Cortisol levels, burnout and engagement in university employees

OpenAIRE

Ortiz-Valdés, Juan A.; Vega-Michel, Claudia

2009-01-01

People’s psychological relationship with work can be conceptualized as a continuum ranging from negative experiences of professional burnout to positive experiences, known as engagement. A retrospective ex post facto study was carried out for the purpose of exploring and measuring the degree of relation of professional burnout and job engagement to cortisol levels and the filing of claims for medical costs among university employees. One hundred ninety-nine subjects participated. A weak posit...

Employee Reward Systems in Organizations

Directory of Open Access Journals (Sweden)

Došenović Dragana

2016-06-01

Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.

Employee Information Management System (EIMS)

Data.gov (United States)

US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

Managerial Systems as Measures of Quality Management in Universities in Uganda

Science.gov (United States)

Neema-Abooki, P.

2014-01-01

This paper envisions that, since universities are basically consent organizations university management has an obligation to processes that engender total participation and passion of all employees. This study aimed at delving into management stances at universities. It based on Likert's systems of management, which depict the total organization…

A fuzzy ANP application for prioritizing the productivity factors based on university employees' counterproductive behaviors

Directory of Open Access Journals (Sweden)

Zahra Alipour Darvishi

2014-07-01

Full Text Available Measuring the relative efficiency of employee plays essential role on the success of any organization including universities. In this paper, we present a survey to detect and to prioritize important factors influencing on the productivity of employees who work for one of Iranian universities located in city of Tehran, Iran. The study also uses analytical network process to prioritize the factors. Based on the results of our survey, we have categorized effective productivity factors into three groups of research, educational and administration groups. In our survey, coherence and unity with no dispersion of the employee's duties, systematic job rotation and correct design communication job are among the most important factors influencing on employees’ productivity.

High prevalence of sedentary risk factors amongst university employees and potential health benefits of campus workplace exercise intervention.

Science.gov (United States)

Alkhatib, Ahmad

2015-01-01

Sedentariness and physical inactivity are often reported within white-collar workers, including university campus employees. However, the prevalence of the associated sedentary risk factors and risk reduction intervention strategies within a university campus workplace are less known. This study investigates whether the prevalence of sedentary risk factors within university campus employees could be reduced with a campus based exercise intervention. 56 UK university employees (age = 50.7 ± 10.2, stature = 1.68.8 ± 8.6, body mass = 73.9 ± 15.1) were tested for body mass index (BMI), systolic blood pressure (SBP), diastolic blood pressure (DBP) and maximal cardiorespiratory capacity (V̇O2max). The prevalence was analyzed across genders and job roles. An exercise intervention followed for the sedentary employees involving walking and running for 25 min twice/week for 10 weeks at an intensity corresponding to individual's ventilatory threshold (VT). The university workplace demonstrated a prevalence of higher BMI, SBP and DBP than the recommended healthy thresholds, with gender having a significant effect. Males' BMI, SBP and DBP were higher than in females (p employees have a high prevalence of sedentary risk factors across different genders and job roles. These risks can be reduced by an exercise-based intervention administered within the campus workplace, which should be considered in university workplace policies.

An exploration of physical activity and wellbeing in university employees.

Science.gov (United States)

Cooper, Kay; Barton, Gillian C

2016-05-01

The aim was to explore levels of physical activity (PA) and mental wellbeing in university employees, as well as barriers to and incentives for workplace PA. An electronic survey was distributed to all staff at one UK university. The survey consisted of a PA stages of change questionnaire, an international PA questionnaire (short-form), the Warwick-Edinburgh Mental Well-being Scale (WEMWBS), questions on perceived barriers to and incentives for workplace PA, questions on methods of enhancing employee wellbeing and demographics. A self-selected sample participated in two focus groups to explore key themes arising from the survey. Descriptive statistics were reported for survey data; associations between PA and wellbeing were tested for using Kruskal-Wallis with post hoc Mann-Whitney. Descriptive, thematic analysis was performed on focus group transcripts. A total of 502 surveys were completed (34% response rate); 13 staff participated in focus groups. In all, 42% of the sample reported PA below the recommended guideline amount. Females were less active than males (p wellbeing. University staff demonstrate PA levels and a relationship between PA and wellbeing similar to the general population. Carefully designed strategies aimed at enhancing PA and wellbeing in university staff are required. The specific cultural and other barriers to workplace PA that exist in this setting should be considered. These results are being used to inform PA and wellbeing interventions whose effectiveness will be evaluated in future research. © Royal Society for Public Health 2015.

The remuneration system and motivation of employees

OpenAIRE

MATEJOVÁ, Petra

2013-01-01

The remuneration system and motivation of employees are very important part of every company. It is very resisting in how the system is adjusted and if it works not only for company, but for employees as well. The remuneration system together with motivation of employees are better matching with all the processes in company, which are in progress in the company, the final result can be taken for the employees as bigger motivation for the work and they will be worked more effectively, which is...

The Impact of Occupational Stress on University Employees' Personality

Science.gov (United States)

Ahmad, Nawaz; Ashraf, Muhammad

2016-01-01

This study is an effort to understand the impact of occupational stress which is classified into four constructs i.e. pressure at work, support at work, job satisfaction, and nature of job, on the personality of employees working in public as well as private sector universities. To conduct the study, a survey questionnaire was floated to six…

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...

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

International Nuclear Information System (INIS)

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

2010-01-01

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

Role Stress, Interrole Conflict, and Job Satisfaction among University Employees: The Creation and Test of a Model

Science.gov (United States)

Love, Keisha M.; Tatman, Anthony W.; Chapman, Benjamin P.

2010-01-01

Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created…

Analysis of the Effect of Information System Quality to Intention to Reuse of Employee Management Information System (Simpeg Based on Information Systems Success Model

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Suryanto Tri Lathif Mardi

2016-01-01

Full Text Available This study examines the effect of Information Quality, Systems Quality and Service Quality on the user intention to reuse Employee Management Information System (SIMPEG in University in the city of Surabaya, based on the theoretical foundation of DeLone and McLane Information Systems Success (ISS Model. The distribution of questionnaire was conducted to 120 employees of different universities by means of stratified random sampling. The results showed that: (1 there is a significant positive effect of the System Quality on the Quality of Information, (2 there is a significant positive effect of the Information Quality on the Intention to Reuse, information related to the fulfillment of the user’s needs; (3 there is a significant positive effect of the Quality of the Intention on system re-use, the system related to the fulfillment of the needs of users; (4 there is no effect of the Quality of Service to the Intention to Reuse. In the end, the results of this study provide an analysis and advice to The University officials that can be used as a consideration for Information Technology/Information System investment and development in accordance with the Success of Information System and Intention to Reuse model.

College and University Employee Retirement and Insurance Benefits Cost Survey, 1992.

Science.gov (United States)

Teachers Insurance and Annuity Association, New York, NY. College Retirement Equities Fund.

This report, the eighth in a regular biennial survey series, provides standardized comparative information on expenditures by colleges and universities for employee retirement and insurance benefits in 26 tables and 5 charts. The data, collected in 1992 from 577 institutions, reflect information supplied for either fiscal or calendar year 1981.…

College and University Employee Retirement and Insurance Benefits Cost Survey, 1990.

Science.gov (United States)

Teachers Insurance and Annuity Association, New York, NY. College Retirement Equities Fund.

This report, the seventh in a regular biennial survey series, provides standardized comparative information on expenditures by colleges and universities for employee retirement and insurance benefits in 25 tables and 5 charts. The data, collected in 1990 from 634 institutions, reflect information supplied for either fiscal or calendar year 1989.…

Work characteristics and determinants of job satisfaction in four age groups: university employees' point of view.

NARCIS (Netherlands)

Bos, J.T.; Donders, N.C.G.M.; Bouwman-Brouwer, K.M.; Gulden, J.W.J. van der

2009-01-01

PURPOSE: To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups. METHODS: A cross-sectional questionnaire was filled in by 1,112 university employees, classified into four age groups. (a) Work characteristics were

Business Condition of the Employees in the Hacettepe University Library

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Ali Naci Yildiz

2008-12-01

Full Text Available AIM: This study aimed to determine the problems regarding business life and the level of job satisfaction of the employees in the Hacettepe University Library. METHODS: The cross sectional charactered universe is composed of 57 people working in the Hacettepe University Library (Clinical Medicine Center Library and Beytepe Center Library, 43 of these (75,4% are in the coverage of the study. The questionnaire forms were given out in January 2007 and taken the day after by the unit chiefs. RESULTS: The average age of the study group is 37,41±7,11. Many of these are (69,8% women, %67,5 educated in the university and upper than university, 34,8% are librarian. The basis problems with regard to working positions are reiterative jobs, causing backache, working continously sitting, with regard to working and working place conditions are dust, monotonous job and few payment. 92,5% of the study group content or mostly content working, 64,1% their jobs, 57,5% presently doing job, 59% working at their present working places. The frequency of unsatisfaction with their jobs is more in the Beytepe Center Library employees compared with the Clinical Medicine Center Library. It is determined that the frequency of unsatisfaction with their present jobs and working places is higher among the participants young than 40 years compared with the participants who are 40 years or older than 40 years. Among the participants regarding reiterative jobs as problems, the frequency of unsatisfaction with their present jobs and working places is more than among the participants not regarding. CONCLUSION: The actions directed to solve the determined problems would contribute to enhancing effort of the job satisfaction and the efficiency. [TAF Prev Med Bull 2008; 7(6.000: 509-514

The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

Science.gov (United States)

Fard, Parastoo Gashtasebi; Karimi, Fariba

2015-01-01

This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

[Development and Implementation of a Comprehensive Health Management System (Fit for Work and Life) for Employees of a University Hospital - A Practice Report].

Science.gov (United States)

Gutenbrunner, C; Egen, C; Kahl, K G; Briest, J; Tegtbur, U; Miede, J; Born, M

2017-07-01

Background: Due to the increase of sick leave, prolonging working life and the prediction of shortage of skilled workers in the future, health management systems are continuously gaining importance. Employees in a University Hospital are exposed to particular stress factors, which are also reflected in a higher than average amount of sick leave. Against this background, the project "Fit for Work and Life" (FWL) was developed and implemented by the Hannover Medical School (MHH). Aims: FWL aims to maintain, improve or recover the work ability of employees by offering both preventive and rehabilitative treatments. A second goal is to significantly reduce the days of sick leave. Methods: The project was jointly developed and implemented by five MHH departments and the DRV Braunschweig-Hannover (DRV BS-H) according to previously defined principles. It was scientifically evaluated by the following outcomes: average days of sick leave, work ability (WAI), quality of life (SF-36, WHOQOL), coping strategies (FERUS) and effort-reward imbalance (ERI). Results and Conclusions: So far, this project is unique in its concept. It has been successfully implemented in the organisational structures of the MHH. 376 employees have registered during the first project year. Up to now, 182 participants have completed their individual programmes. The results show that 60.4% of employees have moderate to poor WAI values. The average of the mental summary scale of the SF-36 was 44.9, indicating a high workload. © Georg Thieme Verlag KG Stuttgart · New York.

