Radiofrequency exposure amongst employees of mobile network operators and broadcasters

International Nuclear Information System (INIS)

Litchfield, Ian; Sorahan, Tom; Tongeren, Martie van

2017-01-01

Little is known about personal exposure to radiofrequency (RF) fields amongst employees in the telecommunications industry responsible for installing and maintaining transmitters. IARC classified RF exposure as a possible carcinogen, although evidence from occupational studies was judged to be inadequate. Hence, there is a need for improved evidence of any potentially adverse health effects amongst the workforce occupationally exposed to RF radiation. In this study, results are presented from an exposure survey using data from personal monitors used by employees in the broadcasting and telecommunication industries of the UK. These data were supplemented by spot measurements using broadband survey metres and information on daily work activities provided by employee questionnaires. The sets of real-time personal data were categorised by four types of site determined by the highest powered antenna present (high, medium or low power and ground-level sites). For measurements gathered at each type of site, the root mean square and a series of box plots were produced. Results from the daily activities diaries suggested that riggers working for radio and television broadcasters were exposed to much longer periods as compared to colleagues working for mobile operators. Combining the results from the measurements and daily activity diaries clearly demonstrate that exposures were highest for riggers working for broadcasting sites. This study demonstrates that it is feasible to carry out exposure surveys within these populations that will provide reliable estimates of exposure that can be used for epidemiological studies of occupational groups exposed to RF fields. (authors)

Radiofrequency Exposure Amongst Employees of Mobile Network Operators and Broadcasters.

Science.gov (United States)

Litchfield, Ian; van Tongeren, Martie; Sorahan, Tom

2017-06-15

Little is known about personal exposure to radiofrequency (RF) fields amongst employees in the telecommunications industry responsible for installing and maintaining transmitters. IARC classified RF exposure as a possible carcinogen, although evidence from occupational studies was judged to be inadequate. Hence, there is a need for improved evidence of any potentially adverse health effects amongst the workforce occupationally exposed to RF radiation. In this study, results are presented from an exposure survey using data from personal monitors used by employees in the broadcasting and telecommunication industries of the UK. These data were supplemented by spot measurements using broadband survey metres and information on daily work activities provided by employee questionnaires. The sets of real-time personal data were categorised by four types of site determined by the highest powered antenna present (high, medium or low power and ground-level sites). For measurements gathered at each type of site, the root mean square and a series of box plots were produced. Results from the daily activities diaries suggested that riggers working for radio and television broadcasters were exposed to much longer periods as compared to colleagues working for mobile operators. Combining the results from the measurements and daily activity diaries clearly demonstrate that exposures were highest for riggers working for broadcasting sites. This study demonstrates that it is feasible to carry out exposure surveys within these populations that will provide reliable estimates of exposure that can be used for epidemiological studies of occupational groups exposed to RF fields. © The Author 2016. Published by Oxford University Press.

19 CFR 19.46 - Employee lists.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to a... new employees. The operator shall, within 10 calendar days, advise the port director if the employment...

How shift scheduling practices contribute to fatigue amongst freight rail operating employees: Findings from Canadian accident investigations.

Science.gov (United States)

Rudin-Brown, Christina M; Harris, Sarah; Rosberg, Ari

2018-02-01

Canada's freight rail system moves 70% of the country's surface goods and almost half of all exports (RAC, 2016). These include dangerous goods. Anonymous survey of freight rail operating employees conducted by the Teamsters Canada Rail Conference (TCRC, 2014) revealed that many do not report getting enough sleep because of their work schedules, and that fatigue may be affecting their performance at work. Besides general impairments in attention and cognitive functioning, fatigue in railway operating employees slows reaction time to safety alarms and impairs conformance to train operating requirements. Shift scheduling practices can contribute to sleep-related fatigue by restricting sleep opportunities, requiring extended periods of wakefulness and by disrupting daily (circadian) rhythms. The primary goal of accident investigation is to identify causal and contributing factors so that similar occurrences can be prevented. A database search of Transportation Safety Board (TSB) rail investigation reports published in the 21-year period from 1995 to 2015 identified 18 that cited sleep-related fatigue of freight rail operating employees as a causal, contributing, or risk finding. This number represents about 20% of TSB rail investigations from the same period in which a human factors aspect of freight train activities was a primary cause. Exploration of accident themes suggests that management of fatigue and shift scheduling in the freight rail industry is a complex issue that is often not conducive to employee circadian rhythms and sleep requirements. It also suggests that current shift scheduling and fatigue management practices may be insufficient to mitigate the associated safety risk. Railway fatigue management systems that are based on the principles of modern sleep science are needed to improve scheduling practices and mitigate the ongoing safety risk. Crown Copyright © 2018. Published by Elsevier Ltd. All rights reserved.

Employee benefits or wage increase?

Directory of Open Access Journals (Sweden)

Jiří Duda

2011-01-01

Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

Updated follow-up of long-term Chalk River employees

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.; Morrison, D.P.

1983-08-01

Data on the follow-up of CRNL employees who died during employment or after retirement have been updated to 1982 December 31. Updated tables on mortality for AECL participants in the 1953 NRX clean-up and in the 1958 NRU decontamination are also included in this report. Preliminary mortality data on two other groups are presented here for (a) female employees of CRNL, 1966-1982 and (b) male employees of CRNL who have accumulated lifetime occupational doses of 0.2 Sv (20 rem) or more. Data on types of fatal cancer recorded for long-term male CRNL employees over the period 1966-1982 are also given. No statistically significant increases in cancer deaths were found in any of the groups analyzed

Gender Discrimination in Workforce and its Impact on the Employees

Directory of Open Access Journals (Sweden)

Zahid Ali Channar (Corresponding Author

2011-09-01

Full Text Available This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows that females were discriminated more than males in private organizations. Thus the findings show that females are discriminated more than males in private sector than in public sector. The impact of gender discrimination on satisfaction &motivation, commitment & enthusiasm and stress level was assessed through Pearson product moment correlation co-efficient. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees.

Career Coping and Subjective Well-Being among University Employees

Science.gov (United States)

Odirile, Bonkamile E.; Mpofu, Elias; Montsi, Mercy R.

2009-01-01

We examined coping strategies by higher education employees to handle work stress as differentiated by personnel variables. We further examined levels of subjective well-being (SWB) in the same employees. Sixty-three higher education employees participated (males = 30; females = 33; mean age = 41.3 years). The participants completed the Coping…

Aspects of industrial psychology in power plant operation from the employee's point of view

Energy Technology Data Exchange (ETDEWEB)

Heppner, J

1980-08-01

The working-psychological stress of the colleagues during their duty hours in a nuclear power plant is lined out with respect to education, maintenance and proof of the technical qualification. Of special significance is the behaviour of the staff during pre-commissioning, commissioning, normal operation and abnormal operation of a nuclear power plant. In line of duty special stress is added for employees by the strange behaviour of politicians, mass-media and neighbours. The proposals for modification in relation to the education of shift supervisors are shown in a critical view.

Aspects of industrial psychology in power plant operation from the employee's point of view

International Nuclear Information System (INIS)

Heppner, J.

1980-01-01

The working-psychological stress of the colleagues during their duty hours in a nuclear power plant is lined out with respect to education, maintenance and proof of the technical qualification. Of special significance is the behaviour of the staff during pre-commissioning, commissioning, normal operation and abnormal operation of a nuclear power plant. In line of duty special stress is added for employees by the strange behaviour of politicians, mass-media and neighbours. The proposals for modification in relation to the education of shift supervisors are shown in a critical view. (orig.) [de

The Association between Work-Related Stress and Autonomic Imbalance among Call Center Employees in Japan.

Science.gov (United States)

Enoki, Mamiko; Maeda, Eri; Iwata, Toyoto; Murata, Katsuyuki

2017-12-01

There is little epidemiological evidence linking subjective stress to objective etiologic indicators. To clarify an association between work-related stress and autonomic nervous function, we examined call center employees (167 males and 371 females) undergoing electrocardiography (ECG) at the time of annual health checkups. The questionnaire was composed of the Brief Job Stress Questionnaire based on the demand-control-support model and the Social Readjustment Rating Scale including detailed contents of home stress. The Bazett's corrected QT (QTc) interval, QT index, and heart rate were obtained from the ECG data. The male employees showed significantly higher scores of job demand, job control, and supervisor support than the female ones. In the male employees, QT index indicating the extent of autonomic imbalance and heart rate were associated with high score of supervisor support and low score of coworker support (P stress. By contrast, the female employees showed no significant links between any autonomic indicators and either work-related stress or home stress. These data suggest that work-related stress affected QT index in male employees suffering specific occupational stressors such as emotional abuse from unsatisfied customers. Specifically, supports from supervisors and coworkers were paradoxically associated with QT index, implying that supervisors may have failed to effectively support such male employees. Also, autonomic nervous function in male employees appears to be more vulnerable to work-related stress than that in female ones.

EMPLOYEE MORALE IN THE NATIONAL ELECTRIC POWER ...

African Journals Online (AJOL)

Employee morale is a very important and sensitive phenomenon in work ... desire to do the best possible job or to exert the maximum effort to perform assigned tasks”. (Gomez ... past experience, practice in the task, and motivation”. .... Table 5: Average Responses of Male and Female NEPA Employees on How They are.

49 CFR 199.113 - Employee assistance program.

Science.gov (United States)

2010-10-01

... TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee assistance program (EAP) for its employees and supervisory personnel who will determine whether an employee... 49 Transportation 3 2010-10-01 2010-10-01 false Employee assistance program. 199.113 Section 199...

Spatially Dispersed Employee Recovery

DEFF Research Database (Denmark)

Hvass, Kristian Anders; Torfadóttir, Embla

2014-01-01

Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

Dyadic relationships and operational performance of male and female owners and their male dogs.

Science.gov (United States)

Kotrschal, Kurt; Schöberl, Iris; Bauer, Barbara; Thibeaut, Anne-Marie; Wedl, Manuela

2009-07-01

In the paper we investigate how owner personality, attitude and gender influence dog behavior, dyadic practical functionality and the level of dog salivary cortisol. In three meetings, 12 female and 10 male owners of male dogs answered questionnaires including the Neo-FFI human personality inventory. Their dyadic behavior was video-taped in a number of test situations, and saliva samples were collected. Owners who scored highly in neuroticism (Neo-FFI dimension one) viewed their dogs as social supporters and spent much time with them. Their dogs had low baseline cortisol levels, but such dyads were less successful in the operational task. Owners who scored highly in extroversion (Neo-FFI dimension two) appreciated shared activities with their dogs which had relatively high baseline cortisol values. Dogs that had female owners were less sociable-active (dog personality axis 1) than dogs that had male owners. Therefore, it appears that owner gender and personality influences dyadic interaction style, dog behavior and dyadic practical functionality.

25 CFR 502.14 - Key employee.

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee. [57 FR 12392, Apr. 9...

Doing masculinity, not doing health? A qualitative study among Dutch male employees about health beliefs and workplace physical activity.

Science.gov (United States)

Verdonk, Petra; Seesing, Hannes; de Rijk, Angelique

2010-11-19

Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men, worksite health promotion programs including workplace physical

Doing masculinity, not doing health? a qualitative study among dutch male employees about health beliefs and workplace physical activity

Directory of Open Access Journals (Sweden)

de Rijk Angelique

2010-11-01

Full Text Available Abstract Background Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. Methods In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Results Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Conclusions Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men

Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing.

Science.gov (United States)

Kubo, Jessica T; Cullen, Mark R; Desai, Manisha; Modrek, Sepideh

2013-11-08

Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one's manager could in theory affect injury rates among male and female employees through their managers' response to an employee's psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee's manager's gender modifies the effect of employee gender with regards to risk of acute injury. A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor of time to first acute injury (p�

49 CFR 199.245 - Contractor employees.

Science.gov (United States)

2010-10-01

... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are contractors or employed by a contractor, an operator may provide by contract that the alcohol testing...

49 CFR 199.115 - Contractor employees.

Science.gov (United States)

2010-10-01

... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required by...

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

[The distribution of cardiovascular risk factors in employees from small- and medium-sized enterprises in Germany].

Science.gov (United States)

Kaifie, Andrea; Kraus, Thomas

2018-02-01

The German Prevention Act, the main parts of which came into force on 25 July 2015, encourages health promotion and prevention programs for people in their living environment. Through this act, preventive measures could reach employees at work that hardly seek medical services. This is of importance since employees with a low occupational position often show risk factors that increase morbidity and mortality. In this study, clinical data from n = 2280 employees from small and medium sized enterprises (SME) were analyzed for economic sector, sex, socioeconomic position (SEP), economic sector cardiovascular risk factors, musculoskeletal and psychological diseases. The socioeconomic position was categorized using the European Socioeconomic Classification into an intermediate/high and a low SEP category. Male employees showed a significantly higher occurrence of risk factors, such as smoking, diabetes or hypertension in comparison to female employees. In the manufacturing industry, male employees with a low SEP showed a higher prevalence of diabetes (2.3 vs. 5.9%), smoking (27.4 vs. 46.5%), and physical inactivity (sports: 55.0 vs. 37.1%) in comparison to employees with an intermediate/high SEP. Male employees with a low SEP from health and social services reported psychiatric disorders more frequently in comparison to those with an intermediate/high SEP (0.7 vs. 5.9%). Male employees with a low SEP should be given special consideration in the implementation of preventive measures at work within the framework of the Prevention Act.

A Study on Relationship among Leadership, Organizational Culture, the Operation of Learning Organization and Employees' Job Satisfaction

Science.gov (United States)

Chang, Su-Chao; Lee, Ming-Shing

2007-01-01

Purpose: The main purpose of this paper is to investigate the relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction. Design/methodology/approach: A quantitative research design was employed. A total of 1,000 questionnaires were mailed out and received 134 valid replies.…

Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing

Science.gov (United States)

2013-01-01

Background Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one’s manager could in theory affect injury rates among male and female employees through their managers’ response to an employee’s psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee’s manager’s gender modifies the effect of employee gender with regards to risk of acute injury. Methods A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. Results The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor

Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011).

Science.gov (United States)

Park, Ji Nam; Han, Mi Ah; Park, Jong; Ryu, So Yeon

2016-04-14

The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females). Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector), shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression.

Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011

Directory of Open Access Journals (Sweden)

Ji Nam Park

2016-04-01

Full Text Available The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females. Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector, shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression.

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...

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

Directory of Open Access Journals (Sweden)

M. M. C. De Silva

2014-10-01

Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

Males collectively defend their one-male units against bachelor males in a multi-level primate society.

Science.gov (United States)

Xiang, Zuo-Fu; Yang, Bang-He; Yu, Yang; Yao, Hui; Grueter, Cyril C; Garber, Paul A; Li, Ming

2014-07-01

Group-level male-male co-operation, which has been documented in several primate and non-primate societies, may be mutualistically advantageous to the participants when confronted with threats such as takeovers and cuckoldry by external males. Co-operation among members of distinct social units-while universal among humans-is extremely rare in non-human primates. We present the first observations of collective action or co-operation among males of different one-male units (OMU) in a multi-level society of Rhinopithecus roxellana. A total of 59 instances of male co-operation were recorded. Male co-operation included coordinated chasing, joint vigilance, and patrolling behavior directed at lone adult males trying to enter an OMU. Male co-operation was significantly more frequent during the mating season when the risk of incursions and extra-group paternity was higher. Paternity of infants born in the subsequent birth season and kin relationships among resident males were identified using microsatellite genotype. All infants were sired by OMU males, which we interpret as possible evidence for their success at thwarting mating attempts by satellite males. OMU males were principally unrelated suggesting that male co-operation is best understood in terms of the mutual direct benefits individuals obtain through collective action. Our findings lend support to the bachelor threat hypothesis in which the cooperative behavior of several individuals is more effective than the lone action of a single individual in providing mate defense. Our research has implications for understanding male bonding, higher-level collective action, and the evolution of social co-operation in human societies. © 2013 Wiley Periodicals, Inc.

Resource Conservation and Recovery Act (RCRA) new-employee training manual for the Operations Division RCRA personnel

Energy Technology Data Exchange (ETDEWEB)

Barkenbus, B.D.

1987-03-01

This manual has been prepared for the training of new employees who will work with RCRA hazardous waste management in the Operations Division. It will be taught by a person who is trained in hazardous waste regulations/procedures. It consists of nine modules. The topics of these modules are: RCRA Training, Hazardous Waste Regulations, Transportation Regulations, Hazardous Waste Management at ORNL, Chemical Hazards and Safety, Hazardous Waste Operations Training, Sampling of Hazardous Waste, Hazardous Waste Identification/Classification, and RCRA Contingency Plans and Emergency Procedures. The on-the-job training areas are identified in the modules. They are an integral part of training.

Analysis of Employee Engagement in a Chosen Organization

OpenAIRE

Kapcátová, Katarína

2013-01-01

The main goal of this thesis is to highlight the importance of employee engagement and deeply investigate employee engagement among selected employees in medium size organization, which operates in Liptovský Mikuláš. Besides finding out the total employee engagement, author examines the level of cognitive, physical, and emotional engagement too. Results are then compared to other studies provided by Gallup and CIPD research centers. Thesis further introduces the link between employee engageme...

Evaluation of the Current States of Older Employees: The Case in Ankara

OpenAIRE

Dr.Sc. Ertan Yesari Hastürk; Dr.Sc. Murat Uzel

2016-01-01

This study was performed on the older employees who work in small and medium sized enterprises in Ankara in Turkey. This study involved a survey consisting of 16 questions that applied to the employees. 61 females and 103 males within a total 164 employees who were aged over 55 participated in the survey. Current situations which were about the demographic structures, working conditions, problems of workplace and health problems of the employees, were determined by the survey. 63% of the empl...

30 CFR 75.1713-3 - First-Aid training; supervisory employees.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 75... First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses... employee and date on which the employee satisfactorily completed the first-aid training course. The...

The role of sport on job burnout of employees

Directory of Open Access Journals (Sweden)

Mohammad Ali Soltaniyan

2009-08-01

Full Text Available Introduction: The results of research show that work stress causes job burnout. Sport is one of theimportant means for reducing psychological pressures. This study is aimed at analyzing andcomparing the rate of job burnout between athletic and non- athletic employees in Semnan.Materials and Methods: The population consisted of all female and male employees of Semnan.120 athletic and 120 non- athletic employees were selected as samples. Data collected by Jackson andMaslach questionnaires. T test was used for statistical analysis.Results: The most important finding of this research is that emotional exhaustion of athleticemployees is much less than non athletic employees in both sexes.Conclusion: Sport and physical activities can increase human being capacity to cope withpsychological pressures in the workplace

The System of Employee Appraisal in a Company

OpenAIRE

Vaverová, Lucie

2011-01-01

This bachelor study called "The System of Employee Appraisal in a Company" deals with a general subscription of a personal process "Employee appraisal". It describes the principles of the system of employee appraisal and also covers the conditions necessary for its efficiency and operation. The bachelor study is focused on the system of employee appraisal centrally implemented in company ČEZ, a. s. This system is analyzed and compared with generally stated theoretical principles. The study in...

75 FR 20314 - Federal Employees Health Benefits Program; Miscellaneous Changes

Science.gov (United States)

2010-04-19

... employees of the Senate Restaurants after the operations of the Senate Restaurants are contracted to be... business concern to which the Senate Restaurants' food service operations were transferred as described in... continuation of Federal Employees Health Benefits (FEHB) coverage for certain former Senate Restaurant...

75 FR 76615 - Federal Employees Health Benefits Program Miscellaneous Changes

Science.gov (United States)

2010-12-09

... employees of the Senate Restaurants after the operations of the Senate Restaurants are contracted to be... which the Senate Restaurants' food service operations were transferred as described in section 1 of... continuation of Federal Employees Health Benefits (FEHB) coverage for certain former Senate Restaurant...

Using Opinions and Knowledge to Identify Natural Groups of Gambling Employees.

Science.gov (United States)

Gray, Heather M; Tom, Matthew A; LaPlante, Debi A; Shaffer, Howard J

2015-12-01

Gaming industry employees are at higher risk than the general population for health conditions including gambling disorder. Responsible gambling training programs, which train employees about gambling and gambling-related problems, might be a point of intervention. However, such programs tend to use a "one-size-fits-all" approach rather than multiple tiers of instruction. We surveyed employees of one Las Vegas casino (n = 217) and one online gambling operator (n = 178) regarding their gambling-related knowledge and opinions prior to responsible gambling training, to examine the presence of natural knowledge groups among recently hired employees. Using k-means cluster analysis, we observed four natural groups within the Las Vegas casino sample and two natural groups within the online operator sample. We describe these natural groups in terms of opinion/knowledge differences as well as distributions of demographic/occupational characteristics. Gender and language spoken at home were correlates of cluster group membership among the sample of Las Vegas casino employees, but we did not identify demographic or occupational correlates of cluster group membership among the online gambling operator employees. Gambling operators should develop more sophisticated training programs that include instruction that targets different natural knowledge groups.

30 CFR 77.1703 - First-Aid training; supervisory employees.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 77... UNDERGROUND COAL MINES Miscellaneous § 77.1703 First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses for selected supervisory employees at the mine. Within 60 days...

Mortality and cancer incidence experience of employees in a nuclear fuels fabrication plant

International Nuclear Information System (INIS)

Hadjimichael, O.C.; Ostfeld, A.M.; D'Atri, D.A.; Brubaker, R.E.

1983-01-01

The mortality and cancer incidence experience of 4,106 employees in a nuclear fuels fabrication plant was evaluated in this retrospective cohort study. Standardized mortality (SMR) and incidence ratios were calculated for groups of employees holding different jobs in the company associated with various types of industrial exposures and with low levels of radiation. Connecticut population mortality rates and Connecticut Tumor Registry incidence rates, specific for age-sex, calendar year and cause of death or cancer site, were used for the calculation of expected rates. Results showed the SMR for all male employees to be significantly lower than expected for all causes and what would be expected for all cancer deaths. More deaths were observed than expected from diseases of the central and peripheral nervous system and from obstructive pulmonary disease. The overall cancer incidence experience of the male employees was significantly lower than expected among the industrial employees. There was no risk associated with any particular job exposure group. Log linear models analysis showed no significant effect from industrial and radiation exposures or from their combined influence

Comparative Analysis of Reward and Employee Performance Based on Gender at Central Bank of Bank Sulut

OpenAIRE

Pandowo, Merinda; Lapian, S.L.H.V Joyce; Oroh, Ryan Vitaly

2014-01-01

Employee are the big asset of organization. Employee Performance are have big effect of organization performance. The best way to attract employee performance is rewarding employee. Reward can be tangible such money, bonuses or called extrinsic reward and intangible reward such promotion, holiday or called intrinsic reward. The purpose of this research are to analyzed significant differences in employee performance based on reward between male and female. To achieve the objectives researcher ...

Work-life imbalance and mental health among male and female employees in Switzerland.

Science.gov (United States)

Hämmig, Oliver; Bauer, Georg

2009-01-01

To investigate the prevalence and mental health effects of an unequal work-life balance (WLB) including potential gender differences. A cross-sectional study based on a representative sample of the Swiss employed population aged 20 to 64 (women: n = 1661; men: n = 1591). Based on a single-item measure, more than every seventh employee in Switzerland indicated major difficulties combining work and private life. In certain socio-demographic categories, up to 30% showed such work-life conflict (WLC). For both genders, work-life imbalance turned out to be a risk factor affecting mental health. Employees with self-reported WLC presented a significantly higher relative risk for poor self-rated health (women: aOR = 2.6/men: aOR = 2.0), negative emotions and depression (aOR = 3.0/3.1), low energy and optimism (aOR = 2.1/1.6), fatigue (aOR = 2.4/2.6), and sleep disorders (aOR = 1.8/1.5) compared to employees with no WLC. Internationally, few data on the prevalence of WLC exist. In Switzerland, work-life imbalance is not a marginal phenomenon among the workforce and needs to be addressed as a notable public and mental health issue.

Effect of exhaust emissions on carbon monoxide levels in employees working at indoor car wash facilities.

