottenz, Sabine

    Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success (Haslam, 2004). Furthermore, the necessity to differentiate levels of identification within organizations has been emphasized (van Knippenberg &

  17. Assessment of Safety Culture

    International Nuclear Information System (INIS)

    Bilic Zabric, T.; Kavsek, D.

    2006-01-01

    A strong safety culture leads to more effective conduct of work and a sense of accountability among managers and employees, who should be given the opportunity to expand skills by training. The resources expended would thus result in tangible improvements in working practices and skills, which encourage further improvement of safety culture. In promoting an improved safety culture, NEK has emphasized both national and organizational culture with an appropriate balance of behavioural sciences and quality management systems approaches. In recent years there has been particular emphasis put on an increasing awareness of the contribution that human behavioural sciences can make to develop good safety practices. The purpose of an assessment of safety culture is to increase the awareness of the present culture, to serve as a basis for improvement and to keep track of the effects of change or improvement over a longer period of time. There is, however, no single approach that is suitable for all purposes and which can measure, simultaneously, all the intangible aspects of safety culture, i.e. the norms, values, beliefs, attitudes or the behaviours reflecting the culture. Various methods have their strengths and weaknesses. To prevent significant performance problems, self-assessment is used. Self-assessment is the process of identifying opportunities for improvement actively or, in some cases, weaknesses that could cause more serious errors or events. Self-assessments are an important input to the corrective action programme. NEK has developed questionnaires for safety culture self-assessment to obtain information that is representative of the whole organization. Questionnaires ensure a greater degree of anonymity, and create a less stressful situation for the respondent. Answers to questions represent the more apparent and conscious values and attitudes of the respondent. NEK proactively co-operates with WANO, INPO, IAEA in the areas of Safety Culture and Human

  18. Impact of gender and opportunity recognition on attitude to piracy of ...

    African Journals Online (AJOL)

    Impact of gender and opportunity recognition on attitude to piracy of computer industry products. ... Software piracy has defied punitive measures, posing threats to jobs of millions of employees and the computer industry. The study proposed an ... Practical implications of findings and future research directions are discussed.

  19. Employee Care

    OpenAIRE

    Zavadilová, Eva

    2014-01-01

    The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

  20. Organizational Characteristics and Employee Overall Satisfaction: A Comparison of State-Owned and Non State- Owned Enterprises in Vietnam

    Directory of Open Access Journals (Sweden)

    Lam D. Nguyen

    2012-04-01

    Full Text Available Differences in employee overall job satisfaction between public and private sector organizations have long been a topic of organizational academic debate. This study looks at the differences and the relationships between organizational characteristics and employee overall satisfaction between the State-Owned Enterprises (SOEs and the Non-State-OwnedEnterprises (Non-SOEs in Vietnam. The purpose of this study is threefold: 1 to examine the differences in organizational characteristics in 7 components including purposes, structure,leadership, relationships, rewards, helpful mechanisms, and attitude toward change; 2 to examine the differences in employee overall satisfaction; and 3 to explore the relationshipbetween organizational characteristics and employee overall satisfaction between the two sectors. The sample includes 20 SOEs and 20 Non-SOEs with a total of 860 employees. The findings empirically reinforce existing organization behavior literature: employee satisfaction is to some extent shaped by the settings of their organizations. Limitations and future research opportunities are also identified.

  1. Employee Benefit Status from E-Employee Service

    Science.gov (United States)

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

    The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

  2. All Employee Census Survey (AES)

    Data.gov (United States)

    Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...

  3. Influence of Leadership Approach on Employee Empowerment: A Study of Selected Small-Scale Businesses in Nigeria

    Directory of Open Access Journals (Sweden)

    Olajide Idowu Okunbanjo

    2016-08-01

    Full Text Available Leadership determines the attitude of employees toward discharging the responsibilities in organizations. There have been few studies on leadership as it influences employee empowerment. Thus, the broad objective of this paper is to examine the relationship between leadership approach and employee empowerment in small businesses in Lagos State. The study administered 400 questionnaires to the employees of Small businesses in Lagos state; 377 were returned, but 372 were found usable. Pearson correlation matrix was employed to test the significant relationship between leadership approach and employee empowerment. The findings revealed that directive leadership approach significantly shows the positive relationship with employee training and delegation of authority to employees, and also participative leadership approach is insignificant and indicates the negative relationship with the delegation of authority at 5% significant level. Thus, this study recommends that owners or entrepreneurs of small businesses should adopt directive leadership approach due to the fact that it is significantly related to delegation of authority and training, unlike participative leadership. Also, employers of employees in small businesses in Nigeria should let their employee know the importance of following instructions given to them to complete the task assigned to them, and also owners of small businesses should entertain employees' suggestions and ideas in order to be able to state well-defined business policy(ies and instructions to be followed.

  4. Staff attitudes to talking openly about ethical dilemmas

    DEFF Research Database (Denmark)

    Trapp, Leila

    2010-01-01

    on business ethics communication and behavior reveals that a good predictor of ethical conduct is open workplace dialogue about ethics.  In this paper, I therefore address the question: What influences employee attitudes to talking openly about ethical issues? Answers are proposed on the basis of focus group...... interviews at the healthcare company Novo Nordisk.   It was found that interest in discussing ethical issues was influenced by two main factors: employee conceptualizations of business ethics, and the level of inter-collegial trust, credibility, and confidence. In this paper, by examining these phenomena, I...... aim at providing insight that can help managers in their attempts to promote open workplace dialogue about ethical issues....

  5. Initiation of health-behaviour change among employees participating in a web-based health risk assessment with tailored feedback

    NARCIS (Netherlands)

    Colkesen, Ersen B.; Niessen, Maurice A. J.; Peek, Niels; Vosbergen, Sandra; Kraaijenhagen, Roderik A.; van Kalken, Coenraad K.; Tijssen, Jan G. P.; Peters, Ron J. G.

    2011-01-01

    ABSTRACT: BACKGROUND: Primary prevention programs at the worksite can improve employee health and reduce the burden of cardiovascular disease. Programs that include a web-based health risk assessment (HRA) with tailored feedback hold the advantage of simultaneously increasing awareness of risk and

  6. Service orientation of the restaurant employees

    OpenAIRE

    Gagić, Snježana; Vuković-Jovičić, Ana; Petrović, Marko D.

    2017-01-01

    The service orientation program developed for restaurant employees can be a competitive advantage for a restaurant operation. Service orientation has been characterized as the disposition of employees to be helpful, thoughtful, considerate, and co-operative towards customers. Customer-oriented behaviors include: helping customers; helping customers to assess their needs; offering service that will satisfy those needs; describing services accurately; avoiding deceptive manipulations; and avoid...

  7. EMPLOYEE PROMOTION PLANNING IN ANALYTICAL HIERARCHY PROCESS PERSPECTIVE: STUDY ON NATIONAL PUBLIC PROCUREMENT AGENCY

    Directory of Open Access Journals (Sweden)

    Ayuningtyas A.K.

    2017-10-01

    Full Text Available The promotion process is part of the career development conducted by Civil State Apparatus Employee (Pegawai Aparatur Sipil Negara which should be implemented by applying merit system. Employee-related strategic decision making has not applied merit system as mandated in applied laws. It occurred due to Public Service Appointment Board (Badan Pertimbangan Jabatan dan Kepangkatan not possessing assessment model and criteria which could be used to support promotion process implementation in the appropriate structural position based on employee competence and performance. This study aims to describe and analyze assessment criteria and subcriteria required to be considered in State Civil Servant Officers promotion planning by applying Analytical Hierarchy Process (AHP method in National Public Procurement Agency (Lembaga Kebijakan Pengadaan Barang/Jasa Pemerintah. This study uses the explanative quantitative univariate method. Data collection technique used questionnaire instrument. Analytical tool used was AHP. Research result exhibits that ASN employee promotion planning using assessment model is described as follows: Employee Performance Assessment consist of Employee Work Performance element with three criteria and Employee Work Behavior with twenty-three criteria; and Evaluation of Employee Promotion Implementation with eleven criteria. Through the use of AHP methods employee, promotion planning could be utilized as a tool for Baperjakat to produce employee decisions that will be promoted objectively and effectively.

  8. ASSESSMENT OF KNOWLEDGE & ATTITUDE OF THE PEDIATRIC RESIDENT ABOUT NEONATAL & PEDIATRIC CARDIOPULMONARY RESUSCITATION

    Directory of Open Access Journals (Sweden)

    M KADIAVAR

    2003-09-01

    Full Text Available Introduction: A high leve of skill & knowledge is required in circumstances of cardiopulmonary resucitation which represents the most urgent clinical situations. The difficulties for pediatric residents who are fronted with the most cases of pediatric & neonatal resucitation are due to different causes of cardiorespiratory arrest in camparison to adults. This study aimed to assess the knowledge & their personal attitude toward the neonatal & pediatric cardiopulmonary resuscitatin. Methods: By cross - sectional multicenter study between the pediatric residents who were studied in the teaching hospitals in Tehran (1378-90. Data were gathered among 140 residents by self-completed questionnaires which were included three parts as. demographic information assessment of their attitude by summation of score via ranking list questions and total score from assessment to their knowledge by different scenarios which were formatted in the multiple choice questions. Results: 35.7% of the residents studied in the first year of residency 35.0% in the second year and the remainder (29/3% in the third year More than 90% of them considered their knowledge about neonatal and pediatric cardiopulmonary resuscitation low & less than average. Net only 80% of the residents self - assessed their actual ability about this issue low but also declaired the insufficient education during the medical training. The total score of knowledge assessment was 14.7 + 1_0.54 from 30 without any significant relations among the residents in different hospitals or various levels of pediatric residency. (P value= 0.1 , 0.7 There was not significant correlation between the total score from their attitude & their knowledge. Conclusion: Pediatric residents as the key personnel in the management of cardiopulmonary resuscitation of the neonates and children should have enough knowledge and skills about this topic. This survey demonstrates a low level of the pediatric & neonatal

  9. Evaluation of employee training in retail business

    Directory of Open Access Journals (Sweden)

    Jana Stehlíková

    2012-01-01

    Full Text Available Technological development and growing competition on the market asks for continuous improvement of knowledge and skills of employees, not only for securing their work places but also for increasing the companies’ competitiveness and economic development of the society. Company education is one of the main instruments, how the enterprises can improve their position in the market. The main criterion of success in business are in present especially employees’ skills. The main objective of this paper was to evaluate the most important topics, which are used for improving skills and working outcomes of employees in retail and wholesale branch. Their possibility for getting feedback was also commented and controllability was further checked. When we summarize all findings, the most important competencies of workers in retail and warehouse business are qualification (shopping skills and knowledge of products, behaviour (obliging attitude to customers, ability to compliment the customer of his/her choice, working reaction (ability to do daily tasks quickly, safety, precisely and punctually, neatness (well and clean dressed employees, different groups of workers are distinguishable from each other. Next step after the list of main competences in retail and warehouse business was creating questionnaire, which should serve for researching quality of company education and its possibility to improvement. This questionnaire can serve for all companies in this field, which want or need to evaluate their company education.

  10. Exploring the impact of toxic attitudes and a toxic environment on the veterinary healthcare team

    Directory of Open Access Journals (Sweden)

    Irene eMoore

    2015-12-01

    Full Text Available AbstractThe objective of this qualitative study was to compare veterinarians’ and Registered Veterinary Technicians’ (RVT’s perceptions of the veterinary health care team with respect to the impact of toxic attitudes and a toxic environment. Focus group interviews using a semi-structured interview guide and follow up probes were held with 4 veterinarian groups (23 companion animal veterinarians and 4 Registered Veterinary Technician groups (26 RVTs. Thematic analysis of the discussions indicated both veterinarian and RVT participants felt team members with toxic attitudes negatively impacted veterinary team function. These attitudes included people being disrespectful, being resistant to change, always wanting to be the go to person, avoiding conflict, and lacking motivation. When conflict was ignored, or when people with toxic attitudes were not addressed, a toxic environment often resulted. A toxic environment sometimes manifested when broken communication and tension between staff members occurred as a result of employees lacking confidence, skills, or knowledge not being managed properly. It also occurred when employees did not feel appreciated, when there was difficulty coping with turnover, and when there were conflicting demands.The presence of people with a toxic attitude was a source of frustration for both veterinarian and RVT participants. Prompt and consistent attention to negative behaviors is recommended to reduce the development of a toxic environment.

  11. The Role of Performance Appraisals in Motivating Employees

    NARCIS (Netherlands)

    J.J.A. Kamphorst (Jurjen); O.H. Swank (Otto)

    2012-01-01

    textabstractIn many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess

  12. A change of attitude: From rescue to prevention

    International Nuclear Information System (INIS)

    Covalschi, Valentina

    2002-01-01

    The qualitative and quantitative leap recorded by economical companies after the Romanian Revolution occurred in 1989, has positively influenced the functioning of the workplaces and working environment by increasing the employees' occupational safety, well being, health and results of their activities. In fact it has determined a new approach of safety culture. This has resulted in a change of attitude: from rescue to prevention. (author)

  13. Promoting Early, Safe Return to Work in Injured Employees: A Randomized Trial of a Supervisor Training Intervention in a Healthcare Setting.

    Science.gov (United States)

    Spector, June T; Reul, Nicholas K

    2017-03-01

    Purpose Supervisors in the healthcare sector have the potential to contribute to disability prevention in injured employees. Published data on the evaluation of return to work (RTW) interventions aimed at direct supervisors are scarce. We sought to determine the effect of a brief audiovisual supervisor training module on supervisor RTW attitudes and knowledge. Methods A parallel-group study, using equal randomization, comparing the training module intervention to usual practice in healthcare supervisors at a quaternary care hospital was conducted. Differences between groups in changes in RTW attitude and knowledge survey question scores between baseline and 3 months were assessed using the Mann-Whitney U test. The Benjamini-Hochberg-Yekutieli procedure was used to control for false discovery rate and generate adjusted p values. Results Forty supervisors were allocated to the intervention group and 41 to the usual practice group. Attitude and knowledge scores for most questions improved between baseline and immediately after intervention administration. Comparing intervention (n = 33) and usual practice groups (n = 37), there was a trend toward greater increase between baseline and 3 months follow-up in agreement that the supervisor can manage the RTW process (U = 515, adjusted p value = 0.074) and in confidence that the supervisor can answer employees' questions (U = 514, adjusted p value = 0.074) in the intervention group, although these findings were not statistically significant. Conclusions The training intervention may have provided the initial tools for supervisors to navigate the RTW process in collaboration with others in the RTW community of practice. A larger study with longer follow-up is needed to confirm results.

  14. Assessment of time management attitudes among health managers.

    Science.gov (United States)

    Sarp, Nilgun; Yarpuzlu, Aysegul Akbay; Mostame, Fariba

    2005-01-01

    These days, working people are finding it difficult to manage their time, get more done at work, and find some balance in their work and personal lives. Successful time management is often suggested to be a product of organizing skills, however, what works for one person may not work for others. Context current competence assessment formats for physicians, health professionals, and managers during their training years reliably test core knowledge and basic skills. However, they may underemphasize some important domains of professional medical practice. Thus, in addition to assessments of basic skills, new formats that assess clinical reasoning, expert judgment, management of ambiguity, professionalism, time management, learning strategies, and teamwork to promise a multidimensional assessment while maintaining adequate reliability and validity in classic health education and health care institutional settings are needed to be worked on. It should be kept in mind that institutional support, reflection, and mentoring must accompany the development of assessment programs. This study was designed to describe the main factors that consume time, effective hours of work, time management opportunities, and attitudes and behaviors of health professionals and managers on time management concept through assessment by the assessment tool Time Management Inquiry Form (TMIQ-F). The study was conducted at the State Hospital, Social Security Hospital, and University Hospital at Kirikkale, Turkey between October 1999 and January 2000, including 143 subjects defined as medical managers and medical specialists. According to the results, a manager should give priority to the concept of planning, which may be counted among the efficient time management techniques, and educate him/herself on time management.