Coworking as a Career Strategy: Implications for the Work and Family Lives of University Employees

Science.gov (United States)

Sweet, Stephen; Moen, Phyllis

2004-01-01

This study of 276 couples compares coworking couples, which means both partners work for the same university, with noncoworking couples, those couples in which only one partner is employed at a university. Among the employees at the two universities studied, one in seven dual-earner couples cowork. These couples are more educated and are less…

29 CFR 1910.165 - Employee alarm systems.

Science.gov (United States)

2010-07-01

... OCCUPATIONAL SAFETY AND HEALTH STANDARDS Fire Protection Other Fire Protection Systems § 1910.165 Employee... notification to assigned personnel whenever a deficiency exists in the system. The employer shall assure that... 29 Labor 5 2010-07-01 2010-07-01 false Employee alarm systems. 1910.165 Section 1910.165 Labor...

Ludopathy and the employees at saint bonaventure university, Medellín branch, Colombia, 2010

OpenAIRE

Cano Bedoya, Victor Hugo; Universidad de San Buenaventura; Pérez Pérez, Jorge Arturo; Universidad de San Buenaventura, Medellín - Colombia

2010-01-01

This current article consists of a description of the use of game of chance and videogames, by the students, instructors, and employees at saint Bonaventure University, Medellin Branch and its relationship with both medical and psychological dimensions, which include variables like the following: concentration difficulties, change of mood, physical discomfort, preference of games to sports, and relaxed atmosphere as it is produced by games. In this true stage, the results with employees are s...

The effects of HRM practices and antecedents on organizational commitment among university employees

NARCIS (Netherlands)

Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

2006-01-01

This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in the separatist faculty decentralization, compensation,

Combat Systems Department Employee Recognition System

National Research Council Canada - National Science Library

1996-01-01

This handbook contains two types of information: guidelines and instructions. The guidelines provide a foundation of purpose, assumptions, principles, expectations and attributes the Employee Recognition System is designed to reflect...

SYSTEM OF COMPLEX EVALUATION OF ADMINISTRATIVE STAFF IN THE UNIVERSITY: PRACTICE AND FEATURES

Directory of Open Access Journals (Sweden)

E. V. Myalkina

2018-01-01

Full Text Available Introduction: the problem of assessing the administrative staff of an educational organization of higher education is becoming increasingly important, as the competence, effectiveness and loyalty of staff is becoming an increasingly important factor and competitive advantage in the face of financial and resource constraints in the activities of universities. Traditional approaches to assessing the performance of employees give way to individual accounting of achievements and flexible regulation of material incentives for each employee.Materials and Methods: the article summarizes the experience and methods of personnel assessment as a key factor in the implementation of personnel policy and optimization of the personnel management system; the review of already applied methods of an estimation of scientific and pedagogical workers of high school is presented; a description of the methodology for a comprehensive assessment of the effectiveness of the administrative and management staff of the university, based on performance indicators and job descriptions, as well as performance and effectiveness indicators (KPI.Results:  the article presents the results obtained in the implementation of the pilot project for the comprehensive assessment of the administrative staff of the Minin University, a system for assessing administrative personnel is described, taking into account the quality of the execution of job descriptions and the performance indicators of each employee. Based on the evaluations of employees, an assessment of the structural units was carried out.Discussion and Conclusions: based on the results of the pilot project, a set of methods for assessing personnel in the personnel work system of the university is proposed, which ensures the quality, efficiency, loyalty and systematic individual development of the university staff. The assessment of the administrative and managerial staff allows us to conclude that this methodology can be used

Knowledge and practices about hospital waste disposal and universal safety precautions in class IV employee.

Science.gov (United States)

Megha, Khobragade; Daksha, Pandit

2013-01-01

Norms and guidelines are formed for safe disposal of hospital waste but question is whether these guidelines are being followed and if so, to what extent. Hence, this study was conducted with objective to study the knowledge and practices about hospital waste disposal and universal safety precautions in class IV employee and to study its relationship with education, occupation and training. A cross-sectional study was carried out in a teaching hospital in Mumbai using semi-structured questionnaire in which Class IV employee were included. Questionnaire was filled by face to face interview. Data were analyzed using SPSS. 48.7% Class IV employee were not trained. More than 40% were following correct practices about disinfection of infectious waste. None of the respondents were using protective footwear while handling hospital waste. Only 25.5% were vaccinated for hepatitis B. 16% had done HIV testing due to contact with blood, body fluid, needle stick injury. Knowledge and practices about hospital waste disposal and universal precaution were statistically significant in trained respondents. Training of employees should be given top priority; those already in service should be given on the job training at the earliest.

The effects of HRM practices and antecedents on organizational commitment among university employees

NARCIS (Netherlands)

Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

2006-01-01

This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004 Stiles, D. 2004. Narcissus Revisited: The Values of Management Academics and their Role in Business

Implementation of Mamdani Fuzzy Method in Employee Promotion System

Science.gov (United States)

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

2018-01-01

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

Internal Branding in Universities and the Lessons Learnt from the Past: The Significance of Employee Brand Support and Transformational Leadership

Science.gov (United States)

Sujchaphong, Narissara; Nguyen, Bang; Melewar, T. C.

2015-01-01

The paper reviews the literature on the concept of internal branding and its effects in the service sector in general, as well as in UK universities. In addition, the concept of employee brand support is reviewed, discussing the influence of leadership characteristics on internal branding in universities. Employee brand support is a crucial…

The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes

NARCIS (Netherlands)

van de Voorde, F.C.; Beijer, Susanne

2015-01-01

Although research has shown that the use of high-performance work systems (HPWS) is associated with employee outcomes, our knowledge of the meanings employees attach to HPWS systems and how these shape employee outcomes is still limited. This study examines the signalling impact of enacted HPWS on

Employee benefits in terms of accounting and taxation system

OpenAIRE

ŠÍMA, Pavel

2017-01-01

The theme of this bachelor thesis is Employee benefits in terms of accounting and taxation system. Some companies also include non-monetary bonuses as a way of rewarding their employees. Employee benefits substantially affect satisfaction, loyalty and motivation of all employees. The popularity of employee benefits is also supported by the effort of the companies to optimise taxes, which is the outcome of employee benefits. The main goal was to characterise employee benefits and to explain it...

Effects of an Employee Wellness Program on Physiological Risk Factors, Job Satisfaction, and Monetary Savings in a South Texas University

Science.gov (United States)

Hamilton, Jacqueline

2009-01-01

An experimental study was conducted to investigate the effects of an Employee Wellness Program on physiological risk factors, job satisfaction, and monetary savings in a South Texas University. The non-probability sample consisted of 31 employees from lower income level positions. The employees were randomly assigned to the treatment group which…

The Effect of strategic leadership and empowerment on job satisfaction of the employees of Guilan University

Directory of Open Access Journals (Sweden)

Mostafa Ebrahimpour Azbari

2015-12-01

Full Text Available The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

The system of employees motivation in a selected company

OpenAIRE

BEEROVÁ, Petra

2014-01-01

The system of employees motivation in a selected company is the title of this thesis that closely analyzes the system of employees motivation in a selected company and outlines some suggestions that could improve the management and performance in this area. Moreover, the focus is placed towards the motivation of employees in the workplace.

Employee Satisfaction in Hospitals with Afilasyo; Sample of Training and Research Hospital of University of Mugla Sitki Kocman

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Nazli Ülger

2016-01-01

Full Text Available Aim: To determine the factors of which affect the employee satisfaction and has a an important role in giving qualified and efficient servise in Mugla Sitki Koçman University Training and Research Hospital where affiliation is applied. Material and Method: Questionnaire form was made to Mugla Sitki Koçman University Training and Research Hospital employees. The data in the research taken from the questionnaires were transferred to SPSS for analysis. As statistical analysis; reliability analysis and comparative analysis of the average one way analysis of variance (ANOVA analysis was performed. Results: According to results, verbal, mobbing and physical every kind of effect on burn out dimensions and unsatisfied, emotional exhaustion and depersonalization. Additionally, these conditions, has directly effect on job satisfaction and working cooperation. Discussion: There is burn out syndrome between health employees’ different dimensions and levels. As a result, contribute directly to beter patient services will be, it is suggested pay attenion to improve working conditions and welfare of health employees, highlight the importance the employees in terms of institutions and community and development of social status of employees.

Development of decision support system for employee selection using Adaptive Neuro Fuzzy Inference System

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‘Azzam Abdullah

2018-01-01

Full Text Available The number of children day care is increasing from year to year. Children day care is categorized as service industry that help parents in caring and educate children. This type of service industry plays a substitute for the family at certain hours, usually during work hours. The common problems in this industry is related to the employee performance. Most of employees have a less understanding about the whole job. Some employees only perform a routine task, i.e. feeding, cleaning and putting the child to sleep. The role in educating children is not performed as well as possible. Therefore, the employee selection is an important process to solve a children day care problem. An effective decision support system is required to optimize the employee selection process. Adaptive neuro fuzzy inference system (ANFIS is used to develop the decision support system for employee selection process. The data used to build the system is the historical data of employee selection process in children day care. The data shows the characteristic of job applicant that qualified and not qualified. From that data, the system can perform a learning process and give the right decision. The system is able to provide the right decision with an error of 0,00016249. It means that the decision support system that developed using ANFIS can give the right recommendation for employee selection process.