Science.gov (United States)

Topacoglu, H; Katsakoglou, S; Ipekci, A

2014-01-01

Exhaust emissions from motor vehicles threaten the environment and human health. Carbon monoxide (CO) poisoning, especially the use of exhaust gas CO in suicidal attempts is well known in the literature. Recently, indoor car wash facilities established in large shopping malls with closed parking, lots is a new risk area that exposes car wash employees to prolonged periods of high level CO emissions from cars. The aim of this study was to investigate how carboxyhemoglobin (COHb) blood levels of employees get affected in confined areas with relatively poor air circulation. Twenty male volunteers working in indoor parking car wash facilities were included in the study. Participants were informed about the aim of this study and their consent was obtained. Their pulse COHb levels were measured twice, at the beginning and at the end of the working day using Rad-57 pulse CO-oximeter device, allowing non-invasive measurement of COHb blood levels to compare the changes in their COHb levels before and after work. The mean age of the male volunteers was 29.8 ± 11.9 (range 18-55). While the mean COHb levels measured at the start of the working day was 2.1 ± 2.0 (range 0-9), it was increased to 5.2 ± 3.3 (range 1-15) at the end of work shift (Wilcoxon test, p car wash facility employees is directly impacted and gets elevated by motor vechile exhaust emissions. For the health of the employees at indoor parking car wash facilities, stricter precautions are needed and the government should not give permit to such operations.

Gender Discrimination in Workforce and its Impact on the Employees

OpenAIRE

Zahid Ali Channar (Corresponding Author); Zareen Abbassi; Imran Anwar Ujan

2011-01-01

This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows t...

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...

A 2-year cohort study on the impact of an Employee Assistance Programme (EAP) on depression and suicidal thoughts in male Japanese workers.

Science.gov (United States)

Nakao, Mutsuhiro; Nishikitani, Mariko; Shima, Satoru; Yano, Eiji

2007-11-01

Depression and suicide-related behaviours are important issues for workers, and the number of Japanese companies contracting with the Employee Assistance Programme (EAP) to promote employees' mental health has recently increased. However, no longitudinal studies have reported that the EAP maintains or improves the overall level of depression among employees qualitatively. Thus, we attempted to assess the impact of the EAP on depression and suicide-related behaviours in the workplace. A cohort study was conducted on 283 male Japanese employees aged 22-38 years at a Japanese information-technology company introducing the EAP. Because the privacy policy of the EAP service made it difficult to perform a randomised design in the workplace, 22 men working at an affiliated company without the EAP were used as a reference group. All the subjects completed the 17-item Hamilton Depression Scale (HAM-D) and Job Content Questionnaire (JCQ) consisting of job demands, control, and social support before the EAP was introduced to establish a baseline and after 2 years. In the EAP group, the total HAM-D scores significantly decreased after the 2-year study period (P=0.0011); the changes in the scores of the five HAM-D items (i.e., suicidal thoughts, agitation, psychomotor retardation, guilt, and depressed mood) were significant. Specifically, 19 (86%) of the 22 workers with a positive response to the suicidal thoughts item (i.e., score >or= 1) at baseline reported that they no longer had suicidal thoughts (i.e., score=0) after the 2 year study period. No significant changes were observed in the reference group. The three JCQ scores were not significantly different between the baseline and after the 2 year study period in both groups. Although further studies are needed, EAPs may be a promising strategy for maintaining the good mental health of workers.

Employee Turnover among Full-time Public Librarians.

Science.gov (United States)

Rubin, Richard

1989-01-01

A study of employee turnover in 31 public libraries in the American Midwest established baseline turnover rates and examined the relationship of gender to turnover behavior. Findings showed that: turnover rates are low compared to other occupations; and turnover rates of males and females are similar. (28 references) (Author/MES)

Psychosocial work environment exposures as risk factors for long-term sickness absence among Danish employees: results from DWECS/DREAM

DEFF Research Database (Denmark)

Lund, Thomas; Labriola, Merete; Christensen, Karl Bang

2005-01-01

and followed up during the proceeding 1.5 years regarding onset of long-term sickness absence. RESULTS: Long-term sickness absence among female employees was associated with role conflict, low reward, and poor management quality. Demands for hiding emotions and high emotional demands predicted long......-term sickness absence among men. No significant interactions between psychosocial and physical exposures were found for female or male employees. CONCLUSIONS: The study suggests a potential for reducing long-term sickness absence through interventions targeted toward reducing role conflict, and improving reward...... and management quality among female employees, and through reducing emotional demands and demands for hiding emotions among male employees....

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

Science.gov (United States)

Graham, Katrina A; Dust, Scott B; Ziegert, Jonathan C

2018-03-01

According to interpersonal interaction theory, relational harmony surfaces when two individuals have compatible interaction styles. Building from this theory, we propose that supervisor-employee power distance orientation incompatibility will be related to employees' experience of higher levels of relationship conflict with their supervisors. Additionally, we propose an asymmetrical incongruence effect such that relationship conflict will be highest when supervisors are high in power distance and employees are low in power distance. Furthermore, we address calls in interpersonal interaction research for more direct attention to the social context of the dyadic interaction and explore the moderating effects of supervisor-employee gender (dis)similarity on the relationship between this incompatibility and conflict. We propose that supervisor-employee gender dissimilarity (e.g., male-female or female-male pairs) acts as a conditional moderator, neutralizing the power distance incongruence effect and the asymmetrical incongruence effect. Using 259 supervisor-employee dyads in the physical therapy industry, the hypotheses were generally supported. Theoretical and practical implications regarding the unique benefits of power distance compatibility and gender diversity in supervisor-employee dyads are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Studies of the relationship between employee's safety consciousness, morale, and supervisor's leadership in nuclear power plant

International Nuclear Information System (INIS)

Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro; Yoshida, Michio; Misumi, Emiko; Tokudome, Eiji.

1996-01-01

This study examined the relationship between employee's safety consciousness, morale, and supervisor's leadership using multiple regression analysis. Respondents were 2152 male employees who were working at nuclear power plants (operation division, maintenance division, and joint companies). Main results were as follows. (1) Individual morale variables, such as 'work motivation' and 'mental hygine', were correlated with leadership M behavior rather than with P behavior. On the other hand, group morale variables, such as 'teamwork' and 'meeting quality', were correlated with both P and M behavior. These results shows P and M leadership affect the employee's morale. (2) With regard to safety consciousness variables, 'communication' and 'work place norm' to ensure safety were strongly correlated to leadership both P and M behavior. However, neither 'sense of tension to ensure safety' nor 'experiencing cold shiver' were related to leadership P or M behavior. It was suggested that practices for accidents prevention in workplace are related to supervisor's P and M leadership behavior. (3) 'Sense of tension' to ensure safety and 'experiencing cold shiver' were negatively correlated with 'mental hygine', but positively correlated with 'work motivation'. These results suggest that increase of the work motivation might improve employee's awareness and ability for detecting human errors. (author)

Harnessing the Frontline Employee Sensing of Capabilities for Decision Support

DEFF Research Database (Denmark)

Hallin, Carina Antonia; Andersen, Torben Juul; Tveterås, Sigbjørn

2017-01-01

The ability to sense developments in operational (steady-state) and dynamic (growth) capabilities provides early signals about how the firm adapts its operations to ongoing changes in the environment. Frontline employees engage in the daily transactions and sense the firm's operating conditions......, this article develops a sensing instrument an employee-sensed operational conduct (ESOC) index for updated information as an essential decision support mechanism. This sensing capacity is firm-specific and difficult to replicate once in place and thus can provide a basis for sustainable competitive advantage....

Total workload, work stress and perceived symptoms in Swedish male and female white-collar employees.

Science.gov (United States)

Krantz, Gunilla; Berntsson, Leeni; Lundberg, Ulf

2005-04-01

The aim of this study was to analyse how paid work, unpaid household tasks, child care, work-child care interactions and perceived work stress are associated with reported symptoms in male and female white-collar employees. A questionnaire was mailed to 1300 men and 1300 women belonging to the white-collar sector, with at least 35 hours of regular employment a week and a participant age of between 32 and 58 years. It contained items relating to total workload (hours spent on paid work, unpaid household tasks and childcare), subjective indices for work stress and symptoms. The response rate was 65% (743 women; 595 men). Gender difference in symptom prevalence was tested by analyses of variance. Odds ratios were used to estimate the bivariate associations between work-related variables and symptom prevalence. A multivariate analysis estimated the effect of paid and unpaid work interaction, work-childcare interplay and possible synergy. The frequency and severity of symptoms was higher in women than in men (P women's health was determined by the interaction between conditions at work and household duties (OR 2.09; 1.06-4.14), whereas men responded more selectively to long working hours, i.e. >50 h/week (OR 1.61; 1.02-2.54). However, childcare (women.

Low reproductive skew despite high male-biased operational sex ratio in a glass frog with paternal care.

Science.gov (United States)

Mangold, Alexandra; Trenkwalder, Katharina; Ringler, Max; Hödl, Walter; Ringler, Eva

2015-09-03

Reproductive skew, the uneven distribution of reproductive success among individuals, is a common feature of many animal populations. Several scenarios have been proposed to favour either high or low levels of reproductive skew. Particularly a male-biased operational sex ratio and the asynchronous arrival of females is expected to cause high variation in reproductive success among males. Recently it has been suggested that the type of benefits provided by males (fixed vs. dilutable) could also strongly impact individual mating patterns, and thereby affecting reproductive skew. We tested this hypothesis in Hyalinobatrachium valerioi, a Neotropical glass frog with prolonged breeding and paternal care. We monitored and genetically sampled a natural population in southwestern Costa Rica during the breeding season in 2012 and performed parentage analysis of adult frogs and tadpoles to investigate individual mating frequencies, possible mating preferences, and estimate reproductive skew in males and females. We identified a polygamous mating system, where high proportions of males (69 %) and females (94 %) reproduced successfully. The variance in male mating success could largely be attributed to differences in time spent calling at the reproductive site, but not to body size or relatedness. Female H. valerioi were not choosy and mated indiscriminately with available males. Our findings support the hypothesis that dilutable male benefits - such as parental care - can favour female polyandry and maintain low levels of reproductive skew among males within a population, even in the presence of direct male-male competition and a highly male-biased operational sex ratio. We hypothesize that low male reproductive skew might be a general characteristic in prolonged breeders with paternal care.

Variation between seated and standing/walking postures among male and female call centre operators

Directory of Open Access Journals (Sweden)

Toomingas Allan

2012-03-01

Full Text Available Abstract Background The dose and time-pattern of sitting has been suggested in public health research to be an important determinant of risk for developing a number of diseases, including cardiovascular disorders and diabetes. The aim of the present study was to assess the time-pattern of seated and standing/walking postures amongst male and female call centre operators, on the basis of whole-shift posture recordings, analysed and described by a number of novel variables describing posture variation. Methods Seated vs. standing/walking was recorded using dichotomous inclinometers throughout an entire work shift for 43 male and 97 female call centre operators at 16 call centres. Data were analysed using an extensive set of variables describing occurrence of and switches between seated and standing/walking, posture similarity across the day, and compliance with standard recommendations for computer work. Results The majority of the operators, both male and female, spent more than 80% of the shift in a seated posture with an average of 10.4 switches/hour between seated and standing/walking or vice versa. Females spent, on average, 11% of the day in periods of sustained sitting longer than 1 hour; males 4.6% (p = 0.013. Only 38% and 11% of the operators complied with standard recommendations of getting an uninterrupted break from seated posture of at least 5 or 10 minutes, respectively, within each hour of work. Two thirds of all investigated variables showed coefficients of variation between subjects above 0.5. Since work tasks and contractual break schedules were observed to be essentially similar across operators and across days, this indicates that sedentary behaviours differed substantially between individuals. Conclusions The extensive occurrence of uninterrupted seated work indicates that efforts should be made at call centres - and probably in other settings in the office sector - to introduce more physical variation in terms of standing

Satisfaction of Polish Bank Employees with Incentive Systems: An Empirical Approach

Directory of Open Access Journals (Sweden)

Kaźmierczyk J.

2017-10-01

Full Text Available This article considers employee satisfaction with incentive systems. Strict requirements for the efficiency of human resource management (HRM and internal public relations make it a major management problem. The importance of this study lies in the fact that incentives affect all stages of HRM. This work reports the results of an empirical survey of Polish bank employees, which was aimed to establish to what degree incentive systems met employees’ expectations, and to analyse the impact of such incentives on employee satisfaction. The authors advance the thesis that male bank employees are more satisfied with existing incentive systems than their female counterparts. The discussion is supported by empirical research based on a sample of 1, 920 Polish bank employees. The article is divided into five sections. The introductory section is followed by Section Two, which reviews employee motivation and analyses the above thesis. Section Three describes data sources and research methods, and Section Four presents findings and conclusions.

The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP).

Science.gov (United States)

Soeker, Shaheed; Matimba, Tandokazi; Machingura, Last; Msimango, Henry; Moswaane, Bobo; Tom, Sinazo

2015-01-01

Employee assistance programs (EAPs) are responsible for helping employees cope with problems such as: mental distress, alcoholism and other drug dependencies, marital and financial difficulties--in short, the whole host of personal and family troubles endemic to the human condition. The study explored the challenges that employees who abuse substances experience when returning to work after the completion of an employee assistance program. The study used a qualitative exploratory descriptive research design. Three male participants and two key informants participated in the study. One semi structured interview was conducted with each one of the participants and one semi structured interview with the key informants. Four themes emerged: 1) Loss of one's worker role identity, 2) Negative influences of the community continues to effect the success of EAP, 3) EAP as a vehicle for change and, 4) Healthy occupations strengthen EAP. This study portrayed the following: how substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs. Occupational therapists could use the health promotion approach, work simplification, energy conservation techniques and ergonomic analysis techniques.

Your Lung Operation: After Your Operation

Medline Plus

Full Text Available ... Liability Surgeons as Advocates Surgeons and Bundled Payment Models Surgeons as Institutional Employees Our Changing Health Care ... Lung Operation After Your Operation Your Discharge and Recovery Complete Video After Your Operation Guidance for after ...

Voice of the Classified Employee: A Descriptive Study to Determine Degree of Job Satisfaction of Classified Employees and to Design Systems of Support by School District Leaders

Science.gov (United States)

Barakos-Cartwright, Rebekah B.

2012-01-01

Classified employees comprise thirty two percent of the educational workforce in school districts in the state of California. Acknowledging these employees as a viable and untapped resource within the educational system will enrich job satisfaction for these employees and benefit the operations in school sites. As acknowledged and valued…

Interaction effect of job insecurity and role ambiguity on psychological distress in Japanese employees: a cross-sectional study.

Science.gov (United States)

Inoue, Akiomi; Kawakami, Norito; Eguchi, Hisashi; Tsutsumi, Akizumi

2018-05-01

We examined the interaction effect of job insecurity (JI) and role ambiguity (RA) on psychological distress in Japanese employees. Overall, 2184 male and 805 female employees from two factories of a manufacturing company in Japan completed a self-administered questionnaire comprising the scales measuring JI (Job Content Questionnaire), RA (National Institute for Occupational Safety and Health Generic Job Stress Questionnaire), psychological distress (K6 scale), and potential confounders (i.e., age, education, family size, occupational class, and work shift). Taking psychological distress as a dependent variable, hierarchical multiple regression analyses were conducted by gender and employment status (i.e., permanent and non-permanent employees). An interaction term of JI × RA was included in the model. After adjusting for potential confounders, the main effects of JI and RA on psychological distress were significant regardless of gender or employment status. Furthermore, the significant interaction effect of JI × RA on psychological distress was observed among permanent male employees (β = 0.053, p = 0.010). Post hoc simple slope analyses showed that the simple slope of JI was greater at higher levels of RA (i.e., one standard deviation [SD] above the mean) (β = 0.300, p female employees. The present study suggests that higher levels of RA strengthen the association of JI with psychological distress, at least among Japanese permanent male employees.

Using military friendships to optimize postdeployment reintegration for male Operation Iraqi Freedom/Operation Enduring Freedom veterans.

Science.gov (United States)

Hinojosa, Ramon; Hinojosa, Melanie Sberna

2011-01-01

Social relationships are important to health out comes. The postdeployment family reintegration literature focuses on the role of the civilian family in facilitating the transition from Active Duty military deployment to civilian society. The focus on the civilian family relationship may miss other important personal connections in veterans' lives. One such connection is the relationship many veterans have with former military unit members who served with them when deployed. Drawing on interviews with male Operation Iraqi Freedom/Operation Enduring Freedom veterans conducted from 2008 to 2009, we argue that the members of a military unit, especially during armed conflict, should be considered a resource to help the "family" reintegration process rather than impede it. This research has implications for current reintegration policy and how best to assist veterans transitioning into civilian society.

Employee engagement: a prescription for organizational transformation.

Science.gov (United States)

Halm, Barry

2011-01-01

Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms.

Behavioral tactics of male sockeye salmon (Oncorhynchus nerka) under varying operating sex ratios

Science.gov (United States)

Quinn, Thomas P.; Adkison, Milo D.; Ward, Michael B.

1996-01-01

Previous studies have demonstrated several reproductive-behavior patterns in male salmon, including competitive and sneaking tactics, the formation of hierarchies, and non-hierarchical aggregations around ripe females. Through behavioral observations at varying spatial and temporal scales, we examined the hypothesis that operational sex ratio (OSR) determines male sockeye salmon (Oncorhynchus nerka) distribution and breeding tactics. Patterns of male distribution and behavior varied over both coarse and fine scales, associated with apparent shifts in reproductive opportunities, the physical characteristics of the breeding sites, and the deterioration of the fish as they approached death. Females spawned completely within a few days of arriving on the spawning grounds, whereas males courted the available ripe females from the date of their arrival on the spawning ground until their death. This difference in reproductive lifespans tended to elevate late-season OSRs but was partially counterbalanced by male departures and the arrival of other ripe females. The proportion of males able to dominate access to ripe females decreased and the number of large courting groups increased over the course of the season, apparently related to both increasing OSR and the deteriorating physical condition of males. However, great variation in OSR was observed within the spawning sites on a given day. OSRs were generally higher in shallow than in deep water, perhaps because larger females or more desirable breeding sites were concentrated in shallow water. The aggregations of males courting females were not stable (i.e. many arrivals and departures took place) and male aggression varied with group size. Aggression was most frequent at low OSRs and in groups of intermediate size (2–4 males per female), and much less frequent in larger groups, consistent with the needs of maximizing reproductive opportunities while minimizing unproductive energy expenditure. These results indicate

Implementing an Employee Assistance Program.

Science.gov (United States)

Gam, John; And Others

1983-01-01

Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

Insomnia management for ageing employees with job stress

Directory of Open Access Journals (Sweden)

Roja I.

2014-01-01

Full Text Available In Latvia, the number of aging employees suffering from sleep disorders caused by job stress and poor sleep hygiene is increasing. The non-pharmacologic and pharmacologic treatment is prescribed for these employees in the sleep management. The aim of this research is to clarify the efficiency of using psychotherapy with learning and observing sleep hygiene, combined with the melatonergic drug during a six-week treatment course applied to 25 both male and female intellectual workers over 65 years suffering from insomnia caused by job stress. For the patients representing Group “A” cognitive hypnotherapy, intervention for improving coping with job stress and usage of the melatonergic drug was prescribed, while Group “B” patients received six weeks only drug. The severity of depressive episodes in employees was measured by Montgomery- Åsberg Depression Rating Scale, the level of anxiety was assessed by use Rosenberg Self-Esteem Scale. The results of the research show that insomnia patterns disappeared for 75% of women and 80% of men employees in Group A, but in Group B individuals, – only for 20% of women employees. The results acquired let concluding that the six-week treatment – cognitive hypnotherapy combined with melatonergic drug – is an effective treatment for aging workers suffering from sleep disorders.

The effect of exposure to employees from mining and milling operations in a uranium mine on lead isotopes--a pilot study.

Science.gov (United States)

Gulson, Brian L; Mizon, Karen J; Dickson, Bruce L; Korsch, Michael J

2005-03-01

Potential exposure during mining and milling of uranium ore has resulted in the industry being highly regulated. Exposure can arise from inhalation of the daughter product radioactive gas radon (222Rn), inhalation of radioactive dust particles from mining and milling, direct irradiation from outside the body, and ingestion of radionuclides (e.g. uranium or radium) in food or water. Making use of the highly unusual lead isotopic signature for uranium ores (high 206Pb/204Pb from the high uranium content, low 208Pb/204Pb from the low Th/U ratio), we undertook a pilot study of nine male mine employees and three controls from the Ranger uranium mine in the Northern Territory Australia to determine if it was feasible to use lead isotopes in blood to identify exposure to uranium-derived materials. The lead isotopic data for the mine employees and controls plot in two distinct fields which are consistent with predicted isotopic patterns. Assuming retention of 10% of the ingested lead, then the increases seen in 206Pb represent intakes of between 0.9 and 15 mg, integrated over the years of exposure. The small amount of lead does not affect blood lead concentrations, but appears to be sufficient to be detectable with sensitive isotopic methods. Further studies, including those on urine, should be undertaken to confirm the veracity of the lead isotope method in monitoring exposure of uranium industry employees.

The effect of exposure to employees from mining and milling operations in a uranium mine on lead isotopes. A pilot study

International Nuclear Information System (INIS)

Gulson, Brian L.; Mizon, Karen J.; Dickson, Bruce L.; Korsch, Michael J.

2005-01-01

Potential exposure during mining and milling of uranium ore has resulted in the industry being highly regulated. Exposure can arise from inhalation of the daughter product radioactive gas radon ( 222 Rn), inhalation of radioactive dust particles from mining and milling, direct irradiation from outside the body, and ingestion of radionuclides (e.g. uranium or radium) in food or water. Making use of the highly unusual lead isotopic signature for uranium ores (high 206 Pb/ 204 Pb from the high uranium content, low 208 Pb/ 204 Pb from the low Th/U ratio), we undertook a pilot study of nine male mine employees and three controls from the Ranger uranium mine in the Northern Territory Australia to determine if it was feasible to use lead isotopes in blood to identify exposure to uranium-derived materials. The lead isotopic data for the mine employees and controls plot in two distinct fields which are consistent with predicted isotopic patterns. Assuming retention of 10% of the ingested lead, then the increases seen in 206 Pb represent intakes of between 0.9 and 15 mg, integrated over the years of exposure. The small amount of lead does not affect blood lead concentrations, but appears to be sufficient to be detectable with sensitive isotopic methods. Further studies, including those on urine, should be undertaken to confirm the veracity of the lead isotope method in monitoring exposure of uranium industry employees

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. 

Education as Employee Motivation and Retention Factor of the Companies Operating in the Czech Republic

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Iveta Němečková

2012-06-01

Full Text Available The initial part of the article addresses the human potential of companies as well as the motivation and retention of employees, which play a key role in reaching a company’s commercial and financial goals. The article’s objective is answering questions concerning the importance of employee education as a significant tool of employee motivation and retention. The article’s author has set two hypotheses:H1: It is possible to identify common factors having an impact on employee motivation and retention from job descriptions and position in the management hierarchy’s point of view. It is also possible to find out and name the key factors in motivation and retention preferred by employees in the Czech Republic.H2: The possibility of further education and professional growth is a very important motivational factor for employees.The hypotheses were verified and confirmed through an anonymous questionnaire; the author conducted the research among employees of Czech companies. The research, which was of key importance for data collection, was supplemented by round table discussions with the respondents, helping to confirm and to be more accurate in interpretation of results delivered by the research.A clear result has come of the research; respondents valued further education the most out of sixteen offered benefits provided by employers. The article’s conclusion – referring to the fact of a drop in education investments by companies due to cost cutting pressures (a very dangerous and unhealthy trend from the long-term point of view, according to the article’s author – provides managers with recommendations.

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...

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…

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.

Sexual behavior among unmarried business process outsourcing employees in Chennai: gender differences and correlates associated with it.