  15. CREATIVITY IS EVERYONE’S BUSINESS: HOW TO ENHANCE EMPLOYEE CREATIVITY IN TELECOMMUNICATION SECTOR

    Directory of Open Access Journals (Sweden)

    KARIM SEHRISH

    2016-07-01

    Full Text Available With rapid cultural, demographical and economic changes in knowledge oriented economy, employee creativity has become a challenge for organizations, as this works as a core competence. We suggest that leaders with ethical commitment help to nourish creativity in employees. Using social learning theory, authors examined the influence of ethical leadership on employee creativity through the mediation of self-efficacy. This study also explored the moderating role of uncertainty avoidance between the relationship of ethical leadership and employee creativity. Data was collected from 180 employees along with their supervisors from four different telecommunication companies working in Pakistan. The questionnaire was adopted and tested on the criteria of five point Likert scale. Regression and Correlation tests were used to check hypothesis. Supervisors of these four companies evaluated the creativity of the selected staff member groups while the employees and staff members reported the perceptions about their supervisors in terms of ethical leadership. Results showed that ethical leadership was positively related to employee creativity and this relationship was mediated by self-efficacy and this mediation was partial. There was significant negative relationship between uncertainty avoidance and employee creativity, this is the main aspect of present study. According to the results uncertainty is negatively associated with the employee creativity it means high uncertainty results in low creativity of employees. This study was conducted in Pakistani context where uncertain attitude is very common in society so uncertainty avoidance affects creativity of the employee in Pakistani organizations. Our study offer practical implications for telecommunication companies in order to achieve competitive advantage by enhancing employee creativity, as employee creativity makes organization creative.

  16. Placing perceptions of politics in the context of the feedback environment, employee attitudes, and job performance.

    Science.gov (United States)

    Rosen, Christopher C; Levy, Paul E; Hall, Rosalie J

    2006-01-01

    The authors proposed a model suggesting that organizational environments supporting high levels of informal supervisor and coworker feedback are associated with lower employee perceptions of organizational politics. Furthermore, these lowered perceptions of politics were proposed to result in higher employee morale (as reflected in job satisfaction and affective commitment) and, through morale, to higher levels of task performance and organizational citizenship. The proposed mediational model was supported with empirical results from 150 subordinate-supervisor dyads sampled across a variety of organizations. Higher quality feedback environments were associated with lower perceptions of organizational politics, and morale mediated the relationships between organizational politics and various aspects of work performance. These findings suggest that when employees have greater access to information regarding behaviors that are acceptable and desired at work, perceptions of politics are reduced and work outcomes are enhanced. (c) 2006 APA, all rights reserved.

  17. Simulation assessment center in the service of the company as a factor in the accuracy and validity of the information about the employee

    OpenAIRE

    Borodai V.A.

    2017-01-01

    The article reveals the relevance of evaluation method for personnel assessment center technologies. The efficiency of the method in terms of accuracy and validity of the assessment of employees. Identified positive factors and problematic use of assessment center technology service company/

  18. Assessing Learner Satisfaction by Simultaneously Measuring Learner Attitude, Motivation, Loyalty and Service Quality in English Academies

    Science.gov (United States)

    Huong, Vu Thi; Casadesus, Marti; Marimon, Frederic

    2017-01-01

    The aims of this study are threefold in their approach to English academy teaching: (i) to assess learner satisfaction, (ii) to assess the impact of satisfaction on loyalty and (iii) to assess the three constructs that we considered to be the antecedents of learner satisfaction: learner motivation, learner attitude and service quality. To collect…

  19. The effect of time-management training on employee attitudes and behavior: a field experiment.

    Science.gov (United States)

    Orpen, C

    1994-07-01

    This field experiment tested for the effect of time-management training on 56 employees at an Australian manufacturing company, half of whom attended a 3-day training program and half of whom did not. The training group subjects rated their management of time significantly higher after the program than did the group who did not attend the training program. The diary entries of the trained subjects over a 2-week period after the training program were also rated by three superiors as exhibiting significantly better time management than the diary entries of the untrained group. Given that subjects had been randomly assigned to the two conditions, these results suggest that appropriate training can cause employees to improve how they manage their time at work.

  20. Assessment of College Students' Knowledge and Attitudes toward Solid Waste Management in North Central Zone of Nigeria

    Science.gov (United States)

    Dung, Mohammed Dauda; Makilik, Mangut; Ozoji, Bernadette Ebele

    2017-01-01

    This study focused on assessment of colleges of education students' knowledge and attitudes toward solid waste management in the North Central zone of Nigeria. The cross-sectional survey design was adopted. A students' knowledge and attitudes toward solid waste management questionnaire were used to collect data from 1,800 students. The findings…

  1. Theory X/Y in the Health Care Setting: Employee Perceptions, Attitudes, and Behaviors.

    Science.gov (United States)

    Prottas, David J; Nummelin, Mary Rogers

    Douglas McGregor's conceptualization of Theory X and Theory Y has influenced management practices for almost six decades, despite the relative paucity of empirical support. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological safety, organizational citizenship behavior, and service quality; and (3) the employing entity. The study used survey data from more than 3500 employees of a large US health care system and analyzed them using confirmatory factor and hierarchical regression analyses. Results indicate that McGregor's conceptualization is best considered as two separate constructs-Theory Y and Theory X-rather than as one-dimensional X/Y construct. This study's three dependent variables were positively related to Theory Y and negatively related to Theory X, with larger Theory Y effect sizes. Psychological safety partially mediated the relationship between Theory Y and the dependent variables Y. Practical implications are presented.

  2. Nursing home residents' views on dying and death: nursing home employee's perspective.

    Science.gov (United States)

    Dwyer, Lise-Lotte; Hansebo, Görel; Andershed, Birgitta; Ternestedt, Britt-Marie

    2011-12-01

    To reveal nursing home employees' views on dying and death among older people they cared for. Palliative care stakeholders recently included more groups in their definition of palliative care; older people constitute one such group. Consequently, palliative care systems, which will serve a large, aging cohort, will require new skills. The first stage in skills acquisition is to gather current views on dying and death. Qualitative descriptive study that uses focus group discussions for data collection; 20 employees in 4 Swedish nursing homes participated. Data were analysed using qualitative content analysis. The following categories were conceptualised: alleviating suffering and pain; finding meaning in everyday life; revealing thoughts and attitudes about death; taking care of the dead person's body; and coping with the gap between personal ideals and reality. A deeper understanding of the palliative care philosophy is needed to further develop and tailor care for the dying persons in nursing homes. To get public support for palliative care, the silence surrounding dying and death must be broken. Employees must receive education to prepare for all aspects of their work, and management must account for employees' situation when planning the care. © 2010 Blackwell Publishing Ltd.

  3. New developments in employee assistance programs.

    Science.gov (United States)

    White, R K; McDuff, D R; Schwartz, R P; Tiegel, S A; Judge, C P

    1996-04-01

    Employee assistance programs have developed from alcoholism assessment and referral centers to specialized behavioral health programs. Comprehensive employee assistance programs are defined by six major components: identification of problems based on job performance, consultation with supervisors, constructive confrontation, evaluation and referral, liaison with treatment providers, and substance abuse expertise. Other services have been added as enhancements to the basic model and include managed behavioral health activities and professional assistance committees, which provide services for impaired professionals and executives. Recent developments in the field are illustrated through examples from the experience of the employee assistance program at the University of Maryland Medical System in Baltimore.

  4. Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

    Science.gov (United States)

    Holton, M Kim; Barry, Adam E; Chaney, J Don

    2015-01-01

    Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

  5. Human Capital Development Policies: Enhancing Employees Satisfaction

    Science.gov (United States)

    Wan, Hooi Lan

    2007-01-01

    Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…

  6. Generational Attitudes toward Workplace Fun and Their Relationship to Job Satisfaction

    Science.gov (United States)

    Attebery, Esther

    2017-01-01

    Purpose: The purpose of this quantitative study was to examine attitudes toward workplace fun and overall job satisfaction of baby boomer, Generation X, and millennial staff employees at a Christian university in California, and determine if there is a predictive relationship between them. Conceptual Framework: The framework was developed from…

  7. Promoting Influenza Vaccination to Restaurant Employees.

    Science.gov (United States)

    Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Parrish, Amanda T; Ahmed, Faruque; Zhou, Chuan; Allen, Claire L

    2016-09-01

    To evaluate an evidence-based workplace approach to increasing adult influenza vaccination levels applied in the restaurant setting We implemented an intervention and conducted a pre/post analysis to determine effect on vaccination. Eleven Seattle-area restaurants. Restaurants with 25+ employees speaking English or Spanish and over 18 years. Restaurants received influenza vaccination promotion materials, assistance arranging on-site vaccination events, and free influenza vaccinations for employees. Pre/post employee surveys of vaccination status with direct observation and employer interviews to evaluate implementation. We conducted descriptive analysis of employee survey data and performed qualitative analysis of implementation data. To assess intervention effect, we used a mixed-effects logistic regression model with a restaurant-specific random effect. Vaccination levels increased from 26% to 46% (adjusted odds ratio 2.33, 95% confidence interval 1.69, 3.22), with 428 employees surveyed preintervention, 305 surveyed postintervention, and response rates of 73% and 55%, respectively. The intervention was effective across subgroups, but there were restaurant-level differences. An access-based workplace intervention can increase influenza vaccination levels in restaurant employees, but restaurant-level factors may influence success. © 2016 by American Journal of Health Promotion, Inc.

  8. Weight Care Project: Health professionals' attitudes and ability to assess body weight status - Study protocol

    LENUS (Irish Health Repository)

    Moorhead, Anne

    2011-03-31

    Abstract Background Health professionals working in primary care and public health have opportunities to address body weight status issues with their patients through face-to-face contact. The objectives of this all-Ireland project are: 1. to assess the attitudes, current practices\\/behaviours and knowledge of key health professional groups on body weight status; 2. to assess the health professional groups\\' ability to identify body weight status in both adults and children. The health professional groups are: (a) community related public health nurses; (b) school public health nurses; (c) GPs and practice nurses (primary care); and (d) occupational health nurses (workplace) from both Northern Ireland and the Republic of Ireland. Methods\\/Design This all-Ireland multi-disciplinary project follows a mixed methods approach using both quantitative and qualitative methodologies, and consists of four components: 1. Literature review - to explore the role of health professionals in managing obesity through spontaneous intervention in a variety of health promotion settings. 2. Telephone interviews and focus groups - to gain an in-depth insight into the views of health professionals in assessing body weight status. 3. Survey (primarily online but also paper-based) - to determine the attitudes, current practices\\/behaviours and knowledge of health professionals in assessing body weight status. 4. Online evaluation study - an online interactive programme will be developed to assess health professionals\\' ability to identify the body weight status of adults and children. Discussion This project will assess and report the attitudes, current practices\\/behaviours and knowledge of key health professional groups within Northern Ireland and the Republic of Ireland on body weight status, and their ability to identify body weight status in both adults and children. The results of this project will generate recommendations for clinical practice in managing obesity, which may

  9. Weight Care Project: Health professionals' attitudes and ability to assess body weight status - Study protocol

    Directory of Open Access Journals (Sweden)

    Murphy Kathy

    2011-03-01

    Full Text Available Abstract Background Health professionals working in primary care and public health have opportunities to address body weight status issues with their patients through face-to-face contact. The objectives of this all-Ireland project are: 1. to assess the attitudes, current practices/behaviours and knowledge of key health professional groups on body weight status; 2. to assess the health professional groups' ability to identify body weight status in both adults and children. The health professional groups are: (a community related public health nurses; (b school public health nurses; (c GPs and practice nurses (primary care; and (d occupational health nurses (workplace from both Northern Ireland and the Republic of Ireland. Methods/Design This all-Ireland multi-disciplinary project follows a mixed methods approach using both quantitative and qualitative methodologies, and consists of four components: 1. Literature review - to explore the role of health professionals in managing obesity through spontaneous intervention in a variety of health promotion settings. 2. Telephone interviews and focus groups - to gain an in-depth insight into the views of health professionals in assessing body weight status. 3. Survey (primarily online but also paper-based - to determine the attitudes, current practices/behaviours and knowledge of health professionals in assessing body weight status. 4. Online evaluation study - an online interactive programme will be developed to assess health professionals' ability to identify the body weight status of adults and children. Discussion This project will assess and report the attitudes, current practices/behaviours and knowledge of key health professional groups within Northern Ireland and the Republic of Ireland on body weight status, and their ability to identify body weight status in both adults and children. The results of this project will generate recommendations for clinical practice in managing obesity, which may

  10. The relationship between employee motivation, job satisfaction and corporate culture

    Directory of Open Access Journals (Sweden)

    Wanda Roos

    2008-05-01

    Full Text Available In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ, the Experience of Work and Life Circumstances Questionnaire (WLO and the Corporate Culture Questionnaire (CCQ. Pearson product-moment coeffcients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The fndings provided support for the linear relationships and, more importantly, identifed the drivers of these relationships. The fndings did not support the moderator effect. Using these fndings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial infuence.

  11. Measures for Assessing Student Attitudes toward Older People

    Science.gov (United States)

    Lin, Xiaoping; Bryant, Christina; Boldero, Jennifer

    2011-01-01

    Measuring medical and allied health students' attitudes towards older people has been identified as an important research area. The present study compared the use of implicit and explicit attitude measures. Sixty-five undergraduates completed one explicit measure, the Fraboni Scale of Ageism (FSA), (Fraboni, Saltstone, & Hughes, 1990) and one…

  12. Assessing the Business and Employee Benefits Resulting from the Implementation of NVQs

    Science.gov (United States)

    McAdam, Rodney; Crowe, Julie

    2004-01-01

    National Vocational Qualifications (NVQs) have been introduced and developed within a competency framework by successive UK governments. Potential benefits are listed as improved skills, less skills shortages and more appropriate job-employee fit. However, there has been considerable and sustained criticism of NVQs from employers, employees and…

  13. Attitudes towards using mobile applications for teaching mathematics in open learning systems

    Directory of Open Access Journals (Sweden)

    Bahjat Hamid Altakhyneh

    2018-05-01

    Full Text Available This study investigated attitudes towards teaching mathematics via mobile learning in open learning systems. The sample of the study consisted of 57 male and female students enrolled in the mathematics course in the department of educational studies at the Arab Open University/ Jordan for the academic year 2016/2017. Results of the study showed that positive student attitudes toward using mobile applications reached 80%. Each of the following scores is ranked as ascending: mathematical thinking (75%, achievement motivation (76%, developing social and emotional skills (77%, and application technology (96%. There was no statistical significance difference (α ≤0.01 between the variable type of general secondary certificate (scientific / arts stream as well as the nature of employment in terms of whether the learner was either an employee or non-employee. In light of results of the study, the researcher recommends using mobile applications in teaching courses of mathematics in open learning systems.