Designing the organizational creativity based on job characteristics and job involvement among physical education units’ employees of Technology University

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Seyed Hossein Alavi

2017-10-01

Full Text Available The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts and construct validity. The research results were analyzed by Partial Least Square (PLS and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41. However, the job characteristics of autonomy (0.26 and job feedback (.024 had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

Employee motivation in Product-Service-System providers

DEFF Research Database (Denmark)

Kreye, Melanie

2016-01-01

This research investigates how intrinsic and extrinsic motivation factors contribute to employee motivation in providers of Product-Service Systems (PSS). Employee motivation determines the quality of the delivered service and is thus an area of great importance for PSS providers. We present rich...... case-based data collected through semi-structured interviews, a survey and secondary sources. The analysis showed the particularly high importance of intrinsic and individual motivation factors such as the fulfilling nature of the work and skill development showing the ownership and pride service...... employees took in their work. Further, the organisation needs to set the context of high employee motivation by enabling flexibility and performance feedback. Our research contributes to the literature by providing a first empirical study of employee motivation in PSS providers and thus providing important...

Examining Herzberg's Theory: Improving Job Satisfaction among Non-Academic Employees at a University

Science.gov (United States)

Smerek, Ryan E.; Peterson, Marvin

2007-01-01

This study reports the results of a survey of 2700 employees in business operations at a large public, research university. The analysis tests Herzberg et al.'s ("1959") well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics on perceptions of the work environment and job…

Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University.

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J Y Eng

Full Text Available Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university.In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model.The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001. There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001. The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001 and 0.56 mmHg/year (p<0.001, respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period.This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.

Radio Frequency Identification (RFID) Based Employee Attendance Management System

Science.gov (United States)

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

2018-02-01

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

Effective e-Training: Using a Course Management System and e-Learning Tools to Train Library Employees

Science.gov (United States)

See, Andrew; Teetor, Travis Stephen

2014-01-01

In the summer of 2012, the University of Arizona Libraries implemented an online training program to effectively train Access Services staff and student employees at a large academic research library. This article discusses the program, which was built using a course management system (D2L) and various e-Learning software applications (Articulate…

Matching People and Jobs: Value Systems and Employee Selection.

Science.gov (United States)

Heflich, Debra L.

1981-01-01

Offers strategies, based on six value systems, to reduce employee turnover. Maintains that understanding the value systems of people as they relate to jobs is the key to improving the selection process, and that employees should be chosen in accordance with how well their value systems match their work and work environments.

Work-family conflict and well-being in university employees.

Science.gov (United States)

Winefield, Helen R; Boyd, Carolyn; Winefield, Anthony H

2014-01-01

This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. Work-family conflict added substantially to the explained variance in physical symptoms and psychological strain after taking account of job demands and control, and to a lesser extent to the variance in job performance. However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.

THE QUALITY MANAGEMENT SYSTEM AT THE UNIVERSITY. PROBLEMS IN IMPLEMENTING

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L. I. Nazina

2014-01-01

Full Text Available Summary. Beginning of the XXI century marked the active integration of Russia and the world community, including entry into the world educational space. The international activities of the leading universities of the country depends on the level of cooperation with foreign countries in the field of scientific and educational activities. Today topical issue recognition of the quality of Russian education abroad. One way to confirm this is the certification of the quality management system of the university. As long-term, mostly foreign experience, achieving the required level of quality and continue to improve the most productive is accomplished by implementing a quality management system in accordance with ISO 9000. In the modern system of higher education a lot of attention paid to quality, to ensure the competitiveness of the institution in the education market by training qualified specialists. Implementation of the quality management system is to move the university to process management prepared in accordance with approved and enacted by the QMS documents. Workplaces should determine the duties, powers and responsibilities of each employee within the quality management system, develop and implement the job descriptions, staff verify documented procedures. Implementation of the certification must be accompanied by specific and persistent administration by management in conjunction with the training and retraining of all managers and employees involved in the work on the implementation of the QMS in the organization. This article describes the goals, objectives in the formation and implementation of QMS in higher education arising from this problem and barriers (information, methodological, psychological, multiple ways to address them.

Evaluation of lifestyle risk factors and job status associated with back injuries among employees at a mid-western university.

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Bidassie, Balmatee; McGlothlin, James D; Mena, Irene; Duffy, Vincent G; Barany, James W

2010-01-01

For decades the literature has shown an association between work-related risk factors and back injuries among employees. However, only recently, there is a growing body of literature that suggests lifestyle risk factors may also be associated with back injuries. The purpose of this research was to determine if selected lifestyle risk factors are associated with a greater risk of back injuries. Further, there may be an association between job status and incident reporting, lost workdays cases and workers' compensation (WC) paid for back injuries among university employees. Aggregate data from a Health Risk Assessment (HRA) questionnaire were used to analyze 6053 university employees for lifestyle risk factors associated with back injuries. Of the total sample, 57% (n=3471) were female; 46% (n=2778) worked as clerical or service staff; and the mean age was 45years. Pearson chi-square (chi(2)) analyses indicate that job status (chi(2)=307.07, df=4, pOSHA) 300 logs and WC claims data paid for back injuries supported the finding that clerical or service staff had the greatest risk of back injuries. Based on the results of this study, there appears to be an association between lifestyle risk factors, job status and back injuries among university employees. We believe our evaluation approach may be used to study other work populations to verify the outcomes observed in this study.

New developments in employee assistance programs.

Science.gov (United States)

White, R K; McDuff, D R; Schwartz, R P; Tiegel, S A; Judge, C P

1996-04-01

Employee assistance programs have developed from alcoholism assessment and referral centers to specialized behavioral health programs. Comprehensive employee assistance programs are defined by six major components: identification of problems based on job performance, consultation with supervisors, constructive confrontation, evaluation and referral, liaison with treatment providers, and substance abuse expertise. Other services have been added as enhancements to the basic model and include managed behavioral health activities and professional assistance committees, which provide services for impaired professionals and executives. Recent developments in the field are illustrated through examples from the experience of the employee assistance program at the University of Maryland Medical System in Baltimore.

Job stress and its related factors in accountant employees of Qazvin University of Medical Sciences

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S. Khoeniha

2011-07-01

Full Text Available Background and aims Job stress is defined as the harmful physical and emotional responses that occur when job requirements do not match the capabilities¸ resources ¸and needs. This factor can negatively influence worker’s mental and physical health and also decrease organizations productivity and success. Thus the aim of present study was to investigate the job stress and its related factors in accountant employees of Qazvin University of Medical Sciences in 1388.   Methods This study was a descriptive (cross-sectional research in which the sampling population included 80 accountant employees that were selected with census. The severity of job stress and its related factors were determined using a researcher-made questionnaire consisting of 36 items that validated by content validity. The reliability was also measured by test-retest (d=0/90 methods. Data was analyzed by descriptive analysis.     ResultsThe severity of job stress in most of accountant employees (%46/25 was in high level .There was a Significant relationship between severity of job stress and employees sex ¸ age and work record (p<0.001 . The higher job stress was experienced by women and employees with thelower age work record . Among different occupational stress variables, the most important factor that caused job stress was workload of the role (M=70/22. Conclusion With regard to the severity of job stress in accountant employees, it is necessary for organizational managers and policy makers to implement a protective strategy for prevention or alleviate longitudinal negative consequences of job stress in employees.

Perception of the university as an employer among young potential employees

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Baruk Agnieszka Izabela

2016-09-01

Full Text Available The article is theoretical-empirical in character. It presents issues associated with the external image of the university as an employer. In the theoretical part the views of various researchers presented in literature on the subject, concerning among others the employer’s image and its determinants, are analysed. It is emphasized that up till now the aspects of image (including aspects associated with the external image in case of universities as one of key service providers serving an important function in the society haven’t been analysed too much. In the empirical part of the article based on the results of primary research the manner of perception of the university as an employer by one of the segments of potential employees, namely young people entering the labour market, is identified and analysed. 4 research hypotheses were subject to empirical verification. They were formulated with regard to associations of the respondents with a university as an employer. It turned out that universities are associated mainly with an employer guaranteeing opportunities for development and self-realization. At the same time associations with an employer guaranteeing high salary, feeling of stability, or high social prestige are comparably less significant. Thus, 3 research hypotheses haven’t been confirmed and one of them can be confirmed. This constitutes an important hint for universities as employers, making it easier for them to take coherent and complex image-related action.

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

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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.

Colorectal Cancer Screening: Knowledge, Perceived Benefits and Barriers, and Intentions among College and University Employees

Science.gov (United States)

Bajracharya, Srijana M.; Wigglesworth, Janet K.

2013-01-01

Background: Early detection through routine screening is critical in reducing the incidence rate of colorectal cancer (CRC). Purpose: The purpose of this study was to examine college and university employees' knowledge of CRC issues, their perceptions of the benefits of and barriers to CRC screening, and their intentions toward it. Methods: This…

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…

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

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Made Arya Budhi

2017-07-01

Full Text Available Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need a computer system that helps decision-making is a group decision support system (GDSS determination of the best employees in the hotel Lombok Garden.Group decision support system developed in this study using TOPSIS (Technique For Order Preference By Similiarity To Ideal Solution and Borda to assist decision-making group. TOPSIS method is used for decision-making in each appraiser, while the Borda method used to combine the results of each assessor's decision so as to obtain the final result of the best employees in Lombok Garden.Based on the final result of the system of determination of the best employees in the form of a ranking of the final value of each employee. The highest value will be used as a recommendation as the best employee at Lombok Garden.

Bully University? The Cost of Workplace Bullying and Employee Disengagement in American Higher Education

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Leah P. Hollis

2015-06-01

Full Text Available Workplace bullying has a detrimental effect on employees, yet few studies have examined its impact on personnel in American higher education administration. Therefore, two central research questions guided this study: (a What is the extent of workplace bullying in higher education administration? and (b What is the cost of workplace bullying specifically to higher education administration? Participants from 175 four-year colleges and universities were surveyed to reveal that 62% of higher education administrators had experienced or witnessed workplace bullying in the 18 months prior to the study. Race and gender were not parameters considered in the sample. A total of 401 (n = 401 higher education respondents completed the instrument from various departments on a campus: academic affairs, student affairs, athletics, development/advancement, admissions/financial aid, information technology, arts faculty, sciences faculty, and executives. Employment disengagement served as the theoretical lens to analyze the financial cost to higher education when employees mentally disengage from organizational missions and objectives. With this lens, the study examined staff hours lost through employee disengagement and the associated costs.

The Nuclear Employee Data System (NEDS)

International Nuclear Information System (INIS)

Elliott, J.M.