Science.gov (United States)

Charles, Bimal; Rastogi, Saumya; Sam, Asirvatham Edwin; Williams, Joseph D; Kandasamy, Aarthi

2013-01-01

Premarital sex is often associated with high risk sexual behavior such as early age of initiation, multiple partners and inconsistent condom use. Evidence shows that such sexual behavior pre-disposes to sexually transmitted diseases including HIV. This paper tried to investigate the correlates of premarital sexual behavior among male and female business process outsourcing (BPO) employees to highlight the gender differences that exist in relation to it. Data were collected from 526 unmarried BPO employees during behavioral surveillance survey in Chennai, in the year 2009. The results showed that about one-third of respondents (males - 39.6%, females - 26.1%) had experienced premarital sex. Men reported having had their first sexual intercourse at 12 years and women at 16 years of age. While the prevalence of premarital sex was found to be high, the percentage using a condom during last sex was also high, especially, among the female employees (82.4%). Logistic regression showed that monthly individual income, work in shifts, migration, peer influence and friends with previous sexual experience were significant predictors of premarital sex among the male BPO employees. Visit to night clubs was significantly associated with a higher prevalence of premarital sex among the female employees. The study concludes that there is a significant gender dimension in the premarital sexual behavior among the BPO employees and that even as the sexual behavior of the young people is transitioning; their ability to negotiate safe sex behavior is also increasing. It is recommended to enhance efforts to advocate safe sex behavior among young adults employed in the BPO industry.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

Science.gov (United States)

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Vitamin D Status and Quality of Life in Healthy Male High-Tech Employees

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Sigal Tepper

2016-06-01

Full Text Available While low vitamin D status has been shown to be associated with decreased quality of life in unhealthy populations and women, only limited data are available regarding healthy adult men. Our aim was to evaluate the associations between health-related quality of life (QoL and vitamin D status in adult men. High-tech employees aged 25–65 year were recruited from an occupational periodic examination clinic at Rambam Health Campus. QoL was assessed using the Centers for Disease Control and Prevention (CDC Health-related quality of life questionnaire (HRQOL-4. Serum 25-hydroxyvitamin D (25(OHD and Body Mass Index (BMI were measured; further information was collected about physical activity, education, sun exposure, sick-days, and musculoskeletal pain severity (visual analog scale. Three hundred and fifty-eight men were enrolled in the study; mean serum 25(OHD level was 22.1 ± 7.9 ng/mL (range 4.6–54.5 ng/mL. In a multivariate logistic regression model, 25(OHD was a significant independent determinant of self-rated health; Odds Ratio (OR for self-rated health was 0.91 (95% confidence interval (CI 0.85–0.97, p = 0.004, adjusted for age, BMI, pain severity, physical activity, and sun exposure. Every 1 ng/mL increase of 25(OHD was associated with 9% reduction in the odds of reporting self-rated health as fair or poor. Poisson regression model demonstrated an association between physically unhealthy days and 25(OHD levels (rate ratio 0.95, p < 0.001. In conclusion, serum levels of 25(OHD were associated with self-rated health and with physically unhealthy days of HRQOL in healthy high-tech male workers. Future intervention studies are required to test the impact of vitamin D supplementation on QoL.

Vitamin D Status and Quality of Life in Healthy Male High-Tech Employees.

Science.gov (United States)

Tepper, Sigal; Dabush, Yael; Shahar, Danit R; Endevelt, Ronit; Geva, Diklah; Ish-Shalom, Sofia

2016-06-15

While low vitamin D status has been shown to be associated with decreased quality of life in unhealthy populations and women, only limited data are available regarding healthy adult men. Our aim was to evaluate the associations between health-related quality of life (QoL) and vitamin D status in adult men. High-tech employees aged 25-65 year were recruited from an occupational periodic examination clinic at Rambam Health Campus. QoL was assessed using the Centers for Disease Control and Prevention (CDC) Health-related quality of life questionnaire (HRQOL-4). Serum 25-hydroxyvitamin D (25(OH)D) and Body Mass Index (BMI) were measured; further information was collected about physical activity, education, sun exposure, sick-days, and musculoskeletal pain severity (visual analog scale). Three hundred and fifty-eight men were enrolled in the study; mean serum 25(OH)D level was 22.1 ± 7.9 ng/mL (range 4.6-54.5 ng/mL). In a multivariate logistic regression model, 25(OH)D was a significant independent determinant of self-rated health; Odds Ratio (OR) for self-rated health was 0.91 (95% confidence interval (CI) 0.85-0.97, p = 0.004), adjusted for age, BMI, pain severity, physical activity, and sun exposure. Every 1 ng/mL increase of 25(OH)D was associated with 9% reduction in the odds of reporting self-rated health as fair or poor. Poisson regression model demonstrated an association between physically unhealthy days and 25(OH)D levels (rate ratio 0.95, p health and with physically unhealthy days of HRQOL in healthy high-tech male workers. Future intervention studies are required to test the impact of vitamin D supplementation on QoL.

Procesna organiziranost in zadovoljstvo zaposlenih = Process Organization and Employee Satisfaction

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Karmen Verle

2010-06-01

Full Text Available The purpose of the paper is to show the influence of process organizationon employee satisfaction and to indicate the directions for improvingthe operations success in the chosen company. A quantitativeresearch has been carried out for this purpose with the help of astandardized questionnaire for measuring the organizational climateon the census of 556 employed co-workers. The key finding leads tothe recognition that the analyzed company supposedly places greatemphasis also on the modern - process organization. With the latter,employee motivation and innovation are increased, which is consequentlyshown in greater operations success of the discussed company.With the correlation coefficient we establish that the dimension of theorganization statistically positively influences employee satisfaction(0.461, which means that the form and method of the organization caninfluence employee satisfaction. The results of the research have theoreticaland practical benefits for the management in planning, carryingout and controlling of business processes and it will be possible to implementthem in profitable and non-profitable organizations.

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.

Psychosocial resources and the relationship between transformational leadership and employees' psychological strain.

Science.gov (United States)

Schmidt, Burkhard; Loerbroks, Adrian; Herr, Raphael; Litaker, David; Wilson, Mark; Kastner, Michael; Fischer, Joachim

2014-01-01

Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, pTransformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.

WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

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Meera Komarraju

2006-01-01

Full Text Available As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results from stepwise regression analyses showed that across all employees, work-family conflict was the most significant predictor of work satisfaction. More specifically, for male employees, spousal support was the most important predictor of work satisfaction followed by work-family conflict. Interestingly, for female employees, work-family conflict was the most significant predictor followed by organizational support. These results suggest that dual-career employees who find family responsibilities intruding into their work activities are likely to experience lesser work satisfaction. Dual-career employees receiving support and encouragement from a spouse or from the employing organization are more likely to experience increased work satisfaction.

Work Sustainability Among Male Cancer Survivors After Returning to Work.

Science.gov (United States)

Endo, Motoki; Haruyama, Yasuo; Muto, Go; Kiyohara, Kosuke; Mizoue, Tetsuya; Kojimahara, Noriko; Yamaguchi, Naohito

2018-02-05

Few studies have investigated the work continuance rate among cancer survivors after return to work (RTW). The objective of this study was to clarify work sustainability after RTW among Japanese male cancer survivors. We collected data on male cancer survivors from an occupational health register. Inclusion criteria were as follows: employees who returned to work after an episode of sick leave due to clinically certified cancer diagnosed between January 1, 2000 and December 31, 2011. Of 1,033 male employees who were diagnosed with cancer, 786 employees (76.1%) returned to work after their first episode of sick leave due to cancer. Work continuance rates among all subjects were 80.1% 1 year after RTW and 48.5% 5 years after RTW. The mean duration of work after RTW was 4.5 years. The work continuance rates varied significantly by cancer type. The "Lung" and "Hepatic, Pancreatic" cancer groups had the shortest duration of work (0.9 year after RTW). Of workers who returned to work after their first episode of leave after cancer, 50% continued to work after 5 years in large-scale companies. There was a steep decrease in work continuance rates during the first year after RTW, with considerable differences according to cancer site.

Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

Directory of Open Access Journals (Sweden)

Mohamad Abdullah Hemdi

2006-01-01

Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

Directory of Open Access Journals (Sweden)

Muhammad Aamir Shafique Khan

2017-12-01

Full Text Available In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Employee stress status during the past decade (1982-1992) based on a nation-wide survey conducted by the Ministry of Labour in Japan.

Science.gov (United States)

Shimizu, Y; Makino, S; Takata, T

1997-07-01

In this paper we will report the results of nation-wide surveys on employee health conducted and published by the Ministry of Labour in 1982, 1987, and 1992. The subjects were approximately 20,000 employees in 1982, approximately 15,000 in 1987, and approximately 16,000 in 1992, from throughout Japan. Using the results of the surveys, we will show trends in the status of employee work-related stress, as well as trends in means of relaxation over the past decade. The percentage of employees with work-related stress among all subjects gradually increased as follows: 50.6% in 1982, 55.0% in 1987, and 57.3% in 1992. The percentage of employees with work-related stress increased remarkably from 1982 through 1992 among the following groups: the 50-59 age group in males; employees in the electricity, gas, heat and water-supply industries; those in the real estate industry; administrative and managerial workers; employees of large establishments with more than 5,000 employees; and employees performing shift work involving no night duty. The problem of "human relationships in the workplace" was associated with the increasing stress levels among 50-59-year-old males, 40-49-year-old females, employees of large establishments with more than 5,000 employees, those in the real estate industry, and service workers. In terms of means of relaxing to relieve fatigue and stress, employees tended to engage in active pursuits such as "eating out and shopping" and "driving and traveling" over the past decade. In 1992, on the other hand, 22.0% of males and 5.9% of females selected "smoking" as a means of relaxation. This shows the need for stress management in the workplace in order to prevent health problems related to smoking.

Employee satisfaction: an integral component of total quality.

Science.gov (United States)

Gvazdinskas, L C; Maffetone, M A

1995-01-01

As part of the Total Quality Management process, the leadership of Rush Medical Laboratories, with a staff of 400, made an initial commitment to focus on their own employees as the most important customers. Only after the employees' development, their help, their support, and their empowerment could Rush Medical Laboratories make the improvements in customer relationships and obtain the operations improvement, cost savings, and productivity necessary to maintain a competitive edge. This article outlines the numerous employee initiatives that have resulted from this commitment. All of these initiatives were successful at some point during the 5 or more years since the incorporation of TQM within Rush Medical Laboratories. In the spirit of continuous improvement, some have been modified or discontinued and replaced by others. This article provides an overview of the many improvements that are possible when employees are provided a forum in which to voice their needs, and it challenges the management and employees of all laboratories to focus on this vital component of total quality.

Operations of human resources engagement

OpenAIRE

Δημητρέλη, Αλεξάνδρα

2017-01-01

This current study, attempts to shed light on the relationship between HR Operations and employee engagement by testing the relationship empirically. More specifically, it looks at how employee engagement could be embedded into day-to-day human resources operations. Employee engagement is a topic that is repeatedly being discussed in most of the HR forums, articles and journals in the recent past. Employers recognize that truly engage and motivate employee’s produce impressive levels of in...

Analysis of Employee's Survey for Preventing Human-Errors

International Nuclear Information System (INIS)

Sung, Chanho; Kim, Younggab; Joung, Sanghoun

2013-01-01

Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses

Health and social support services to HIV/AIDS infected individuals in Tanzania: employees and employers perceptions.

Science.gov (United States)

Kassile, Telemu; Anicetus, Honest; Kukula, Raphael; Mmbando, Bruno P

2014-06-20

HIV is a major public health problem in the world, especially in sub-Saharan Africa. It often leads to loss of productive labour and disruption of existing social support system which results in deterioration of population health. This poses a great challenge to infected people in meeting their essential goods and services. This paper examines health and social support services provided by employers to HIV/AIDS infected employees in Tanzania. This was a cross-sectional study, which employed qualitative and quantitative methods in data collection and analysis. Structured questionnaires and in-depth interviews were used to assess the health and social support services provision at employers and employees perspectives. The study participants were employees and employers from public and private organizations. A total of 181 employees and 23 employers from 23 workplaces aged between 18-68 years were involved. The results show that 23.8% (i.e., 20.4% males and 27.3% females) of the employees had at least one member of the family or close relatives living with HIV at the time of the study. Fifty six percent of the infected employees reported to have been receiving health or social support from their employers. Employees' responses were consistent with those reported by their employers. A total of 12(52.2%) and 11(47.8%) employers reported to have been providing health and social supports respectively. Female employees (58.3%) from the private sector (60.0%) were more likely to receive supports than male employees (52.6%) and than those from the public sector (46.2%). The most common health and social support received by the employees were treatment, and nutritional support and reduction of workload, respectively. HIV/AIDS infected employees named treatment and nutritional support, and soft loans and reduced workload respectively, as the most important health and social supports they needed from their employers. This study provides baseline information for further studies

Hanford general employee training - A million dollar cost beneficial program

International Nuclear Information System (INIS)

Gardner, P.R.

1991-02-01

In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing ''equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor, are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs

Night shift and rotating shift in association with sleep problems, burnout and minor mental disorder in male and female employees.

Science.gov (United States)

Cheng, Wan-Ju; Cheng, Yawen

2017-07-01

Shift work is associated with adverse physical and psychological health outcomes. However, the independent health effects of night work and rotating shift on workers' sleep and mental health risks and the potential gender differences have not been fully evaluated. We used data from a nationwide survey of representative employees of Taiwan in 2013, consisting of 16 440 employees. Participants reported their work shift patterns 1 week prior to the survey, which were classified into the four following shift types: fixed day, rotating day, fixed night and rotating night shifts. Also obtained were self-reported sleep duration, presence of insomnia, burnout and mental disorder assessed by the Brief Symptom Rating Scale. Among all shift types, workers with fixed night shifts were found to have the shortest duration of sleep, highest level of burnout score, and highest prevalence of insomnia and minor mental disorders. Gender-stratified regression analyses with adjustment of age, education and psychosocial work conditions showed that both in male and female workers, fixed night shifts were associated with greater risks for short sleep duration (night shifts were also associated with increased risks for burnout and mental disorders, but after adjusting for insomnia, the associations between fixed night shifts and poor mental health were no longer significant. The findings of this study suggested that a fixed night shift was associated with greater risks for sleep and mental health problems, and the associations might be mediated by sleep disturbance. 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/.

Empowerment Perceptions of Employees in Hotel Enterprises

Directory of Open Access Journals (Sweden)

Şenol ÇAVUŞ

2015-12-01

Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II” and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub-dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position.

Empowerment Perceptions of Employees in Hotel Enterprises

Directory of Open Access Journals (Sweden)

Şenol Çavuş

2015-12-01

Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II”and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub- dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position

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.

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.

Risk for work-related fatigue among the employees on semiconductor manufacturing lines.

Science.gov (United States)

Lin, Yu-Cheng; Chen, Yen-Cheng; Hsieh, Hui-I; Chen, Pau-Chung

2015-03-01

To examine the potential risk factors for work-related fatigue (WRF) among workers in modern industries, the authors analyzed the records of need-for-recovery questionnaires and health checkup results for 1545 employees. Compared with regular daytime workers, and after adjusting for confounders, the workers adapting to day-and-night rotating shift work (RSW) had a 4.0-fold (95% confidence interval [CI] = 2.7-5.9) increased risk for WRF, higher than the 2.2-fold risk (95% CI = 1.5-3.3) for persistent shift workers. Based on highest education level, the male employees with university degrees had the highest adjusted odds ratio (a-OR) 2.8 (95% CI = 1.0-7.8) for complaining of WRF versus compulsory education group. For female workers, currently married/cohabiting status was inversely associated with WRF (a-OR = 0.5; 95% CI = 0.2-0.9), and child-rearing responsibility moderately increased WRF risk (a-OR = 1.9; 95% CI = 1.0-3.7). Day-and-night RSW and the adaptation, educational levels of males, and domestic factors for females contributed to WRF among semiconductor manufacturing employees. © 2013 APJPH.

An FAHP-TOPSIS framework for analysis of the employee productivity in the Serbian electrical power companies

Directory of Open Access Journals (Sweden)

Snezana Pavle Knezevic

2017-09-01

Full Text Available The aim of this paper is to apply an integrated model, which combines methods of classical and fuzzy Multi-criteria decision making (MCDM in selected six large equity companies from the Serbian energy sector. The data considered are retrieved from the official financial statements. Four main criteria were analyzed, identified by the previous researchers and pointing to the employees productivity: Operating income/Number of employees, Equity/Number of employees, Net income/Number of employees and Total assets/Number of employees. The contribution of this paper lies in the application of a hybrid model that integrates two MCDM methods: Fuzzy Analytic Hierarchy Process (FAHP and Technique for Order Performance by Similarity to Ideal Solution (TOPSIS to analyse the employee productivity in selected D-Electrical power supply companies operating in Serbia. The FAHP is an effective method for mathematical representation of uncertain and imprecise evaluations made by humans, while the TOPSIS method is an efficient way to rank the alternatives. Results show that operating income is of highest importance for estimating employee productivity and decision making, while equity is of the weakest. Furthermore, the most productive operations in large enterprises from selected companies of the sector D-Electrical power supply are found in the company PC EPS Beograd, and the lowest are in the ED Center llc Kragujevac.

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,…

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…

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…

A Japanese Stress Check Program screening tool predicts employee long-term sickness absence: a prospective study.

Science.gov (United States)

Tsutsumi, Akizumi; Shimazu, Akihito; Eguchi, Hisashi; Inoue, Akiomi; Kawakami, Norito

2018-01-25

On December 1, 2015, the Japanese government launched the Stress Check Program, a new occupational health policy to screen employees for high psychosocial stress in the workplace. As only weak evidence exists for the effectiveness of the program, we sought to estimate the risk of stress-associated long-term sickness absence as defined in the program manual. Participants were 7356 male and 7362 female employees in a financial service company who completed the Brief Job Stress Questionnaire (BJSQ). We followed them for 1 year and used company records to identify employees with sickness absence of 1 month or longer. We defined high-risk employees using the BJSQ and criteria recommended by the program manual. We used the Cox proportional regression model to evaluate the prospective association between stress and long-term sickness absence. During the follow-up period, we identified 34 male and 35 female employees who took long-term sickness absence. After adjustment for age, length of service, job type, position, and post-examination interview, hazard ratios (95% confidence intervals) for incident long-term sickness absence in high-stress employees were 6.59 (3.04-14.25) for men and 2.77 (1.32-5.83) for women. The corresponding population attributable risks for high stress were 23.8% (10.3-42.6) for men and 21.0% (4.6-42.1) for women. During the 1-year follow-up, employees identified as high stress (as defined by the Stress Check Program manual) had significantly elevated risks for long-term sickness absence.

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.

12 CFR 995.5 - Bank and Office of Finance employees.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Bank and Office of Finance employees. 995.5 Section 995.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD NON-BANK SYSTEM ENTITIES FINANCING CORPORATION OPERATIONS § 995.5 Bank and Office of Finance employees. Without further approval of the Finance Board, the Financing Corporation shall have...

Joint operating agreements - health and safety and employment issues

International Nuclear Information System (INIS)

Molnar, L.F.

1999-01-01

The extent of non-operator exposure to health and safety and other employment liability is considered. Under the terms of the Canadian Association of Petroleum Landman agreements, the designated operator is the sole employer for joint operations. By these terms, the placement of responsibility for employees involved in a joint operation appears clear. It is to rest with the operator alone. As such, one would expect that the non-operator would be free from liabilities arising out of the employment relations of a project. It has been held, in cases of interrelated companies, that an individual can be an employee of more than one company at the same time. Alberta's Occupational Health and Safety Act, as well as the similar Acts in other provinces, impose a hierarchy of duties and obligations not only on employers but also upon contractors, suppliers and workers to ensure that safety is secured. Relevant definitions in the Act state this. An employer of an employee is vicariously liable for torts committed by the employee in the course of his employment. The questions are asked of what happens if a non-operator lends an employee to the operator and the employee tortiously injures a third party, and if the temporary employer, the operator, becomes the employer in the event of vicarious liability. 20 refs

A guide to safe field operations

Science.gov (United States)

Yobbi, D.K.; Yorke, T.H.; Mycyk, R.T.

1996-01-01

Most functions of the U.S. Geological Survey (USGS), Water Resources Division (WRD) require employees to participate in numerous field activities ranging from routine meetings with cooperators, other federal and public officials, and private citizens to potentially hazardous assignments, such as making flood measurements and scuba diving to service underwater instruments. It is paramount that each employee be aware of safety procedures and operational policies of the WRD to ensure that (1) their activities avoid or minimize personal injury to the employee, coworkers, or anyone in the vicinity of the field activity, and (2) their conduct does not infringe on the personal or property rights of any individual or organization. The purpose of the guide is to familiarize employees with the operational and safety procedures expected to be followed by each employee as a representative of the WRD. It is also intended as a training tool for all new employees and a document to be reviewed by each employee before undertaking a field assignment. It includes general procedures that are standard and applicable to all field operations, such as communication, vehicle operation, and adequate preparation for anticipated weather conditions. It also includes a discussion of specific procedures and safety considerations for most of the routine field assignments undertaken by hydrologists and hydrologic technicians of the WRD. The guide is not intended to be a technical handbook outlining step-by-step procedures for performing specific tasks or a comprehensive discussion of every possible activity that may be undertaken by a USGS employee. Employees are referred to the Techniques for Water-Resources Investigations (TWRI) series for specific technical procedures and to the U.S. Geological Survey Safety and Environmental Health Handbook 445-1-H (USGS, August 1989), USGS Occupational Hazards and Safety Procedures Handbook 445-2-H (December 1993), the WRD notebook on Safety Policy and

A study of the mortality of AECL employees. V

International Nuclear Information System (INIS)

Gribbin, M.A.; Howe, G.R.; Weeks, J.L.

1992-09-01

A study has been underway since 1980 on the mortality of past and present AECL employees. The study population consists of 13,491 persons, 9997 males and 3494 females, for a total of 262,403.5 person-years at risk. During the period 1950-1985, 1299 deaths occurred in this population. The number of female deaths (121) is too few for detailed analysis, but the 1178 deaths in the male population represent a useful basis for this study. The present report examines mortality patterns in the AECL cohort between 1950 and 1985 by comparing the observed mortality with that expected in the general population for three groups of workers: those with no exposure, those with up to 50 mSv, and those with more than 50 mSv. Comparisons among the three groups of employees are discussed. The number of deaths is fewer than would be expected on the basis of general population statistics for both males who were exposed to ionizing radiation and those who were not exposed. The findings were similar for the 'all cancer' and 'all other deaths' groupings. In the group of exposed males, elevated Standardized Mortality Ratios (SMRs) are seen for non-Hodgkin's lymphoma and for buccal cavity, rectum and rectosigmoid junction, and prostate cancers. There are elevated SMRs for lymphatic and myeloid leukemias and for large intestine, prostate, brain and biliary system cancers in the 'unexposed' male group. The number of cases identified in all of these cancers is small and the confidence intervals are wide, such that none of the elevated SMRs is statistically significant. The report compares the findings of this study with those of similar studies published in the past decade. (Author) (28 tabs., 33 refs., 2 figs.)

40 CFR 68.83 - Employee participation.

Science.gov (United States)

2010-07-01

...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... their representatives on the conduct and development of process hazards analyses and on the development of the other elements of process safety management in this rule. (c) The owner or operator shall...

Talented Employees in the Field of Brownfields

Directory of Open Access Journals (Sweden)

Davidová Marcela

2016-01-01

Full Text Available The article is aimed at bringing information on one of the important terms for successful redevelopment, recovery and operation of brownfields – efficient people, employees. Not only brownfields, but generally all organizations that want to be competitive and successful, want to outperform their present rivals and considerably increase their added value have to pay attention to talent management. The article is concerned, on the basis of available theoretical information and the existing practical experience, at describing three particular processes of talents management (their identification, development and retention which are necessary for the successful use of talent. The purpose of the article is providing recommendation how to help operators of brownfields identify and retain highly talented employees, build on their strong points, reward their success, provide them with a chance to make progress, and increase their overall efficiency.

Corporate Social Responsibility and Employee Health in the Nigerian Banking Sector

Directory of Open Access Journals (Sweden)

Dr. Chukwuemeka Anene MBBS

2013-07-01

Full Text Available It is often said that the most important entity in any organisation is its human capital. With this is in mind, it has been recommended that an organisation which seeks to do well must pay particular attention to the welfare of its employees. This paper considers the issue of employer health insurance as it operates in the Nigerian banking sector. It argues that employee welfare, being a corporate social responsibility, banks must do more to ensure that the healthcare of their employees are better taken care of, bearing in mind the relative youth of most bank employees and the sensitive nature of work in the banking sector. The paper begins with an overview of corporate social responsibility, the nature of employee healthcare available in Nigeria and managed healthcare in the private sector. The paper also considers the typical health challenges of bank employees and healthcare options available to them, making a case for better structured health care for bank employees.

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

Sickness absence among young employees: trends from 2002 to 2013.