  14. Capturing doping attitudes by self-report declarations and implicit assessment: A methodology study

    Directory of Open Access Journals (Sweden)

    Aidman Eugene V

    2008-04-01

    Full Text Available Abstract Background Understanding athletes' attitudes and behavioural intentions towards performance enhancement is critical to informing anti-doping intervention strategies. Capturing the complexity of these attitudes beyond verbal declarations requires indirect methods. This pilot study was aimed at developing and validating a method to assess implicit doping attitudes using an Implicit Associations Test (IAT approach. Methods The conventional IAT evaluation task (categorising 'good' and 'bad' words was combined with a novel 'doping' versus 'nutrition supplements' category pair to create a performance-enhancement related IAT protocol (PE-IAT. The difference between average response times to 'good-doping' and 'bad-doping' combinations represents an estimate of implicit attitude towards doping in relation to nutritional supplements. 111 sports and exercise science undergraduates completed the PE-IAT, the Performance Enhancement Attitude Scale (PEAS and answered questions regarding their beliefs about doping. Results Longer response times were observed in the mixed category discrimination trials where categories 'good' and 'doping' shared the same response key (compared to 'bad-doping' combination on the same key indicating a less favourable evaluation of doping substances. The PE-IAT measure did not correlate significantly with the declared doping attitudes (r = .181, p = .142, indicating a predictable partial dissociation. Action-oriented self-report expressed stronger associations with PE-IAT: participants who declared they would consider using doping showed significantly less implicit negativity towards banned substances (U = 109.00, p = .047. Similarly, those who reported more lenient explicit attitudes towards doping or expressly supported legalizing it, showed less implicit negativity towards doping in the sample, although neither observed differences reached statistical significance (t = 1.300, p = .198, and U = 231.00, p = .319

  15. Exploring the Impact of Toxic Attitudes and a Toxic Environment on the Veterinary Healthcare Team.

    Science.gov (United States)

    Moore, Irene C; Coe, Jason B; Adams, Cindy L; Conlon, Peter D; Sargeant, Jan M

    2015-01-01

    The objective of this qualitative study was to compare veterinarians' and Registered Veterinary Technicians' (RVT's) perceptions of the veterinary healthcare team with respect to the impact of toxic attitudes and a toxic environment. Focus group interviews using a semi-structured interview guide and follow up probes were held with four veterinarian groups (23 companion animal veterinarians) and four Registered Veterinary Technician groups (26 RVTs). Thematic analysis of the discussions indicated both veterinarian and RVT participants felt team members with manifestations of toxic attitudes negatively impacted veterinary team function. These manifestations included people being disrespectful, being resistant to change, always wanting to be the "go to person," avoiding conflict, and lacking motivation. When conflict was ignored, or when people with toxic attitudes were not addressed, a toxic environment often resulted. A toxic environment sometimes manifested when "broken communication and tension between staff members" occurred as a result of employees lacking confidence, skills, or knowledge not being managed properly. It also occurred when employees did not feel appreciated, when there was difficulty coping with turnover, and when there were conflicting demands. The presence of people manifesting a toxic attitude was a source of frustration for both veterinarian and RVT participants. Prompt and consistent attention to negative behaviors is recommended to reduce the development of a toxic environment.

  16. Assessing healthcare professional knowledge, attitudes, and practices on hypertension management. Announcing a new World Hypertension League resource.

    Science.gov (United States)

    Campbell, Norm R C; Dashdorj, Naranjargal; Baatarsuren, Uurtsaikh; Myanganbayar, Maral; Dashtseren, Myagmartseren; Unurjargal, Tsolmon; Zhang, Xin-Hua; Veiga, Eugenia Velludo; Beheiry, Hind Mamoun; Mohan, Sailesh; Almustafa, Bader; Niebylski, Mark; Lackland, Daniel

    2017-09-01

    To assist hypertension control programs and specifically the development of training and education programs on hypertension for healthcare professionals, the World Hypertension League has developed a resource to assess knowledge, attitudes, and practices on hypertension management. The resource assesses: (1) the importance of hypertension as a clinical and public health risk; (2) education in national or international hypertension recommendations; (3) lifestyle causes of hypertension; (4) measurement of blood pressure, screening, and diagnosis of hypertension; (5) lifestyle therapy counseling; (6) cardiovascular risk assessment; (7) antihypertensive drug therapy; and (8) adherence to therapy. In addition, the resource assesses the attitudes and practices of healthcare professionals for task sharing/shifting, use of care algorithms, and use of registries with performance reporting functions. The resource is designed to help support the Global Hearts Alliance to provide standardized and enhanced hypertension control globally. ©2017 Wiley Periodicals, Inc.

  17. EMPLOYEE INVOLVEMENT IN A CHANGE PROCESS - A CASE STUDY FOR ROMANIAN ORGANIZATIONS

    Directory of Open Access Journals (Sweden)

    Prediscan Mariana

    2015-07-01

    Full Text Available Innovation, competitive advantage, change are some concepts that should be on every organization's agenda, due to the fact the global market leads to global competition so in order to increase the market share, turnover or profit organizations have to incorporate those concepts in their strategies. The outside environment is very unstable and things are evolving very fast so managers from all levels have to acknowledge the importance of change and to identify as soon as possible several new ideas that should be the subject of different change processes. Openness to organizational change has become a mandatory feature for those organizations that want to survive and adapt to the external pressure, helping them to be efficient. Even if in many cases managers are the initiators of change, this process is very complex and needs support and involvement from all the members of the organization, so the employee's attitude and commitment to change is crucial. In many cases employees have a negative attitude towards change and manifest a strong resistance, due to the fact that they are not consulted and are not involved in the process of the identification for the need of change. Without understanding and knowing very well what it is expected from them, employees are afraid of the unknown and prefer to perform their tasks as they did before. Creating a climate and a culture for change is very important, because like this change will be something normal, continuous and people will feel comfortable with any change initiatives, without being surprised, confused or scared. Even if any change process should improve the current state of the organization, sometimes change efforts fail because the ones that resist change are stronger than the ones supporting change. The purpose of this paper is to analyze how often are Romanian employees involved in the processes of change and how important is the role they play. We have also tried to see the Romanian manager

  18. The Rating System for Assessing the Performance of Employees in Terms of the Quality Assurance of Activity of Educational Organization

    Directory of Open Access Journals (Sweden)

    Stankevych Iryna V.

    2017-09-01

    Full Text Available The article is aimed at improving and developing a rating system for assessment of employees, in particular scientific and pedagogical workers, as an instrument to ensure the quality of activity of educational organization. The author has substantiated that a rating system both encourages the activities of higher education workers to provide quality training to higher education applicants and coordinates their efforts to raise the level of loyalty to the educational organization of consumers together with other parties interested, as well as to enhance its image in the market for educational services. The development of a rating system for an employee’s performance, as proposed by the author, should be accomplished not only at the expense of the assessment indicators, but also of the incentive methods, both direct and indirect. The publication provides an example of the practical application of the provisions of the rating system for assessing the performance of employees of educational organization, as proposed by the author.

  19. Predictors of Attitudes toward Childlessness.

    Science.gov (United States)

    Spreadbury, Connie

    The study assessed young adults' attitudes toward childlessness and identified certain factors which predict positive or negative attitudes toward childlessness. The author anticipated finding changes in attitudes because of recent social developments such as awareness of world overpopulation, availability of birth control methods, pressure for…

  20. Understanding the malleability of implicit stereotyping and implicit prejudice toward female leadership: a longitudinal field study on municipality employees in Turkey

    OpenAIRE

    Dural Şenoğuz, Uzay; Dural Senoguz, Uzay

    2016-01-01

    The widespread underrepresentation of women in senior leadership positions and discrimination against them has been mostly explained using socio-cognitive processes, such as stereotypic and prejudicial attitudes against women’s leadership. Any reduction in such unfavorable attitudes of employees seems to be necessary before we can see more gender balance in senior leadership. There are divergent theories and contradicting results on how malleable stereotypes and prejudices toward women manage...

  1. National culture, work-life balance and employee well-being in European tourism firms: the moderating effect of uncertainty avoidance values

    OpenAIRE

    Lucia-Casademunt, Ana M.; García-Cabrera, Antonia M.; Cuéllar-Molina, Deybbi G.

    2015-01-01

    The competitive advantage of companies rests upon work attitudes and the behavior of their employees. Work-life balance initiatives are considered to be an important antecedent of employees’ well-being, and thus a factor that highly conditions employees’ work attitudes and behavior. This study explores these relationships in the tourism industry, where hotels and restaurants offer day and night services that could harm work-life balance. Also, in the tourism industry, the national diversity o...

  2. A Study on Employee Retention Techniques

    OpenAIRE

    Savarimuthu, Dr. A; Hemalatha, N.

    2013-01-01

    The objective of perusing this study is to assess the level of satisfaction of employee retention techniques at GB Engineering Enterprises PVT Limited., Trichy.This study gains significance because of employee retention techniques can be approached from various angles. It is desirable state of existence involving retention strategies generally fall in to one of four categories salary, working conditions, job enrichment and education. These four elements together constitute. The structure of e...

  3. The Effects of Telecommuting Intensity on Employee Health.

    Science.gov (United States)

    Henke, Rachel Mosher; Benevent, Richele; Schulte, Patricia; Rinehart, Christine; Crighton, K Andrew; Corcoran, Maureen

    2016-11-01

    To investigate the influence of the intensity of telecommuting on employee health. Study design comprised a longitudinal analysis of employee demographic data, medical claims, health risk assessment data, and remote connectivity hours. Data from Prudential Financial served as the setting. Active employees ages 18 to 64 years who completed the health risk assessment between 2010 and 2011 were the study subjects. Measures included telecommuting status and intensity, and eight indicators of health risk status (obesity, depression, stress, tobacco use, alcohol abuse, poor nutrition, physical inactivity, and an overall risk measure), with employee age, sex, race-ethnicity, job grade, management status, and work location as control variables. Health risks were determined for nontelecommuters and telecommuters working remotely ≤8, 9 to 32, 33 to 72, and ≥73 hours per month. Longitudinal models for each health risk were estimated, controlling for demographic and job characteristics. Telecommuting health risks varied by telecommuting intensity. Nontelecommuters were at greater risk for obesity, alcohol abuse, physical inactivity, and tobacco use, and were at greater overall risk than at least one of the telecommuting groups. Employees who telecommuted ≤8 hours per month were significantly less likely than nontelecommuters to experience depression. There was no association between telecommuting and stress or nutrition. Results suggest that employees may benefit from telecommuting opportunities. © 2016 by American Journal of Health Promotion, Inc.

  4. Work and family life of childrearing women workers in Japan: comparison of non-regular employees with short working hours, non-regular employees with long working hours, and regular employees.

    Science.gov (United States)

    Seto, Masako; Morimoto, Kanehisa; Maruyama, Soichiro

    2006-05-01

    This study assessed the working and family life characteristics, and the degree of domestic and work strain of female workers with different employment statuses and weekly working hours who are rearing children. Participants were the mothers of preschoolers in a large Japanese city. We classified the women into three groups according to the hours they worked and their employment conditions. The three groups were: non-regular employees working less than 30 h a week (n=136); non-regular employees working 30 h or more per week (n=141); and regular employees working 30 h or more a week (n=184). We compared among the groups the subjective values of work, financial difficulties, childcare and housework burdens, psychological effects, and strains such as work and family strain, work-family conflict, and work dissatisfaction. Regular employees were more likely to report job pressures and inflexible work schedules and to experience more strain related to work and family than non-regular employees. Non-regular employees were more likely to be facing financial difficulties. In particular, non-regular employees working longer hours tended to encounter socioeconomic difficulties and often lacked support from family and friends. Female workers with children may have different social backgrounds and different stressors according to their working hours and work status.

  5. AN ASSESSMENT OF THE ATTITUDES AND OUTCOMES OF STUDENTS ENROLLED IN DEVELOPMENTAL BASIC MATHEMATICS CLASSES AT PRINCE GEORGE'S COMMUNITY COLLEGE

    OpenAIRE

    Bassette, Lorraine Pratt

    2004-01-01

    The purposes of this study were to assess the effect of the initial and exiting attitudes toward mathematics and academic outcomes of students placed in the Developmental Mathematics Basic Arithmetic course at a community college in Maryland. Major research questions included were: (1) What is the difference, if any, between the pretest and posttest attitudes toward mathematics of students placed in Basic Arithmetic as measured by the Aiken Mathematics Attitude Survey? (...

  6. Development and validation of a tool to assess knowledge and attitudes towards generic medicines among students in Greece: The ATtitude TOwards GENerics (ATTOGEN questionnaire.

    Directory of Open Access Journals (Sweden)

    Philip J Domeyer

    Full Text Available The use of generic medicines is a cost-effective policy, often dictated by fiscal restraints. To our knowledge, no fully validated tool exploring the students' knowledge and attitudes towards generic medicines exists. The aim of our study was to develop and validate a questionnaire exploring the knowledge and attitudes of M.Sc. in Health Care Management students and recent alumni's towards generic drugs in Greece.The development of the questionnaire was a result of literature review and pilot-testing of its preliminary versions to researchers and students. The final version of the questionnaire contains 18 items measuring the respondents' knowledge and attitude towards generic medicines on a 5-point Likert scale. Given the ordinal nature of the data, ordinal alpha and polychoric correlations were computed. The sample was randomly split into two halves. Exploratory factor analysis, performed in the first sample, was used for the creation of multi-item scales. Confirmatory factor analysis and Generalized Linear Latent and Mixed Model analysis (GLLAMM with the use of the rating scale model were used in the second sample to assess goodness of fit. An assessment of internal consistency reliability, test-retest reliability, and construct validity was also performed.Among 1402 persons contacted, 986 persons completed our questionnaire (response rate = 70.3%. Overall Cronbach's alpha was 0.871. The conjoint use of exploratory and confirmatory factor analysis resulted in a six-scale model, which seemed to fit the data well. Five of the six scales, namely trust, drug quality, state audit, fiscal impact and drug substitution were found to be valid and reliable, while the knowledge scale suffered only from low inter-scale correlations and a ceiling effect. However, the subsequent confirmatory factor and GLLAMM analyses indicated a good fit of the model to the data.The ATTOGEN instrument proved to be a reliable and valid tool, suitable for assessing students

  7. Overall Justice of Organization: from Decision Fairness to Positive Attitude of Employees

    Directory of Open Access Journals (Sweden)

    Lazauskaitė-Zabielskė Jurgita

    2017-06-01

    Full Text Available The paper presents an empirical study aimed at analysing the antecedents and role of perceived overall justice in organization. The results of the study show overall justice to be predicted by perceived fairness of various human resource management decisions, and to be related to attitudes towards job, supervisor, and organization.

  8. Employee motivation development opportunities seeking to reduce employee turnover

    OpenAIRE

    Pilukienė, Laura; Kšivickaitė, Gertūda

    2014-01-01

    In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

  9. Multiplex network analysis of employee performance and employee social relationships

    Science.gov (United States)

    Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

    2018-01-01

    In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

  10. [Eating habits and attitudes towards change in Spanish university students and workers].