1985-01-01

The Nuclear Employee Data System (NEDS) is a centralized, dedicated, computer-based information management system designed to provide participating utilities with information that allows them to grant unescorted access to transient workers. The ability to access security-related information on individuals is one of the most important features of the NEDS. This paper discusses the sponsorship, management, system development activities, and system configuration and provides a cost/benefit ratio

5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

Science.gov (United States)

2010-01-01

... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

What is the social gain from competency management? The employees' perception at a Brazilian public university

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Guilherme Busch Rocha

Full Text Available Abstract In the present global scenario of strong competitive edge, the Human factor had its relevance enhanced, presenting itself as a key element to enhance organizations' flexibility and performance. Since the 1990s, one of the most widespread and studied Human Resources practices has consisted of the Management Model by Competency, that innovated by changing the "position" reference to the "people" element. Therefore, this paper tries to investigate what are the elements that influence the employees' perception of social gain within an establishment that had taken on the competency management model. This is a quantitative work with survey methodology. The sample consists of 422 employees of a Brazilian public university that had implanted the competency model in 2011. The questionnaire, available in an online environment, used the dimensions developed by Sarsur (2007. The relationships between the actions on corporate education, wage move, career move, managerial positions held, workplace and seniority (independent variables with the perception employees have of social gain (dependent variables were analyzed through non parametric statistical techniques. The results indicate that the employees' perception of social competency gains in the model displays an essentially utilitarian nature. Namely, just the benefited employees demonstrated higher rankings of perception regarding the new proposal.

Health-related quality of life of employees of a public university

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María Olga Quintana Zavala

2016-06-01

Full Text Available Introduction: Health-related quality of life is the level of perception that people having of their subjective well-being, considering their health, with measures of physical and mental well-being. Aim: to determine the level of health-related quality of life of employees of a public university of Hermosillo, Mexico. Methodology: quantitative study, transversal and comparative. The sample consisted of 62 participants. Data collection instrument: Questionnaire of biosociodemographic variables and work, and SF 36. The IBM SPSS version 22 was used for the statistical analysis. The U Mann-Whitney test was used to compare two groups, and Spearman correlation was utilized to explore correlations between variables. The significance level admitted was 0.05. We had the support of the University Ethics Committee and an informed consent was elaborated. Results: 51.6% were men, mean age and age were 45.5 (SD = 10.3 and 17.2 (SD = 9.4 respectively, 40.3% perform administrative activities, 75.8% consumed tobacco. The dimension physical role was the best evaluated with an average of 96.8 (SD = 17.8 and general health was the one that had the lowest average with 73.4 (SD = 14.2, tobacco consumption and physical role are related (p = 0.0210, physical function (p = 0.0261 and social function (p = 0.0466 showed differences by sex. Conclusion: most of the dimensions of the health-related quality of life of employees are within the parameters of normality. However, the need for an intervention from the employees’ health services is evident, here the health team may contribute to increasing aspects of occupational health.

Typical occupational accidents with employees of a university hospital in the south of Brazil: epidemiology and prevention.

Science.gov (United States)

Sêcco, Iara Aparecida de Oliveira; Robazzi, Maria Lúcia do Carmo Cruz; Shimizu, Denise Sayuri; Rúbio, Márcia Maria da Silva

2008-01-01

Descriptive epidemiologic study that aimed to analyze the typical occupational accidents notified by employees of a university hospital in the South of Brazil from 1997 to 2002, and to estimate their risk indicators. A total of 717 accidents were registered; 86% of them (616) were typical and presented an annual average risk coefficient of 6.0 per 100 employees. The groups that presented more risks for accidents were cooks, woodworkers and nursing auxiliaries, while hands were the most affected area. Regarding the accidents nature, the greatest risks involved biological material. Hence, it is necessary to orient personnel about the legal aspects of occupational accidents and review work processes, especially those related to employees who perform activities at greater risk of transmissible diseases like AIDS and hepatitis B and C.

Factors related to gender differences in toothbrushing among Lithuanian middle-aged university employees.

Science.gov (United States)

Sakalauskienė, Zana; Vehkalahti, Miira M; Murtomaa, Heikki; Mačiulskienė, Vita

2011-01-01

BACKGROUND AND OBJECTIVES. Many previous studies showed clear gender differences in the percentages of adults reporting toothbrushing more than once a day. This study evaluated the factors determining gender differences in toothbrushing among Lithuanian middle-aged university employees. MATERIAL AND METHODS. A questionnaire survey was anonymously conducted among 35- to 44-year-old employees (n=862) of four universities in Lithuania in 2005. The response rate was 64% (n=553). Data covered toothbrushing frequency, habitual dental attendance, dental health attitudes and knowledge, and subject's background information. RESULTS. Of all respondents, 68% reported brushing their teeth more than once a day (73% of women and 49% of men, Pimportant to them and poor oral health as injurious to general health. Of all respondents, 44% indicated that "Lack of time is the main reason for incomplete oral self-care" (61% of men and 40% of women, Pimportance of good dental health to them (OR, 1.6; 95% CI, 1.1-2.4; P=0.02) among women and statement that "Poor oral health can be injurious to general health" (OR, 2.6; 95% CI, 1.2-5.5; P=0.01) and checkup-based habitual dental attendance (OR, 2.4; 95% CI, 1.0-5.9; P=0.06) among men. CONCLUSIONS. Due to different determinants affecting toothbrushing frequency among men and women, different oral health motivation programs by gender should be developed.

Consolidating the University Career Service System in Taiwan

Science.gov (United States)

Ho, Hsuan-Fu; Hu, Tien-Ling

2017-01-01

The university graduate unemployment rate reached a record high of 6% in 2009 in Taiwan; paradoxically, business managers complained that they could not find enough qualified employees. The mismatch between knowledge taught in universities and the requests of the job market has been criticized as the main reason for the escalation of the…

An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees

Science.gov (United States)

Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

2008-01-01

Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional…

Employee choice of consumer-driven health insurance in a multiplan, multiproduct setting.

Science.gov (United States)

Parente, Stephen T; Feldman, Roger; Christianson, Jon B

2004-08-01

To determine who chooses a Consumer-Driven Health Plan (CDHP) in a multiplan, multiproduct setting, and, specifically, whether the CDHP attracts the sicker employees in a company's risk pool. We estimated a health plan choice equation for employees of the University of Minnesota, who had a choice in 2002 of a CDHP and three other health plans--a traditional health maintenance organization (HMO), a preferred provider organization (PPO), and a tiered network product based on care systems. Data from an employee survey were matched to information from the university's payroll system. Chronic illness of the employee or family members had no effect on choice of the CDHP, but such employees tended to choose the PPO. The employee's age was not related to CDHP choice. Higher-income employees chose the CDHP, as well as those who preferred health plans with a national provider panel that includes their physician in the panel. Employees tended to choose plans with lower out-of-pocket premiums, and surprisingly, employees with a chronic health condition themselves or in their family were more price-sensitive. This study provides the first evidence on who chooses a CDHP in a multiplan, multiproduct setting. The CDHP was not chosen disproportionately by the young and healthy, but it did attract the wealthy and those who found the availability of providers more appealing. Low out-of-pocket premiums are important features of health plans and in this setting, low premiums appeal to those who are less healthy.

Job Embeddedness Demonstrates Incremental Validity When Predicting Turnover Intentions for Australian University Employees

Science.gov (United States)

Heritage, Brody; Gilbert, Jessica M.; Roberts, Lynne D.

2016-01-01

Job embeddedness is a construct that describes the manner in which employees can be enmeshed in their jobs, reducing their turnover intentions. Recent questions regarding the properties of quantitative job embeddedness measures, and their predictive utility, have been raised. Our study compared two competing reflective measures of job embeddedness, examining their convergent, criterion, and incremental validity, as a means of addressing these questions. Cross-sectional quantitative data from 246 Australian university employees (146 academic; 100 professional) was gathered. Our findings indicated that the two compared measures of job embeddedness were convergent when total scale scores were examined. Additionally, job embeddedness was capable of demonstrating criterion and incremental validity, predicting unique variance in turnover intention. However, this finding was not readily apparent with one of the compared job embeddedness measures, which demonstrated comparatively weaker evidence of validity. We discuss the theoretical and applied implications of these findings, noting that job embeddedness has a complementary place among established determinants of turnover intention. PMID:27199817

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

Science.gov (United States)

2010-01-19

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

The impact of a reward system on employee motivation

OpenAIRE

Mikander, Carolina

2010-01-01

The purpose of the thesis was to investigate and analyze how well the current reward sys-tem of Motonet-Espoo helps generate employee work motivation. More specifically it aimed to find out which aspects of the reward system functions well, and which aspects could be further developed and improved in order to increase employee satisfaction. The theoretical part of the study introduces different theories of motivation and rewarding. Emphasis is put on Maslow's hierarchy of needs, the goal sett...

Development of a Centralized Human Resource Information System of Cavite State University

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Jeffrey F. Papa

2016-08-01

Full Text Available This study focused in the automation and improvement of the Human Resource services. This includes managing of employees’ records, facilitating requests and processing of leave credits in accordance to the Civil Service Commission (CSC rules and regulation, tracking the employees' performance and skills, generating reports needed, and analyzing of employee information that will help in the decision making. This also includes attendance monitoring using biometrics, calculation of tardiness and absences of employees, and processing and printing of payroll. The system is developed using Visual Basic.Net, as the main programming language, SQL Server 2008 for back end database, MS Word and MS Excel for all needed reports. Two (2 units of computers that served as server and client, network devices and finger print biometric scanner completed the set-up of the developed system. The developed system consists of three (3 major application software or modules such as the Human Resource Information System, the Fingerprint Attendance System and the Payroll Alert System. The Human Resource Information System is used in the processing of employee records of the HR office. The Fingerprint Attendance System is used for getting the employee’s time-in and time-out for their attendance. The Payroll Alert System is used in notifying the accounting staff to generate the payroll on time. Test results based on efficiency in terms of CPU and memory usage, processing speed and accuracy of data, and consistency of outputs turned out favorable to the system. Forty respondents composed of faculty and administrative personnel of Cavite State University rated the system as “Excellent” with an overall mean of 4.73. It signifies that the developed system is acceptable and functions according to its preferred specifications.

5 CFR 293.402 - Establishment of separate employee performance record system.

Science.gov (United States)

2010-01-01

... employee's Official Personnel Folder (OPF ) or in the Employee Performance File (EPF). However, other... performance-related records for such employees in this EPF system. The agency may elect to retain records in a... the agency determines that a separate EPF is cost-effective, such a file may be located in another...

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...