Science.gov (United States)

Sumanen, Hilla; Pietiläinen, Olli; Lahti, Jouni; Lahelma, Eero; Rahkonen, Ossi

2015-01-01

Young adults entering employment are a key group in extending work careers, but there is a lack of research on trends in work ability among young employees. Prolonged sickness absence (SA) constitutes a risk for permanent work disability. We examined 12-year trends in SA spells among young female and male municipal employees. The data were obtained from the employers' registers in the City of Helsinki, Finland. The data included employees aged 18-24, 25-29, 30-34, and 35-54 from 2002 to 2013 (the average number for each year was 31,600). Self-certified (1-3 days) and medically certified intermediate (4-14 days) and long (15+ days) SAs were examined. Joinpoint regression models were used to identify major changes in SA trends. Younger employees had more short SAs but fewer long SAs than older employees. During the study period, SAs of almost any length first increased and later decreased among both genders, except for young men. The turning points for short SA were in 2007-2011 among younger and older employees. In intermediate and long SAs the respective turning points were in 2008-2009 and 2005-2009. Women had more SAs in all categories. Age is related to the length of absences. Given the relatively low chronic morbidity among younger employees, it is likely that reasons other than ill health account for increased SA. More evidence on factors behind the changing trends is needed in order to reduce SA and extend the working careers of young people.

Predicting likelihood of seeking help through the employee assistance program among salaried and union hourly employees.

Science.gov (United States)

Delaney, W; Grube, J W; Ames, G M

1998-03-01

This research investigated belief, social support and background predictors of employee likelihood to use an Employee Assistance Program (EAP) for a drinking problem. An anonymous cross-sectional survey was administered in the home. Bivariate analyses and simultaneous equations path analysis were used to explore a model of EAP use. Survey and ethnographic research were conducted in a unionized heavy machinery manufacturing plant in the central states of the United States. A random sample of 852 hourly and salaried employees was selected. In addition to background variables, measures included: likelihood of going to an EAP for a drinking problem, belief the EAP can help, social support for the EAP from co-workers/others, belief that EAP use will harm employment, and supervisor encourages the EAP for potential drinking problems. Belief in EAP efficacy directly increased the likelihood of going to an EAP. Greater perceived social support and supervisor encouragement increased the likelihood of going to an EAP both directly and indirectly through perceived EAP efficacy. Black and union hourly employees were more likely to say they would use an EAP. Males and those who reported drinking during working hours were less likely to say they would use an EAP for a drinking problem. EAP beliefs and social support have significant effects on likelihood to go to an EAP for a drinking problem. EAPs may wish to focus their efforts on creating an environment where there is social support from coworkers and encouragement from supervisors for using EAP services. Union networks and team members have an important role to play in addition to conventional supervisor intervention.

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…

Effect of organization-level variables on differential employee participation in 10 federal worksite health promotion programs.

Science.gov (United States)

Crump, C E; Earp, J A; Kozma, C M; Hertz-Picciotto, I

1996-05-01

Guided by a conceptual model, the authors used both qualitative data (e.g., individual interviews, focus groups) and quantitative data from an employee survey (N = 3,388) in 10 federal agencies to investigate whether organization context and implementation process affected participation in worksite health promotion and disease prevention (HPDP) activities among demographic subgroups. Overall, employees on average participated in fewer than two agency-supported health-related activities per year (17% in fitness, 40% in health risk assessment activities). Employees participated more where coworkers endorsed such programs. Minority employees and employees in lower level positions were more likely to participate in fitness activities when organizations had a more comprehensive program structure, engaged in more marketing strategies, gave time off to employees to participate, or had on-site facilities. Management support for the program was related to participation by employees who were male, white, and had upper level positions. The data supported the proposed model; also confirmed was two predicted relationships between model constructs, which provided a better understanding of differential participation by employee groups.

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)

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...

75 FR 4586 - Division of Federal Employees' Compensation; Proposed Extension of the Approval of Information...

Science.gov (United States)

2010-01-28

... comments concerning the proposed collection: Death Gratuity Forms (CA- 40, CA-41, and CA-42). A copy of the... of Federal employees and Non-Appropriated Fund Instrumentality (NAFI) employees who die from injuries... and Operation Iraqi Freedom. Form CA-40 requests the information necessary from the employee to...

Improving Employee Satisfaction Priority through Performance Control Matrix

Directory of Open Access Journals (Sweden)

Shun-Hsing Chen

2014-11-01

Full Text Available The study addresses Performance Control Matrix (PCM to determine service quality items of priority for improvement. Most businesses focus on customer satisfaction when undertaking surveys of satisfaction and dissatisfaction, while generally neglecting employee satisfaction. Therefore, this study develops an integrated model to improve service quality in Taiwanese finance industry employees. A questionnaire is designed to determine the priority of improvement objectives derived from certain questionnaire items that fall into the improvement zone of the PCM. Ten items are found to fall into the improvement zone of the PCM. The present results show that the finance industry employees surveyed in Taiwan were dissatisfied with their job security, salaries, annual bonus, and fair distribution of operational profits. The ten improvement items mostly belong to two dimensions - ‘Pay and Benefits’ and ‘Motivation’. The managers of the financial institutions should seek to improve these quality attributes by devoting more resources to these items, thus promoting employee satisfaction.

Culturally tailored diabetes prevention in the workplace: focus group interviews with Hispanic employees.

Science.gov (United States)

Brown, Sharon A; García, Alexandra A; Steinhardt, Mary A; Guevara, Henry; Moore, Claire; Brown, Adama; Winter, Mary A

2015-04-01

The purpose was to conduct focus groups with Hispanic employees to obtain input into adaptation of previous DSME interventions for use as a workplace diabetes prevention program. From a list of interested Hispanic employees who attended a local health fair (n = 68), 36 were randomly selected to participate in focus groups held during supper mealtime breaks. An experienced bilingual moderator directed the sessions, using interview guidelines developed by the research team. Participants' ages ranged from 22 to 65 years (mean = 50.4, n = 36, SD = 10.7), 7 males and 29 females attended, and 53% had type 2 diabetes mellitus (T2DM). Employees expressed a keen interest in diabetes classes and recommended a focus on preparing healthier Hispanic foods. Primary barriers to promoting healthier lifestyles were work schedules; many employees worked 2 part-time or full-time jobs. Administrators and direct supervisors of the employees were highly supportive of a workplace diabetes prevention program. The consistent message was that a workplace program would be the ideal solution for Hispanic employees to learn about diabetes and healthy behaviors, given their busy schedules, family responsibilities, and limited resources. If found to be effective, such a workplace program would be generalizable to other service employees who have disproportionate diabetes rates. © 2015 The Author(s).

The Experience of Condom Use and Other Sexual Risk Practices among Male Brewery Employees Who Recently Migrated in Nigeria

Science.gov (United States)

Sunmola, Adegbenga M; Adebayo, Dada; Olapegba, Makinde; Alarape, Aderemi

2006-01-01

Objective: To identify factors that predict condom use and sexual practices of brewery employees who had recently been on short- and longterm migration in the course of their jobs in Nigeria. Design: A cross-sectional survey design was adopted to investigate the relationship between sexual practices and condom use of migrant employees, and to…

General Employee Training Live, Course 15503

Energy Technology Data Exchange (ETDEWEB)

Gabel, Daniel Glen [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hughes, Heather [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2016-08-25

This training at Los Alamos National Laboratory contains the following sections: Introduction to the Laboratory, Institutional Quality Assurance, Facilities, Policies, Procedures, and Other Requirements, Safety Expectations, Worker Protection: Occupational Safety and Health, Industrial Hygiene and Safety, Lockout/Tagout, General Employee Radiological Training, Fire Protection, Security, Emergency Operations, Occupational Health, and Environment.

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.

An investigation of factors affecting employee satisfaction and loyalty in the Fire Fighting and Prevention Police of Ho Chi Minh City Vietnam

OpenAIRE

Hang, Nguyen Thi Le

2016-01-01

Satisfaction and loyalty of employee had been confirmed to be important factors to organisation's survival and development. An organization has employees who are satisfied with job and loyal with their oganization, it will has more advantages during operation. An organization has employees who are satisfied with job and loyal with their organization, it will have more advantages during operation. This study aims to examine the effects of employee training, employee empowerment, management lea...

5 CFR 831.202 - Continuation of coverage for food service employees of the House of Representatives.

Science.gov (United States)

2010-01-01

... employees of the House of Representatives. 831.202 Section 831.202 Administrative Personnel OFFICE OF... Continuation of coverage for food service employees of the House of Representatives. (a) Congressional employees who provide food service operations for the House of Representatives can elect to continue their...

Impact of organizational socialization towards employees' social adaptation

Directory of Open Access Journals (Sweden)

Ratković-Njegovan Biljana

2014-01-01

Full Text Available The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.

Emotional Intelligence and Organisational Citizenship Behaviour of Manufacturing Sector Employees: An Analysis

Directory of Open Access Journals (Sweden)

Susan Tee Suan Chin

2011-06-01

Full Text Available As with diversity, collaboration, co-operation and teamwork havebecome increasingly important issues for management to handle.The purpose of this study is to analyse the level of Emotional Intelligenceand Organisational Citizenship Behaviour among middlemanagement employees in the Malaysian manufacturing sector.A total of 536 employees from different organisations and industriestook part in this survey. Based on the descriptive analysis,employees in some industries tended to have a lower level ofemotional intelligence and organisational citizenship behaviour.

Remuneration and Employee Benefits in Organizations in the Czech Republic

Directory of Open Access Journals (Sweden)

Hana Urbancová

2017-02-01

Full Text Available In today’s highly competitive environment, the goal of organizations is to recruit, retain and sufficiently stimulate employees to give high quality performance, which may actually be achieved by a well‑developed system of remuneration and a wide range of suitably selected employee benefits. The article aims to identify and evaluate important factors influencing the area of employee remuneration and benefits offered in organizations in the Czech Republic. The research was carried out through a questionnaire survey that involved selected organizations in the Czech Republic (n = 402. The obtained primary data were processed using descriptive and multidimensional statistics. The factors examined in relation to the employee remuneration and benefits include: industries and sectors of organizations; markets in which they operate; the size of organizations by the headcount; the existence or absence of the Human Resource Department. The results confirm that the organizations that want to maintain a good position in the labour market pay attention to their personnel marketing, which is also helped by the right (suitable system of employee remuneration and fringe benefits thanks to which they retain their employees and can increase employee satisfaction and loyalty. Employee benefits are exactly what may distinguish the organizations from their competitors in the labour market.

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.

Workplace Training: Employer and Employee Perspectives

Science.gov (United States)

National Centre for Vocational Education Research (NCVER), 2017

2017-01-01

According to the 2016 Organisation for Economic Co-operation and Development (OECD) report, Education at a glance, much of the learning at work takes place through employer-supported training. Both employers and employees recognise the benefits of such training because skilling the workforce can lead to better jobs, greater firm competitiveness,…

Stress, health and well-being : the mediating role of employee and organizational commitment

OpenAIRE

Jain, Ajay Kumar; Giga, Sabir; Cooper, Cary

2013-01-01

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, ...

Association of occupation, employment contract, and company size with mental health in a national representative sample of employees in Japan.

Science.gov (United States)

Inoue, Akiomi; Kawakami, Norito; Tsuchiya, Masao; Sakurai, Keiko; Hashimoto, Hideki

2010-01-01

The purpose of this study was to investigate the cross-sectional association of employment contract, company size, and occupation with psychological distress using a nationally representative sample of the Japanese population. From June through July 2007, a total of 9,461 male and 7,717 female employees living in the community were randomly selected and surveyed using a self-administered questionnaire and interview including questions about occupational class variables, psychological distress (K6 scale), treatment for mental disorders, and other covariates. Among males, part-time workers had a significantly higher prevalence of psychological distress than permanent workers. Among females, temporary/contract workers had a significantly higher prevalence of psychological distress than permanent workers. Among males, those who worked at companies with 300-999 employees had a significantly higher prevalence of psychological distress than those who worked at the smallest companies (with 1-29 employees). Company size was not significantly associated with psychological distress among females. Additionally, occupation was not significantly associated with psychological distress among males or females. Similar patterns were observed when the analyses were conducted for those who had psychological distress and/or received treatment for mental disorders. Working as part-time workers, for males, and as temporary/contract workers, for females, may be associated with poor mental health in Japan. No clear gradient in mental health along company size or occupation was observed in Japan.

[Employee Wellbeing in a University Department, Italy].

Science.gov (United States)

Sinopoli, Alessandra; Sestili, Cristina; Lojodice, Bruno; Sernia, Sabina; Mannocci, Alice; De Giusti, Maria; Villari, Paolo; La Torre, Giuseppe

2017-01-01

A serene workplace environment can provide significant benefits to employees. The aim of the present study was to assess wellbeing of employees in a university department, by administering validated questionnaires (Karasek and INAIL) and to determine any similarities and / or differences. The sample consisted of 48 employees (22.9 % male and 77.1% female) in various job categories including doctors, biologists, nurses, and technical and administrative staff. Results obtained from the Karasek questionnaire allowed us to calculate the values of Decision latidude and Job demand. The intersection of the medians of the two components, respectively 56 and 30, allowed us to divide participants into four quadrants consisting of high "strain" workers, active and passive and low "strain" workers. Thirty seven percent of the sample was found to be at high risk of stress. Significant differences in responses were identified in relation to gender, age, job seniority and educational level. Responses to the two questionnaires compared favorably. Seventeen questions were compared, and for eleven of these there was sufficient agreement, with kappa test values comprised between 0.194 and 0.408 (p<0.05). Results confirm that work-related stress is a relevant issue. Karasek and INAIL questionnaires, while investigating similar issues, should not be used alternatively but rather administered simultaneously.

Urinary cotinine and breath carbon monoxide levels among bar and restaurant employees in ankara.

Science.gov (United States)

Caman, Ozge Karadag; Erguder, Berrin I; Ozcebe, Hilal; Bilir, Nazmi

2013-08-01

Hospitality sector employees constitute one of the key groups with respect to their secondhand tobacco smoke exposure at work. This study aimed to detect urinary cotinine and breath carbon monoxide (CO) levels among bar and restaurant employees in Ankara, as well as the employees' opinions on the new antitobacco law, changes in smoking behavior, and subjective health status before and after the law entered into force. This before-after study was conducted in 19 premises, with the participation of 65 employees before implementation and 81 employees 3 months after implementation of the new antitobacco law in the hospitality sector. Data in both phases were collected through face-to-face surveys, breath CO measurements, and urinary cotinine analysis. Descriptive statistics were used to summarize data, whereas chi-square test, paired and unpaired t tests, and analysis of variance were used to compare groups. Most of the restaurant and bar employees were male and below 35 years old. Before-after comparison showed that health complaints of the hospitality sector employees such as watering and itching in the eyes, difficulty in breathing, and cough (p law. Among the smoking employees, mean number of cigarettes smoked was also found to decrease (p = .012). Majority of the employees (83.8%) were found to support the smoking ban in enclosed public places. Results of this study provide solid evidence on the positive health effects of smoke-free laws and employees' support for smoke-free workplaces.

29 CFR 776.18 - Employees of producers for commerce.

Science.gov (United States)

2010-07-01

... productive operations or at most as a dispensable, collateral incident to them and not with a view to any... the operation of a cookhouse may in fact be “closely related” and “directly essential” or, indeed..., including restaurants, cafeterias, and snack bars, for the producer's employees in a factory, or in...

Decreasing Physical Inactivity in the Veterans Health Administration Employee Population.

Science.gov (United States)

Schult, Tamara M; Schmunk, Sandra K; Awosika, Ebi R

2016-12-01

The aim of this study was to describe a comprehensive approach to decrease physical inactivity in the Veterans Health Administration (VHA) employee population. The approach included (1) initiatives to decrease physical inactivity in the workplace; (2) two operational surveys to assess system-wide service provision; and (3) two national employee surveys. From 2010 to 2012, 86 employee fitness centers were completed in VA medical centers. A grants program (2010 to 2015) funded smaller projects designed to decrease physical inactivity in the workplace. Projects involved the provision of equipment to decrease sedentary behaviors, including stability balls, treadmill and sit-to-stand desks, stairwell projects, and funding for on-site fitness classes, bicycle racks, and outdoor par courses and walking paths among others. A comprehensive approach to decrease physical inactivity in VHA employees was successful. Overall, self-reported, age-adjusted physical inactivity in VHA employees decreased from 25.3% in 2010 to 16.1% in 2015.

MAMA MODEL APPROACH: ITS IMPLICATION TO COMMITMENT AND ORGANIZATIONAL CITEZENSHIP BEHAVIOR OF OPERATIONAL HOTEL EMPLOYEE

Directory of Open Access Journals (Sweden)

Ida Bagus Gede Udiyana

2015-09-01

Full Text Available The aims of this study is to find the existence of MAMA (Motivation, Ability, and Moral Awareness model to the commitment and Organizational Citizenship Behavior (OCB. The subject of the research is the five stars hotels at Nusa Dua Bali. Respondents of this study are the operational employees at the hotels who have Hindu religion with 198 samples. The method of collecting data was simple random sampling method with proportional allocation. Structural Equation Modeling (SEM analysis technique was utilized to analyze the data in this research. This research has found that MAMA model (Motivation, Ability, and Moral Awareness influences OCB. Furthermore this research has found a theory that the main variable which is causing the appearance of organizational citizenship behavior is MAMA (motivation, ability, and moral awareness as an intrinsic behavior, and commitment or organizational citizenship behavior function of MAMA, and commitment or to be formulated as OCB f. Info

Analysis of Employee's Survey for Preventing Human-Errors

Energy Technology Data Exchange (ETDEWEB)

Sung, Chanho; Kim, Younggab; Joung, Sanghoun [KHNP Central Research Institute, Daejeon (Korea, Republic of)

2013-10-15

Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses.

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.

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.

The Leadership's Role in Motivating Employees

Directory of Open Access Journals (Sweden)

Horga Maria Gabriela

2017-01-01

It is impossible to neglect motivation, since it represents the source of team productivity. Theindividual’s availability and willingness to perform tasks represents one of the key factors in thecompany's efficient operation. The leader understands the need to motivate employees and to seethem as resources within the company; thus, the increased focus on motivating and promoting thestaff is required.

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...

From employee representation to problem-solving: Mainstreaming OHS management

DEFF Research Database (Denmark)

Hasle, Peter; Seim, Rikke; Refslund, Bjarke

2016-01-01

. The role of OHS representatives has accordingly changed to focus on solving specific problems in the workplace as an integrated part of daily operations. Both management and colleagues consider the OHS representatives as a resource that can be utilized to manage the work environment. The consequences......The role of occupational health and safety representatives is changing. A study in 60 Danish enterprises indicates that representation, and especially negotiation on behalf of colleagues, has diminished. The work environment is mainstreamed in many enterprises and is rarely an area of conflict...... of this development for the employees may be a stronger joint management–employee effort to improve the work environment, but also management domination and an accordingly weaker employee voice in some companies....

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.

29 CFR 784.147 - Employees “employed in” canning.

Science.gov (United States)

2010-07-01

... within the exemption provided by section 13(b)(4). Thus, employees engaged in handling the fish or seafood, placing it into the cans, providing steam for cooking it or operating the machinery that seals...

Reducing suboptimal employee decisions can build the business case for employee benefits.

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

An investigation on effective factors influencing employee performance: A case study

Directory of Open Access Journals (Sweden)

Hamid Reza Alavi

2013-06-01

Full Text Available Human resources are considered as one of the key components of any organization to reach its objectives. Human resources help organization performance doing organizational duties and making employees’ improvement. Because of this, employee performance appraisal has changed to one of the most important issues for top managers. Performance appraisal is necessary to select useful strategies for increasing productivity of human resource management along with productivity of employee to get strategic targets. In this study, we extract effective factors on increasing of employee performance and subsequently, present some suggestions to managers of academic organizations. The study was performed on some employees who worked for Islamic Azad University in 2013. Cronbach alpha was equal to 99.4% for employee performance appraisal, which confirmed the overall survey. To recognize key factors we used path analysis technique too. The results of the study revealed that in this school, employee performance in practical field was higher than expected, but in terms of operational and behavioral fields, they were in the middle stage.

Job Status Differences In Employees' Judgment Of Organisational ...

African Journals Online (AJOL)

The study was designed to examine employees' status differences on their judgment of organizational restructuring policy effectiveness. The survey research was carried out in three companies in Lagos Metropolis, Nigeria. The companies were restructuring their operations by adopting a Total Quality Management Policy.

38 CFR 1.201 - Employee's duty to report.

Science.gov (United States)

2010-07-01

... employees with knowledge or information about actual or possible violations of criminal law related to VA programs, operations, facilities, contracts, or information technology systems shall immediately report such knowledge or information to their supervisor, any management official, or directly to the Office...

Prevalence and determinations of physical inactivity among public hospital employees in Shanghai, China: a cross-sectional study.

Science.gov (United States)

Li, Xinjian; Cheng, Minna; Zhang, Hao; Ke, Ting; Chen, Yisheng

2015-03-01

This study aims to explore the prevalence and determinations of physical inactivity among hospital employees in Shanghai, China. A cross-sectional study of 4612 employees aged 19 to 68 years was conducted through stratified cluster sampling from different classes of Shanghai hospitals in 2011. The total physical activity was evaluated using the metabolic equivalent according to the Global Physical Activity Questionnaire. Among the participants, 38.5%, 32.3%, and 64.6% of the employees are inactive at work, commuting, and taking leisure time, respectively. Up to 41.8% of the men and 37.8% of the women (P = 0.012) are physically inactive. When the age and educational level are adjusted, male doctors and medical technicians show a higher percentage of physical inactivity than male workers in logistics (P = 0.001). Among females, employees who are working in second- and third-class hospitals show a higher proportion of physical inactivity than those who are working in community health care centers. Logistic regression analyses show that the odds ratios (ORs) of leisure-time physical inactivity associated with the intensity of physical activity at work are 2.259, 2.897, and 4.266 for men (P physical inactivity in either sex (OR = 2.116 for men and 2.173 for women, P employees, particularly doctors and medical technicians, show a higher proportion of physical inactivity than other inhabitants in Shanghai. The time and intensity of activity at work and commuting are associated with leisure-time activities.

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

Re-thinking employee recognition: understanding employee experiences of recognition

OpenAIRE

Smith, Charlotte

2013-01-01

Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

Effect of Job Autonomy Upon Organizational Commitment of Employees at Different Hierarchical Level

Directory of Open Access Journals (Sweden)

Shalini Sisodia

2013-10-01

Full Text Available The main aim of the present study was to examine the effect of job autonomy upon organizational commitment of employees at different hierarchical level. A study was made on randomly selected 100 male employees who work in different organizations in Agra, who were administered Organizational Commitment Scale (by Allen & Meyer, 1990 and Job Autonomy Scale (by Das, Arora, & Singhal, 2000. On the basis of median of the job autonomy scores, the sample was divided into two groups (1 high job autonomy group and (2 low job autonomy group and on the basis of hierarchical level, the employees were divided into two groups (1 50 high hierarchical level employees’ including managers, etc. and (2 50 low hierarchical level employees, e.g. clerical staff, etc. The 2x2 factorial design was formed for this purpose and four groups of employees were formed (1 high hierarchy, high autonomy group (2 high hierarchy, low autonomy group(3 low hierarchy, high autonomy group and (4 low hierarchy, low autonomy group. A two-way analysis of variance was employed to compare the level of organizational commitment of each of the four groups. There is a significant difference found between job commitment of employees with high and low job autonomy (F = 4.670, p < .05. There is a significant difference found between job commitment of employees of high hierarchical group and those of low hierarchical group (F = 40.691, p < .01 and significant interaction effect found between job autonomy and hierarchical level upon organizational commitment of employees (F = 6.114, p < .05.

Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

Science.gov (United States)

Gerstein, Lawrence; And Others

1993-01-01

Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

Implicit communication in organisations. The impact of culture, structure and management practices on employee behaviour

NARCIS (Netherlands)

Hoogervorst, J.A.P.; van der Flier, H.; Koopman, P.L.

2004-01-01

Organisations engage in explicit and intentional communication with employees in various ways. However, communication will not be received in a "neutral" context. Employees operate in an organisational (or behavioural) context determined by the organisational culture, structures and systems, and the

Building Blocks for the Development of Electronics Employees ...

African Journals Online (AJOL)

Building Blocks for the Development of Electronics Employees Performance Management System. ... West African Journal of Industrial and Academic Research ... Our approach is to determine the extent of effectiveness of the operational Performance Management System (PMS) in the NPS, which the literature identifies as ...