    Science.gov (United States)

    Zazpe, Itziar; Marqués, María; Sánchez-Tainta, Ana; Rodríguez-Mourille, Ana; Beunza, Juan-José; Santiago, Susana; Fernández-Montero, Alejandro

    2013-01-01

    Universities and workplaces are important targets for the promotion of the nutritional interventions in adult population. The aim of this study was to assess the dietary habits and attitudes towards change in workers and university students from different academic fields. The study data came from a cross-sectional study of a Spanish University population of 1,429 participants. We analyzed the dietary habits and the attitudes toward dietary change. The mean age of workers and students was 37 and 23 years, respectively. Both groups reported eating four meals per day. Among students, the consumption of vegetables, wine, fish and nuts was less frequent whereas carbonated beverages, commercial bakery, fast food and red meat was higher. On the other hand, overall dietary pattern of science students was healthier than other students. Although no significant differences were found between students and workers in attitudes towards change, 32% of employees and 39% of students said they were seriously considering changing them. The dietary pattern was healthier among workers than among students, particularly those participants that studied social sciences degrees. They constituted the most vulnerable segment of the university population from a nutritional point of view. About a third of workers and students considered changing their habits. Copyright © AULA MEDICA EDICIONES 2013. Published by AULA MEDICA. All rights reserved.

  11. The influence of worksite and employee variables on employee engagement in telephonic health coaching programs: a retrospective multivariate analysis.

    Science.gov (United States)

    Grossmeier, Jessica

    2013-01-01

    This study assessed 11 determinants of health coaching program participation. A cross-sectional study design used secondary data to assess the role of six employee-level and five worksite-level variables on telephone-based coaching enrollment, active participation, and completion. Data was provided by a national provider of worksite health promotion program services for employers. A random sample of 34,291 employees from 52 companies was selected for inclusion in the study. Survey-based measures included age, gender, job type, health risk status, tobacco risk, social support, financial incentives, comprehensive communications, senior leadership support, cultural support, and comprehensive program design. Gender-stratified multivariate logistic regression models were applied using backwards elimination procedures to yield parsimonious prediction models for each of the dependent variables. Employees were more likely to enroll in coaching programs if they were older, female, and in poorer health, and if they were at worksites with fewer environmental supports for health, clear financial incentives for participation in coaching, more comprehensive communications, and more comprehensive programs. Once employees were enrolled, program completion was greater among those who were older, did not use tobacco, worked at a company with strong communications, and had fewer environmental supports for health. Both worksite-level and employee-level factors have significant influences on health coaching engagement, and there are gender differences in the strength of these predictors.

  12. STUDY CONCERNING THE ASSESSMENT AND EVALUATION OF HUMAN FACTOR IN S.C. HIDROELECTRICA S.A., CURTEA DE ARGEȘ

    Directory of Open Access Journals (Sweden)

    SECARĂ CARMEN-GABRIELA

    2014-08-01

    Full Text Available The assessment of professional performance is a delicate problem in the organization management. When it comes to training, payment or promotion, all these operations only take place following an assessment. The purpose of the assessment is to assist in making decisions that affect individuals, which decisions should have an objective and fair basis. The need for this activity is dictated by: the expression and sizing of the objectives, setting deviations from the objectives and making the necessary corrections, determining the directions and methods for the refresher training of the staff, decreasing the risks r caused by retaining and promoting incompetent persons, a better assignment of the employees on positions, fair salaries, increasing the competitive capacity of the organization. All these are explicit functions of the performance assessment, but there are also implicit reasons. Assessment is an activity through which employees are motivated, personal contacts are maintained, high-quality work is recognised, and a certain image of the assessed employee is promoted.[2] Knowing then performance achieved involves an understanding of how tasks are fulfilled, the yield at the workplace. Knowing performance offers the assessed person self-confidence, and is also a mobilizing factor that generates a positive attitude towards work.

  13. Below the Salary Line: Employee Engagement of Non-Salaried Employees

    Science.gov (United States)

    Shuck, Brad; Albornoz, Carlos

    2007-01-01

    This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

  14. Work-Family Balance and Job Satisfaction: The Impact of Family-Friendly Policies on Attitudes of Federal Government Employees.

    Science.gov (United States)

    Saltzstein, Alan L.; Ting, Yuan; Saltzstein, Grace Hall

    2001-01-01

    Analysis of 1991 survey data on federal employees indicates that a variety of presumably family-friendly policies were used to varying degrees. Use of policies and employee perceptions of organizational understanding of family demands had very difference effects on work-family balance and job satisfaction. (Contains 57 references.) (SK)

  15. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    Science.gov (United States)

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  16. The Assessment of Accommodation and Convergence System in the Bank Employees

    Directory of Open Access Journals (Sweden)

    Monireh Mahjoob

    2013-02-01

    Full Text Available Background: Regarding the high outbreak rate of the eye disorders and problems particularly accommodation disorders and convergence insufficiency in computer users, the study tries to determine the convergence, accommodation system, condition, fusion reserves and vision dimension in bank employees (who work with computers and the control group (who are not computer users and then to compare the mentioned parameters in the two groups. Materials and Methods: In this cross-sectional and observational study a total of 44 bank employees and 44 people as the control group members were selected randomly. Initially, refractive problems were reformed, and then accommodation, convergence and vision dimension evaluative tests were conducted. The test included measuring the near point of convergence, jump convergence, phoria, accommodation range (one eye, both eyes, ease of accommodation (one eye, both eyes, positive and negative related accommodation, near fusion versions and TNO.Results: Our results showed that there was a not significant difference among the near point of convergence, jump convergence, near phoria, accommodation range (one eye and both eyes, ease of accommodation (one eye, both eyes, positive and negative related accommodation in bank employees and control group.Conclusion: Regarding the studies, the outbreak rate of accommodation and convergence disorders is higher in bank employees than the control group which would be due to over working with computer within a fixed interval.

  17. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    Science.gov (United States)

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  18. Detecting Adverse Drug Events using Information Technology: Identifying Knowledge, Attitude, Practices & barriers to Adverse Drug Reaction (ADR) reporting in a Secondary Hospital.

    OpenAIRE

    Zeeshan, Hina

    2017-01-01

    Objectives:– To meet compliance of medication management system by modifying ADR reporting form.– Enhance customer satisfaction by providing safe & quality care.– Decrease prolonged length of stay ultimately increasing cost occurring from ADRs.– Improve employee knowledge, attitude & practices towards ADR process.Introduction/Background: Healthcare professional’s knowledge and attitudes to ADR and its reporting play vital role to report any cases of ADR. Positive attitudes may favor A...

  19. Types of employee benefits in Lithuania – information disclosed in companies’ financial statements

    OpenAIRE

    Legenzova, Renata

    2012-01-01

    Employees have always been recognized among the most important resources of the companies. To attract, retain and motivate their employees, companies introduce various motivation and compensation methods. In accounting they are commonly named as employee benefits. Employee benefits typically refer to wages and salaries, retirement plans, health insurance, life insurance, disability insurance, vacation and employee stock ownership plans. The aim of this paper is to assess what employee benefit...

  20. Employee participation in decision-making in architectural firms

    Directory of Open Access Journals (Sweden)

    Adedapo Oluwatayo

    2017-06-01

    Full Text Available In this study, the participation of employee architects in decision-making in architectural firms is investigated. This is with a view to identifying the organisational contexts that enhance employee participation in decision making. The impact of such participation on the performances of the firms was also assessed. This study was carried out through a questionnaire survey of employers of architects in Nigeria. In agreement with findings of previous studies, participation of the employees of the architectural firms in the study in decision making is low. Employee participation in decision making in the firms was dependent on the staffing strategy and proportion of junior staff in many cases. The positive impact of employee participation in decision making on firm performance varied with the nature of the decision. This study concludes that there is need for employers in architectural firms to identify the categories of decision that employees should be involved in and to modify their firm contexts to encourage participation where desired.

  1. Evaluation by employees of employee management on large US dairy farms.

    Science.gov (United States)

    Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

    2018-05-23

    Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

  2. Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

    Science.gov (United States)

    Moore, T

    1989-12-01

    Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

  3. Assessment of knowledge, attitude, and practice related to epilepsy: a community-based study

    Directory of Open Access Journals (Sweden)

    Teferi J

    2015-05-01

    Full Text Available Jalle Teferi,1 Zewdu Shewangizaw2 1Addis Ababa Health Bureau, Zewuditu Specialized Hospital, Addis Ababa, Ethiopia; 2College of Medicine and Health Sciences, Arba Minch University, Arba Minch, Ethiopia Abstract: Religious and sociocultural beliefs influence the nature of treatment and care received by people with epilepsy. Many communities in Africa and other developing nations believe that epilepsy results from evil spirits, and thus, treatment should be through the use of herbaceous plants from traditional doctors and religious leadership. Community-based cross-sectional study designs were used to assess the knowledge, attitude, and practice related to epilepsy and its associated factors by using a pretested, semi-structured questionnaire among 660 respondents living in Sululta Woreda, Oromia, Ethiopia. According to the results of this study, 59.8% of the respondents possessed knowledge about epilepsy, 35.6% had a favorable attitude, and 33.5% of them adopted safe practices related to epilepsy. The following factors had significant association to knowledge, attitude, and practice related to epilepsy: being rural dwellers, living alone, those with more years of formal education, heard information about epilepsy, distance of health facility from the community, had witnessed an epileptic seizure, age range from 46 years to 55 years, had heard about epilepsy, prior knowledge of epilepsy, occupational history of being self-employed or a laborer, history of epilepsy, and history of epilepsy in family member. The findings indicated that the Sululta community is familiar with epilepsy, has an unfavorable attitude toward epilepsy, and unsafe practices related to epilepsy, but has a relatively promising knowledge of epilepsy. Keywords: Oromia, favorable attitude, safe practice, rural

  4. Assessment of the knowledge and attitudes regarding HIV/AIDS among pre-clinical medical students in Israel

    Science.gov (United States)

    2014-01-01

    Background Today’s medical students are the future physicians of people living with HIV/AIDS (PLWHA). It is therefore essential that medical students possess the appropriate knowledge and attitudes regarding PLWHA. This study aims to evaluate knowledge and attitudes of pre-clinical Israeli medical students and to assess whether their knowledge and attitudes change throughout their pre-clinical studies. Methods A cross-sectional study was conducted among all pre-clinical medical students from the four medical schools in Israel during the academic year of 2010/2011 (a total of 1,470 students). A self-administered questionnaire was distributed. The questionnaire sought student responses pertaining to knowledge of HIV transmission and non-transmission routes, basic knowledge of HIV/AIDS treatment and attitudes towards HIV/AIDS. Results The study’s response rate was 62.24 percent. Knowledge among pre-clinical medical students was generally high and showed a statistically significant improvement as students progressed through their pre-clinical studies. However, there were some misconceptions, mostly regarding HIV transmission via breastfeeding and knowledge of HIV prevention after exposure to the virus. Students’ attitudes were found to include stigmatizing notions. Furthermore, the majority of medical students correlated HIV with shame and fear. In addition, students’ attitudes toward HIV testing and providing confidential medical information were contradictory to health laws, protocols and guidelines. Overall, no positive changes in students’ attitudes were observed during the pre-clinical years of medical school. Conclusion The knowledge of pre-clinical medical students in Israel is generally high, although there are some knowledge inadequacies that require more emphasis in the curricula of the medical schools. Contrary to HIV-related knowledge, medical students’ attitudes are unaffected by their progression through medical school. Therefore, medical

  5. Children with food refusal: an assessment of parental eating attitudes and their styles of coping with stress.

    Science.gov (United States)

    Tan, Seda; Yilmaz, Ayse Esra; Karabel, Musemma; Kara, Semra; Aldemir, Seçil; Karabel, Duran

    2012-05-01

    In this study, we aimed to assess the eating attitudes and stress coping styles of parents whose children presented to the clinic complaining of food refusal. The parents of 31 children aged ≥3 years, presented to the clinic with the complaint of food refusal. The control group consisted of 30 healthy children with no prior history of food refusal, and their parents. In both groups, birth features, body mass indexes (BMIs), eating attitudes and stress coping styles of the parents were assessed. The parents of both groups were studied, in part utilizing the eating attitudes test (EAT), and the coping styles of stress scale (CSSS). Our study found that body weights and BMI values of the fathers in the study group were significantly lower than fathers in the control group. There was no significant difference in EAT scores between the two groups; however, where the children's body weight and height for age percentile was under 25%, the parents had significantly lower EAT scores. When CSSS scores were assessed, the optimistic approach score of the mother and the self-confident score of the father were found to be significantly high in both groups. The parental perception and definition of eating problems does not necessarily indicate the presence of an eating disorder in a child. In fact, the eating attitudes of the fathers were related to the low percentile weight and height values of the children, and a child's food refusal was not dependent on the stress coping style used by the parent. Copyright © 2012. Published by Elsevier B.V.

  6. From ideal to real: a longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes.

    Science.gov (United States)

    Epitropaki, Olga; Martin, Robin

    2005-07-01

    The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX. Results also indicated that the implicit-explicit leadership traits difference had indirect effects on employee attitudes and well-being. These findings were consistent across employee groups that differed in terms of job demand and the duration of manager-employee relation, but not in terms of motivation. Furthermore, crossed-lagged modeling analyses of the longitudinal data explored the possibility of reciprocal effects between implicit-explicit leadership traits difference and LMX and provided support for the initially hypothesized direction of causal effects. Copyright 2005 APA, all rights reserved.

  7. Assessment of Knowledge, Attitude and Practice of Solid Waste Open Burning in Terengganu, Malaysia

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    Mariani Ariffin

    2017-07-01

    Full Text Available With more than 40 percent of the world’s rubbish is burned, open burning is a significant source of atmospheric pollution globally and remains one of the main environmental issues and health concerns for many developing nations. Despite having stringent criminal penalties for illegal open burning, Malaysia encounters increasing trend in open burning incidents. A better understanding of the knowledge, attitudinal, and perception towards open burning would inform more effective intervention efforts towards changing this trend. A questionnaire survey to assess knowledge, attitude and practice of public was conducted in Kuala Terengganu. A total of 384 respondents from various demographic backgrounds participated in the survey. Descriptive analysis was used to analyse the respondents’ socio-demographic profiles. Pearson correlation was used to uncover the relationship between knowledge, attitude and practice among the respondents. Results showed that the respondents had good knowledge on open burning and showed positive attitude towards protecting the environment from the problem. However, they displayed lack of practice to tackle the problem in real life. The study also found a weak relationship between knowledge with attitude and practice on open burning. Policy-makers should, therefore, devise intervention programmes that can encourage higher practice rather than merely focusing on raising awareness.

  8. Knowledge and Perceptions of Overweight Employees about Lifestyle-Related Health Benefit Changes

    Science.gov (United States)

    Li, Jiang; Linnan, Laura; Finkelstein, Eric A.; Tate, Deborah; Naseer, Carolyn; Evenson, Kelly R.