External image of a university playing the role of an employer and the gender of potential young employees

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Baruk, Agnieszka Izabela

2017-09-01

Full Text Available The article presents chosen aspects associated with the perception of universities playing the role of an employer among the potential young employees. This work is theoretical-empirical in character. In the theoretical part on the basis of the results of cognitive-critical analysis of world literature on the subject it is emphasized that universities need to build their image as employers in a complex way. It is actually becoming essential, taking into consideration the challenges that universities have to face. With regard to image-related issues, in case of this group of entities both with regard to theoretical deliberations and empirical research, there is a clear gap which needs to be filled. It is worth starting the reduction of this gap with the identification of the associations that potential young employees have with regard to universities as employers. It was one of the research goals of this article. In the empirical part the results of primary research conducted among the representatives of the above-mentioned segment of the labour market are presented. On the basis of the results of the factor analysis conducted separately for the surveyed men and women, a preliminary verification of the two research hypotheses was conducted. It was concluded that the female respondents express a comparably worse opinion of universities as employers.

An Examination of Workplace Influences on Active Commuting in a Sample of University Employees.

Science.gov (United States)

Bopp, Melissa; Sims, Dangaia; Colgan, Joanna; Rovniak, Liza; Matthews, Stephen A; Poole, Erika

2016-01-01

Active commuting (AC; walking or biking) to work is associated with many benefits, though rates remain low. Employers can benefit from greater employee AC, through improved employee physical activity, though how the workplace is related to AC is unclear. The current study sought to examine how the workplace environment is related to AC participation. This was a cross-sectional, online survey conducted in April-May 2014. A volunteer sample of university employees (n = 551) was recruited. A large university in the northeastern United States. The online survey addressed travel habits, demographics, and workplace social and physical environment for AC. Pearson correlations and t tests were used to examine relationships between the percentage of all trips as AC and workplace influences and a multivariate regression analysis predicted AC participation. Participants reported 0.86 ± 2.6 AC trips per week. Percentage of trips as AC trips associated with perceived coworker AC (P < .001), parking availability (r = -0.22, P < .001), and bike parking availability (r = 0.24, P < .001). Individuals reporting greater walking time from their parking spot to their workplace reported a higher percentage of trips as AC compared with those with closer parking (P < .001). Individuals with a parking pass were less likely to AC than those with no permit (P < .001). The full multivariate model explained 42.5% of the variance in percentage of trips per week via AC (P < .001), having a parking pass (B = 0.23, P < .001), parking availability (B = -0.17, P < .001), perceived coworkers AC (B = 0.08, P = .02), and greater perceived walk time to campus (B = -0.43, P < .001) as significant predictors. This study provided insight into institutional influences on AC, indicating that policy, infrastructure, and programmatic initiatives could be used to promote workplace AC.

40 CFR 273.16 - Employee training.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or have...

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

Science.gov (United States)

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

2006-02-01

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

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 ...

The Relationship between Employee Perceptions of Equity and Job Satisfaction in the Egyptian Private Universities

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Mohamed Hossam El-Din KHALIFA

2010-05-01

Full Text Available The purpose of this study was to investigate the relationships between employee perception of equity and job satisfaction in the Egyptian private universities. Data were gathered using a face-to-face survey of 80 teaching staff members at three Egyptian universities. Findings revealed positive relationships between perceptions of equity, where a "motivator" was the outcome in the comparison, and job satisfaction. The study also revealed that there was no relationship between perceptions of equity and job satisfaction where a "hygiene factor" was the outcome in the comparison. This study is exploratory and findings are not conclusive. Its implications and limitations are discussed.

Psychosocial factors and health status of employees at the Poznan University of Medical Sciences.

Science.gov (United States)

Ziemska, Beata; Klimberg, Aneta; Marcinkowski, Jerzy T

2013-01-01

New opportunities in the labour market, competition in services and globalization have contributed to the increase in load factors in the psychosocial work environment. Availability, readiness to help, work with the sick, the suffering patient--night shifts, overtime, workaholic (as a new form of addiction), and bullying--are becoming more pronounced causes of stress, fatigue and burnout in medicine. Thus, difficult working conditions are largely the cause of unhealthy lifestyles in the medical professions and foster the development of various types of addiction and physical illness. The negative effects of psychosocial factors--in the form of immune disorders, increased incidence of mental and somatic diseases, and metabolic and hormonal disorders--more often cause increase absence through sickness and the shortening of working life. The main aim of the presented study was to provide results concerning the health state of employees of the Poznan University of Medical Sciences (PUMS), and also to analyze relations between selected psychosocial risks factors and the state of health of PUMS employees. The results of research conducted in 2009-2010 which covered 2,468 employees of the PUMS and the results of studies using an anonymous own questionnaire survey, evaluating exposure to psychosocial factors, which included the 1,096th members of staff of the PUMS. There was a clear effect of psychosocial risk factors for health workers. The greatest burden of these factors was observed among workers with higher education, mostly doctors. This occupational group also worked in several places of work more often than other employees of the university. These workers often complained of chronic fatigue, recurrent respiratory infections, hypertension, sleep disorders, neurotic disorders and depression. The complaints quite often diagnosed were immune disease, allergies, skin diseases, gastrointestinal diseases, and disorders of carbohydrate and lipid metabolism, which clearly

Employee Responses to Flexible Work Schedules: An Inter-Organization, Inter-System Comparison.

Science.gov (United States)

Pierce, Jon L.; Newstrom, John W.

1982-01-01

Compared employee affective and behavioral responses to four work schedules--a fixed-hour schedule and three variations of flexible working hours. Hypothesized systematic differences in employee responses reflecting increased flexibility were not supported. Employees generally responded more favorably to flexible hour systems as contrasted with…

THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

Directory of Open Access Journals (Sweden)

Bilal AFSAR

2010-01-01

Full Text Available The basic aim of high performance work systems is to enable employees to exercise decision making, leading to flexibility, innovation, improvement and skill sharing. By facilitating the development of high performance work systems we help organizations make continuous improvement a way of life.The notion of a high-performance work system (HPWS constitutes a claim that there exists a system of work practices for core workers in an organisation that leads in some way to superior performance. This article will discuss the relation that HPWS has with the improvement of firms’ performance and high involvement of the employees.

Self-reported health status, body mass index, and healthy lifestyle behaviors: differences between Baby Boomer and Generation X employees at a southeastern university.

Science.gov (United States)

Carter, Melondie R; Kelly, Rebecca K

2013-09-01

The aim of this study was to assess differences in self-reported health status, body mass index (BMI), and healthy lifestyle behaviors between Baby Boomer and Generation X faculty and staff at a southeastern university. Data were drawn from employee health risk assessment and BMI measures. A total of 730 Baby Boomer and 765 Generation X employees enrolled in a university health promotion and screening program were included in the study. Ordered logistic regressions were calculated separately for BMI, perceived health status, and three healthy lifestyle behaviors. After covariates such as job role, gender, race, education, and income were controlled, Baby Boomers were more likely than Generation X employees to report better health status and dietary habits. Baby Boomers were also more likely to engage in weekly aerobic physical activity (p generational differences when developing health promotion programs. Copyright 2013, SLACK Incorporated.

Employee reactions to the use of management control systems in hospitals: motivation vs. threat.

Science.gov (United States)

Lopez-Valeiras, Ernesto; Gomez-Conde, Jacobo; Lunkes, Rogerio Joao

Management control systems (such as budgets or balanced scorecards) are formal procedures used by managers to promote employee behavior aligned with organisational objectives. Employees may react to these control systems by either becoming more motivated or perceiving them as a threat. The aim of this paper is to determine the extent to which hospital ownership (public or private), professional group (physician, nurse, pharmacist or administrative employee), type of contract (fixed or temporary), gender and tenure can condition employee reaction to management control systems. We conducted the study in the three largest hospitals in the State of Santa Catarina (Brazil), two public (federal and state-owned) and one private (non-profit organisation). Physicians, nurses, pharmacists and administrative employees received a questionnaire between October 2013 and January 2014 concerning their current perceptions. We obtained 100 valid responses and conducted an ANOVA variance analysis. Our results show that the effect of management control systems on employees differs according to hospital ownership, professional group and type of contract. However, no significant evidence was found concerning gender or tenure. The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

DEVELOPMENT OF ANDROID-BASED EMPLOYEE PRESENCE SYSTEM USING NEAR FIELD COMMUNICATION TECHNOLOGY

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Mychael Maoeretz Engel

2018-05-01

Full Text Available Presence system that exists in the laboratory of PTS X is still manual and inefficient because sometimes the laboratory employees tend to defer to fill out presence and absence after serving and there is no realtime monitoring of the stakeholders / officials in the PTS X institution. Proved by facts such as attendance is not clear / dirty and time entry that is not in accordance with the existing schedule thus slowing the process of recapitulation salary. That requires a new system that can solve the problem by building a presence employee application. The method used is the method of Research and Development, but in this study measures the use of R&D carried out to test products or a limited trial. This research resulted the application of mobile-based employee presence system utilizing Near Field Communication technology on the Android platform with a system that has been integrated well and provide convenience to laboratory employees in conducting presence process.

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...

The Study of Life Change Unit as Stressor Agents among Tehran University of Medical Sciences Hospitals' Employees

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Hossein Dargahi

2010-08-01

Full Text Available Life crises as stressor agents can disrupt the best stress management regime. Different life crises have different impacts. A standard scale to rate change and its related stress impact has been developed commonly referred to as LCU (Life Change Unit Rating. This allocates a number of Life Crisis Units or Life Change Units (LCUs to different event and then evaluates them and takes action accordingly. This idea behind this approach of is to rundown the LCU table, totaling the LCUs for life crisis that have occurred in the previous one year. A Cross - sectional, descriptive and analytical study was conducted among 900 Tehran University of Medical Sciences (TUMS Employees by a Holms and Rahe LCU questionnaire at 15 hospitals. The respondents were asked to determine their demographic information, list of stress symptoms which suffered from these diseases in the previous one year and finally, responded to 45 Life Change Unit as stressful life events and the value of each in "stress units" which occurred in the previous one year. The results showed that there is significant correlation between the employees LCU rating by sex, educational degree and size of hospital. Also we found that there are significant correlations between the employees stress symptoms with their LCU rating. Totally, 40% of the employees have less than 150 LCU rating (normal range and 60% of them have 150-300 or more than 300 LCU rating (abnormal range. In conclusion most of TUMS hospitals' employees who had stress symptoms have more LCU rating. One third of these employees are not in danger of suffering the illness effect, while two third of them are in danger.