20 CFR 439.640 - Employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

CORRELATES OF EMPLOYEE SATISFACTION WITH PERFORMANCE APPRAISAL SYSTEM IN FOREIGN MNC BPOs OPERATING IN INDIA

Directory of Open Access Journals (Sweden)

HERALD MONIS

2010-01-01

Full Text Available This paper is based on an empirical study of five foreign MNC BPO firms operating in India, ranked among the top 100 by the International Association of Outsourcing Professionals (IAOP for the year 2009. The data was collected using quantitative methods from 163 employees constituting 1% of the population under study. The level of satisfaction among the respondents towards the performance appraisal system is at 69.94 per cent. Regression analysis, using a significance level of 5 per cent, shows that three of the variables used in the study are significantly influencing the satisfaction and all these three significant variables are positively associated with satisfaction and all other variables have emerged as the insignificant variables. All the variables used in our study collectively account for 42.6 per cent of the satisfaction. The factor analysis has identified four factors: the variables of factor one contribute 34.786 per cent variation, followed by 12.788 per cent, 11.961 per cent and 8.389 per cent variation being contributed by factor two, three and four respectively.

Factors Affecting the Underperformance of Employees

Directory of Open Access Journals (Sweden)

Nadeeka Amarasinghe

2015-04-01

Full Text Available BASL Intimate Apparel Mirigama is the largest factory of Brandix Group of Companies catering to VS Pink. It has a labour force of 1250 employees including a direct labour force of 659. Production capabilities have been extended to in-house printing and embroidery sections in addition to cutting and shipping facilities. Like other apparel manufacturers in the industry, BASL Intimate Apparel Mirigama also faces much competition and problems in its day to day business operations. One of the major issues so faced is On-Time-Delivery due to underperformance of the employees. Therefore, with the objectives of studying factors affecting the underperformance of the employees of the production department, analysing and identifying such factors, and providing recommendations, a few variables i.e. machines and methods, skill level, financial incentives, leadership practices and working conditions were identified as having a potential impact over the performance of the production employees. Stratified random sampling method was used to select 64 team members from the 32 production modules, and research work continued to collate primary data through administrating a structured questionnaire among selected associates. Null and alternative hypotheses were tested using correlations, and the data is presented as graphical pictures, tables, and in narrative form. However, there were a few limitations such as management influence, sample basis selection, service period, level of understating, time availability and commitment, time availability for the study etc. which may have had an impact over the research findings.

31 CFR 20.640 - Employee.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

7 CFR 3021.640 - Employee.

Science.gov (United States)

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

14 CFR 1267.640 - Employee.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

DEVELOP CREATIVE EMPLOYEES

DEFF Research Database (Denmark)

Hertel, Frederik

2016-01-01

THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

Developing skills and competence of employees of the Kujawsko-Pomorskie regional operational programme managing body – research findings

Directory of Open Access Journals (Sweden)

Małgorzata Michalcewicz-Kaniowska

2011-01-01

Full Text Available In the contemporary world it is the employees or the human capital of any company who are responsible for effective management and caring for the future of their business. Organisations change all the time which means that continual staff training should be provided. The purpose of the research was to evaluate the training policy of the managing body of the Kujawsko-Pomorskie Regional Operational Programme (IZ RPO WK-P and its employees’ development potential. The research participants preferred mentoring (47%, coaching (27% and briefing (26% techniques. They also benefited from a range of educational techniques such as training courses, post-graduate studies etc. and a wide choice of subjects. Thus, it is necessary to conduct periodic research on training requirements, focusing on subjects and training techniques.

Determinants of employee punctuality.

Science.gov (United States)

Dishon-Berkovits, Miriam; Koslowsky, Meni

2002-12-01

Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

Mortality in NHS Greater Glasgow and Clyde employees: 2007-2009.

Science.gov (United States)

Freer, K; Waclawski, E

2013-09-01

Just over a fifth of all deaths in Scotland occur in those under the age of 65. This study examined deaths in service in employees of the National Health Service Greater Glasgow and Clyde (NHS GG&C) Health Board over a 3-year period. To assess crude death rates by occupational group, the main causes of death and evidence of causes that could have been prevented or modified by lifestyle changes. Demographic details, occupational grouping and death certificate data were obtained for all NHS GG&C employees who died in service between 2007 and 2009. A total of 138 employees died in this period. The occupational groups in which most deaths occurred were support services (porters, domestic and catering staff; 35%) and nurses (34%). The commonest causes of death were lung cancer (15%), ischaemic heart disease (9%) and suicide (9%). The overall crude death rate was 1.2/1000 persons/year (females 1.0 and males 1.7) and was highest among support services employees (2.4) and lowest among medical staff (0.5). The relative risk of death in support services was significantly greater than the majority of occupational groups. These findings suggest health inequality within this workforce. The main causes of death identified in the support services group could potentially be modified through workplace risk factor screening and health promotion.

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

15 CFR 29.640 - Employee.

Science.gov (United States)

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Characteristics of an external employee assistance programme in Japan.

Science.gov (United States)

Muto, Takashi; Fujimori, Yuiko; Suzuki, Keiko

2004-12-01

Mental health care is now a major occupational health issue in Japan. Although realizing effective use of external employee assistance programmes (EAPs) has been identified as crucial for mental health care, few scientific papers describe or analyse the characteristics of EAPs in Japan. This study sought to clarify the characteristics of an external EAP in Japan. The characteristics of an external EAP were clarified in terms of programme description and utilization. A total of 10,260 counselling sessions from 1996 to 2000 were used for utilization analysis. The EAP studied had contracts with 133 organizations, half of which were health insurance societies. The EAP provided employees and family members with free, confidential counselling. Annual mean utilization rate per 1000 individuals increased from 1.3 in 1996 to 2.7 in 2000. Less than one-third of counselling sessions were for work-related mental health issues, and male users (30%) consulted significantly more often than female users (14%) for such problems. Among men, career development issues were most common, while job dissatisfaction was highest among women. Absenteeism, depression and fatigue were the most frequently observed problems in both sexes. EAP use in Japan is rising. The majority of its use is for non-work-related health issues. Male users were more likely to consult for work-related mental health problems.

Employee motivation and benefits

OpenAIRE

Březíková, Tereza

2009-01-01

The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

Analysis of Employee Benefits

OpenAIRE

Burešová, Lenka

2013-01-01

The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

Causes of death among long-term employees of Chalk River Laboratories, 1966-1989

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.

1990-11-01

Data on mortality among long-term employees of Chalk River Laboratories to 1989 December 31 are reported. The 1988 Hare report, entitled The Safety of Ontario's Nuclear Power Reactors, noted that there had been a steady rise in standardized mortality ratios (SMR) for cancer among these employees in the last three successive five-year periods from 1971-75 to 1981-85. None of the SMRs was significantly different from unity; however, the apparent trend could be indicative of the development of latent cancers. The present report was prepared to see if that increasing trend in cancer SMRs continued. In the years 1986-89, the SMR for cancer among long-term male employees was exceptionally low. The wide fluctuations seen in our data over time are likely anomalies arising from the small size of the study group rather than problems arising from radiation exposures on site

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…

Factors Affecting job satisfaction of employees in Pakistani banking sector

OpenAIRE

Ahmed Imran, Hunjra; Muhammad Irfan, Chani; Sher, Aslam; Muhammad, Azam; Kashif-Ur, Rehman

2010-01-01

The job satisfaction has got tremendous attention in organizational research. The focus of this study is to determine the impact of various human resource management practices like job autonomy, team work environment and leadership behavior on job satisfaction. It also investigates the major determinants of job satisfaction in Pakistani banking sector. This study further evaluates the level of difference in job satisfaction among male and female employees. The sample of the study consisted of...

Evaluation of Perceived Work-Family Conflict among the Employees of Shahid Sadoughi Yazd Hospital, (Iran

Directory of Open Access Journals (Sweden)

Roohollah Askari

2018-04-01

Conclusion: Given that female employees are more exposed to work-family conflicts compared to male ones, therefore, measures should be taken to decrease work-family conflict level through greater focus on these groups, creating an appropriate supportive environment, and avoiding rigid and inflexible rules.

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

Science.gov (United States)

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

Science.gov (United States)

Przybelinski, Steven A.

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

Role of employee benefits in the motivation of employees at H1.cz

OpenAIRE

Hrubá, Markéta

2012-01-01

This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...

Job characteristics and burnout: The moderating roles of emotional intelligence, motivation and pay among bank employees.

Science.gov (United States)

Salami, Samuel O; Ajitoni, Sunday O

2016-10-01

This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees. © 2015 International Union of Psychological Science.

The strategic importance of motivational rewards for lower-level employees in the manufacturing and retailing industries

Directory of Open Access Journals (Sweden)

CA Arnolds

2007-02-01

Full Text Available One of the biggest challenges that managers face in executing business strategies to achieve competitive advantage, is the employment of motivational techniques that build wholehearted commitment to operating excellence. Much confusion however still exists on the question of which rewards really motivate employees. This study investigates which rewards motivate lower-level employees (N = 367 in both manufacturing and clothing retail firms. The results show that the most important individual motivational reward for blue-collar employees is paid holidays and for frontline employees, retirement plans. The most important motivational reward category for both blue-collar and frontline employees is fringe benefits (paid holidays, sick leave and housing loans.

Transitioning to a New Facility: The Crucial Role of Employee Engagement.

Science.gov (United States)

Slosberg, Meredith; Nejati, Adeleh; Evans, Jennie; Nanda, Upali

Transitioning to a new facility can be challenging for employees and detrimental to operations. A key aspect of the transition is employee understanding of, and involvement in, the design of the new facility. The literature lacks a comprehensive study of the impact of change engagement throughout the design, construction, and activation of a project as well as how that can affect perceptions, expectations, and, eventually, satisfaction of employees. The purpose of this research was to examine employee perceptions and satisfaction throughout a hospital design, construction, and activation process. Three pulse-point surveys were administered throughout the transition of a children's hospital emergency department and neonatal intensive care unit to a new facility. We also administered a postoccupancy survey 3 months after the move into the new facility. We received 544 responses and analyzed them to assess the relationship between involvement in design or change engagement initiatives and overall perceptions. The results revealed a strong relationship between employee engagement and their level of preparedness to move, readiness to adapt, and satisfaction. Early involvement in the design of a facility or new processes can significantly affect staff preparedness and readiness to adapt as well as employees' overall satisfaction with the building after occupancy. In addition, our findings suggest that keeping a finger on the pulse of employee perceptions and expectations throughout the design, construction, and activation phase is critical to employee preparedness and satisfaction in transitioning to a new facility.

29 CFR 516.13 - Livestock auction employees exempt from overtime pay requirements under section 13(b)(13) of the...

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Livestock auction employees exempt from overtime pay....13 Livestock auction employees exempt from overtime pay requirements under section 13(b)(13) of the... employee is employed both in agriculture and in connection with livestock auction operations: (a) The total...

Hanford general employee training: Computer-based training instructor's manual

Energy Technology Data Exchange (ETDEWEB)

1990-10-01

The Computer-Based Training portion of the Hanford General Employee Training course is designed to be used in a classroom setting with a live instructor. Future references to this course'' refer only to the computer-based portion of the whole. This course covers the basic Safety, Security, and Quality issues that pertain to all employees of Westinghouse Hanford Company. The topics that are covered were taken from the recommendations and requirements for General Employee Training as set forth by the Institute of Nuclear Power Operations (INPO) in INPO 87-004, Guidelines for General Employee Training, applicable US Department of Energy orders, and Westinghouse Hanford Company procedures and policy. Besides presenting fundamental concepts, this course also contains information on resources that are available to assist students. It does this using Interactive Videodisk technology, which combines computer-generated text and graphics with audio and video provided by a videodisk player.

Costs of employee turnover

Directory of Open Access Journals (Sweden)

Jiří Duda

2013-01-01

Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

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.

13 CFR 147.640 - Employee.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

28 CFR 83.640 - Employee.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 210.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

49 CFR 32.640 - Employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

10 CFR 607.640 - Employee.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 312.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 133.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 1008.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

The relationships between OHS prevention costs, safety performance, employee satisfaction and accident costs.

Science.gov (United States)

Bayram, Metin; Ünğan, Mustafa C; Ardıç, Kadir

2017-06-01

Little is known about the costs of safety. A literature review conducted for this study indicates there is a lack of survey-based research dealing with the effects of occupational health and safety (OHS) prevention costs. To close this gap in the literature, this study investigates the interwoven relationships between OHS prevention costs, employee satisfaction, OHS performance and accident costs. Data were collected from 159 OHS management system 18001-certified firms operating in Turkey and analyzed through structural equation modeling. The findings indicate that OHS prevention costs have a significant positive effect on safety performance, employee satisfaction and accident costs savings; employee satisfaction has a significant positive effect on accident costs savings; and occupational safety performance has a significant positive effect on employee satisfaction and accident costs savings. Also, the results indicate that safety performance and employee satisfaction leverage the relationship between prevention costs and accident costs.

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

29 CFR 94.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

34 CFR 84.640 - Employee.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

The effect of privatisation on front line employees in a service organisation

Directory of Open Access Journals (Sweden)

FW Struwig

2004-07-01

Full Text Available A government organisation in the water supply business was faced with the challenge of changing their traditional way of doing business to operate as a profit driven entity. This research focuses on how privatisation has affected front-line service employees. Both the front-line service employees and management were interviewed and included as cases to investigate changes that have occurred as a result of privatisation. These cases revealed that after privatisation front line service employees have received better training, appreciated a better system of communication, experienced a higher degree of empowerment and enjoyed an organisational culture that is more customer focused. The research, however, indicated lower levels of motivation, that employees do not appreciate an improvement in their reward system neither do they get feedback regarding their achievements and that they experience little job security.

An Examination of Organizations' Frontline Service Employee Development Practices

Science.gov (United States)

Ellinger, Alexander E.; Elmadag, Ayse Banu; Ellinger, Andrea D.

2007-01-01

Firms with the ability to provide superior customer service can accrue significant competitive advantage and research suggests that frontline service employees' (FLSEs) actions have a considerable influence on the success of service operations. Yet, the high level of customer defections consistently attributed to poor and indifferent service…

Organizational Support for Employee Engagement in Technology-Enhanced Learning

Directory of Open Access Journals (Sweden)

Justina Naujokaitiene

2015-10-01

Full Text Available When trying to integrate technology-enhanced learning (TEL into employees’ competence development, it is necessary for an organization to have an appropriate support system. The research aim was to identify the form of organizational support that is most relevant for employee engagement in TEL. Findings of a questionnaire survey showed that employees become involved in TEL if organizations support their learning. The policy of the organization and its infrastructure-based support are also important for employees while engaging in TEL. Manager and colleague support is slightly more related to engagement in TEL than is infrastructural and institutional policy support. Benefits of organizational support for both employees and employers are mutual. Employees benefit by receiving higher salaries, better working conditions, satisfaction of attention given by managers, and the feeling that their work is meaningful and contributes to the organization’s operations, whereas the organization benefits as its employees are more committed to the organization, and work harder and more effectively. Findings extend the understanding about the relationship of organizational support and its different elements with employees’ engagement in TEL. However, there are aspects that are not covered in this research, and further research should be considered. It might be useful to carry out research in different kinds of organizations, especially in those where the use of technological tools is low. According to scientific literature analysis, not only internal support, but also external support, such as family, influences employees’ willingness to engage into TEL, should be studied.

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'…

Employee Handbook

Energy Technology Data Exchange (ETDEWEB)

Bello, Madelyn

2008-09-05

Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

Employee response to a company-sponsored program of colorectal and prostate cancer screening.

Science.gov (United States)

Myers, R E; Vernon, S W; Carpenter, A V; Balshem, A M; Lewis, P G; Wolf, T A; Hilbert, J; DeFonso, L R; Ross, E A

1997-01-01

Studies done in the mid-1970s documented increased risk for respiratory cancer and leukemia among employees in a chemical company manufacturing plant where chloromethyl ethers were used in production from 1948 to 1971. In the late 1980s, the company informed current and former employees about the results of follow-up studies which showed a moderation of risk of respiratory cancer and leukemia. New data showing elevated rates of mortality from colorectal, prostate, bladder, and pancreatic cancer in the population were also reported. Via mailed correspondence, the company made a no-cost program of colorectal and prostate cancer screening available to employees upon request; and information about bladder and pancreatic cancer was made available. Thirteen percent of employees in the population indicated interest in colorectal and prostate cancer screening (response). Thirty-one percent of these responders were screened (adherence). Multivariate analyses showed that education and length of employment in the plant were positively associated with response. Being white was positively associated with response for younger workers; while among older workers being male was positively associated with response. In terms of adherence, we found that older, more highly educated workers were more likely to have a screening examination. Findings indicate that employee participation in workplace-sponsored colorectal and prostate cancer screening can vary according to worker sociodemographic factors and length of employment in areas of potential exposure.

Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio

OpenAIRE

Stoker, Janka I.; Van der Velde, Mandy; Lammers, Joris

2011-01-01

Purpose Several studies have shown that the traditional stereotype of a ?good? manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees? manag...

Employee Perceptions of Their Organization's Level of Emergency Preparedness Following a Brief Workplace Emergency Planning Educational Presentation.

Science.gov (United States)

Renschler, Lauren A; Terrigino, Elizabeth A; Azim, Sabiya; Snider, Elsa; Rhodes, Darson L; Cox, Carol C

2016-06-01

A brief emergency planning educational presentation was taught during work hours to a convenience sample of employees of various workplaces in Northern Missouri, USA. Participants were familiarized with details about how an emergency plan is prepared by management and implemented by management-employee crisis management teams - focusing on both employee and management roles. They then applied the presentation information to assess their own organization's emergency preparedness level. Participants possessed significantly (p employees to become more involved in their organization's emergency planning and response. Educational strategies that involve management-employee collaboration in activities tailored to each workplace's operations and risk level for emergencies should be implemented.

Family employees and absenteeism

OpenAIRE

Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

2014-01-01

Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

Evaluation of the AECB's process of consultation with employees of its licensees

International Nuclear Information System (INIS)

Hart, D.; Eedy, W.; Hostovsky, C.; Burt, A.J.; Maghy, R.

1986-03-01

The study involved a review of public consultation methods used by various Federal Government agencies. These were then compared to the existing AECB programs to evaluate potential improvements. These were also referred to in later surveys of employees at licensed facilities to determine their perceived appropriateness. The majority of employees were both aware of AECB and correctly understood its function. Both of these aspects increased as a function of union membership, age, income, male sex and ARW status. However, the use of AECB consultative documents declined with union membership and increased with membership in professional associations. Satisfaction with the AECB consultative process was fairly low. Workers tended to be more satisfied with other agencies or safety associations. Feelings of job safety were greatest among those who received consultative documents or read AECB press releases. Feelings of safety also increased with age, education, income and professional association membership, but declined with union membership. Unionized employees expressed a desire for more consultation with AECB. Recommendations to improve the process of consultation are included

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.

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

Board Effectiveness and Employee Engagement: Nigeria Stakeholder Perceptions

Directory of Open Access Journals (Sweden)

Bashir Mande

2013-03-01

Full Text Available The objective of this study is to determine whether employee participation yields effective board performance. To stimulatedebates inthe stakeholder theoretical perspective in an attempt to offer more inclusive approach to strengthen the existing governance structure in Nigeria.This research intends to investigate the suitability of employees participating in board’s decision-making hierarchy because of their contractual importance as wealth creators of the firm. A conceptual model is proposed and tested on public listed companies in Nigeria based on survey perception of sampled 154 respondents. The study employs in-depth confirmatory factory analysis in a structural equation modeling approach. Building upon constructs such as union relations, productivity, and skilled-labor turnover, the study found the indicator variables measure employee participation, which focused more on the board’s control, operational decisions, and strategy in monitoring, service, and networking roles. Hence, we conclude that employees as important contractual company stakeholders affect board performance. Builds on the limited research agenda for boards and corporate governance that focus on coordinating, exploring and distribution of stakes using adventurous research designs and statistical tools, especially in Nigerian emerging economy. This paper exposes the firm’s potentials as provider of sustainable and longer-term benefits not only limited to equityholders, but also to employees as wealth creators, which will improve mutual trust, harmony and confidence for more stable and productive outputs that could give visibility to income inequality. The paper provides valid measures that link corporate governance debates to broader stakeholder perspective.

Physical activity and sedentary time: male perceptions in a university work environment.

Science.gov (United States)

George, Emma S; Kolt, Gregory S; Rosenkranz, Richard R; Guagliano, Justin M

2014-03-01

Promoting physical activity and reducing sedentary time in males can be challenging, and interventions tailored specifically for males are limited. Understanding male perceptions of physical activity and sedentary behavior is important to inform development of relevant interventions, especially for males working in an office setting. As part of a larger intervention study to increase physical activity and reduce sedentary time, male university employees aged 35 to 64 years were invited to partake in focus groups to discuss benefits, motivators, and barriers related to physical activity and sedentary time. Five semistructured focus group sessions, ranging from 50 to 70 minutes in duration, were conducted on two campuses at an Australian university. A total of 15 participants (9 academic/faculty staff and 6 professional staff), with a mean (± SD) age of 46.1 (±8.0) years took part in the study. Health and family were commonly discussed motivators for physical activity, whereas time constraints and work commitments were major barriers to physical activity participation. Sedentary time was a perceived "by-product" of participants' university employment, as a substantial proportion of their days were spent sitting, primarily at a computer. Participants believed that physical activity should be recognized as a legitimate activity at work, embedded within the university culture and endorsed using a top-down approach. It is important to encourage breaks in sedentary time and recognize physical activity as a legitimate health-promoting activity that is supported and encouraged during working hours. These findings can be used as a platform from which to develop targeted strategies to promote physical activity in male university employees.

Relationships among supervisor feedback environment, work-related stressors, and employee deviance.

Science.gov (United States)

Peng, Jei-Chen; Tseng, Mei-Man; Lee, Yin-Ling

2011-03-01

Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

Why do employees take more initiatives to improve their performance after co-developing performance measures? A field study

NARCIS (Netherlands)

Groen, B.A.C.; Wouters, M.J.F.; Wilderom, C.P.M.

2012-01-01

Performance measurements may stimulate employee initiatives to improve operational performance, especially when employees themselves participate in the development of their own departmental performance measures. Using the theory of planned behavior, we examine why this occurs in a beverage

Why do employees take more initiatives to improve their performance after co-developing performance measures? A field study.

NARCIS (Netherlands)

Groen, B.A.C.; Wouters, Marc; Wilderom, Celeste P.M.

2012-01-01

Performance measurements may stimulate employee initiatives to improve operational performance, especially when employees themselves participate in the development of their own departmental performance measures. Using the theory of planned behavior, we examine why this occurs in a beverage

The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

Science.gov (United States)

Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

2016-09-01

A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

The development and implementation of environmental training for management and employees

International Nuclear Information System (INIS)

Grant, R.O.; Whelan, M.

1991-01-01

This paper describes the design and implementation of an environmental training strategy in a major North Sea operating company. The training events were designed using in-house environmental and training advisers to include all levels of management, operational employees and contractors. As well as designing new courses, material was produced to introduce an environmental awareness component into some existing courses

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.

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...

The Relationship between Organizational Support Perceptions and Self-Sufficiencies of Logistics Sector Employees

Directory of Open Access Journals (Sweden)

Sefer Gumus

2016-01-01

Full Text Available This study was performed in order to examine the relationship between organizational support perceptions and self-sufficiency levels of logistics sector employees and to determine whether organizational support perceptions and self-sufficiency levels of employees differ according to some specification. The questionnaire form consisting of perceived organizational support scale in accordance with the purpose, general self-sufficiency scale and personal information form, was applied to 124 employees of 3 separate logistics firms operating in Istanbul. The data obtained from the questionnaire were analyzed using SPSS17.0 statistical software package on computer. In the assessment of data, descriptive characteristics of employees were determined by frequency and percentage statistics and the self-sufficiency and perceived organizational support levels by the mean and standard deviation statistics. The t test, Tukey test and one-way Anova tests were utilized in determining employees' self-sufficiency and perceived organizational support levels differentiation according to descriptive characteristics, and correlation analysis was utilized in determining the relationship between self-sufficiency and perceived organizational support levels of employees. In conclusion, it was determined that there was statistical relationship between organizational support and self-sufficiency levels perceived by logistics sector employees. Accordingly, when employees' perceived organizational support levels increase then self-sufficiency levels also increase, and when perceived organizational support levels decrease then self-sufficiency levels also decrease.