    2016-01-01

    Background We investigated overweight state employees’ perceptions about health insurance benefit changes designed to reduce the scope of health benefits for employees who were obese or smoked. Methods Prior to implementation of health benefit plan changes, 658 overweight [body mass index (BMI) ≥25 kg/m2] state employees enrolled in a weight loss intervention study were asked about their attitudes and beliefs of the new benefit plan changes. Results Thirty-one percent of employees with a BMI≥40 kg/ m2 were unaware that their current BMI would place them in a higher risk benefit plan. More than half reported that the new benefit change would motivate them to make behavioral changes, but less than half felt confident in making changes. Respondents with a BMI≥40 kg/m2 were more likely to oppose the new changes focused on BMI categories compared to respondents in lower BMI categories (Pnon-smokers (Pconfidence to lose weight was lowest among those in the highest weight categories, health plan benefit modifications may be required to achieve desired health behavior changes. PMID:21901911

  9. Staff Attitudes to Talking Openly About Ethical Dilemmas

    DEFF Research Database (Denmark)

    Trapp, Leila

    2011-01-01

    , research on business ethics communication and behavior indicates a relatively clear, positive link between open workplace dialogue about ethical issues and ethical conduct. In this paper, I therefore address the question: What influences employee attitudes to talking openly about ethical issues? Answers...... are proposed on the basis of focus group interviews with staff at the Denmark and Brazil affiliates of the global healthcare company Novo Nordisk. It was found that interest in discussing ethical issues was influenced by two main factors: employee conceptualizations of business ethics, and the level of inter......-collegial trust, credibility, and confidence. In this paper, by examining these phenomena, I am at providing insight that can both inform scholars in these fields as well as help managers in their attempts to promote open workplace dialogue about ethical issues....

  10. Relationship of employee-reported work limitations to work productivity.

    Science.gov (United States)

    Lerner, Debra; Amick, Benjamin C; Lee, Jennifer C; Rooney, Ted; Rogers, William H; Chang, Hong; Berndt, Ernst R

    2003-05-01

    Work limitation rates are crucial indicators of the health status of working people. If related to work productivity, work limitation rates may also supply important information about the economic burden of illness. Our objective was to assess the productivity impact of on-the-job work limitations due to employees' physical or mental health problems. Subjects were asked to complete a self-administered survey on the job during 3 consecutive months. Using robust regression analysis, we tested the relationship of objectively-measured work productivity to employee-reported work limitations. We attempted to survey employees of a large firm within 3 different jobs. The survey response rate was 2245 (85.9%). Full survey and productivity data were available for 1827 respondents. Each survey included a validated self-report instrument, the Work Limitations Questionnaire (WLQ). The firm provided objective, employee-level work productivity data. In adjusted regression analyses (n = 1827), employee work productivity (measured as the log of units produced/hour) was significantly associated with 3 dimensions of work limitations: limitations handling the job's time and scheduling demands (P = 0.003), physical job demands (P = 0.001), and output demands (P = 0.006). For every 10% increase in on-the-job work limitations reported on each of the 3 WLQ scales, work productivity declined approximately 4 to 5%. Employee work limitations have a negative impact on work productivity. Employee assessments of their work limitations supply important proxies for the economic burden of health problems.

  11. Subjective performance evaluations and employee careers

    DEFF Research Database (Denmark)

    Frederiksen, Anders; Lange, Fabian; Kriechell, Ben

    Firms commonly use supervisor evaluations to assess the performance of employees who work in complex environments. Doubts persist whether their subjective nature invalidates using these performance measures to learn about careers of individuals and to inform theory in personnel economics. We...... examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employee performances within narrowly defined peer-groups, correlate with objective career outcomes. We find many similarities across firms in how subjective ratings correlate with base...

  12. The Assessment of Family Functions, Dyadic Adjustment, and Parental Attitude in Adolescents with Substance Use Disorder.

    Science.gov (United States)

    Öngel Atar, Ayça; Yalçin, Özhan; Uygun, Ersin; Çiftçi Demirci, Arzu; Erdoğan, Ayten

    2016-03-01

    Family structure and family attitudes have been reported to be important factors in the development of substance use disorders. In this study, we aimed to assess the relationship between substance use and family functions, parental attitude, and parental dyadic adjustment of adolescents with substance use disorder. The study was conducted on 50 patients, comprising 9 female and 41 male adolescents between the ages of 14 and 18 years, treated at Bakırköy Mental Health Hospital, Substance Abuse Research, Treatment and Education Center for Children Adolescents (ÇEMATEM), Turkey, with the diagnosis of substance use disorder according to DSM-5 and their parents and a control group comprising 50 healthy adolescents without any psychopathology or substance use disorder and their parents. The study was designed as a matched case-control study for age and gender. Sociodemographic Data Form (SDF), Parental Attitude Scale (PAS), Dyadic Adjustment Scale (DAS), and Family Assessment Device (FAD) were applied to both groups. When the study and control groups were compared with regard to the PAS, the study group scores determined for "involvement-acceptance," "psychological autonomy," and "control-supervision" dimensions were significantly lower than the control group scores. Compared with the control group, dyadic adjustment was lower in terms of "dyadic cohesion," "dyadic consensus," and "affectional expression." Living with biological parents and the togetherness of parents were lower in the study group. "Problem solving," "communication," "roles," "affective responsiveness," "affective involvement," "behavior control," and "general functioning" dimension scores according to FAD were also significantly higher in the study group. Compared with togetherness of the controls, the dyadic adjustment of their parents was lower and family functions as perceived by the parents and adolescents were unhealthier in the adolescents using substances. These findings indicate that the

  13. Reward and attitudes: The unintended outcomes of an effective performance appraisal

    Directory of Open Access Journals (Sweden)

    Solomon M. Semakula-Katende

    2013-10-01

    Full Text Available Orientation: Focus was on the role of reward and attitudes as major determinants in enhancing the effectiveness of performance appraisal systems. Research purpose: To develop a structural model from the qualitative and quantitative findings from which to address the identified gaps in order to improve the effectiveness of appraisals. Motivation for the study: The attention that role players tended to give to the rewarding of employees during the appraisal process made it appear as the only important determinant of an appraisal’s success. In appraisals in many public institutions, reward has been given unnecessary prominence over other drivers, such as management and development. That led most key role players (leaders, managers and employees to perceive the current employee performance management and development system (EPMDS to be purely for monetary (salary increments and cash bonuses and non-monetary (promotion purposes, which, in turn, compromised its effectiveness. Research design, approach and method: Structural equation modelling (SEM was utilised as a statistical technique for testing and estimating causal relations using a combination of statistical data and qualitative causal assumptions. This allowed both confirmatory and exploratory modelling to be undertaken, which is suited to both theory testing and theory development. A triangulation of quantitative (questionnaire and qualitative (interview study was conducted. A total of 300 questionnaires were distributed to nine government hospitals in the Free State province, namely Mofumahadi Manapo Mopeli, Dihlabeng, and Boitumelo regional hospitals, as well as Elizabeth Ross, Thebe, Phekolong, Mpumelelo, Reitz and Ficksburg district hospitals. There was a high response rate of 96 per cent, a total of 287 completed questionnaires. Respondents ranged from top executives, middle management, line management, to employees of all categories. Main findings: Reward and attitudes were found to

  14. Nutrition and shiftwork: evaluation of new paramedics' knowledge and attitudes.

    Science.gov (United States)

    Macdonald, Amanda B; Rossiter, Melissa D; Jensen, Jan L

    2013-01-01

    The effect of an oral education intervention on nutrition knowledge was evaluated in new paramedic employees. The evaluation involved measuring knowledge of and attitudes toward nutrition and shiftwork before and after the directed intervention. A convenience sample of 30 new paramedic shiftworkers attended a 15-minute education session focused on nutrition management strategies. This matched cohort study included three self-administered surveys. Survey 1 was completed before education, survey 2 immediately after education, and survey 3 after one month of concurrent post-education and employment experience. Knowledge and attitude scores were analyzed for differences between all surveys. Participants were primary care paramedics, 59% of whom were male. They reported that previously they had not received this type of information or had received only a brief lecture. Mean knowledge scores increased significantly from survey 1 to survey 2; knowledge retention was identified in survey 3. A significant difference was found between surveys 2 and 3 for attitudes toward meal timing; no other significant differences were found between attitude response scores. The education session was successful in improving shiftwork nutrition knowledge among paramedics. Paramedics' attitudes toward proper nutrition practices were positive before the education intervention.

  15. Attitudes Concerning Postmortem Organ Donation: A Multicenter Survey in Various German Cohorts.

    Science.gov (United States)

    Uhlig, Constantin E; Böhringer, Daniel; Hirschfeld, Gerrit; Seitz, Berthold; Schmidt, Hartmut

    2015-10-13

    The aim of this study was to characterize postmortem organ donation attitudes in various German cohorts. Employees of 2 German cities and 2 German university hospitals, employees of a German automobile enterprise, and members of a German Medical Society were administered a questionnaire about postmortem organ and tissue donation attitudes. Demographic data and general attitudes were questioned and focused on: I) willingness to donate organs, II) holding a donor card, and III) having discussed the topic with the family. Of 5291 participants, 65.2% reported favoring postmortem organ donation. Missing negative experiences, the idea that donation is helpful, a non-medical professional environment, excellent general health, gender, agreement with the brain-death paradigm, and age significantly influenced the participants' attitudes. Participants were more likely to possess donor cards and had discussed more often with family members if they agreed with the brain-death paradigm and considered donation to be helpful. Males and older participants were the most likely to neglect donor cards, and Catholics, Protestants, and participants with poor health were the least likely to donate organs. Interest in receiving more information was expressed by 38.1% and 50.6% of participants refusing donation of all or of specific organs, respectively, and suggested the internet (60.0%) and family doctors (35.0%) as preferred sources of information. Public campaigns in Germany should focus on males and older people as regards donor cards, and females, younger, and religiously affiliated persons as regards the general willingness to donate organs postmortem.

  16. Rural and small-town attitudes about alcohol use during pregnancy: a community and provider sample.

    Science.gov (United States)

    Logan, T K; Walker, Robert; Nagle, Laura; Lewis, Jimmie; Wiesenhahn, Donna

    2003-01-01

    While there has been considerable research on prenatal alcohol use, there have been limited studies focused on women in rural and small-town environments. This 2-part study examines gender differences in attitudes and perceived barriers to intervention in large community sample of persons living in rural and small-town environments in Kentucky (n = 3,346). The study also examines rural/small-town prenatal service providers' perceptions of barriers to assessment and intervention with pregnant substance abusers (n = 138). Surveys were administered to a convenience sample of employees and customers from 16 rural and small-town community outlets. There were 1503 males (45%) and 1843 females (55%) ranging in age from under 18 years old to over 66 years old. Surveys also were mailed to prenatal providers in county health departments of the 13-county study area, with 138 of 149 responding. Overall results of the community sample suggest that neither males nor females were knowledgeable about the harmful effects of alcohol use during pregnancy. Results also indicate substantial gender differences in alcohol attitudes, knowledge, and perceived barriers. Further, prenatal care providers identified several barriers in assessment and treatment of pregnant women with alcohol use problems in rural and small-town communities, including lack of knowledge and comfort with assessment as well as a lack of available and accessible treatment for referrals.

  17. Assessment of safety culture at INPP

    International Nuclear Information System (INIS)

    Lesin, S.

    2002-01-01

    Safety Culture covers all main directions of plant activities and the plant departments involved through integration into the INPP Quality Assurance System. Safety Culture is represented by three components. The first is the clear INPP Safety and Quality Assurance Policy. Based on the Policy INPP is safely operated and managers' actions firstly aim at safety assurance. The second component is based on personal responsibility for safety and attitude of each employee of the plant. The third component is based on commitment to safety and competence of managers and employees of the plant. This component links the first two to ensure efficient management of safety at the plant. The above mentioned components including the elements which may significantly affect Safety Culture are also presented in the attachment. The concept of such model implies understanding of effect of different factors on the level of Safety Culture in the organization. In order to continuously correct safety problems, self-assessment of the Safety Culture level is performed at regular intervals. (author)

  18. Validation and Exploration of Instruments for Assessing Public Knowledge of and Attitudes toward Nanotechnology

    Science.gov (United States)

    Lin, Shu-Fen; Lin, Huann-shyang; Wu, Yi-ying

    2013-01-01

    The purposes of this study were to develop instruments that assess public knowledge of nanotechnology (PKNT), public attitudes toward nanotechnology (PANT) and conduct a pilot study for exploring the relationship between PKNT and PANT. The PKNT test was composed of six scales involving major nanotechnology concepts, including size and scale,…

  19. Employee age and reactions to downsizing.

    Science.gov (United States)

    Lahner, Jessica M; Hayslip, Bert; McKelvy, Tara N; Caballero, Daniela M

    2014-01-01

    The present study explored the career development concerns among employees varying by age who had worked for organizations that either had or had not engaged in downsizing within a 1-year timeframe. The sample consisted of 72 layoff survivors and 92 non-survivors (employees whose organizations had not downsized). Each completed an online survey assessing career concerns framed in the context of Super's Life Span Life Space theory of career development, as well as measures assessing perceptions of loss, job insecurity, distress, social support, loss history, religiosity, and job satisfaction. Younger employees reported more job dissatisfaction, as did survivors, and younger survivors reported more such dissatisfaction relative to older survivors, and saw the downsizing as less equitable than did older survivors. Among non-survivors, age effects were minimal. Younger employees reported more concerns about Crystallization, Specification, Implementation, Innovation, Stabilizing, Consolidating, Advancing, and Updating, as did survivors. For Crystallization, and to a lesser extent for Innovation, younger survivors reported more such concerns than did older survivors, while among non-survivors, these differences were minimal. A similar age by survivorship pattern was found for psychophysical health, career-recycling tendencies, and for concerns at Super's career stages/maxicycles of Exploration, Establishment, and Maintenance. These findings suggest that young survivors appear to be less vocationally adaptable, more vocationally and personally vulnerable to downsizing, and more impacted in seeing downsizing as unfair, perhaps due to unrealistic career trajectory expectations. In contrast, older employees, perhaps due to increased job and/or layoff experience or the perception that downsizing was handled more equitably via greater loyalty to the organization, appear to be more resilient in these respects.

  20. EMPLOYEE ADAPTATION AS KEY ACTIVITY IN HUMAN RESOURCE MANAGEMENT UPON IMPLEMENTING AND MAINTAINING DESIRED ORGANISATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    Zdenko Stacho

    2017-11-01

    Full Text Available In order to achieve the greatest possible equivalence between human resources in a company and desired organisational culture elements declared by a company, it is necessary to interconnect activities within individual functions of human resource management with desired values, attitudes and work behaviour. Such an interconnection is crucial for a positive response of employees to a suitable organisational culture, its embedding in their behaviour and subsequent sharing and spreading of organisational values. This paper will specifically define individual activities related to the adaptation of employees which need to be carried out in this regard. Based on a research conducted between 2011 and 2013, the paper will also define the present state and level of focus of organisations operating in Slovakia on both organisational culture as a whole and organisational culture in the context of employee adaptation.

  1. Predicting alcohol consumption and binge drinking in company employees: an application of planned behaviour and self-determination theories.