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

Intestinal Parasitological infection of employee in food manufacture anddistribution centers of Ilam University of Medical Sciences

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R Nasrifar

2005-10-01

Full Text Available Backgrand and Aims: Food centers' employee may be carrier of bacteria (eg. Salmonella, E coil,taphylococcus aureus and intestinal parasitical infection. With regard the importance of the roleof manufacturer and distribnter of food materials in enviromental health, the status and assessmentof these infections is necessary.Method:182 employee of food manufacture and distribntion centers' of Ilam University ofMedical Sciences were examined. 3 feaces sample were obtained from each porson in 3 days andby five different laboratory method (i.e. scoth-tape, direct thechuics, Ether formaline, Telmen'Flotation were examined. Date analysis was dane by SPSS Version, and chi square test.Results: 49.2 percent of employee had positive parasitical infection, which 45.1 percent hadprotoza and 9.7 percent had intestinal helminth. The most infections of protoza were due toEntamoeba coli, Endolimax nane, giardia Lamblia, blastocystis hominis, Chilomastix mesniliand Iodamoeba buetschlii. The most infection of intestinal heliminth were Oxyuris VermicularisHymenolepis nana, Ascaris Lumbericoides, Tricocephal, Tricosterongylus.Conclusion: The high occurance of intestinal protoza may be due to Low level of public healthand, not favouring of hygine basis in food manufacture and distribution rlaces.

IMO and Internal Branding Outcomes: An Employee Perspective in UK HE

Science.gov (United States)

Yu, Qionglei; Asaad, Yousra; Yen, Dorothy A.; Gupta, Suraksha

2018-01-01

This study extends our knowledge of internal branding in the context of employees in the higher education sector. Employing a quantitative methodology in UK universities, a conceptual model is presented and tested on 235 employees. Internal market orientation (IMO) is examined as a management tool to drive employees' university brand commitment…

Mindfulness-Based Stress Release Program for University Employees: A Pilot, Waitlist-Controlled Trial and Implementation Replication.

Science.gov (United States)

Koncz, Rebecca; Wolfenden, Fiona; Hassed, Craig; Chambers, Richard; Cohen, Julia; Glozier, Nicholas

2016-10-01

The aim of this study was to evaluate the effectiveness of a 6-week mindfulness-based stress release program (SRP) on stress and work engagement in fulltime university employees. Perceived stress, workplace wellbeing, and engagement were measured at baseline and within 1 week of the SRP completion, and contemporaneously 6 weeks apart for a waitlist control group. A second program was implemented to examine reproducibility of results. Fifty participants undertook the SRPs, and 29 participants were waitlisted. A significant improvement in distress, workplace wellbeing, and vigor was observed within the first SRP group, when compared with the control group. The improvement in distress and wellbeing was reproduced in the second SRP group. This study adds to the growing body of research that mindfulness may be an effective method for reducing workplace stress, improving employee wellbeing, and enhancing work engagement.

Screening for Non-Communicable Diseases among transport employees of a University: A Descriptive Analysis

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Chythra R Rao

2016-03-01

Full Text Available Introduction: In most parts of the world today, non-communicable diseases (NCDs are on the rise. Worldwide they are currently responsible for almost half (42% of the premature deaths which occurs before the age of 70. Due to sedentary lifestyle, workers of transportation department may be at a higher risk for development of obesity, hypertension, hypercholesterolemia and hyperglycaemia. Objective: To screen all the transport employees of a university for non-communicable diseases. Methods: This cross-sectional study was carried out among all transport employees to screen for hypertension, Type II diabetes, obesity and visual impairment. Data was collected by personal interviews using a pre designed questionnaire. Anthropometry, blood pressure recording, fasting blood glucose testing, vision assessment followed by electrocardiogram recording was done for all subjects. Results: Out of 90 participants, 10(11.1% had diabetes, 26(28.9% were hypertensive, 36(40.0% were overweight and obese, three individuals had myopia and abnormal colour vision, whereas 17(18.9% had impaired near vision. The screen positives were referred to tertiary care hospital for further management. Over half of the subjects reported alcohol use while 21(23.4% were using tobacco. Only 43(47.8% used seat belts while driving. Conclusion: Proportion of obesity, hypertension, and diabetes was found to be more among the transport employees. This demands an urgent need for appropriate preventive and health promotive interventions to address these chronic diseases.

5 CFR 9701.231 - Conversion of positions and employees to the DHS classification system.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion of positions and employees to... Provisions § 9701.231 Conversion of positions and employees to the DHS classification system. (a) This... from the GS system, a prevailing rate system, the SL/ST system, or the SES system, as provided in...

The mammography screening employee inreach program.

Science.gov (United States)

Robinson, Joanne; Seltzer, Vicki; Lawrence, Loretta; Autz, George; Kostroff, Karen; Weiselberg, Lora; Colagiacomo, Maria

2007-02-01

To determine whether our health care employees were undergoing mammography screening according to American Cancer Society guidelines and to determine whether aggressive outreach, education and streamlining of mammography scheduling could improve compliance. All female employees at North Shore University Hospital (NSUH) and several other health system facilities (SF) were sent mailings to their homes that included breast health education and mammography screening guidelines, a questionnaire regarding their own mammography screening history and the opportunity to have their mammography screening scheduled by the Mammography Screening Employee Inreach Program (MSEIP) coordinator. Of the approximately 2,700 female employees aged 40 and over at NSUH and SF, 2,235 (82.7%) responded to the questionnaire, and 1,455 had a mammogram done via the MSEIP. Of the 1,455, 43% either were overdue for a mammogram or had never had one. During a second year of the MSEIP at NSUH and SF, an additional 1,706 mammograms were done. People employed in health care jobs do not necessarily avail themselves of appropriate health care screening. An aggressive program that utilized education, outreach and assistance with scheduling was effective in increasing compliance with mammography screening.

Stigmatisation of mental illness among employees of a Northern Nigerian University.

Science.gov (United States)

Sheikh, Taiwo L; Adekeye, Oluwatosin; Olisah, Victor O; Mohammed, Abdulaziz

2015-01-01

Prejudices against people with mental illness are widespread in many societies leading to a number of detrimental consequences. In order to adequately develop programmes and services that will help protect the rights and privileges of people with mental illness, it is imperative to study the nature of stigma and factors associated with it. Our objective in this study was to observe the level of stigmatisation of the mentally ill among employees of a Nigerian University and the factors associated with it. The study was carried out at the Ahmadu Bello University Teaching Hospital and the Ahmadu Bello University main campus. Employing a two-staged random sampling technique, 15 departments were chosen from both institutions, after which 10 participants were further sampled from each department to obtain a total of 150 participants. All the participants were administered the socio-demographic questionnaire and Mental Illness Clinicians' Attitude 4(th) version (MICA 4). The findings indicate that 53.4% of respondents' classified as high stigmatisation while 46.6% was classified as low stigmatisation. Low scores on stigmatisation were observed among departments of psychiatry, nursing and ophthalmology, while high scores were observed among respondents from administration and engineering. Relationship between variables and predictors of stigmatisation were also established. There is a high tendency to stigmatise persons with mental illness except where there has been some contact with mental health practice or among the clinical departments in the hospital. We recommend community psychiatry care for the mentally ill and psycho-education for staff periodically to reduce this level of stigmatisation.

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...

The Study of Life Change Unit as Stressor Agents among Tehran University of Medical Sciences Hospitals' Employees

Directory of Open Access Journals (Sweden)

Hossein Dargahi

2010-07-01

Full Text Available "nLife crises as stressor agents can disrupt the best stress management regime. Different life crises have different impacts. A standard scale to rate change and its related stress impact has been developed commonly referred to as LCU (Life Change Unit Rating. This allocates a number of Life Crisis Units or Life Change Units (LCUs to different event and then evaluates them and takes action accordingly. This idea behind this approach of is to rundown the LCU table, totaling the LCUs for life crisis that have occurred in the previous one year. A Cross - sectional, descriptive and analytical study was conducted among 900 Tehran University of Medical Sciences (TUMS Employees by a Holms and Rahe LCU questionnaire at 15 hospitals. The respondents were asked to determine their demographic information, list of stress symptoms which suffered from these diseases in the previous one year and finally, responded to 45 Life Change Unit as stressful life events and the value of each in "stress units" which occurred in the previous one year. The results showed that there is significant correlation between the employees LCU rating by sex, educational degree and size of hospital. Also we found that there are significant correlations between the employees stress symptoms with their LCU rating. Totally, 40% of the employees have less than 150 LCU rating (normal range and 60% of them have 150-300 or more than 300 LCU rating (abnormal range. In conclusion most of TUMS hospitals' employees who had stress symptoms have more LCU rating. One third of these employees are not in danger of suffering the illness effect, while two third of them are in danger.

Effective Retention Strategies for Diverse Employees.

Science.gov (United States)

Musser, Linda R.

2001-01-01

Discusses methods to determine why employees leave or stay, based on experiences at Pennsylvania State University libraries. Considers retention tools that work best to retain diverse employees, including mentoring, networking, career and learning opportunities, balance between work and home life, a welcoming climate, and support for research.…

Searching for Solutions: Supervising Student Employees

Science.gov (United States)

Comer, Alberta Davis

2003-01-01

Lending services units at Indiana State University's Cunningham Memorial Library depend heavily on student employees to fulfill their specific missions. Problems attributed to poor communication and lack of motivation among student employees were causing negative impacts on the units' abilities to function well. To resolve these problems,…

Model of Employees Motivation Through Gamification of Information System

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Jolanta Kostecka

2015-05-01

Full Text Available In this article the problem of motivation of employees, who are working with information system and whose work environment is full of monotonous, boring and repetitive tasks, is analyzed. On the basis of literature, theoretical aspects of work motivation are analyzed and it is suggested to use gamification in order to solve this problem. On the basis of literature, theoretical and practical aspects of motivation of gamers and gamification are analyzed. After all, it is suggested to use model which joins main aspects of employee needs and gamification. Through example of accounting specialists the offered model is used in practice. Based on the results of the research, opportunities of motivating accounting specialists through gamification of information system are evaluated.

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...

Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees.