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.

Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

Science.gov (United States)

McCroskey, James C.; And Others

Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

38 CFR 48.640 - Employee.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1472.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

The impact of work-related physical assaults on mental health among Japanese employees with different socioeconomic status: The Japan Work Stress and Health Cohort Study (JSTRESS).

Science.gov (United States)

Tsuno, Kanami; Kawakami, Norito

2016-12-01

Work-related physical assaults or violence has severely impacted on the safety of the work environment and employees' mental health. The aim of the present study was to investigate the prevalence of physical assaults, the effect of socioeconomic status (SES) on it and depression associated with it in employees working at large companies. A total of 22,770 Japanese employees responded to a self-administered questionnaire including SES (educational status and occupational status), violence victimization, worksite social support and depression (response rate, 85%). The 12-month prevalence of physical assaults and depression was examined using a single question and the Center for Epidemiologic Studies Depression scale, respectively. The prevalence of physical assaults was 1.8% both in males and females. Although the risk of exposure to physical assaults was 2-3 times higher in the blue-collar group than in the manager group, the association of exposure to physical assaults with depression was stronger in the manager and white-collar worker group (Prevalence ratio [PR]=2.1 in males; 1.8 in females) than in the blue-collar worker group (PR=1.7 in males; 1.5 in females) after adjusting demographic and occupational covariates. A similar pattern was observed for education in males; the association was stronger than in the lower education group (PR=2.1 and 1.8). Low SES is a risk factor of exposure to physical assaults, however, the association of physical assaults with depression was significantly greater among company employees of higher SES than those of lower SES.

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

The employee motivation and benefits

OpenAIRE

Fuhrmannová, Petra

2013-01-01

The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

75 FR 20513 - Changes in the Federal Employees Dental and Vision Insurance Program

Science.gov (United States)

2010-04-20

... for certain employees of the Senate Restaurants after the operations of the Senate Restaurants are... the food services operations of the Senate Restaurants were transferred to a private business concern... positions in 5 U.S.C. 8901(1). We are also including in the regulations certain former Senate restaurant...

32 CFR 26.640 - Employee.

Science.gov (United States)

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

2 CFR 182.640 - Employee.

Science.gov (United States)

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1201.4 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...

24 CFR 21.640 - Employee.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

40 CFR 36.640 - Employee.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

Directory of Open Access Journals (Sweden)

K Shukla

2017-01-01

Full Text Available Background: Considering a huge working population in health sector faced with stressful work life, limited autonomy in work and declining work contentment calls for an overemphasis on evaluating and monitoring their satisfaction associated with work-related quality of life (WRQoL. This study evaluates WRQoL of hospital employees and validates the bilingual (English and Marathi version of WRQoL scale. Methods: The study was conducted during March-April′2014 on employees of a corporate hospital of Pune, India after ethical approval and informed consent from employees. The bilingual WRQoL scale has been tested for reliability and validity, and WRQoL scores have been reported. Results: A total of 132 hospital employees (mean age 31 [±8] years, 55% males who participated in the study reported overall moderate WRQoL scores. The scale showed high internal consistency (Cronbach′s alpha = 0.82, P < 0.0001 and moderate to high validity. WRQoL did not significantly vary across marital status, family size, and gender. "Stress at work" score of WRQoL increased with age of employees. Higher work experience, employment at higher positions and those working in clinical and diagnostic departments reported a higher WRQoL. Conclusion: WRQoL scale is a reliable and valid instrument. Better WRQoL in employees placed in higher organizational positions indicates a need for focused measures to enhance WRQoL of employees in lower hierarchical levels, especially in control at work and home life interface domains. WRQoL needs regular monitoring for employees in lower positions and aging employees.

How to Keep Gen X Employees from Becoming X-Employees.

Science.gov (United States)

Ruch, Will

2000-01-01

Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

The effect of an enhanced employee assistance program (EAP) intervention on EAP utilization.

Science.gov (United States)

Zarkin, G A; Bray, J W; Karuntzos, G T; Demiralp, B

2001-05-01

An enhanced employee assistance program (EAP) intervention was developed that delivers comprehensive EAP outreach services to all employees who may have alcohol-related and other workplace problems; standard EAP materials traditionally targeted at white men were enhanced to include women and minorities. This study evaluates whether the enhanced EAP intervention increased EAP utilization. The enhanced EAP intervention was developed at a large community-based not-for-profit EAP located in Rockford, Illinois. Two primary worksites and 16 other newly contracted worksites received the enhanced EAP intervention and served as intervention sites; the 107 other worksites serviced by the EAP were used as comparison sites. We used time series data from 1991 to 1998 and included repeated measures on each firm's quarterly EAP utilization. The enhanced EAP intervention increased the mean number of women and minority cases per worksite by 58%, white male cases by 45% and total EAP cases by 53%. This study shows that, for a modest cost, the enhanced EAP intervention successfully increased utilization of EAP by all employees, especially utilization by women and minority employees. It also shows that traditional EAP services and outreach materials can be made more appealing to women and minorities without adversely affecting their utilization by white men.

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

Employees as social intrapreneurs

DEFF Research Database (Denmark)

Kristensen, Catharina Juul

2016-01-01

Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

Prevalence and risk factors of gallbladder polypoid lesions in Chinese petrochemical employees.

Science.gov (United States)

Mao, Yu-Shan; Mai, Yi-Feng; Li, Fu-Jun; Zhang, Yan-Ming; Hu, Ke-Min; Hong, Zhong-Li; Zhu, Zhong-Wei

2013-07-21

To investigate the prevalence and risk factors of polypoid lesions of the gallbladder (PLGs) in petrochemical employees in Ningbo, Zhejiang Province, China. All active and retired employees aged 20-90 years (n = 11098) of a refinery and chemical plant in eastern China were requested to participate in a health survey. The participants were subjected to interview, physical examination, laboratory assessments and ultrasonography. All the participants were invited to have a physical examination after a face-to-face interview. Fasting blood samples were obtained from the antecubital vein, and the samples were used for the analysis of biochemical values. Abdominal ultrasonography was conducted. A total of 10461 (7331 men and 3130 women) current and former petrochemical employees attended for screening. The overall prevalence of post-cholecystectomy, gallstones and PLGs was 0.9%, 5.2% and 7.4%, respectively. Compared with the increased prevalence of either gallstones or post-cholecystectomy in older persons, PLGs were more common in the middle-aged, peaking in those aged 40-59 years. Excluding the patients with gallstones, gallstones mixed with PLGs, or those who had undergone cholecystectomy, in the remaining 9828 participants, the prevalence of PLGs in men (8.9%) was significantly higher than that in women (5.5%, P employees. Male gender, HBsAg positivity, and middle age are risk factors for developing PLGs.

Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

Directory of Open Access Journals (Sweden)

Tehmina Fiaz Qazi

2014-12-01

Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

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.

Managerial leadership and ischaemic heart disease among employees: the Swedish WOLF study

Science.gov (United States)

Nyberg, A; Alfredsson, L; Theorell, T; Westerlund, H; Vahtera, J; Kivimäki, M

2009-01-01

Objective: To investigate the association between managerial leadership and ischaemic heart disease (IHD) among employees. Methods: Data on 3122 Swedish male employees were drawn from a prospective cohort study (WOLF). Baseline screening was carried out in 1992–1995. Managerial leadership behaviours (consideration for individual employees, provision of clarity in goals and role expectations, supplying information and feedback, ability to carry out changes at work successfully, and promotion of employee participation and control) were rated by subordinates. Records of employee hospital admissions with a diagnosis of acute myocardial infarction or unstable angina and deaths from IHD or cardiac arrest to the end of 2003 were used to ascertain IHD. Cox proportional-hazards analyses were used to calculate hazard ratios for incident IHD per 1 standard deviation increase in standardised leadership score. Results: 74 incident IHD events occurred during the mean follow-up period of 9.7 years. Higher leadership score was associated with lower IHD risk. The inverse association was stronger the longer the participant had worked in the same workplace (age-adjusted hazard ratio 0.76 (95% CI 0.61 to 0.96) for employment for 1 year, 0.77 (0.61 to 0.97) for 2 years, 0.69 (0.54 to 0.88) for 3 years, and 0.61 (0.47 to 0.80) for 4 years); this association was robust to adjustments for education, social class, income, supervisory status, perceived physical load at work, smoking, physical exercise, BMI, blood pressure, lipids, fibrinogen and diabetes. The dose–response association between perceived leadership behaviours and IHD was also evident in subsidiary analyses with only acute myocardial infarction and cardiac death as the outcome. Conclusion: If the observed associations were causal then workplace interventions should focus on concrete managerial behaviours in order to prevent IHD in employees. PMID:19039097

GDOT employee survey.

Science.gov (United States)

2017-07-04

The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

Employees with Epilepsy

Science.gov (United States)

... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

29 CFR 1917.122 - Employee exits.

Science.gov (United States)

2010-07-01

... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

25 CFR 700.549 - Employee organizations.

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

Employee Engagement: A Literature Review

Directory of Open Access Journals (Sweden)

Dharmendra MEHTA

2013-12-01

Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

Hanford Laboratories Operation monthly activities report, June 1958

Energy Technology Data Exchange (ETDEWEB)

1958-07-15

This is the monthly report for the Hanford Laboratories Operation, June, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics, instrumentation research, employee relations, operations research, synthesis operation, programming, radiation protection, and laboratory auxiliaries operation are discussed.

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

Innovation and employee injury risk in automotive disassembly operations

DEFF Research Database (Denmark)

Neumann, W. Patrick; Winkel, Jørgen; Palmerud, Gunnar

2018-01-01

to control injury hazards as part of the development and design process. These cases suggest how failure to manage RSI hazards in the innovation process may allow increases of injury risks that can compromise operational performance. This ‘innovation pitfall’ has implications for operator health...... increased movement speeds and reduced muscular recovery opportunities, implying increased RSI risk. This case study reveals a mechanism by which innovation may increase RSI risks for operators. Managers responsible for engineering innovation should ensure their teams have the tools and mandate necessary......Engineering innovations in car disassembly systems are studied for affects on system operators’ risk of repetitive strain injury (RSI). Objective instrumented measures of injury risk factors with synchronised video-based task analyses were used to examine changes in operators’ RSI risk during...

Stress, health and well-being: the mediating role of employee and organizational commitment.

Science.gov (United States)

Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-11

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment

Directory of Open Access Journals (Sweden)

Sabir I. Giga

2013-10-01

Full Text Available This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

Workplace harassment among employees: An explorative study

Directory of Open Access Journals (Sweden)

Asha P Shetty

2017-01-01

Full Text Available Introduction: Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers. Matters of workplace harassment recently gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. Materials and Methods: Nonexperimental cross-sectional exploratory survey approach with quantitative design was adopted. Samples constituted both male and female employees 20–60 years working for minimum 6 h in an institution selected by random sampling technique. Data were collected using demographic tool and workplace harassment experience tool developed by the investigator. The Institutional Ethics Committee approval and the individual subject consent were also obtained. Results: Data obtained from 210 employees indicated that majority (20% were between the age group of 30–35 years. Majority, 63.3%, of the employees had occasional harassment, 8.1% had mild harassment, 0.5% had severe harassment, and 28.1% reported no harassment at the workplace. Area-wise analysis indicated that highest possible area among participants was psychological (15.5 ± 7.26 and the lowest harassment was in the area of physical harassment (3.74 ± 1.75. Conclusion: Workplace harassment is a serious concern which requires immediate attention for better outcome. Although majority of the participants experience at least some form of harassment, they hesitate to objectively indicate the same due to fear of consequences of losing the job and facing further ramifications. The issue requires to be addressed with appropriate policies at the workplace. The study will help to plan the strategies to be implemented for building a healthy workplace environment.

Hanford Laboratories Operation monthly activities report, May 1962

Energy Technology Data Exchange (ETDEWEB)

1962-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1962. Reactor fuels, chemistry, dosimetry, separation process, reactor technology employee relations, operations research and synthesis operation, programming, and radiation protection are discussed.

Hanford Laboratories Operation monthly activities report, August 1959

Energy Technology Data Exchange (ETDEWEB)

1959-09-15

This is the monthly report for the Hanford Laboratories Operation, August, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, visits, biology operation, physics and instrumentation research, employee relations, and operations research and synthesis operation are discussed.

Analysis Of Employee Engagement And Company Performance

OpenAIRE

Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

2014-01-01

Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

Self-reported infertility among male and female veterans serving during Operation Enduring Freedom/Operation Iraqi Freedom.

Science.gov (United States)

Katon, Jodie; Cypel, Yasmin; Raza, Mubashra; Zephyrin, Laurie; Reiber, Gayle; Yano, Elizabeth M; Barth, Shannon; Schneiderman, Aaron

2014-02-01

Infertility is associated with psychosocial distress and is a growing public health concern. Our objective was to report the prevalence of lifetime history of infertility among men and women Veterans. We used data from the U.S. Department of Veterans Affairs National Health Study for a New Generation of U.S. Veterans, a nationally representative survey of Veterans serving during Operation Enduring Freedom/Operation Iraqi Freedom (OEF/OIF). The primary dependent variables were self-reported lifetime history of infertility among Veterans and their partners, defined as trying unsuccessfully to become pregnant for at least 12 months, and seeking medical help for infertility. Multiple logistic regression was used to determine whether gender was associated with lifetime history of infertility or seeking medical help for infertility, after adjusting for sociodemographic and military characteristics. All analyses were weighted to account for the complex survey design and nonresponse. Among the 20,370 Veterans (16,056 men; 4,314 women) in our final analytic sample, the prevalence of lifetime history of infertility was 15.8% for women and 13.8% for men. After adjusting for age, ever married, education, race/ethnicity, component, branch of service, and deployment to OEF/OIF, compared with men, women Veterans had similar odds of lifetime history of infertility (odds ratio [OR] 1.07; 95% confidence interval [CI] 0.94, 1.20), but increased odds of seeking medical help for infertility (OR 1.35; 95% CI 1.06, 1.72). Women Veterans are more likely than their male counterparts to seek care for infertility, and given their increasing numbers, the demand for infertility evaluation and care within Veterans' Affairs may increase.

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.

49 CFR 236.777 - Operator, control.

Science.gov (United States)

2010-10-01

... 49 Transportation 4 2010-10-01 2010-10-01 false Operator, control. 236.777 Section 236.777..., MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Definitions § 236.777 Operator, control. An employee assigned to operate the control machine of a traffic control system. ...

Hanford Laboratories Operation monthly activities report, April 1959

Energy Technology Data Exchange (ETDEWEB)

1959-05-15

This is the monthly report for the Hanford Laboratories Operation, April, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities. Biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation programming, radiation protection, and laboratory auxiliaries operation are discussed.

Hanford Laboratories Operation monthly activities report, July 1958

Energy Technology Data Exchange (ETDEWEB)

1958-08-15

This is the monthly report for the Hanford Laboratories Operation, July, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Hanford Laboratories Operation monthly activities report, May 1959

Energy Technology Data Exchange (ETDEWEB)

1959-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Hanford Laboratories Operation monthly activities report, May 1958

Energy Technology Data Exchange (ETDEWEB)

1958-06-15

This is the monthly report for the Hanford Laboratories Operation, May 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation area discussed.

Employee Engagement Factor for Organizational Excellence

Directory of Open Access Journals (Sweden)

Tzvetana Stoyanova

2017-03-01

Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

Employee resistance and injury during commercial robberies.

Science.gov (United States)

Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

2015-05-01

To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

Employee Assistance Programs.

Science.gov (United States)

Levine, Hermine Zagat

1985-01-01

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

Directory of Open Access Journals (Sweden)

Dilhani Anuradha Akuratiya

2017-08-01

Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

The Relationship between Individual Personality Traits (Internality-Externality and Psychological Distress in Employees in Japan

Directory of Open Access Journals (Sweden)

Masahito Fushimi

2011-01-01

Full Text Available This study examines the relationship between the internality-externality (I-E scale as an indicator of coping styles and the Kessler 6 (K6 scale as an indicator of psychological distress and analyzes the effects of sociodemographic and employment-related factors on this relationship. Employees from Akita prefecture in Japan were invited to complete self-administered questionnaires. A uniform pattern of findings emerged in the relationship between the two scales as follows: all the significant correlations were negative, that is, as the I-E score increased, the K6 score decreased. Furthermore, significant effects were observed for the I-E scale regarding sex, age, education, employee type, and employment status and the K6 scale with multiple regression analyses. Among these, the effect of the K6 scale was significant for the I-E scale in both males and females. The results of this study may help improve mental health clinicians' understanding of psychological distress in employees.

The Relationship between Managerial Ethics Perception and Professional Burnout Levels of Employee: A Comparative Study of Five-Star Hotels’ Employees between Turkey and Italy

Directory of Open Access Journals (Sweden)

Gonca Kılıç

2011-03-01

Full Text Available The purpose of this study is to determine the perceptions of the employees in five-star hotels their regarding managerial ethics and professional burnout levels and also to present the relationship between managerial ethics and professional burnout level. Survey method was used as data collection instrument. A total of 385 questionnaires were implemented on employees working in five-star hotels operating in Istanbul, Turkey and Palermo, Italy. Independent Samples t Test was used for the comparison of data obtained from each country. Furthermore, the relationship between managerial ethics and professional burnout was described through correlation and regression analyses, as a result meaningful correlations between the variables (managerial ethics and professional burnout are found.

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.

On using an efficiency matrix in analysing profit per employee (on the basis of the Estonian SME software sector 

Directory of Open Access Journals (Sweden)

Paavo Siimann

2015-11-01

Full Text Available Service companies earn their profit mainly due to their employees’ intellectual skills, therefore, increasing profit per employee is one opportunity to increase profit and thereby also the company’s market value. In this article the number of employees, the value of owners’ equity and loan capital, operating expenses, net sales and profit before income tax have been used to analyse the change in profit per employee of the Estonian software small and medium-sized enterprise (SME sector in total, and for small and medium-sized companies separately in the years 2009–2013. Furthermore, this article demonstrates that the efficiency matrix methodology and its developments that were refined in Estonia and Russia from the 1960s to the 1990s can be deployed nowadays as well. Of all the components, profit margin and owners’ equity per employee showed the most rapid growth during the analysed period. Profit per employee was higher in the small enterprises segment and lowest among medium-sized enterprises, where owners’ equity per employee, net sales to operating expenses, and profit margin were lower than in small enterprises over the whole period analysed.

Educational differences in sickness absence trends among young employees from 2002 to 2013 in Helsinki, Finland.

Science.gov (United States)

Sumanen, Hilla; Lahelma, Eero; Lahti, Jouni; Pietiläinen, Olli; Rahkonen, Ossi

2016-05-06

Socioeconomic differences in sickness absence (SA) are well established among older employees but poorly understood among the young. Our aim was to examine 12-year trends in educational differences in SA among young female and male employees, and to assess the magnitude of the differences. We examined annual SA spells. The data were obtained from the employer's registers and linked to Statistics Finland's register data on completed education and qualifications. Education was classified into four hierarchical groups. Joinpoint regression models were used to identify turning points in SA trends. The magnitude of the relative educational differences was estimated in accordance with the relative index of inequality for 2002, 2008 and 2013. Employees of the City of Helsinki, Finland, in 2002-2013. The analyses covered female and male employees aged 25-34 years: employees aged 35-54 years were used as a reference group. SA spells. An educational gradient emerged among younger and older women and men. SA spells increased in the early 2000s, and downward turning points were located in 2007-2010 in all educational groups among women and in most groups among men. The magnitude of the differences remained broadly stable among younger women from 2002 to 2013, and decreased slightly among older women and more strongly among younger and older men. The educational differences were greater among men than women in the early 2000s, but similar among both at the end of the study period. The changes in SA spells may reflect the economic downturn started in 2008 and resulting job insecurity. Early preventive measures aimed at reducing educational differences in SA should be focused at an early stage on those with low levels of education in particular. 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/

Employee retention: a customer service approach.

Science.gov (United States)

Gerson, Richard F

2002-01-01

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

20 CFR 725.408 - Operator's response to notification.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Operator's response to notification. 725.408 Section 725.408 Employees' Benefits EMPLOYMENT STANDARDS ADMINISTRATION, DEPARTMENT OF LABOR FEDERAL COAL... district director, state the precise nature of its disagreement by admitting or denying each of the...

Determinants of job motivation among frontline employees at hospitals in Tehran.

Science.gov (United States)

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-04-01

Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ(2) (6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation.

36 CFR 905.735-502 - Statements of employment and financial interests by employees.

Science.gov (United States)

2010-07-01

...) Construction Manager; (7) Senior Architect/Planner; (8) Chief, Real Estate Operations; (9) Any Contracting Officer of the Corporation; and (10) Any employee classified as a GS-13 or above whose duties and...

Study of socio-demographic factors affecting prevalence of hypertension among bank employees of Surat City.

Science.gov (United States)

Momin, Mohmmedirfan H; Desai, Vikas K; Kavishwar, Abhay B

2012-01-01

Cardiovascular diseases including hypertension are increasing in developing countries especially among high-risk group people like bank employees. A cross-sectional study of 1493 bank employees of Surat city was conducted during August, 2004 to September, 2005 to study the prevalence of hypertension among bank employees and the effects of socio-demographic factors on prevalence of hypertension. Data were analyzed using epi 6 software. The χ[2] -test was applied as a nonparametric test of statistical significance. Prevalence of hypertension was 30.4% and prehypertension was 34.5%. Out of 455 found as hypertensive, 258 (56.70%) were not having any symptoms at the time of examination. Prevalence was high among persons with age 50 years and above (48.5%); among male (32.5%) as compared to female (23.1%); among employees having small family size; among separated/divorcee person (40.0%). Prevalence of hypertension increased with seniority of the official position of bank employee with highest prevalence among managers (45.9%). Prevalence of hypertension was noted highest among the higher socioeconomic group; SEC I (35.0%) followed by class II (20.4%). Effects of different risk factors of hypertension were observed here. This study may help in identifying the common profile of hypertensive or persons at risk, which may further help in identifying the risk group and planning the group specific IEC interventions.

Analysis of the Effect of Employee Costs on Company Performance

Directory of Open Access Journals (Sweden)

Željko Požega

2010-07-01

Full Text Available The goal of every economic entity is to accomplish an optimal system of compensation management and to reach maximum returns through optimal employee investment, raising their motivation and knowledge as well as developing their abilities and skills. In order to reach this goal of maximizing company performance it is necessary to systematically approach the management of human resources within a certain economic entity and to create the fairest material and non-material reward and punishment system by using compensation management methods. This in turn will bring about a positive working atmosphere in the company, where employees will rapidly and easily adjust to changes, interact and co-operate with one another at a high level. This research, which studies the effect of employee costs on company performance, is divided into three chapters. The first chapter provides a brief theoretical overview of the importance of compensation management in human resources administration and reaching business efficiency, i.e. the different possibilities of creating a reward and punishment system in a company which aims to organise an optimal working atmosphere. The second chapter demonstrates the applied methodology and illustrates the information from different companies, which has been used in this research and analysis. The information comprises statistical data of employee costs, income, profits and losses from a sample of companies from the Republic of Croatia in 2008. The third part deals with the analysis and interpretation of the research results which show the effect of employee costs on the income and company performance, also expressed per employee. The goal of this research is to test the hypothesis that companies with higher employee cost, i.e. with higher investment in human resources, on average obtain a higher income and a higher profit per employee and are more efficient and more successful on the market. From the given hypothesis, one can

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)

Employees' motivation and emloyees' benefits

OpenAIRE

Nedzelská, Eva

2014-01-01

The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

Employee Engagement: A Literature Review

OpenAIRE

Dharmendra MEHTA; Naveen K. MEHTA

2013-01-01

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and...

The Contribution of Individual, Social and Work Characteristics to Employee Mental Health in a Coal Mining Industry Population.