    Science.gov (United States)

    Hagger, Martin S; Lonsdale, Adam J; Hein, Vello; Koka, Andre; Lintunen, Taru; Pasi, Heidi; Lindwall, Magnus; Rudolfsson, Lisa; Chatzisarantis, Nikos L D

    2012-05-01

    This study tested an integrated model of the psychosocial determinants of alcohol-related behaviour among company employees from four nations. A motivational sequence was proposed in which motivational orientations from self-determination theory influenced intentions to consume alcohol within guideline limits and alcohol-related behaviour via the mediation of the theory of planned behaviour variables of attitude, subjective norms, and perceived behavioural control (PBC). A three-wave prospective design using self-reported psychological and behavioural measures. Company employees (N= 486, males = 225, females = 261; M age = 30.41, SD= 8.31) from four nations (Estonia, Finland, Sweden, and UK) completed measures of autonomous and controlled motivation from self-determination theory, attitudes, subjective norms, PBC, intentions from the theory of planned behaviour, and self-reported measures of past alcohol consumption and binge-drinking occasions at the first time point (time 1). Follow-up psychological and behavioural measures were taken one month later (time 2) and follow-up behavioural measures taken a further 2 months later (time 3). Path analyses supported the motivational sequence with identified regulation (time 1), predicting intentions (time 1), and alcohol units consumed (time 2). The effects were indirect via the mediation of attitudes and PBC (time 1). A similar pattern of effects was found for the effect of time 2 psychological variables on time 3 units of alcohol consumed. There was little support for the effects of the psychological variables on binge-drinking behaviour. Findings provide new information on the psychosocial determinants of alcohol behaviour in company employees and the processes involved. Results may provide impetus for the development of interventions to reduce alcohol consumption. ©2011 The British Psychological Society.

  2. Group Decision Support System Determination Of Best Employee Using Topsis And Borda

    Directory of Open Access Journals (Sweden)

    Made Arya Budhi

    2017-07-01

    Full Text Available Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need a computer system that helps decision-making is a group decision support system (GDSS determination of the best employees in the hotel Lombok Garden.Group decision support system developed in this study using TOPSIS (Technique For Order Preference By Similiarity To Ideal Solution and Borda to assist decision-making group. TOPSIS method is used for decision-making in each appraiser, while the Borda method used to combine the results of each assessor's decision so as to obtain the final result of the best employees in Lombok Garden.Based on the final result of the system of determination of the best employees in the form of a ranking of the final value of each employee. The highest value will be used as a recommendation as the best employee at Lombok Garden.

  3. Comparison of Tourists' and Employees' Evaluations Regarding Services = Hizmetlere İlişkin Turist ve Çalışan Değerlendirmelerinin Karşılaştırılması

    Directory of Open Access Journals (Sweden)

    Umut AVCI

    2007-01-01

    Full Text Available A survey was conducted in Muğla Region to find out, on one hand, whether there are differences between tourists' evaluations of hospitalities' performances and employees self-evaluations, and on the other hand whether evaluations of tourists from various countries differ. Tourists' and service providers' evaluations in six constructed areas differed significantly only in two areas: "attitudes" and "behaviors and skillfulness". Tourists' evaluations in the mentioned areas are significantly higher than those of employees. When it comes to the second issue, the study shows that there are some significant differences between Russian tourists' evaluations and Western nationalities' evaluations, those of British, Germans, Dutch, and Scottish. Also, Belgians' evaluations were set apart from those of the mentioned nationalities in "attitude of employees".

  4. Employee Assistance Programs: Effective Tools for Counseling Employees.

    Science.gov (United States)

    Kraft, Ed

    1991-01-01

    College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

  5. Job Attitudes of Black and White Workers: Male Blue-Collar Workers in Six Companies

    Science.gov (United States)

    Katzell, Raymond A.; And Others

    1974-01-01

    A 74-item attitude questionnaire was administered in six companies to 101 black and 87 white male blue-collar employees holding similar jobs in the same company. Differences between the two ethnic groups were not marked, both in terms of job satisfaction and in other respects. (Author)

  6. Attitudes of Faculty Members at Najran University towards Students' Assessment for Their Teaching Performance

    Science.gov (United States)

    Zakri, Ali; Qablan, Yahya

    2015-01-01

    This study aimed to investigate the attitudes of faculty members at Najran University towards students' assessment for their teaching performance. The sample of the study consisted of (184) faculty members from Najran University, Kingdome of Saudi Arabia. A questionnaire was developed and distributed to the sample of the study. The result showed…

  7. The Relationship between Leadership Style (Transformational Leadership and Interactive of Principals and Job Satisfaction of Shiraz University Staff Employees

    Directory of Open Access Journals (Sweden)

    Hussein Mokhtarpour

    2014-07-01

    Full Text Available Introduction: Identification of the styles of behavior management as related to job attitudes and satisfaction level of management has been among the topics of interest in the past few decades. This study aimed to examine the leadership styles of managers (heads and its correlation with job satisfaction among university employees. Method: The study population included all employees working at Shiraz University. A sample of 107 subjects as the manager (head who had their position for two consecutive years was randomly selected from each set of three. To review and assess the transformative interactionism managers, Multifactor Leadership Questionnaire (MLQ designed by Boss and Vlyv (1995 was used. A questionnaire was used to assess the level of job satisfaction. Content validity and reliability of the method was assessed by calculating the reliability coefficient (Cronbach’s alpha. The alpha for job satisfaction was obtained 0.79. Results: The results showed that the correlations between job satisfaction and leadership style (R=0.58, transformational leadership style (R=0.58 and the transactional leadership style (R=0.46 were significant (P<0.001. The results of this study indicated that leadership style can be used as a facilitator which motivates the direct and indirect impact on job satisfaction. Conclusion: People’s values influence the way they manage and especially determines their satisfaction about the organization. The concepts of transformational leadership styles of managers, their gender and level of mental stimulation showed the greatest effect on job satisfaction

  8. A change of attitude: from rescue to prevention

    International Nuclear Information System (INIS)

    Covalschi, Valentina I.

    2003-01-01

    The qualitative and quantitative leap recorded by economical companies after the Romanian Revolution occurred in 1989, has positively influenced the functioning of the workplaces and working environment by increasing the employees' occupational safety, well being, health and results of their activities. In fact it has determined a new approach of safety culture. This has resulted in a change of attitude: from rescue to prevention. The paper is addressing the steps in which this change has been occurred. (author)

  9. Knowledge and perceptions among overweight and obese employees about lifestyle-related health benefit changes.

    Science.gov (United States)

    Li, Jiang; Linnan, Laura; Finkelstein, Eric A; Tate, Deborah F; Naseer, Carolyn; Evenson, Kelly R

    2011-01-01

    We investigated perceptions among overweight and obese state employees about changes to health insurance that were designed to reduce the scope of health benefits for employees who are obese or who smoke. Before implementation of health benefit plan changes, 658 state employees who were overweight (ie, those with a body mass index [BMI] of 25-29.9) or obese (ie, those with a BMI of > or = 30) enrolled in a weight-loss intervention study were asked about their attitudes and beliefs concerning the new benefit plan changes. Thirty-one percent of employees with a measured BMI of 40 or greater self-reported a BMI of less than 40, suggesting they were unaware that their current BMI would place them in a higher-risk benefit plan. More than half of all respondents reported that the new benefit changes would motivate them to make behavioral changes, but fewer than half felt confident in their ability to make changes. Respondents with a BMI of 40 or greater were more likely than respondents in lower BMI categories to oppose the new changes focused on obesity (P benefit changes focused on tobacco use (P employees enrolled in a weight-loss study, limiting generalizability to the larger population of state employees. Benefit plan changes that require employees who are obese and smoke to pay more for health care may motivate some, but not all, individuals to change their behaviors. Since confidence to lose weight was lowest among individuals in the highest BMI categories, more-intense intervention options may be needed to achieve desired health behavior changes.

  10. Employees development

    OpenAIRE

    Kilijánová, Radka

    2010-01-01

    Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

  11. Monitoring Employee Behavior Through the Use of Technology and Issues of Employee Privacy in America

    Directory of Open Access Journals (Sweden)

    Mahmoud Moussa

    2015-04-01

    Full Text Available Despite the historic American love for privacy that has enhanced innovation and creativity throughout the country, encroachments on privacy restrain individual freedom. Noticeable, advances in technology have offered decision makers remarkable monitoring aptitudes that can be used in numerous tasks for multiple reasons. This has led scholars and practitioners to pose a significant number of questions about what is legitimate and illegitimate in the day-to-day affairs of a business. This article is composed of (a research about electronic monitoring and privacy concerns; (b definitions of, critiques of, and alternatives to electronic performance monitoring (EPM; (c motives behind employee monitoring and leadership behaviors; (d advice that makes monitoring less distressful; (e employee monitoring policies; (f reviewing policies and procedures; (g the role of human resource development (HRD in employee assessment and development; and (h conclusion and recommendations for further studies.

  12. Development and Large-Scale Validation of an Instrument to Assess Arabic-Speaking Students' Attitudes Toward Science

    Science.gov (United States)

    Abd-El-Khalick, Fouad; Summers, Ryan; Said, Ziad; Wang, Shuai; Culbertson, Michael

    2015-11-01

    This study is part of a large-scale project focused on 'Qatari students' Interest in, and Attitudes toward, Science' (QIAS). QIAS aimed to gauge Qatari student attitudes toward science in grades 3-12, examine factors that impact these attitudes, and assess the relationship between student attitudes and prevailing modes of science teaching in Qatari schools. This report details the development and validation of the 'Arabic-Speaking Students' Attitudes toward Science Survey' (ASSASS), which was specifically developed for the purposes of the QIAS project. The theories of reasoned action and planned behavior (TRAPB) [Ajzen, I., & Fishbein, M. (2005). The influence of attitudes on behavior. In D. Albarracín, B. T. Johnson, & M. P. Zanna (Eds.), The handbook of attitudes (pp. 173-221). Mahwah, NJ: Erlbaum] guided the instrument development. Development and validation of the ASSASS proceeded in 3 phases. First, a 10-member expert panel examined an initial pool of 74 items, which were revised and consolidated into a 60-item version of the instrument. This version was piloted with 369 Qatari students from the target schools and grade levels. Analyses of pilot data resulted in a refined version of the ASSASS, which was administered to a national probability sample of 3027 participants representing all students enrolled in grades 3-12 in the various types of schools in Qatar. Of the latter, 1978 students completed the Arabic version of the instrument. Analyses supported a robust, 5-factor model for the instrument, which is consistent with the TRAPB framework. The factors were: Attitudes toward science and school science, unfavorable outlook on science, control beliefs about ability in science, behavioral beliefs about the consequences of engaging with science, and intentions to pursue science.

  13. Road safety perspectives among employees of a multinational corporation in urban India: local context for global injury prevention.

    Science.gov (United States)

    Jacoby, Sara F; Winston, Flaura K; Richmond, Therese S

    2017-12-01

    In rapidly developing economies, like urban India, where road traffic injury rates are among the world's highest, the corporate workplace offers a non-traditional venue for road safety interventions. In partnership with a major multinational corporation (MNC) with a large Indian workforce, this study aimed to elicit local employee perspectives on road safety to inform a global corporate health platform. The safety attitudes and behaviours of 75 employees were collected through self-report survey and focus groups in the MNC offices in Bangalore and Pune. Analysis of these data uncovered incongruity between employee knowledge of safety strategies and their enacted safety behaviours and identified local preference for interventions and policy-level actions. The methods modelled by this study offer a straightforward approach for eliciting employee perspective for local road safety interventions that fit within a global strategy to improve employee health. Study findings suggest that MNCs can employ a range of strategies to improve the road traffic safety of their employees in settings like urban India including: implementing corporate traffic safety policy, making local infrastructure changes to improve road and traffic conditions, advocating for road safety with government partners and providing employees with education and access to safety equipment and safe transportation options.

  14. An Evaluation of the Performance Diagnostic Checklist-Human Services to Assess an Employee Performance Problem in a Center-Based Autism Treatment Facility

    Science.gov (United States)

    Ditzian, Kyle; Wilder, David A.; King, Allison; Tanz, Jeanine

    2015-01-01

    The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to assess the environmental variables that contribute to poor employee performance in human services settings. We administered the PDC-HS to 3 supervisors to assess the variables that contributed to poor performance by 4 staff members when securing…

  15. Employees are ambivalent about health checks in the occupational setting

    NARCIS (Netherlands)

    Damman, O.C.; van der Beek, A.J.; Timmermans, D.R.M.

    2015-01-01

    Background: Employees are increasingly provided with preventive health checks. However, participation rates are low and several ethical issues arise, such as a potential perceived threat to autonomy and privacy. Aims: To assess what employees think about preventive health checks in the occupational

  16. Demographic Group Differences in Adolescents' Time Attitudes

    Science.gov (United States)

    Andretta, James R.; Worrell, Frank C.; Mello, Zena R.; Dixson, Dante D.; Baik, Sharon H.

    2013-01-01

    In the present study, we examined demographic differences in time attitudes in a sample of 293 adolescents. Time attitudes were measured using the Adolescent Time Attitude Scale (Mello & Worrell, 2007; Worrell, Mello, & Buhl, 2011), which assesses positive and negative attitudes toward the past, the present, and the future. Generally, African…

  17. Delivering ideal employee experiences.

    Science.gov (United States)

    Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

    2009-05-01

    Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

  18. Assessing the Attitudes and Beliefs of Preservice Middle School Science Teachers toward Biologically Diverse Animals

    Science.gov (United States)

    Wagler, Ron; Wagler, Amy

    2015-01-01

    The purpose of this study was to assess the relationship between United States (US) preservice middle school science teacher characteristics, their attitude toward a specific animal and their belief concerning the likelihood of incorporating information about that specific animal into their future science classroom. The study participants…

  19. Toward a formalized account of attitudes: The Causal Attitude Network (CAN) model.

    Science.gov (United States)

    Dalege, Jonas; Borsboom, Denny; van Harreveld, Frenk; van den Berg, Helma; Conner, Mark; van der Maas, Han L J

    2016-01-01

    This article introduces the Causal Attitude Network (CAN) model, which conceptualizes attitudes as networks consisting of evaluative reactions and interactions between these reactions. Relevant evaluative reactions include beliefs, feelings, and behaviors toward the attitude object. Interactions between these reactions arise through direct causal influences (e.g., the belief that snakes are dangerous causes fear of snakes) and mechanisms that support evaluative consistency between related contents of evaluative reactions (e.g., people tend to align their belief that snakes are useful with their belief that snakes help maintain ecological balance). In the CAN model, the structure of attitude networks conforms to a small-world structure: evaluative reactions that are similar to each other form tight clusters, which are connected by a sparser set of "shortcuts" between them. We argue that the CAN model provides a realistic formalized measurement model of attitudes and therefore fills a crucial gap in the attitude literature. Furthermore, the CAN model provides testable predictions for the structure of attitudes and how they develop, remain stable, and change over time. Attitude strength is conceptualized in terms of the connectivity of attitude networks and we show that this provides a parsimonious account of the differences between strong and weak attitudes. We discuss the CAN model in relation to possible extensions, implication for the assessment of attitudes, and possibilities for further study. (c) 2015 APA, all rights reserved).

  20. Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

    Science.gov (United States)

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

    Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (c) 2009 APA, all rights reserved.

  1. The impact of flexible benefits plans on job satisfaction, organizational commitment and turnover intentions.

    Science.gov (United States)

    Heshizer, B

    1994-01-01

    This study assesses the dimensionality of employee attitudes toward flexible benefits plans and the impact of these plans on measures of job satisfaction, commitment and turnover intent. The study points to the need for more work on the measurement of employee attitudes toward flexible benefits and on the nomological framework of flexible benefits as a construct in compensation research.

  2. The association between optimal lifestyle-related health behaviors and employee productivity.

    Science.gov (United States)

    Katz, Abigail S; Pronk, Nicolaas P; Lowry, Marcia

    2014-07-01

    To investigate the association between lifestyle-related health behaviors including sleep and the cluster of physical activity, no tobacco use, fruits and vegetables intake, and alcohol consumption termed the "Optimal Lifestyle Metric" (OLM), and employee productivity. Data were obtained from employee health assessments (N = 18,079). Regression techniques were used to study the association between OLM and employee productivity, sleep and employee productivity, and the interaction of both OLM and sleep on employee productivity. Employees who slept less or more than 7 or 8 hours per night experienced significantly more productivity loss. Employees who adhered to all four OLM behaviors simultaneously experienced less productivity loss compared with those who did not. Adequate sleep and adherence to the OLM cluster of behaviors are associated with significantly less productivity loss.