Science.gov (United States)

Lenz, Thomas L; Gillespie, Nicole D; Skrabal, Maryann Z; Faulkner, Michele A; Skradski, Jessica J; Ferguson, Liz A; Pagenkemper, Joni J; Moore, Geri A; Jorgensen, Diane

2013-03-01

A recent increase in the incidence of diabetes and pre-diabetes is causing many employers to spend more of their healthcare benefit budgets to manage the conditions. A self-insured university in the USA has implemented an interprofessional diabetes mellitus risk reduction program using its own employee faculty and staff experts to help fellow employees manage their diabetes and pre-diabetes. The interprofessional team consists of five pharmacists, a dietitian, an exercise physiologist, a health educator and a licensed mental health practitioner. In addition, the participant's physician serves as a consultant to the program, as does a human resources healthcare benefits specialist and a wellness coordinator. The volunteer program takes place at the worksite during regular business hours and is free of charge to the employees. The faculty and staff delivering the program justify the cost of their time through an interprofessional educational model that the program will soon provide to university students.

The Importance of Leadership Behavior and Motivation İn Creating Employee Performance: (A Study at the Faculty of Economics and Business, University of Brawijaya

Directory of Open Access Journals (Sweden)

Abdo-Alaziz H. E Mihrez

2015-09-01

Full Text Available This research was conducted at the faculty of economics and business, Brawijaya University which aimed to determine whether there is a direct effect of leadership behavior on intrinsic motivation, extrinsic motivation, and employee performance. In addition, it was done to determine the effect of indirect leadership behavior on employee performance through intrinsic and extrinsic motivation. In this study, the data were collected using a questionnaire with Likert scale, and then distributed to 65 employees UB. To answer the purpose of this study, the method of analysis used was used Partial Least Square (PLS. The results of the analysis in this study inform that leadership behavior has a positive and significant effect on intrinsic motivation, extrinsic motivation, and employee performance. Later in this study it was found that intrinsic motivation variable does not have significant and negative effect on the performance of employees and it is unable to mediate the effect of leadership behavior on employee performance. Meanwhile, extrinsic motivation variable gives positive and significant effect on the performance of employees and it is said that extrinsic motivation is also able to mediate the influence of leadership behaviors on employee performance.

Somatic disorders and ergonomic considerations in computer use among the employees of a University

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Aram Tirgar

2015-12-01

Full Text Available Introduction & Purpose: Musculoskeletal disorders (MSDs and computer work are common in majority of the society and both show an increasing trend. This study was conducted to survey on Somatic disorders, MSDs frequency and ergonomic considerations awareness regarding computer use among the employees of Babol University of Medical Sciences (North of Iran. Methods: This cross-sectional study was conducted on 128 administrative staff of medical, dental and paramedical faculties in 2012. The samples were collected by simple method the data were gathered by means of a tailor-made data collection sheet that consisted of 5 open and 13 closed-ended questions. The data were analyzed with descriptive and analytical statistical indexes. Results: According to our data, the mean age of employees was 38.16±7.78 years, 55.5% were females and 63.3% were in bachelor’s degree. More than fifty percent of the samples spend 2 hours or more on their computer a day. Seventy two percent of the staff reported experiencing one or more MSDs symptoms and less than 10% of them were aware of ergonomic considerations in this regard. Chi-square test result showed that a significant statistical difference between MSDs with duration of using computer. (p<0.05 Conclusion: Our results indicated that more than fifty percent of the administrative staff complains of MSDs, most of them were unaware of ergonomics considerations, and many of the employees were eager to learn about the related subject. So, ergonomic interventions and training courses to prevent MSDs are recommended.

Fabrications, Time-Consuming Bureaucracy and Moral Dilemmas--Finnish University Employees' Experiences on the Governance of University Work

Science.gov (United States)

Jauhiainen, Arto; Jauhiainen, Annukka; Laiho, Anne; Lehto, Reeta

2015-01-01

This article explores how the university workers of two Finnish universities experienced the range of neoliberal policymaking and governance reforms implemented in the 2000s. These reforms include quality assurance, system of defined annual working hours, outcome-based salary system and work time allocation system. Our point of view regarding…

Factors Influencing the Job Satisfaction of Health System Employees in Tabriz, Iran

OpenAIRE

Bagheri, Shokoufe; Kousha, Ahmad; Janati, Ali; Asghari-Jafarabadi, Mohammad

2012-01-01

Background: Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction.Methods: Using eight focus group discussions (n=70), factors affecting job satisfaction of the employees were dis...

JOB STRESS AS A PREDICTOR OF EMPLOYEE HEALTH

OpenAIRE

AZMAN Ismail; NORHAFIZAH Abu Hasan; YU-FEI (Melissa) Chin; YUSOF Ismail; AINON JAUHARIAH Abu Samah

2013-01-01

This study was conducted to measure the relationship between job stress and employee health. A survey method was employed to collect self-administered questionnaires from employees in established universities in Sarawak, Malaysia. The outcomes of SmartPLS path model revealed three important findings: first, role ambiguity was positively and significantly related to employee health. Second, role conflict was positively and significantly related to employee health. Third, role overload was posi...

Implementation of Android application for faculty employees

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S. B. Purić

2015-06-01

Full Text Available The paper describes the functionality and implementation of applications for mobile phones used in the School of Electrical Engineering at the University of Belgrade in the daily work of faculty employees. The application uses a system’s shared data for financial and material accounting, human resources and teaching process. The system was implemented using a REST Web service, Google's model for Android REST client applications and Robospice technologies.

The Effect of a Pedometer-based Program Improvement of Physical Activity in Tabriz University Employees.

Science.gov (United States)

Baghianimoghaddam, Mohammad Hossein; Bakhtari-Aghdam, Fatemeh; Asghari-Jafarabadi, Mohammad; Allahverdipour, Hamid; Dabagh-Nikookheslat, Saeed; Nourizadeh, Roghaiyeh

2016-01-01

Regular physical activity (PA) has been shown to reduce risk of morbidity and overall mortality. A study has displayed that achieving 10,000 steps/day is associated with important health outcomes and have been used to promote PA. Pedometers are a popular tool for PA interventions in different setting. This study investigated the effects on pedometer-based and self-reported PA among Tabriz University employees. This experimental study assessed the effects of 16 weeks pedometer-based workplace intervention. Participants (n = 154) were employees of two worksites. Pedometer-based and self-reported PA from one intervention worksite was compared with the data of a comparison workplace. International Physical Activity Questionnaire (IPAQ) for self-reported measure of PA, and demographic (age, marital status, educational level, employment status, and stage of change) variables were obtained. To measure PA objectively pedometer was used. Participants reported to increase the step counts from baseline (end of summer) to posttest (winter). The intervention effect revealed significant increase in the intervention group (8279 ± 2759 steps/day than in the comparison work place (4118 ± 1136). Self-reported based on IPAQ concluded women in intervention worksite had a significant increase in the leisure time domain, but similar finding was not found in the comparison worksite. Pedometer used might rather benefit those individuals who want feedback on their current PA, also walking should be considered to increase PA in employee women.

The Importance of Leadership Behavior and Motivation İn Creating Employee Performance: (A Study at the Faculty of Economics and Business, University of Brawijaya)

OpenAIRE

Abdo-Alaziz H. E Mihrez; Armanu Thoyib

2015-01-01

This research was conducted at the faculty of economics and business, Brawijaya University which aimed to determine whether there is a direct effect of leadership behavior on intrinsic motivation, extrinsic motivation, and employee performance. In addition, it was done to determine the effect of indirect leadership behavior on employee performance through intrinsic and extrinsic motivation. In this study, the data were collected using a questionnaire with Likert scale, and then distributed to...

The worker of the future. A system outlines the competencies its employees will need.

Science.gov (United States)

Hill, K; Meyer, B

1998-01-01

In 1993, Sisters of Mercy Health System-St. Louis (SMHS), having asked itself what kind of employees it would need in the twenty-first century, established a Worker of the Future Task Force to develop tentative answers. The task force began by making projections concerning healthcare, studying the strategic plans of SMHS's members, and surveying its employees. It learned that the system should help workers see how change could benefit them. Next, the task force studied the cultural history of the Sisters of Mercy, developing from it Six Guiding Principles for the evaluation of employee performance. From these principles, the task force derived Twelve Competencies that SMHS will seek in future workers. In 1995 the system's education leaders, with the aid of an internal training organization, decided to develop 17 training modules based on these guiding principles and competencies. Since then, more than 85 SMHS employees have been trained to help coworkers develop customer service skills and other competencies. SMHS has also incorporated the competencies in its job descriptions and performance evaluations, added the Worker of the Future curriculum to its orientation program for new employees, and is currently developing Worker of the Future training sessions for human resources personnel who interview prospective employees.

The Role of Graduate Employee Unions in Gender Equality (abstract)

Science.gov (United States)

Murphy, Nicholas A.; Freeland, Emily

2009-04-01

Graduate employee unions represent a significant fraction of graduate employees in the United States, Canada, and other nations. The collective bargaining process is a unique forum where issues ranging from paid parental leave, hostile work environment, and access to lactation rooms can be addressed on an even footing with the employing universities. Because employment is governed by a collective bargaining agreement, violations are subject to a grievance policy. The Teaching Assistants' Association at the University of Wisconsin-Madison is one of the oldest graduate employee unions in the world. We discuss this example union, including successes in both the collective bargaining process and the grievance procedure. In particular, we find that graduate employee unions are an effective means of fighting pregnancy discrimination. We also provide a comparison of parental leave policies for graduate students at various universities.

Making of a Corporate University Model: Transition from Traditional Training to Learning Management System

Science.gov (United States)

Ilyas, Mohammed

2017-01-01

Today organizations have adopted a corporate university model to meet their training requirements, a model that adds value to the business in terms of revenue and profit, improvement in customer retention, improved employee productivity, cost reduction and retention of talented employees. This paper highlights the radical change and an evolution…

Environmental Factors’ Effect on Stress Reduction of Employees: A Case Study on Farhangian University Staff in Tehran

Directory of Open Access Journals (Sweden)

Pegah Payedar Ardakani

2017-06-01

Full Text Available One of the most important issues the contemporary societies encounter is the job stress. There are various factors affecting it, but not enough researches have been done on the role that environmental factors play. This paper presents an experimental study with 100 participants on the influence of environmental factors on employees’ stress level. This method uses information derived from field observations and answers to questionnaires distributed to employees and officials who are in the top management of the central organization of Farhangian University, Tehran branch. The results demonstrate that color, window, lighting and brightness, landscape, communications and interactions, flexibility, thermal convenience, noise convenience, cleanness, physical activity, privacy and accessibility play an important role in the stress of employees, suggesting that the architectures and designers should consider the aforementioned factors so they can create dynamic and pleasant office environments devoid of any stress.