Directory of Open Access Journals (Sweden)

Robyn Considine

Full Text Available Evidence regarding the extent of mental health problems and the associated characteristics within an employee population is necessary to inform appropriate and tailored workplace mental health programs. Mental health within male dominated industries (such as mining has received recent public attention, chiefly through observations regarding suicide in such populations in Australia and internationally. Currently there is limited empirical evidence regarding the mental health needs in the mining industry as an exemplar of a male dominated workforce, and the relative contribution to such problems of individual, socio-economic and workplace factors. This study aimed to investigate the mental health and associated characteristics among employees in the Australian coal mining industry with a specific focus on identifying modifiable work characteristics.A cross-sectional study was conducted among employees (n = 1457 across eight coal mines stratified by key mine characteristics (state, mine type and employee commute arrangements. Participants completed measures of psychological distress (K10+ and key variables across four categories (socio-demographic characteristics, health history, current health behaviours, work attitudes and characteristics.Psychological distress levels within this sample were significantly higher in comparison with a community sample of employed Australians. The following factors contributed significantly to levels of psychological distress using hierarchical linear regression analysis: lower social networks; a past history of depression, anxiety or drug/alcohol problems; high recent alcohol use; work role (managers and a set of work characteristics (level of satisfaction with work, financial factors and job insecurity; perception of lower workplace support for people with mental health problems.This is the first study to examine the characteristics associated with mental health problems in the Australian coal mining industry. The

The Contribution of Individual, Social and Work Characteristics to Employee Mental Health in a Coal Mining Industry Population.

Science.gov (United States)

Considine, Robyn; Tynan, Ross; James, Carole; Wiggers, John; Lewin, Terry; Inder, Kerry; Perkins, David; Handley, Tonelle; Kelly, Brian

2017-01-01

Evidence regarding the extent of mental health problems and the associated characteristics within an employee population is necessary to inform appropriate and tailored workplace mental health programs. Mental health within male dominated industries (such as mining) has received recent public attention, chiefly through observations regarding suicide in such populations in Australia and internationally. Currently there is limited empirical evidence regarding the mental health needs in the mining industry as an exemplar of a male dominated workforce, and the relative contribution to such problems of individual, socio-economic and workplace factors. This study aimed to investigate the mental health and associated characteristics among employees in the Australian coal mining industry with a specific focus on identifying modifiable work characteristics. A cross-sectional study was conducted among employees (n = 1457) across eight coal mines stratified by key mine characteristics (state, mine type and employee commute arrangements). Participants completed measures of psychological distress (K10+) and key variables across four categories (socio-demographic characteristics, health history, current health behaviours, work attitudes and characteristics). Psychological distress levels within this sample were significantly higher in comparison with a community sample of employed Australians. The following factors contributed significantly to levels of psychological distress using hierarchical linear regression analysis: lower social networks; a past history of depression, anxiety or drug/alcohol problems; high recent alcohol use; work role (managers) and a set of work characteristics (level of satisfaction with work, financial factors and job insecurity; perception of lower workplace support for people with mental health problems. This is the first study to examine the characteristics associated with mental health problems in the Australian coal mining industry. The findings

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

DEFF Research Database (Denmark)

Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

2017-01-01

analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...

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

Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

Hanford Laboratories Operation monthly activities report, September 1958

Energy Technology Data Exchange (ETDEWEB)

1958-10-15

This is the monthly report for the Hanford Laboratories Operation, September, 1958. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, biology operation, physics and instrumentation research, employee relations, 4000 program research and development, operations research and synthesis operation, programming, radiation protection, and laboratory auxiliaries operation are discussed.

Opening the Gender Diversity Black Box: Causality of Perceived Gender Equity & Locus of Control and Mediation of Work Engagement in Employee Well-being

OpenAIRE

Radha R. Sharma

2015-01-01

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufactur...

20 CFR 726.104 - Action by the Office upon application of operator.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Action by the Office upon application of operator. 726.104 Section 726.104 Employees' Benefits EMPLOYMENT STANDARDS ADMINISTRATION, DEPARTMENT OF LABOR FEDERAL COAL MINE HEALTH AND SAFETY ACT OF 1969, AS AMENDED BLACK LUNG BENEFITS; REQUIREMENTS FOR COAL MINE OPERATOR'S INSURANCE Authorization...

78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

Science.gov (United States)

2013-10-30

... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

Business Ethics & Employee Turnover: CAFE Matrix

OpenAIRE

Sapovadia, Vrajlal; Patel, Sweta

2013-01-01

Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

20 CFR 229.45 - Employee benefit.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

10 CFR 72.10 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

20 CFR 404.1045 - Employee expenses.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

The Organization as Client: Broadening the Concept of Employee Assistance Programs.

Science.gov (United States)

Googins, Bradley; Davidson, Bruce N.

1993-01-01

Notes that many employee assistance programs (EAPs) are broadening their function to address rapidly changing human and social issues of environments in which they operate, refocusing practice to include organization as the client. Discusses traditional EAP practice, evolution of EAPs, changes confronting corporations, and alternative model in…

Depressive symptoms and the risk of long-term sickness absence: a prospective study among 4747 employees in Denmark

DEFF Research Database (Denmark)

Bültmann, Ute; Rugulies, Reiner; Lund, Thomas

2006-01-01

BACKGROUND: The aim of this paper is to examine the impact of depressive symptoms on long-term sickness absence in a representative sample of the Danish workforce. METHODS: This prospective study is based on 4,747 male and female employees, participating in the Danish Work Environment Cohort Study...

10 CFR 61.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 70.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 60.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 50.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 63.9 - Employee protection.

Science.gov (United States)

2010-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

10 CFR 52.5 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 30.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

29 CFR 2200.38 - Employee contests.

Science.gov (United States)

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

29 CFR 779.114 - Transportation employees.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...

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.

Analysis of employee benefits in company

OpenAIRE

Burda, Tomáš

2011-01-01

The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...

Ethics in an operations management course.

Science.gov (United States)

Rudnicka, Ewa A

2005-10-01

Graduates of the management major at the University of Pittsburgh at Greensburg find employment in a variety of organizations. As future managers with employees from different professions, students expressed an interest in discussing ethics cases in the operations management class. The semester starts with students familiarizing themselves with various professional and corporate codes of ethics. Throughout the semester a number of short ethics' cases in operations' areas such as inventory management, scheduling, facility location, and product design are introduced to illustrate ethical issues that a manager and his/her employees might face. Students prepare individual responses before the in-class discussions. The semester ends with a long group ethics case discussion and formal case presentations. In the end-of-semester survey, students responded very favorably to an ethics component in the operations management class.

41 CFR 105-74.640 - Employee.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

28 CFR 97.12 - Employee training.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...

17 CFR 204.34 - Employee response.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...

Hanford Laboratories Operation monthly activities report, August 1958

Energy Technology Data Exchange (ETDEWEB)

1958-09-15

This is the monthly report of the Hanford Laboratories Operation, August 1958. Reactor fuels, chemistry, separation processes, reactor technology, financial activities, biology operation, physics and instrumentation research, employee relations, plutonium recycling, programming, radiation protection, laboratory auxiliaries operation, and inventions are discussed.

Professional Employees Turn to Unions

Science.gov (United States)

Chamot, Dennis

1976-01-01

White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

Nature Contacts: Employee Wellness in Healthcare.

Science.gov (United States)

Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

2016-04-01

This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

Deterring and remedying employee theft.

Science.gov (United States)

Buzogany, Bill; Mueller, Michael J

2010-01-01

Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

Employee wellness program evaluation.

Science.gov (United States)

2008-12-01

Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

Workforce Optimization for Bank Operation Centers: A Machine Learning Approach

Directory of Open Access Journals (Sweden)

Sefik Ilkin Serengil

2017-12-01

Full Text Available Online Banking Systems evolved and improved in recent years with the use of mobile and online technologies, performing money transfer transactions on these channels can be done without delay and human interaction, however commercial customers still tend to transfer money on bank branches due to several concerns. Bank Operation Centers serve to reduce the operational workload of branches. Centralized management also offers personalized service by appointed expert employees in these centers. Inherently, workload volume of money transfer transactions changes dramatically in hours. Therefore, work-force should be planned instantly or early to save labor force and increase operational efficiency. This paper introduces a hybrid multi stage approach for workforce planning in bank operation centers by the application of supervised and unsu-pervised learning algorithms. Expected workload would be predicted as supervised learning whereas employees are clus-tered into different skill groups as unsupervised learning to match transactions and proper employees. Finally, workforce optimization is analyzed for proposed approach on production data.

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

Science.gov (United States)

Harter, James K; Schmidt, Frank L; Hayes, Theodore L

2002-04-01

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

Determinants of job motivation among frontline employees at hospitals in Tehran

Science.gov (United States)

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-01-01

Introduction Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. Methods This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. Results The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ2(6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation. PMID:27280000

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

Supportive Organisational Cultures and their effects on Male Civil Engineers

Directory of Open Access Journals (Sweden)

Valarie Francis

2012-11-01

Full Text Available Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.

Supportive Organisational Cultures and their effects on Male Civil Engineers

Directory of Open Access Journals (Sweden)

Valarie Francis

2012-11-01

Full Text Available Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.   

Fatigue of Chinese railway employees and its influential factors: Structural equation modelling.

Science.gov (United States)

Tsao, Liuxing; Chang, Jing; Ma, Liang

2017-07-01

Fatigue is an identifiable and preventable cause of accidents in transport operations. Regarding the railway sector, incident logs and simulation studies show that employee fatigue leads to lack of alertness, impaired performance, and occurrence of incidents. China has one of the largest rail systems in the world, and Chinese railway employees work under high fatigue risks; therefore, it is important to assess their fatigue level and find the major factors leading to fatigue. We designed a questionnaire that uses Multidimensional Fatigue Instrument (MFI-20), NASA-TLX and subjective rating of work overtime feelings to assess employee fatigue. The contribution of each influential factor of fatigue was analysed using structural equation modelling. In total, 297 employees from the rail maintenance department and 227 employees from the locomotive department returned valid responses. The average scores and standard deviations for the five subscales of MFI-20, namely General Fatigue, Physical Fatigue, Reduced Activity, Reduced Motivation, and Mental Fatigue, were 2.9 (0.8), 2.8 (0.8), 2.5 (0.8), 2.5 (0.7), and 2.4 (0.8) among the rail maintenance employees and 3.5 (0.8), 3.5 (0.7), 3.3 (0.7), 3.0 (0.6), and 3.1 (0.7), respectively, among the locomotive employees. The fatigue of the locomotive employees was influenced by feelings related to working overtime (standardized r = 0.22) and workload (standardized r = 0.27). The work overtime control and physical working environment significantly influenced subjective feelings (standardized r = -0.25 and 0.47, respectively), while improper work/rest rhythms and an adverse physical working environment significantly increased the workload (standardized r = 0.48 and 0.33, respectively). Copyright © 2017 Elsevier Ltd. All rights reserved.

Employees´ Job Satisfaction in Company

OpenAIRE

Václavková, Barbora

2015-01-01

This Master´s thesis Employees´ Job Satisfaction in Company is focused on job satisfaction of employees in a particular company. The aim of this thesis is to analyse the current level of employees´ satisfaction, factors that affect the degree of satisfaction and weak segments propose recommendations to increase the level of satisfaction among employees. The first part is theoretical and deals with the approach of the topic employees´ job satisfaction describe theoretical methods that are in p...

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.

PENGARUH TURNOVER INTENTIONS, SELF RATE EMPLOYEE PERFORMANCE, DAN SELF ESTEEM TERHADAP PENERIMAAN DYSFUNCTIONAL BEHAVIOR IN AUDIT DALAM PRESPEKTIF GENDER (Studi padaKantorAkuntanPublik Se- JawaTengah

Directory of Open Access Journals (Sweden)

Hj. Falikhatun ,

2009-12-01

Full Text Available The objective of this research are: first, examining the effect of turnover intentions, self rate employee performance and self esteem on acceptance of dysfunctional behavior in audit, and second tested the differences on acceptance of dysfunctional behavior in audit for male and female auditor Hypotheses that proposed are turnover intentions and self esteem will have positive effect on acceptance of dysfunctional behavior in audit, while, self rate employee performance will has negative effect on acceptance of dysfunctional behavior in audit. The next hypotheses is the difference of acceptance of dysfunctional behavior in audit for male and female auditor. The population is auditors working in public accountant firm located in Central Java. Purposive random sampling used to take the samples. Data collection method that used is mail questionnaires method. Data analyze method is validity and reliability analysis, classic assumption analysis and hypotheses analysis that used multiple regression and independent sample t test. The results are all variables valid and reliable and fulfil classic assumption. The result of hypotheses analysis show that self rate employee performance will has positive significantly effect on acceptance of dysfunctional behavior in audit, while turnover intentions, and self esteem have insignificant positive effect on acceptance dysfunctional behavior. For gender prespective, acceptance of dysfunctional behavior in audit for male and female auditor isn 't different. Keywords: turnover intentions, self rate employee performanc, self esteem, acceptance of dysfunctional behavior in audit, gender.

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

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an employer...

34 CFR 32.4 - Employee response.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office... FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement. Within 7 days of receipt of the written notice under § 32.3, the employee may submit a request to the...

49 CFR 218.22 - Utility employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22... employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements for... parts 217, 219, and 228 of this chapter. (b) A utility employee shall perform service as a member of...

Opening the gender diversity black box: causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being

OpenAIRE

Sharma, Radha R.; Sharma, Neha P.

2015-01-01

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufactur...

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.

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

Using Readership Research to Study Employee Views.

Science.gov (United States)

Pavlik, John; And Others

1990-01-01

Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)

29 CFR 825.110 - Eligible employee.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Eligible employee. 825.110 Section 825.110 Labor... employee. (a) An “eligible employee” is an employee of a covered employer who: (1) Has been employed by the... worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. (See...

Every employee an owner. Really.

Science.gov (United States)

Rosen, Corey; Case, John; Staubus, Martin

2005-06-01

Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

Science.gov (United States)

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

Directory of Open Access Journals (Sweden)

Ante eGlavas

2016-05-01

Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh

OpenAIRE

Minhajul Islam Ukil

2016-01-01

Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item st...

Strategies for improving employee retention.

Science.gov (United States)

Verlander, Edward G; Evans, Martin R

2007-03-28

This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

Science.gov (United States)

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

45 CFR 7.0 - Who are employees.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian or...

How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

Science.gov (United States)

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

2013-04-01

Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

20 CFR 226.14 - Employee regular annuity rate.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee regular annuity rate. 226.14 Section... COMPUTING EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.14 Employee regular annuity rate. The regular annuity rate payable to the employee is the total of the employee tier I...

Interacting with the public as a risk factor for employee psychological distress.

Science.gov (United States)

Hilton, Michael F; Whiteford, Harvey A

2010-07-25

The 1-month prevalence of any mental disorder in employees ranges from 10.5% to 18.5%. Mental disorders are responsible for substantial losses in employee productivity in both absenteeism and presenteeism. Potential work related factors contributing to mental difficulties are of increasing interest to employers. Some data suggests that being sales staff, call centre operator, nurse or teacher increases psychological distress. One aspect of these occupations is that there is an interaction with the public. The aim of this study is to evaluate whether employees who interact with the public are at greater risk of psychological distress. Data was collected from two studies. In study one 11,259 employees (60% female; mean age 40-years +/- SD 10-years) from six employers responded to the Health and Work Performance Questionnaire (HPQ) which contained a measure of psychological distress, the Kessler 6 (K6). Employees were coded as to whether or not they interacted with the public. Binomial logistic regression was performed on this data to determine the odds ratio (OR) for moderate or high psychological distress in employees that interacted with the public. Study two administered the HPQ and K6 to sales employees of a large Australian bank (N = 2,129; 67% female; mean age 39-years SD 10-years). This questionnaire also probed how many contacts individuals had with the public in the past week. Analysis of variance was used to determine if the number of contacts was related to psychological distress. In study one the prevalence of psychological distress in those that interacted and did not interact with the public were 19% and 15% respectively (P or = 25 contacts per week (P = 0.016). The results of the current study are indicative that interaction with the public increases levels of psychological distress. Employees dealing with the public may be an employee subgroup that could be targeted by employers with mental health interventions.

Interacting with the public as a risk factor for employee psychological distress

Directory of Open Access Journals (Sweden)

Hilton Michael F

2010-07-01

Full Text Available Abstract Background The 1-month prevalence of any mental disorder in employees ranges from 10.5% to 18.5%. Mental disorders are responsible for substantial losses in employee productivity in both absenteeism and presenteeism. Potential work related factors contributing to mental difficulties are of increasing interest to employers. Some data suggests that being sales staff, call centre operator, nurse or teacher increases psychological distress. One aspect of these occupations is that there is an interaction with the public. The aim of this study is to evaluate whether employees who interact with the public are at greater risk of psychological distress. Methods Data was collected from two studies. In study one 11,259 employees (60% female; mean age 40-years ± SD 10-years from six employers responded to the Health and Work Performance Questionnaire (HPQ which contained a measure of psychological distress, the Kessler 6 (K6. Employees were coded as to whether or not they interacted with the public. Binomial logistic regression was performed on this data to determine the odds ratio (OR for moderate or high psychological distress in employees that interacted with the public. Study two administered the HPQ and K6 to sales employees of a large Australian bank (N = 2,129; 67% female; mean age 39-years SD 10-years. This questionnaire also probed how many contacts individuals had with the public in the past week. Analysis of variance was used to determine if the number of contacts was related to psychological distress. Results In study one the prevalence of psychological distress in those that interacted and did not interact with the public were 19% and 15% respectively (P Conclusions The results of the current study are indicative that interaction with the public increases levels of psychological distress. Employees dealing with the public may be an employee subgroup that could be targeted by employers with mental health interventions.

Employees with Sleep Disorders

Science.gov (United States)

... syndrome was often 10-15 minutes late for work every day due to amount and quality of sleep. The employer provided this employee with a half an hour flexible start time. Depending on when the employee arrived, ...

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.

Diabetes-Related Knowledge and Preventative Practices Among Government Employees with Diabetes in Kuwait.

Science.gov (United States)

Abdulsalam, Ahmad J; Al-Daihani, Abdullah E; Francis, Kostantinos

2017-11-01

Diabetes mellitus (DM)-related knowledge and preventative practices are vital for the successful management of this condition. In Kuwait, few studies have been conducted to evaluate the knowledge and preventative practices of DM patients. This study aimed to assess DM-related knowledge and preventative practices among government employees with DM in Kuwait and to examine associations between DM knowledge, preventative practices and other variables. This cross-sectional study was conducted in June 2015 and involved 345 employees with DM from 15 government ministries in Kuwait. A self-administered Arabic-language questionnaire was designed to assess DM-related knowledge and preventative practices based on the Diabetes Knowledge Test and the recommendations of the American Diabetes Association, respectively. A total of 312 ministry employees agreed to participate in the study (response rate: 90.4%). The mean age was 45.6 ± 10.6 years. A total of 63.4% were male and 64.1% were Kuwaiti. The median DM knowledge score was 9 out of 14 and the median preventative practice score was 5 out of 14. High knowledge scores were significantly associated with education (β = 1.510; P ≤0.001) and income (β = 0.896; P ≤0.001). High preventative practice scores were significantly associated with income (β = 1.376; P = 0.002), DM duration (β = 0.919; P = 0.026) and knowledge scores (β = 1.783; P = 0.015). Government employees in Kuwait were found to have average DM knowledge and poor preventative practices. It is therefore imperative that policy-makers develop educational and health-promoting campaigns to target government employees with DM in Kuwait.

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.

20 CFR 404.1007 - Common-law employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Common-law employee. 404.1007 Section 404... Common-law employee. (a) General. The common-law rules on employer-employee status are the basic test for.... Even though you are considered self-employed under the common-law rules, you may still be an employee...

20 CFR 222.4 - Homicide of employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's earnings...

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

Science.gov (United States)

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

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).

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.

Employee motivation and employee benefits in Henkel s.r.o.

OpenAIRE

Svobodová, Martina

2015-01-01

The goal of this bachelor´s study is connection of theme of employee motivation and employee benefits through the theoretical and practical parts. In theoretical part, I general summarize the knowledge, which were written in professional publications, where are explained the definitions of motivation, sources of motivation, theories of motivation. This part will be finished by summary of facts about reward system by benefits, I also explain the advanatages and disadvantages of benefits, which...

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.

The impact of Privatisation and Employee Share-Ownership on Employee Commitment and Citizen Behaviour

OpenAIRE

McCarthy, Dermot; Reeves, Eoin; Turner, Tom

2010-01-01

Based on a survey of employees in a large telecommunications company, we examine the means through which privatisation, accompanied by an Employee Share-Ownership Plan (ESOP), impact on employee commitment and organisational citizenship behaviour. Findings show that although the ESOP has in some way moderated outcomes, privatisation has had negative consequences for commitment. Despite this, 50 percent of respondents report an increased level of citizenship behaviour. In determining changes i...

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

Essays on Employee Ownership

DEFF Research Database (Denmark)

Faigen, Benjamin

This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...

Self-Reported Poor Work Ability--An Indicator of Need for Rehabilitation? A Cross-Sectional Study of a Sample of German Employees.

Science.gov (United States)

Bethge, Matthias; Spanier, Katja; Neugebauer, Tjark; Mohnberg, Inka; Radoschewski, Friedrich Michael

2015-11-01

The purpose of this study was to assess associations of self-reported work ability as measured by the Work Ability Index (WAI) with modifiable behavioral and occupational health risks, health service utilization, and intended rehabilitation and pension requests. This is a cross-sectional study of a random sample of German employees aged 40-54 yrs on sickness benefits in 2012 (trial registration: DRKS00004824). In total, 1312 male and 1502 female employees were included in the analyses. Low WAI scores (i.e., work strategies, which include the opportunity to access multiprofessional rehabilitation.

EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

Directory of Open Access Journals (Sweden)

VNOUČKOVÁ, Lucie

2013-09-01

Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.

Managing employee well-being: A qualitative study exploring job and personal resources of at-risk employees

Directory of Open Access Journals (Sweden)

Cecile Gauche

2017-11-01

Full Text Available Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout. Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout. Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being. Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis. Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources. Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being. Contribution: This study contributes to the limited research available in the South African context

Physical work environment risk factors for long term sickness absence: prospective findings among a cohort of 5357 employees in Denmark

DEFF Research Database (Denmark)

Lund, Thomas; Labriola, Merete; Christensen, Karl Bang

2006-01-01

employees interviewed in 2000 about their physical work environment, and various covariates were followed for 18 months in a national sickness absence register. Outcome measurements Cox regression analysis was performed to assess risk estimates for physical risk factors in the work environment and onset......OBJECTIVES: To examine the effects of physical work environment on long term sickness absence and to investigate interaction between physical and psychosocial risk factors. DESIGN AND SETTING: Prospective cohort study of long term sickness absence among employees in Denmark. PARTICIPANTS: 5357...... of long term sickness absence, defined as receiving sickness absence compensation for eight consecutive weeks or more. RESULTS: 348 participants (6.9%) developed long term sickness absence during follow-up. Of these, 194 (55.7%) were women and 154 (44.3%) were men. For both female and male employees, risk...

Screening results correlating to personality disorder traits in a new employee population of People's Republic of China.

Science.gov (United States)

Tan, Yan; Liu, Yan; Wu, Lei

2016-01-01

Adaptation to a new environment may have an uncertain influence on young employees, whose values are still being formed during early adulthood. To understand the current mental status and further improve the mental health level of the new employee population of People's Republic of China, we conducted a cross-sectional study to screen the prevalence and correlates of personality disorder (PD) traits in this population. This study included all male participants who were new employees (those who had started working in approximately the last three months) from 12 machinery factories in People's Republic of China. The Personality Diagnostic Questionnaire-4+ was used to evaluate the mental status of all participants. The Connor-Davidson Resilience Scale was used to assess the resilience of the study participants. A total of 3,960 male participants were included in the analysis. The mean age of the study participants was 18.7±1.5 years. The mean values of all PD subtypes were scored from 0.74 to 2.90, with a total of 16.85. Of all 10 PD traits, obsessive-compulsive, histrionic, and narcissistic scored the highest. PD traits scored significantly higher among participants who had higher education levels, came from a single-parent (divorced or separated) family, were raised in a neglectful parental rearing pattern, were the only child of the family, were living in city areas, or had a lower family income. All subtype PD traits were significantly and negatively correlated with resilience. Education level, single-parent family, parental rearing pattern, only-child status, living place, and family income may influence the development of PD traits. Additional high-quality studies are needed to learn more about the mental health status of new employees. Optimal interventions are warranted to avoid potential adverse events in this population.