  3. Nature and operation of attitudes.

    Science.gov (United States)

    Ajzen, I

    2001-01-01

    This survey of attitude theory and research published between 1996 and 1999 covers the conceptualization of attitude, attitude formation and activation, attitude structure and function, and the attitude-behavior relation. Research regarding the expectancy-value model of attitude is considered, as are the roles of accessible beliefs and affective versus cognitive processes in the formation of attitudes. The survey reviews research on attitude strength and its antecedents and consequences, and covers progress made on the assessment of attitudinal ambivalence and its effects. Also considered is research on automatic attitude activation, attitude functions, and the relation of attitudes to broader values. A large number of studies dealt with the relation between attitudes and behavior. Research revealing additional moderators of this relation is reviewed, as are theory and research on the link between intentions and actions. Most work in this context was devoted to issues raised by the theories of reasoned action and planned behavior. The present review highlights the nature of perceived behavioral control, the relative importance of attitudes and subjective norms, the utility of adding more predictors, and the roles of prior behavior and habit.

  4. Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

    Science.gov (United States)

    Hoxsey, Dann

    2010-01-01

    In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.

  5. The Management of NASA Employee Health Problem; Status 1971

    Science.gov (United States)

    Arnoldi, L. B.

    1971-01-01

    A system for assessing employee health problems is introduced. The automated billing system is based on an input format including cost of medical services by user and measures in dollars, that portion of resources spent on preventive techniques versus therapeutic techniques. The system is capable of printing long term medical histories of any employee.

  6. Knowledge, attitude and practice of venous thromboembolism ...

    African Journals Online (AJOL)

    USER

    We aimed to assess the knowledge, attitude and practice of prophylaxis in venous thromboembolism among medical doctors in Usmanu Danfodiyo University Teaching Hospital,. Sokoto, North-West Nigeria. Methodology: The knowledge, attitude and practice of VTE prophylaxis among medical doctors was assessed using ...

  7. Effective Assessments of Integrated Animations--Exploring Dynamic Physics Instruction for College Students' Learning and Attitudes

    Science.gov (United States)

    Su, King-Dow; Yeh, Shih-Chuan

    2014-01-01

    The purpose of this study was to give effective assessments of three major physics animations to upgrade college students' learning achievements and attitudes. All college participants were taken from mechanical and civil engineering departments who joined this physics course during the 2011 academic year. Three prime objectives of physics…

  8. Keeping Them Happy: Job Satisfaction, Personality, and Attitudes toward Disability in Predicting Counselor Job Retention

    Science.gov (United States)

    Lawrence, Emily R.; Glidden, Laraine M.; Jobe, Brian M.

    2006-01-01

    Employee retention was studied in 48 counselors working at a summer camp for children and adults with disabilities. We hypothesized that attitudes toward persons with disabilities, personality characteristics of counselors, job satisfaction, and previous counselor experience would predict whether counselors would elect to return to work the…

  9. Knowledge, attitude and practice of aspects of laboratory safety in Pathology Laboratories at the University of Port Harcourt Teaching Hospital, Nigeria.

    Science.gov (United States)

    Ejilemele, A A; Ojule, A C

    2005-12-01

    To assess current knowledge, attitudes and practice of aspects of laboratory safety in pathology laboratories at the University of Port Harcourt Teaching Hospital in view of perceived inadequacies in safety practices in clinical laboratories in developing countries. Sixty (60) self- administered questionnaires were distributed to all cadres of staff in four (4) different laboratories (Chemical Pathology, Haematology, Blood bank and Medical Microbiology) at the Hospital. Gross deficiencies were found in the knowledge, attitudes and practice of laboratory safety by laboratory staff in areas of use of personal protective equipment, specimen collection and processing, centrifuge--related hazards, infective hazards waste disposal and provision and use of First Aid Kits. Issues pertaining to laboratory safety are not yet given adequate attention by both employers and employees in developing countries in this ear of resurgence of diseases such as HIV/AIDS and Hepatitis Band C, is emphasized.

  10. Oncology Nurses' Attitudes Toward the Edmonton Symptom Assessment System: Results From a Large Cancer Care Ontario Study.

    Science.gov (United States)

    Green, Esther; Yuen, Dora; Chasen, Martin; Amernic, Heidi; Shabestari, Omid; Brundage, Michael; Krzyzanowska, Monika K; Klinger, Christopher; Ismail, Zahra; Pereira, José

    2017-01-01

    To examine oncology nurses' attitudes toward and reported use of the Edmonton Symptom Assessment System (ESAS) and to determine whether the length of work experience and presence of oncology certification are associated with their attitudes and reported usage.
. Exploratory, mixed-methods study employing a questionnaire approach.
. 14 regional cancer centers (RCCs) in Ontario, Canada.
. Oncology nurses who took part in a larger province-wide study that surveyed 960 interdisciplinary providers in oncology care settings at all of Ontario's 14 RCCs.
. Oncology nurses' attitudes and use of ESAS were measured using a 21-item investigator-developed questionnaire. Descriptive statistics and Kendall's tau-b or tau-c test were used for data analyses. Qualitative responses were analyzed using content analysis.
. Attitudes toward and self-reported use of standardized symptom screening and ESAS.
. More than half of the participants agreed that ESAS improves symptom screening, most said they would encourage their patients to complete ESAS, and most felt that managing symptoms is within their scope of practice and clinical responsibilities. Qualitative comments provided additional information elucidating the quantitative responses. Statistical analyses revealed that oncology nurses who have 10 years or less of work experience were more likely to agree that the use of standardized, valid instruments to screen for and assess symptoms should be considered best practice, ESAS improves symptom screening, and ESAS enables them to better manage patients' symptoms. No statistically significant difference was found between oncology-certified RNs and noncertified RNs on attitudes or reported use of ESAS.
. Implementing a population-based symptom screening approach is a major undertaking. The current study found that oncology nurses recognize the value of standardized screening, as demonstrated by their attitudes toward ESAS.
. Oncology nurses are integral to providing high

  11. Integrating ethical values into fraud triangle theory in assessing employee fraud: Evidence from the Malaysian banking industry

    Directory of Open Access Journals (Sweden)

    Jamaliah Said

    2017-06-01

    Full Text Available This study attempts to integrate ethical values into the fraud triangle theory in the context of Malaysian banking industry. Primary data were collected through the survey of 108 questionnaires administered to the employees of the top three largest banks in Malaysia. The findings revealed that ethical values were negatively related to employee fraud, and two elements of fraud triangle theory, namely, opportunity and rationalization, were positively related to employee fraud. This implies that high ethical value is crucial to mitigate employee fraud. To minimize employee fraud, the banking industry should reduce opportunities and employee negative rationalization through strong internal control. This study contributes to literature on the occurrences of employee fraud, which is not widely discussed, especially in the context of the banking industry in developing countries.

  12. A qualitative assessment of beliefs, attitudes, and behaviors related to diarrhea and water filtration in rural Kenya.

    Science.gov (United States)

    De Ver Dye, Timothy; Apondi, Rose; Lugada, Eric; Kahn, James G; Sandiford-Day, Mary Ann; Dasbanerjee, Tania

    2011-08-01

    We qualitatively assessed beliefs, attitudes, and behaviors related to diarrhea and water filtration in rural Kenya. A public health campaign was conducted in rural western Kenya to give community members a comprehensive prevention package of goods and services, including a personal water filter or a household water filter (or both). Two months after the campaign, we conducted qualitative interviews with 34 campaign attendees to assess their beliefs, attitudes, and behaviors related to diarrhea and use of the filtration devices. Participants held generally correct perceptions of diarrhea causation. Participants provided positive reports of their experiences with using filters and of their success with obtaining clean water, reducing disease, and reducing consumption of resources otherwise needed to produce clean water. Several participants offered technical suggestions for device improvements, and most participants were still using the devices at the time of the assessment. Novel water filtration devices distributed as part of a comprehensive public health campaign rapidly proved acceptable to community members and were consistent with community practices and beliefs.

  13. Attitudes to Science of Pupils in Sarawak.

    Science.gov (United States)

    Ibrahim, Akbar bin

    1984-01-01

    Attitudes toward science of 654 pupils aged 14-15 were assessed, and relationships between attitude and locality, achievement, and sex studied. Achievement was mildly correlated with attitude, but locality and sex had no influence. Other findings are also discussed. (MNS)

  14. Proposing a Research Methodology to Evaluate the Relation Between Training Needs Assessment and Employee Performance

    Science.gov (United States)

    2016-06-01

    FRAMEWORK The theoretical framework of the proposed study is rooted in employee motivation , perception on training effectiveness and the cause of positive...which can be explained as the motivating factors that do not encourage development or growth. For instance, many factors can motivate the employee ...of them offer any opportunities or chances for progress or development. The employee looking for development and growth will look for motivational

  15. How do shorter working hours affect employee wellbeing? : Shortening working time in Finland

    OpenAIRE

    Lahdenperä, Netta

    2017-01-01

    The way work is done is dramatically changing due to digital breakthroughs. Generation Y is entering the workforce with a changed attitude towards work as organizations are increasing their focus towards employee wellbeing. Organizations who adopt the new model of work and understand the importance of the wellbeing of their staff are leading the transition to a more efficient business, better working life and a healthier planet. The thesis explores the numerous effects of shorter working...

  16. Health-related behaviours and mental health in Hong Kong employees.

    Science.gov (United States)

    Zhu, S; Tse, S; Goodyear-Smith, F; Yuen, W; Wong, P W

    2017-01-01

    Poor physical and mental health in employees can result in a serious loss of productivity. Early detection and management of unhealthy behaviours and mental health symptoms can prevent productivity loss and foster healthy workplaces. To examine health-related behaviours, mental health status and help-seeking patterns in employees, across different industries in Hong Kong. Participants were telephone-interviewed and assessed using the Case-finding and Help Assessment Tool (CHAT) with employee lifestyle risk factors, mental health issues and help-seeking intentions screened across eight industries. Subsequent data analysis involved descriptive statistics and chi-square tests. There were 1031 participants. Key stressors were work (30%), family (19%), money (14%) and interpersonal issues (5%). Approximately 18, 9 and 9% of participants were smokers, drinkers and gamblers, respectively, and only 51% exercised regularly. Depressive and anxiety symptoms were reported by 24 and 31% of employees, respectively. Issues for which they wanted immediate help were interpersonal abuse (16%), anxiety (15%), anger control (14%) and depression (14%). Employees with higher educational attainment were less likely to smoke, drink and gamble than those with lower attainment. Lifestyle and mental health status were not associated with income. Employees in construction and hotel industries smoked more and those in manufacturing drank more than those in other industries. Physical and mental health of Hong Kong employees are concerning. Although employee assistance programmes are common among large companies, initiation of proactive engagement approaches, reaching out to those employees in need and unlikely to seek help for mental health issues, may be useful. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  17. Medication safety knowledge, attitudes and practices among community pharmacists in Lebanon.

    Science.gov (United States)

    Hajj, Aline; Hallit, Souheil; Ramia, Elsy; Salameh, Pascale

    2018-01-01

    The effectiveness of a national post-marketing surveillance program depends directly on the active participation of all health professionals. There is no current comprehensive and active pharmacovigilance program available in Lebanon. To assess the knowledge, attitudes, and practices (KAP) among community pharmacists in Lebanon with respect to potential pharmacovigilance and adverse-drug-reaction reporting in Lebanon. A cross-sectional descriptive study, using a self-administered KAP questionnaire and conducted between March and July 2016, included 1857 pharmacists practicing in community settings. Statistical analysis included χ 2 test for dichotomous or multinomial qualitative variables, and Wilcoxon test for quantitative variables with non-homogeneous variances or non-normal distribution. The majority of responders had good knowledge concerning the concept and purpose of pharmacovigilance as well as adverse drug reactions (how to report these/the importance of reporting adverse events/the definition of an adverse event and pharmacovigilance). Concerning community pharmacists' attitudes and practice towards pharmacovigilance, the majority described having a positive attitude towards their role in adverse drug reaction reporting and this activity was even seen as one of their core duties. The questionnaire revealed a lack of practice and training regarding pharmacovigilance. Nonetheless, the pharmacists agreed on the Order of Pharmacists in Lebanon and the Ministry of Health's role in promoting this practice and helping them be more involved in reporting adverse drug reactions (ADRs). The pharmacists thought that they are well positioned regarding patient-safety practice in their pharmacies and the results were not statistically different between pharmacy employers and employees. Lebanese pharmacists have the required knowledge and positive attitude to start reporting ADRs, were aware of ADRs occurring with various medicines post-marketing, yet were currently not

  18. A set of key questions to assess the stress among bank employees and its reliability

    Directory of Open Access Journals (Sweden)

    Alice Mannocci

    2017-03-01

    Full Text Available The aims of the present study are: to realize a tool, clear and helpful, to assess the occupational distress level in bank employees in Italy; secondly to assess the reliability of the tool. Eight sentences were considered after a consensus meeting that involved different professional figures. 70 questionnaires were collected. The overall Cronbach’s alpha was 0.596, a sufficient reliability was found. The elimination of one sentences (“I haven’t time to dedicate myself to my hobbies/activities/stuff” increases alpha’s value from 0.596 to 0.620, and thus reach fully sufficient score. The claim “The pace of change on work place exceeds my capacity for adaptation” maximises the change of the level of reliability (Inter item Correlation = 0.528.

  19. Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

    Science.gov (United States)

    Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra

    2017-09-01

    Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

  20. Web-based computer adaptive assessment of individual perceptions of job satisfaction for hospital workplace employees.

    Science.gov (United States)

    Chien, Tsair-Wei; Lai, Wen-Pin; Lu, Chih-Wei; Wang, Weng-Chung; Chen, Shih-Chung; Wang, Hsien-Yi; Su, Shih-Bin

    2011-04-17

    To develop a web-based computer adaptive testing (CAT) application for efficiently collecting data regarding workers' perceptions of job satisfaction, we examined whether a 37-item Job Content Questionnaire (JCQ-37) could evaluate the job satisfaction of individual employees as a single construct. The JCQ-37 makes data collection via CAT on the internet easy, viable and fast. A Rasch rating scale model was applied to analyze data from 300 randomly selected hospital employees who participated in job-satisfaction surveys in 2008 and 2009 via non-adaptive and computer-adaptive testing, respectively. Of the 37 items on the questionnaire, 24 items fit the model fairly well. Person-separation reliability for the 2008 surveys was 0.88. Measures from both years and item-8 job satisfaction for groups were successfully evaluated through item-by-item analyses by using t-test. Workers aged 26 - 35 felt that job satisfaction was significantly worse in 2009 than in 2008. A Web-CAT developed in the present paper was shown to be more efficient than traditional computer-based or pen-and-paper assessments at collecting data regarding workers' perceptions of job content.

  1. Web-based computer adaptive assessment of individual perceptions of job satisfaction for hospital workplace employees

    Directory of Open Access Journals (Sweden)

    Chen Shih-Chung

    2011-04-01

    Full Text Available Abstract Background To develop a web-based computer adaptive testing (CAT application for efficiently collecting data regarding workers' perceptions of job satisfaction, we examined whether a 37-item Job Content Questionnaire (JCQ-37 could evaluate the job satisfaction of individual employees as a single construct. Methods The JCQ-37 makes data collection via CAT on the internet easy, viable and fast. A Rasch rating scale model was applied to analyze data from 300 randomly selected hospital employees who participated in job-satisfaction surveys in 2008 and 2009 via non-adaptive and computer-adaptive testing, respectively. Results Of the 37 items on the questionnaire, 24 items fit the model fairly well. Person-separation reliability for the 2008 surveys was 0.88. Measures from both years and item-8 job satisfaction for groups were successfully evaluated through item-by-item analyses by using t-test. Workers aged 26 - 35 felt that job satisfaction was significantly worse in 2009 than in 2008. Conclusions A Web-CAT developed in the present paper was shown to be more efficient than traditional computer-based or pen-and-paper assessments at collecting data regarding workers' perceptions of job content.

  2. Confidentiality and the employee assistance program professional.

    Science.gov (United States)

    Mistretta, E F; Inlow, L B

    1991-02-01

    During the last two decades EAPs have offered employees confidential assessment, counseling, and referral. Many occupational health nurses have taken on the role of EAP professional or function as the liaison between the EAP counselor and the employee. The occupational health nurse involved in any EAP issue must adhere to the standards of confidentiality. The federal and state laws, company policy, and professional codes of ethics regarding these clients must be clearly understood, especially related to the issue of confidentiality.

  3. Death Concern and Attitudes toward the Elderly in Nursing Home Personnel as a Function of Training.

    Science.gov (United States)

    DePaola, Stephen J.; And Others

    1994-01-01

    Investigated the relationship between death fear, attitudes toward the elderly, and personal anxiety about aging in nursing home employees. Nursing professionals (registered nurses or licensed practical nurses) had lower levels of death concern than nursing assistants, and results also indicated that nursing assistants displayed significantly…

  4. Psychological need fulfillment as a mediator of the relationship between transformational leadership and positive job attitudes

    NARCIS (Netherlands)

    Hetland, J.; Hetland, H.; Bakker, A.B.; Demerouti, E.; Andreassen, C.S.; Pallesen, S.

    2015-01-01

    Purpose – The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes (job satisfaction and dedication). Design/methodology/approach – The two samples include both cross-sectional and diary

  5. Validation of an instrument to assess evidence-based practice knowledge, attitudes, access, and confidence in the dental environment.

    Science.gov (United States)

    Hendricson, William D; Rugh, John D; Hatch, John P; Stark, Debra L; Deahl, Thomas; Wallmann, Elizabeth R

    2011-02-01

    This article reports the validation of an assessment instrument designed to measure the outcomes of training in evidence-based practice (EBP) in the context of dentistry. Four EBP dimensions are measured by this instrument: 1) understanding of EBP concepts, 2) attitudes about EBP, 3) evidence-accessing methods, and 4) confidence in critical appraisal. The instrument-the Knowledge, Attitudes, Access, and Confidence Evaluation (KACE)-has four scales, with a total of thirty-five items: EBP knowledge (ten items), EBP attitudes (ten), accessing evidence (nine), and confidence (six). Four elements of validity were assessed: consistency of items within the KACE scales (extent to which items within a scale measure the same dimension), discrimination (capacity to detect differences between individuals with different training or experience), responsiveness (capacity to detect the effects of education on trainees), and test-retest reliability. Internal consistency of scales was assessed by analyzing responses of second-year dental students, dental residents, and dental faculty members using Cronbach coefficient alpha, a statistical measure of reliability. Discriminative validity was assessed by comparing KACE scores for the three groups. Responsiveness was assessed by comparing pre- and post-training responses for dental students and residents. To measure test-retest reliability, the full KACE was completed twice by a class of freshman dental students seventeen days apart, and the knowledge scale was completed twice by sixteen faculty members fourteen days apart. Item-to-scale consistency ranged from 0.21 to 0.78 for knowledge, 0.57 to 0.83 for attitude, 0.70 to 0.84 for accessing evidence, and 0.87 to 0.94 for confidence. For discrimination, ANOVA and post hoc testing by the Tukey-Kramer method revealed significant score differences among students, residents, and faculty members consistent with education and experience levels. For responsiveness to training, dental students

  6. Explicit and implicit tasks for assessing hedonic-versus nutrition-based attitudes towards food in French children.

    Science.gov (United States)

    Monnery-Patris, Sandrine; Marty, Lucile; Bayer, Frédéric; Nicklaus, Sophie; Chambaron, Stéphanie

    2016-01-01

    Attitudes are important precursors of behaviours. This study aims to compare the food attitudes (i.e., hedonic- and nutrition-based) of children using both an implicit pairing task and an explicit forced-choice categorization task suitable for the cognitive abilities of 5- to 11-year-olds. A dominance of hedonically driven attitudes was expected for all ages in the pairing task, designed to elicit affective and spontaneous answers, whereas a progressive emergence of nutrition-based attitudes was expected in the categorization task, designed to involve deliberate analyses of the costs/benefits of foods. An additional exploratory goal was to evaluate differences in the attitudes of normal and overweight children in both tasks. Children from 3 school levels (n = 194; mean age = 8.03 years) were individually tested on computers in their schools. They performed a pairing task in which the tendencies to associate foods with nutritional vs. culinary contexts were assessed. Next, they were asked to categorize each food into one of the following four categories: "yummy", "yucky" (i.e., hedonic categories), "makes you strong", or"makes you fat" (i.e., nutritional categories). The hedonic/culinary pairs were very frequently selected (81% on average), and this frequency significantly increased through school levels. In contrast, in the categorization task, a significant increase in nutrition-driven categorizations with school level was observed. Additional analyses revealed no differences in the food attitudes between the normal and overweight children in the pairing task, and a tendency towards lower hedonic categorizations among the overweight children. Culinary associations can reflect cultural learning in the French context where food pleasure is dominant. In contrast, the progressive emergence of cognitively driven attitudes with age may reflect the cognitive development of children who are more reasonable and influenced by social norms. Copyright © 2015 Elsevier Ltd

  7. Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

    Directory of Open Access Journals (Sweden)

    Susi A. Rahayu

    2012-09-01

    Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

  8. Education of employees

    OpenAIRE

    Malachová, Jana

    2011-01-01

    The thesis aims to assess the functioning of educational methods that is being used by LEGO Group and propose appropriate measures or recommendations for future development. The conclusion of this work is evaluating the results of the investigation and provides recommendations counter measures to improve the current situation. The theoretical part describes principles of systematic employee training, forms and methods of education, also it further defines the learning organization. Part of th...

  9. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    Science.gov (United States)

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  10. Attitudes Toward Euthanasia for Patients Who Suffer From Physical or Mental Illness.

    Science.gov (United States)

    Levin, Kfir; Bradley, Graham L; Duffy, Amanda

    2018-01-01

    This study examined whether attitudes toward euthanasia vary with type of illness and with the source of the desire to end the patient's life. The study used a 3 (illness type: cancer, schizophrenia, depression) × 2 (euthanasia type: patient-initiated, family-initiated) between-groups experimental design. An online questionnaire was administered to 324 employees and students from a Australian public university following random assignment of participants to one of the six vignette-based conditions. Attitudes toward euthanasia were more positive for patients with a physical illness than a mental illness. For a patient with cancer or depression, but not schizophrenia, approval was greater for patient-, than, family-, initiated euthanasia. Relationships between illness type and attitudes were mediated by perceptions of patient autonomy and illness controllability. Findings have implications for debate, practices, and legislation regarding euthanasia.

  11. Stakeholder attitudes towards cumulative and aggregate exposure assessment of pesticides.

    Science.gov (United States)

    Verbeke, Wim; Van Loo, Ellen J; Vanhonacker, Filiep; Delcour, Ilse; Spanoghe, Pieter; van Klaveren, Jacob D

    2015-05-01

    This study evaluates the attitudes and perspectives of different stakeholder groups (agricultural producers, pesticide manufacturers, trading companies, retailers, regulators, food safety authorities, scientists and NGOs) towards the concepts of cumulative and aggregate exposure assessment of pesticides by means of qualitative in-depth interviews (n = 15) and a quantitative stakeholder survey (n = 65). The stakeholders involved generally agreed that the use of chemical pesticides is needed, primarily for meeting the need of feeding the growing world population, while clearly acknowledging the problematic nature of human exposure to pesticide residues. Current monitoring was generally perceived to be adequate, but the timeliness and consistency of monitoring practices across countries were questioned. The concept of cumulative exposure assessment was better understood by stakeholders than the concept of aggregate exposure assessment. Identified pitfalls were data availability, data limitations, sources and ways of dealing with uncertainties, as well as information and training needs. Regulators and food safety authorities were perceived as the stakeholder groups for whom cumulative and aggregate pesticide exposure assessment methods and tools would be most useful and acceptable. Insights obtained from this exploratory study have been integrated in the development of targeted and stakeholder-tailored dissemination and training programmes that were implemented within the EU-FP7 project ACROPOLIS. Copyright © 2014 Elsevier Ltd. All rights reserved.

  12. Temporal (In)Stability of Employee Preferences for Rewards

    Science.gov (United States)

    Wine, Byron; Gilroy, Shawn; Hantula, Donald A.

    2012-01-01

    This study examined the temporal stability of employee preferences for rewards over seven monthly evaluations. Participants completed a ranking stimulus preference assessment monthly, and the latter six monthly assessments were compared to the initial assessment. Correlations of preferences from month to month ranged from r = -0.89 to 0.99.…

  13. Organizational climate configurations: relationships to collective attitudes, customer satisfaction, and financial performance.

    Science.gov (United States)

    Schulte, Mathis; Ostroff, Cheri; Shmulyian, Svetlana; Kinicki, Angelo

    2009-05-01

    Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate. (c) 2009 APA, all rights reserved.

  14. Are healthcare workers ready for Ebola? An assessment of their knowledge and attitude in a referral hospital in South India.

    Science.gov (United States)

    Ahmad, Akram; Khan, Muhammad Umair; Jamshed, Shazia Qasim; Kumar, Bandari Deepak; Kumar, Gogikar Sudhir; Reddy, Puchchakayala Goverdhan; Ajmera, Sudhakar

    2016-08-02

    The World Health Organization (WHO) declared the Ebola virus disease (EVD) epidemic to be a public health emergency of international concern. Healthcare workers (HCWs) are at the highest risk of infection, as they may come into contact with patients' blood or fluids. This study was conducted to assess knowledge and attitudes of HCWs towards EVD in India. A descriptive, cross-sectional study was conducted in a multispecialty public sector referral hospital of Telangana, India. Knowledge and attitude of HCWs were evaluated using a pre-validated questionnaire. A sample of 278 participants was selected to participate in this study. The Chi-squared test was used to assess the relationship between attitudes and demographic characteristics. Logistic regression was used examine the association between knowledge and study variables. Of 257 participants who responded (92.4% response rate), 157 (61.1%) were females. The majority of the respondents were physicians (n = 117, 45.5%). Radio and television were the major sources of information about EVD reported by participants (89%). Overall knowledge of HCWs was poor (mean knowledge score: 6.57 ± 2.57). Knowledge of physicians and experienced workers (≥ 10 years) was significantly higher than their respective groups. The overall attitude of the participants was positive (mean attitude score: 1.62 ± 0.57). Significant positive correlations between knowledge and attitude were observed. The findings indicate that participants lack basic understanding of EVD. We recommend future studies be conducted across India to identify and subsequently bridge the knowledge gaps among HCWs.

  15. Employee assistance programs: a primer for buyer and seller.

    Science.gov (United States)

    Dixon, K

    1988-06-01

    A growing number of firms in private industry now sponsor or contract with groups of mental health professionals to provide employee assistance programs (EAPs). Factors that have influenced the increasing demand for EAPs include corporations' humanitarian concern for employees with mental health problems, a desire to contain rising health costs and reduce corporate losses, and the need for effective supervisory systems for managing troubled employees. To assist corporate consumers in judging the quality of EAP services and to guide mental health practitioners who wish to enter the EAP field, criteria are provided for evaluating the following aspects of EAP programs: policy development, employee orientation, supervisor training, availability during nonbusiness hours, assessment and diagnostic services, crisis counseling, referral, quality assurance, program evaluation, and cost.

  16. Assessing undergraduate nursing students' knowledge, attitudes, and cultural competence in caring for lesbian, gay, bisexual, and transgender patients.

    Science.gov (United States)

    Strong, Kristy L; Folse, Victoria N

    2015-01-01

    Lesbian, gay, bisexual, and transgender (LGBT) patients experience barriers to health care that include fear of discrimination, as well as insensitivity and lack of knowledge about LGBT-specific health needs among providers. This study examined the effectiveness of an educational intervention designed to improve knowledge and attitudes of baccalaureate nursing students regarding LGBT patient care. Education focused on key terminology, health disparities, medical needs of transgender patients, and culturally sensitive communication skills for competent LGBT patient care. Knowledge level and attitudes were evaluated before and after the intervention using a survey based on a modified Attitudes Toward Lesbians and Gay Men Scale and two assessment tools developed for this study. A statistically significant increase in positive attitudes and knowledge level was found immediately after the intervention. Findings from this study support the inclusion of education related to LGBT patient health care in undergraduate nursing curricula to promote cultural competence and sensitivity. Copyright 2015, SLACK Incorporated.

  17. Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

    OpenAIRE

    Upma Goel

    2014-01-01

    Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

  18. Measuring the value of nonwage employee benefits: building a model of the relation between benefit satisfaction and value.

    Science.gov (United States)

    Weathington, Bart L; Jones, Allan P

    2006-11-01

    Researchers have commonly assumed benefits that employees view as more valuable have a greater influence on their attitudes and behaviors. Researchers have used 2 common methods to measure benefit value: attaching a monetary value to benefits and using self-reports of benefit importance. The present authors propose that the 2 approaches are conceptually distinct and have different implications. They use a social exchange perspective to justify this distinction and integrate both approaches and benefit satisfaction into a more comprehensive model of benefit perception. Results suggest that both measures have practical applications depending on the nature of the exchange relationship between the organization and employees. However, this relationship depends on the specific benefit and on employee satisfaction with that benefit. Some benefits lend themselves to a monetary estimate, whereas others lend themselves more to a nonmonetary valuation.

  19. Creativity, Religiosity, and Political Attitudes

    Science.gov (United States)

    Zysberg, Leehu; Schenk, Tal

    2013-01-01

    Although theoretically proposed in the literature, the direct associations between political attitudes, religion, and creativity have been scarcely explored. A convenience sample of 123 adults working in Israel filled out questionnaires assessing political-social attitudes, religiosity, and background factors (e.g., age, gender, education, and…

  20. Mutuality and reciprocity in the psychological contracts of employees and employers.

    Science.gov (United States)

    Dabos, Guillermo E; Rousseau, Denise M

    2004-02-01

    The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing the extent of consistency between employee and employer beliefs regarding their exchange agreement, the present study mapped the variation and consequences of mutuality and reciprocity in psychological contracts. Results indicate that both mutuality and reciprocity are positively related to archival indicators of research productivity and career advancement, in addition to self-reported measures of Met Expectations and intention to continue working with the employer. Implications for psychological contract theory are presented. ((c) 2004 APA, all rights reserved)