Employee Engagement Factor for Organizational Excellence

OpenAIRE

Tzvetana Stoyanova; Ivaylo Iliev

2017-01-01

Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the fac...

Staphylococcus aureus food poisoning among Bulawayo City Council employees, Zimbabwe, 2014.

Science.gov (United States)

Gumbo, Amen; Bangure, Donewell; Gombe, Notion T; Mungati, More; Tshimanga, Mufuta; Hwalima, Zanele; Dube, Ignatious

2015-09-28

Bulawayo City Council held an Integrated Result Based Management workshop among 86 employees from August 18-22, 2014 at Ikhwezi Training Centre in Bulawayo City. On August 21, 2014, a report of diarrhoea among Council employees attending the workshop was received. We investigated the outbreak to determine the risk factors associated with diarrhoea at Ikhwezi Training Centre, Bulawayo City. A retrospective cohort study was conducted where 74 Council employees were interviewed on food consumed and presenting signs and symptoms. Stool specimens and hand swabs were collected for culture. Water samples were collected for bacteriological analysis. Food samples were not available. Data were analysed using Epi Info™ to generate frequencies, means, proportions, risk ratios, and attributable risk. Of the 74 employees interviewed 34 (45.9%) were males and 40 (54%) were females. The response rate was 94%. The common signs and symptoms included abdominal cramps (88.7%), and watery diarrhoea (86.8%). The overall attack rate was 71.6%. Eating stewed chicken (RR = 2.52, 95% CI 1.30-4.89) served at hour 13:00 during lunch on August 20, 2014 at Ikhwezi Training Centre was the only significant risk factor associated with food poisoning. Drinking purified bottled water [RR = 0.67, 95% CI (0.57-0.79)] was found to be protective. Staphylococcus aureus was isolated from the hands and nails of food handlers. The outbreak was due to food poisoning and was most likely caused by the Staphylococcus aureus formed toxins. Stewed chicken served during lunch on August 20, 2014 was the possible source of infection. Contamination might have occurred during food handling and preparation. Training of food handlers in basic food hygiene and safety is recommended.

Airline company management: 'Defining of necessary number of employees in airline by using artificial intelligence tools'

Directory of Open Access Journals (Sweden)

Petrović Dragan M.

2015-01-01

Full Text Available In this paper the model for preliminary estimation of number of employees in airline by using of artificial intelligence tools. It is assumed that the tools of artificial intelligence can be applied even for complex tasks such as defining the number of employees in the airline. The results obtained can be used for planning the number of employees, ie. planning the necessary financial investments in human resources, and may also be useful for a preliminary analysis of the airlines that choose to do restructuring or plan to increase/decrease the number of operations. Results were compared with those obtained by regression analysis.

Hanford Laboratories Operation monthly activities report, October 1960

Energy Technology Data Exchange (ETDEWEB)

1960-11-15

This is the monthly report for the Hanford Laboratories Operation, October 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, July 1959

Energy Technology Data Exchange (ETDEWEB)

1959-08-15

This is the monthly report for the Hanford Laboratories Operation, July, 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, March 1961

Energy Technology Data Exchange (ETDEWEB)

1961-04-15

This is the monthly report for the Hanford Laboratories Operation, April 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, February 1960

Energy Technology Data Exchange (ETDEWEB)

1960-03-15

This is the monthly report for the Hanford Laboratories Operation, February, 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, September 1960

Energy Technology Data Exchange (ETDEWEB)

1960-10-15

This is the monthly report for the Hanford Laboratories Operation, October, 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, May 1957

Energy Technology Data Exchange (ETDEWEB)

1957-06-15

This is the monthly report for the Hanford Laboratories Operation, May, 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1959

Energy Technology Data Exchange (ETDEWEB)

1959-12-15

This is the monthly report for the Hanford Laboratories Operation, November 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, March 1957

Energy Technology Data Exchange (ETDEWEB)

Albaugh, E.W.

1957-04-15

This is the monthly report of the Hanford Laboratories Operation, March, 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, February 1961

Energy Technology Data Exchange (ETDEWEB)

1961-03-15

This is the monthly report for the Hanford Laboratories Operation, February 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, September 1959

Energy Technology Data Exchange (ETDEWEB)

1959-10-15

This is the monthly report for the Hanford Laboratories Operation, October 1959. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, June 1957

Energy Technology Data Exchange (ETDEWEB)

1957-07-15

This is the monthly report for the Hanford Laboratories Operation, July 1957. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, July 1961

Energy Technology Data Exchange (ETDEWEB)

1961-08-15

This is the monthly report for the Hanford Laboratories Operation, July 1969. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, January 1961

Energy Technology Data Exchange (ETDEWEB)

1961-02-15

This is the monthly report for the Hanford Laboratories Operation, January 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, December 1962

Energy Technology Data Exchange (ETDEWEB)

1963-01-15

This is the monthly report for the Hanford Laboratories Operation, December 1962. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, April 1961

Energy Technology Data Exchange (ETDEWEB)

1961-05-15

This is the monthly report for the Hanford Laboratories Operation, April 1961. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, December 1959

Energy Technology Data Exchange (ETDEWEB)

1960-01-15

This is the monthly report for the Hanford Laboratories Operation, January 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1960

Energy Technology Data Exchange (ETDEWEB)

Sale, W.

1960-12-15

This is the monthly report for the Hanford Laboratories Operation, November 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1962

Energy Technology Data Exchange (ETDEWEB)

1962-12-14

This is the monthly report for the Hanford Laboratories Operation, November 1962. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

An Employee-Centered Care Model Responds to the Triple Aim: Improving Employee Health.

Science.gov (United States)

Fox, Kelly; McCorkle, Ruth

2018-01-01

Health care expenditures, patient satisfaction, and timely access to care will remain problematic if dramatic changes in health care delivery models are not developed and implemented. To combat this challenge, a Triple Aim approach is essential; Innovation in payment and health care delivery models is required. Using the Donabedian framework of structure, process, and outcome, this article describes a nurse-led employee-centered care model designed to improve consumers' health care experiences, improve employee health, and increase access to care while reducing health care costs for employees, age 18 and older, in a corporate environment.

Work Satisfaction Influence Toward Employee Prosperity

OpenAIRE

Indryawati, Rini; Widiyarsih, Widiyarsih

2007-01-01

Work satisfaction has an effect to employee wealthy at PT. Nagaraja Lestari in taking the policy and to motivate employee to enhancing the work performance in giving wages, salary, incentives, job promotion and employee healthy. This research is using qualitative approach and using observation and interview as tool research. Data collecting is in naration, description, story, written and unwritten documents. When employee has higher work satisfaction they will psychological wealthy fullfilness.

Does an employee assistance programme benefit employers and employees alike?

Science.gov (United States)

MacAlister, E

1999-09-01

EAPs are not a psychological sticking plaster. They are a clinically and corporately balanced service which benefits the employee, via the direct services and the employer, via the feedback in the form of usage statistics derived from the continuous tracking of the account through which organizational and employment issues are identified. Well positioned EAPs offer employees confidential counselling, and information services including legal, financial and child-based issues and are able to offer employers tailored training and consultancy.

How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.

Science.gov (United States)

Hameed, Imran; Riaz, Zahid; Arain, Ghulam A; Farooq, Omer

2016-01-01

The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail.

9 CFR 381.37 - Schedule of operations.

Science.gov (United States)

2010-01-01

... Holiday Service; Billing Establishments § 381.37 Schedule of operations. (a) No operations requiring inspection shall be conducted except under the supervision of an Inspection Service employee. All... 381.37 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE...

Ombuds’ corner: Employee silence

CERN Multimedia

Vincent Vuillemin

2013-01-01

Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct.   For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...

Preserving Employee Privacy in Wellness.

Science.gov (United States)

Terry, Paul E

2017-07-01

The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program.

Science.gov (United States)

Quick, R. C.; And Others

1987-01-01

Outlines Cornell University's Employee Assistance Education and Research Program, which uses an academic curriculum and field experience to further develop the Employee Assistance Program (EAP) profession. Addresses the dilemma of personnel executives in ensuring quality in EAP programs and staff. (JOW)

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.

Employee motivation in health care

Directory of Open Access Journals (Sweden)

Joanna Rosak-Szyrocka

2015-03-01

Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.

An Operational Statistical Analysis of United States Marine Corps Civilian Employee Injury Tracking Process and Injury Data

National Research Council Canada - National Science Library

Rascon, Carlos G

2008-01-01

Organizations within the Department of Defense (DoD) and Department of Labor (DoL) report safety metrics that quantify DoD civilian employee injury incident rates and lost work time for all military services...

Follow-up of CRNL employees involved in the NRX reactor clean-up

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.; Morrison, D.P.

1982-07-01

Data available to date on the mortality of continuing and retired employees of the Chalk River Nuclear Laboratories are consistent with the Σhealthy workerΣ effect that has been observed in similar studies at other nuclear facilities. Because of an accident at the NRX research reactor in December 1952, the reactor was largely dismantled and rebuilt in 1953-54. These operations involved appreciable radiation exposures to a number of employees. The follow-up of the 850 on-site AECL staff involved in the clean-up has indicated that there were no unusual patterns in the mortality of this group when compared with those of the general population of Ontario

30 CFR 57.18006 - New employees.

Science.gov (United States)

2010-07-01

... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006...

Work-related violence and its association with self-rated general health among public sector employees in Sweden.

Science.gov (United States)

Vaez, Marjan; Josephson, Malin; Vingård, Eva; Voss, Margaretha

2014-01-01

Work-related violence is one of the most serious threats to employee safety and health. To ascertain the extent of self-reported violence or threats of violence at work in relation to the general health of public sector employees. The study population comprised 9,611 female (83%) and male public employees in Sweden. A questionnaire based on items derived mainly from validated instruments was constructed to cover aspects such as health, lifestyle, and physical and psychosocial work conditions. One in three employees reported work-related violence, with the highest proportions among psychiatric nurses (79%) and psychiatric attendants (75%). Work-related violence more often affected those who were worked worked nights, or reported poor health. Regardless of gender, age, hours of work, night work, and type of occupation, exposure to work-related violence was associated with less than good general health, and this relationship was strongest for psychiatric nurses (OR=3.19; 95% CI=1.28-7.98), medical doctors/dentists (OR=2.46; 95% CI=1.35-4.49), compulsory school teachers (OR=2.14; 95% CI=1.33-3.45), and other nurses (OR=1.87; 95% CI=1.23-2.84). Work-related violence was frequently reported by employees in the most common public sector occupations, and it was associated with poor health in both genders.

Employee Perception of the Impact of Information Technology Investment in Organisations: a survey of the hotel industry

Directory of Open Access Journals (Sweden)

Bruce Lo

2000-05-01

Full Text Available To improve their operational efficiency and to maintain their competitiveness in the market place many organisations continue to invest substantially in their Information Technology (IT capability. But how do the employees themselves view the impact and the value of IT investment? This paper considers this question in the context of the hospitality industry. More specifically, it investigates the different perception of hotel employees on the impact of organisational IT investment on (a IT usage by employees, (b employee satisfaction with the IT systems, (c changes in the level of employee performance, and (d organisational performance of the hotel. 945 hotel employees in Bali, Indonesia were surveyed to assess their perception of the organisational impact of IT. Factor analysis, analysis of variance and regression analysis were performed on the data to examine the' range of employee viewpoints. Results showed that there were significant differences among the employees' perception with respect to age, educational level, position in the hotel, and individual income. These findings suggest that even senior management may regard the investment in IT is worthwhile, there may be a divergence of opinion among the employees as to what are the real benefits of IT. In order to fully leverage the potential of their IT investment, managers should pay particular attention to shaping the views of the employees who ultimately determine whether the IT capabilities in an organisation are put to use.

Comparison of Health Risks and Changes in Risks over Time Among a Sample of Lesbian, Gay, Bisexual, and Heterosexual Employees at a Large Firm.

Science.gov (United States)

Mitchell, Rebecca J; Ozminkowski, Ronald J

2017-04-01

The objective of this study was to estimate the prevalence of health risk factors by sexual orientation over a 4-year period within a sample of employees from a large firm. Propensity score-weighted generalized linear regression models were used to estimate the proportion of employees at high risk for health problems in each year and over time, controlling for many factors. Analyses were conducted with 6 study samples based on sex and sexual orientation. Rates of smoking, stress, and certain other health risk factors were higher for lesbian, gay, and bisexual (LGB) employees compared with rates of these risks among straight employees. Lesbian, gay, and straight employees successfully reduced risk levels in many areas. Significant reductions were realized for the proportion at risk for high stress and low life satisfaction among gay and lesbian employees, and for the proportion of smokers among gay males. Comparing changes over time for sexual orientation groups versus other employee groups showed that improvements and reductions in risk levels for most health risk factors examined occurred at similar rates among individuals employed by this firm, regardless of sexual orientation. These results can help improve understanding of LGB health and provide information on where to focus workplace health promotion efforts to meet the health needs of LGB employees.

Hanford Atomic Products Operation monthly report, January 1956

Energy Technology Data Exchange (ETDEWEB)

1956-02-24

This is the monthly report for the Hanford Atomic Laboratories Products Operation, February, 1956. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

The Influences of Transformational Leaderships on Employees Performance (A Study of the Economics and Business Faculty Employee at University of Muhammadiyah Malang)

OpenAIRE

Kamel Saleh Khalifa Elgelal; Noermijati Noermijati

2015-01-01

This study aims at investigating the effect of direct transformational leadership on employee motivation, jobs satisfaction, and employee performance. Then investigating the effect of direct employee satisfaction and motivation on employee job performance and employee's performance, and to know that job satisfaction gives direct influence on employee performance. Than in this study also investigates the influence of indirect transformational leadership on employee performance through employee...

20 CFR 726.202 - Who may underwrite an operator's liability.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Who may underwrite an operator's liability. 726.202 Section 726.202 Employees' Benefits EMPLOYMENT STANDARDS ADMINISTRATION, DEPARTMENT OF LABOR FEDERAL COAL MINE HEALTH AND SAFETY ACT OF 1969, AS AMENDED BLACK LUNG BENEFITS; REQUIREMENTS FOR COAL...

How to measure employee satisfaction

International Nuclear Information System (INIS)

Castillejo, A.

1998-01-01

Competitiveness is impossible without satisfied employees. Excellent organisations base their success on customer loyalty, providing products and services which exceed expectations, which are always increasing. For this reason it is necessary to continually improve the organisation's performance and, therefore the activities which lead to this performance. This is not possible to do without the involvement and commitment of the persons carrying out the activities: employees. The presentation places employee satisfaction within the EFQM Business Excellent Model. The persons most adequate for improving the activities carried out by the organisation are those most familiar with them: employees. To bring this about it is necessary to develop capacities, provide tools necessary for improvement, and provide adequate motivation; indeed, satisfy them. In a society such as today's human resources are the most valuable asset. The aim of the presentation is to introduce the Coopers and Lybrand-Galdano model to measure employee satisfaction, based on the comparison of expectations and perceptions with respect to the organisation. (Author)

The Impact of Motivation on Employees Effectiveness

Directory of Open Access Journals (Sweden)

Andreja Kušar

2014-09-01

Full Text Available Research Question (RQ: How does Motivation Impact Employees Effectiveness? Purpose: The purpose of the study is to determine how motivation contributes to greater work efficiency. Method: Qualitative method was used, specifically, interviews with five individuals, two leaders and three employees in different organizations. Results: The research study provides findings on how motivation affects theeffective work of employees and how employees are encouraged to maximize work motivation. The results also present which demotivating factors are most present at work. Organization: The findings assist management staff to understand their rolein motivating their employees and how much it is important that leaders themselves should be the most motivated. Society: Results show that employee motivation is very important at the workplace. Because of this, employees have to take care of a good work climate within the organization and for good interpersonal relationships with fellow employees. Originality: Certain motivators were ranked differently in the review of literature, because many respondents in this study favored intangible motivating factors before tangible ones. Limitations/further research: The study is limited to employees of different ages, gender and years of service in various organizations. One of the limitations is the time determination, because I was interviewing employees at a specific time (now and not for the past.

Leader dark traits, workplace bullying, and employee depression: exploring mediation and the role of the dark core.

OpenAIRE

Tokarev, Alexandr; Phillips, Abigail; Hughes, David; Irwing, Paul

2017-01-01

A growing body of empirical evidence now supports a negative association between dark traits in leaders and the psychological health of employees. To date, such investigations have mostly focused on psychopathy, nonspecific measures of psychological wellbeing, and have not considered the mechanisms through which these relationships might operate. In the current study (N = 508), we utilized other-ratings of personality (employees rated leaders’ personality), psychometrically robust measures, a...

Added Value of Employee Financial Participation

NARCIS (Netherlands)

Poutsma, F.; Kaarsemaker, E.C.A.; Andresen, M.; Nowak, C.

2015-01-01

This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee

Stimulating Strategically Aligned Behaviour among Employees

NARCIS (Netherlands)

C.B.M. van Riel (Cees); G.A.J.M. Berens (Guido); M. Dijkstra (Majorie)

2008-01-01

textabstractStrategically aligned behaviour (SAB), i.e., employee action that is consistent with the company’s strategy, is of vital importance to companies. This study provides insights into the way managers can promote such behaviour among employees by stimulating employee motivation and by

48 CFR 725.703 - Contractor employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an USAID...

5 CFR 410.303 - Employee responsibilities.

Science.gov (United States)

2010-01-01

... Establishing and Implementing Training Programs § 410.303 Employee responsibilities. Employees are responsible... training needed to improve individual and organizational performance and identify methods to meet those... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee responsibilities. 410.303...

Employee voice and engagement : Connections and consequences

NARCIS (Netherlands)

Rees, C.; Alfes, K.; Gatenby, M.

2013-01-01

This paper considers the relationship between employee voice and employee engagement. Employee perceptions of voice behaviour aimed at improving the functioning of the work group are found to have both a direct impact and an indirect impact on levels of employee engagement. Analysis of data from two

Employee Characteristics as Predictors of Turnover among Female Clerical Employees in Two Organizations

Science.gov (United States)

Mowday, Richard T.; And Others

1978-01-01

Female clerical employees (N=314) in two regional offices of a large insurance company were administered Jackson's Personality Research Form. Turnover data were collected up to eight months following administration of the questionnaire. Relationships were found between employee characteristics and turnover in both samples. (Author)

Employee Perceptions of Their Organization's Level of Emergency Preparedness Following a Brief Workplace Emergency Planning Educational Presentation

Directory of Open Access Journals (Sweden)

Lauren A. Renschler

2016-06-01

Full Text Available A brief emergency planning educational presentation was taught during work hours to a convenience sample of employees of various workplaces in Northern Missouri, USA. Participants were familiarized with details about how an emergency plan is prepared by management and implemented by management-employee crisis management teams – focusing on both employee and management roles. They then applied the presentation information to assess their own organization’s emergency preparedness level. Participants possessed significantly (p < 0.05 higher perceptions of their organization’s level of emergency preparedness than non-participants. It is recommended that an assessment of organizational preparedness level supplement emergency planning educational presentations in order to immediately apply the material covered and encourage employees to become more involved in their organization’s emergency planning and response. Educational strategies that involve management-employee collaboration in activities tailored to each workplace’s operations and risk level for emergencies should be implemented.

Improve employee engagement to retain your workforce.

Science.gov (United States)

Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

2016-01-01

Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

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.

Employee recognition: a key to motivation.

Science.gov (United States)

Magnus, M

1981-02-01

Productivity--why it's low and how to enhance it--is on everyone's mind these days. A major component of productivity is employee satisfaction. If an employee is dissatisfied, feels unappreciated or under-compensated, that employee will not perform to the best of his or her ability. How is the personnel administrator to address this pressing problem? One answer that emerges is employee recognition programs. In many cases, properly run recognition programs can boost awareness of the organization, build employee pride, raise morale and, ultimately, increase productivity. As some of our respondents observed, higher salary is not the best answer. While a larger paycheck is always appreciated, everyone's pride is boosted by a public demonstration of appreciation.

40 CFR 273.36 - Employee training.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...

Diabetes-Related Knowledge and Preventative Practices Among Government Employees with Diabetes in Kuwait

Directory of Open Access Journals (Sweden)

Ahmad J. Abdulsalam

2018-01-01

Full Text Available Objectives: Diabetes mellitus (DM-related knowledge and preventative practices are vital for the successful management of this condition. In Kuwait, few studies have been conducted to evaluate the knowledge and preventative practices of DM patients. This study aimed to assess DM-related knowledge and preventative practices among government employees with DM in Kuwait and to examine associations between DM knowledge, preventative practices and other variables. Methods: This cross-sectional study was conducted in June 2015 and involved 345 employees with DM from 15 government ministries in Kuwait. A self-administered Arabic-language questionnaire was designed to assess DM-related knowledge and preventative practices based on the Diabetes Knowledge Test and the recommendations of the American Diabetes Association, respectively. Results: A total of 312 ministry employees agreed to participate in the study (response rate: 90.4%. The mean age was 45.6 ± 10.6 years. A total of 63.4% were male and 64.1% were Kuwaiti. The median DM knowledge score was 9 out of 14 and the median preventative practice score was 5 out of 14. High knowledge scores were significantly associated with education (β = 1.510; P ≤0.001 and income (β = 0.896; P ≤0.001. High preventative practice scores were significantly associated with income (β = 1.376; P = 0.002, DM duration (β = 0.919; P = 0.026 and knowledge scores (β = 1.783; P = 0.015. Conclusion: Government employees in Kuwait were found to have average DM knowledge and poor preventative practices. It is therefore imperative that policy-makers develop educational and health-promoting campaigns to target government employees with DM in Kuwait.

Prevalence and Risk Factors of Hypertension among Bank Employees in Urban Puducherry, India

Directory of Open Access Journals (Sweden)

S Ganesh Kumar

2014-04-01

Full Text Available Background: There is paucity of information on the prevalence of hypertension and its risk factors among bank employees at global level. Objective: To assess the prevalence and risk factors of hypertension among bank employees in Puducherry, India. Methods: A cross-sectional study was conducted on 192 (128 male and 64 female bank employees from 12 nationalized banks in urban Puducherry, India. Blood pressure was measured and classified according to the Joint National Committee (JNC VII criteria. Data on risk factors of hypertension, including consumption of extra salt while dining, eating high-salt food, junk food, servings of fruits and vegetables, smoking, alcohol use, physical activity, and body mass index, were obtained for each participant using a standard questionnaire. Stress level was assessed by Cohen's Perceived Stress scale. Data was analyzed by Chi-square test and multiple logistic regression analysis. Results: The mean±SD age of the participants was 39.5±10.6 years. The prevalence of hypertension and pre-hypertension was 44.3% (95% CI: 37.2%–51.3% and 41.1% (95% CI: 34.1%–48.1%, respectively. Of 85 participants with hypertension, 47 (55% was known case and 38 (45% were newly diagnosed. Multiple logistic regression analysis revealed that living in the 4th (OR: 3.13 or 6th (OR: 3.11 decade of life, consumption of extra salt (OR: 2.49, and physical activity ≥2 hours per day (OR: 0.21 were associated with hypertension among bank employees. Conclusion: Prevalence of hypertension is high among bank employees. There is a need for strengthening adoption of certain interventional measures in lifestyle such as reducing salt intake and promoting physical activity among this vulnerable group.

Aiding troubled employees: the prevalence, cost, and characteristics of employee assistance programs in the United States.

Science.gov (United States)

Hartwell, T D; Steele, P; French, M T; Potter, F J; Rodman, N F; Zarkin, G A

1996-06-01

Employee assistance programs (EAPs) are job-based programs designed to identify and assist troubled employees. This study determines the prevalence, cost, and characteristics of these programs in the United States by worksite size, industry, and census region. A stratified national probability sample of more than 6400 private, nonagricultural US worksites with 50 or more full-time employees was contacted with a computer-assisted telephone interviewing protocol. More than 3200 worksites responded and were eligible, with a response rate of 90%. Approximately 33% of all private, nonagricultural worksites with 50 or more full-time employees currently offer EAP services to their employees, an 8.9% increase over 1985. These programs are more likely to be found in larger worksites and in the communications/utilities/transportation industries. The most popular model is an external provider, and the median annual cost per eligible employee for internal and external programs was $21.83 and $18.09, respectively. EAPs are becoming a more prevalent point of access to health care for workers with personal problems such as substance abuse, family problems, or emotional distress.

Work environments for employee creativity

OpenAIRE