Enhanced Tobacco Control Initiative at Johns Hopkins Health System: Employee Fairness Perception.

Science.gov (United States)

Durrani, Shabnum; Lucik, Meg; Safeer, Richard

2018-02-01

Organizations often fail to establish a clear awareness of what employees consider fair when implementing changes to employee benefits in the workplace. In 2016, the Johns Hopkins Health System (JHHS) enhanced their tobacco control efforts. In addition to enhanced smoking cessation benefits, employees were offered an increased reduction in their insurance premiums if they were nonsmokers. To qualify for the reduction, employees participated in testing rather than relying on self-reporting as had been done in the past. The shift to testing prompted a concern by some senior management at JHHS who did not want employees to feel they were not trusted. As the program unfolded at JHHS, the four-component model of procedural justice was applied to provide a framework for reviewing the implementation of the new voluntary tobacco testing at JHHS from a fairness lens. The purpose of this article is to illustrate the application of the four-component procedural model of justice to the tobacco testing process at JHHS. As approximately 75% of employees participated in the program, the experience at JHHS can be instructive to other employers who are looking to implement changes in their workplaces and how to minimize unintended consequences with their employees.

THE INFLUENCE OF MOTIVATION AND WORK ENVIRONMENT ON THE PERFORMANCE OF EMPLOYEES

Directory of Open Access Journals (Sweden)

Muchtar Muchtar

2016-03-01

Full Text Available Abstract.This  aims to determine the factors that affect the performance of employees of the University PGRI RonggolaweTuban. These factors are motivation and work environment. Employees who have a high motivation to work will have a positive impact for the organization, so as to achieve organizational goals. Hypothesis testing is done by spreading the questionnaire as many as 52 employees of the University PGRI RonggolaweTuban. Analysis using multiple linear regression analysis. Results of testing the hypothesis that the value F = 4,312; and p = 0.019 (p 0.05, meaning that work motivation has no significant effect on employee performance. On the environment variable obtained value t = 2,376; and p = 0.021 (p <0.05, which means that the working environment have a significant effect on employee performance. R2 = 0.115 shows that simultaneously motivated and able to contribute to the environmental performance of 11.5% on the employees of the University of PGRI RonggolaweTuban..

Employee reactions to the use of management control systems in hospitals: motivation vs. threat

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Ernesto Lopez-Valeiras

2018-03-01

Conclusions: The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior.

76 FR 55213 - Technical Amendments to Federal Employees' Retirement System; Present Value Conversion Factors...

Science.gov (United States)

2011-09-07

... Employees' Retirement System; Present Value Conversion Factors for Spouses of Deceased Separated Employees... to read as follows: Appendix A to Subpart C of Part 843--Present Value Conversion Factors for Earlier...

78 FR 47018 - Civil Service Retirement System and Federal Employees' Retirement System; Opportunity for...

Science.gov (United States)

2013-08-02

... System; Opportunity for Annuitants to Elect Survivor Annuity Benefits for Same-Sex Spouses AGENCY: Office... survivor annuities for their spouses under the Civil Service Retirement System (CSRS) and Federal Employees... survivor annuities for their spouses based on their recognized marital status. FOR FURTHER INFORMATION...

Inservice trainings for Shiraz University of Medical Sciences employees: effectiveness assessment by using the CIPP model

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MARYAM MOKHTARZADEGAN

2015-04-01

Full Text Available Introduction: Nowadays, the employees` inservice training has become one of the core components in survival and success of any organization. Unfortunately, despite the importance of training evaluation, a small portion of resources are allocated to this matter. Among many evaluation models, the CIPP model or Context, Input, Process, Product model is a very useful approach to educational evaluation. So far, the evaluation of the training courses mostly provided information for learners but this investigation aims at evaluating the effectiveness of the experts’ training programs and identifying its pros and cons based on the 4 stages of the CIPP model. Method: In this descriptive analytical study, done in 2013, 250 employees of Shiraz University Medical Sciences (SUMS participated in inservice training courses were randomly selected. The evaluated variables were designed using CIPP model and a researcher-made questionnaire was used for data collection; the questionnaire was validated using expert opinion and its reliability was confirmed by Cronbach’s alpha (0.89. Quantitative data were analyzed using SPSS 14 and statistical tests was done as needed. Results: In the context phase, the mean score was highest in solving work problems (4.07±0.88 and lowest in focusing on learners’ learning style training courses (2.68±0.91. There is a statistically significant difference between the employees` education level and the product phase evaluation (p0.001, in contrast with the process and product phase which showed a significant deference (p<0.001. Conclusion: Considering our results, although the inservice trainings given to sums employees has been effective in many ways, it has some weaknesses as well. Therefore improving these weaknesses and reinforcing strong points within the identified fields in this study should be taken into account by decision makers and administrators.

Making Employee Recognition a Tool for Achieving Improved Performance: Implication for Ghanaian Universities

Science.gov (United States)

Amoatemaa, Abena Serwaa; Kyeremeh, Dorcas Darkoah

2016-01-01

Many organisations are increasingly making use of employee recognition to motivate employees to achieve high performance and productivity. Research has shown that effective recognition occurs in organisations that have strong supportive culture, understand the psychology of praising employees for their good work, and apply the principles of…

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…

Physical activity among employee women based on transtheoretical model.

Science.gov (United States)

Mostafavi, Firoozeh; Pirzadeh, Asiyeh

2015-01-01

Today, many jobs are associated with the inactivity or sedentary lifestyle. Employees' health will be affected by their depriving of the benefits of physical activity (PA). Therefore, the present study was undertaken to determine the PA among employee women in Isfahan University of Medical Sciences based on the transtheoretical model. This is a cross-sectional study has been performed in Isfahan University of Medical Sciences employee women (2013). A convenience sample of 100 women was selected. Data were collected by validated and reliable questionnaire in three parts (demographics information, PA scale, and TTM constructs). Data were analyzed by SPSS SPSS (version 16.0; SPSS, IBM, Inc, Chicago, IL, USA) and descriptive and analytical statistics such as ANOVA and independent t-test were used. A two-tailed P employee.

Employee Engagement Factor for Organizational Excellence

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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.

Productivity Implications of Employee Performance Appraisal System : A Critical Survey.

OpenAIRE

Dr. VSR Subramaniam

2004-01-01

The Productivity of any organisation is directly correlated to the Effectiveness of the Employee Performance Appraisal System, subject to the Effectiveness of the Support Systems, depending upon the type of organizational business. INFERENCE : Technology, Systems and Manpower are linked in an inter- related circle focusing towards Productivity =============================================================== DOCTORAL (Ph.D) RESEARCH WORK OF DR.VSR.SUBRAMANIAM IN JAMNALAL BAJAJ INSTITUTE OF MANA...

Systemic Thinking and Partnership Working: A Cross Sectional Study in a Medical Sciences University in Iran

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Mohammad Khammarnia

2016-01-01

Full Text Available Background: Systemic thinking can provide practice in multidisciplinary team working and improve the organizational efficacy. This study aimed to determine the association between systemic thinking and partnership working in the employees of a medical sciences university in the south of Iran. Methods: A cross-sectional study was performed in Zahedan University of Medical Sciences (ZAUMS in 2015. The study population consisted of all employees in ZAUMS; 370 participants were selected through stratified random sampling. Two standard questionnaires were used for data gathering. The data were analyzed in SPSS (v21 using Pearson, One way ANOVA, and logistic regression. The level of significance was considered as 0.05. Results: In this study, 225 participants (60.8% were female and their mean age was 34.7±8.7. The score of partnership working for 362 participants was higher than the mean standard (40. Systemic thinking had a positive association with partnership working (p=0.001 and married status of the participants (p=0.04. Partnership working in male and older staff was more than others in ZAUMS (p<0.001 and p=0.01, respectively. Conclusion: Systematic thinking had a positive association with the employees’ working partnership. Moreover, the male staff had better systematic thinking. It is recommended that the managers should promote systematic thinking in staff, especially in females, for better partnership and efficacy in organizations.

Office of Inspector General report on special audit of pension plans for Department of Energy contract employees of the University of California

Energy Technology Data Exchange (ETDEWEB)

NONE

1996-08-01

On May 15, 1996, the Department of Energy (DOE) announced its decision to extend and renegotiate its contracts with the University of California for the management and operation of the Los Alamos, Lawrence Berkeley, and Lawrence Livermore National Laboratories. Current contracts for the operation of these laboratories expire in 1997. The renegotiation process provides an opportunity for the Department to: (1) recover at least $620 million in excess assets from the pension plans it has funded for University of California employees who work at DOE`s laboratories; and (2) improve the Department`s ability to exercise prudent management of its interest in those pension funds. According to Department records, as of July 1, 1995, the University of California Retirement Plan had between $620 million and $2.0 billion in excess assets that were attributable to the Department of Energy (emphasis supplied). The wide variation in excess assets is a function of the assumptions used in making these calculations. These are described in Appendix 1 to this report. It was concluded as a result of the audit that, as part of the contract renegotiation process, the Department should obtain the cooperation and assistance of the University of California in recovering excess pension plan assets in a manner that does not affect the defined retirement benefits of the contract employees. This could include jointly sponsoring legislation to modify any existing legal restrictions.

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry.

Science.gov (United States)

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-10-28

The construction industry is a demanding work environment where employees' work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee's work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee's work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.

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...

74. Cardiovascular risk assessment for Saudi university employees and their families: Developing a framework for provision of an evidence-based cardiovascular disease preventative programme

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R. Alzeidan

2016-07-01

Full Text Available In the Kingdom of Saudi Arabia (KSA, cardiovascular diseases (CVDs are the primary cause of death among adults, representing 46% of total mortality in 2014. This study’s objectives were to assess the prevalence of cardiovascular risk factors (CVRFs, and calculate the cardiovascular risk (CVR among King Saud University employees and their families. Moreover, it aimed at assessing the possible effects of living in KSA on the heart health of expatriate employees and their families. A cross-sectional study was conducted on 4500 university employees and their families aged ⩾18 years old, using the World Health Organization STEPwise approach to surveillance of CVRFs. CVR was then calculated for participants using the Framingham Coronary Heart Risk Score calculator. The mean age of participants was 39.3 ± 13.4 years. The prevalence of CVRFs was as follows: low fruit/vegetable consumption of 10% risk to develop CVD within the following 10-years. Furthermore, this study showed that expatriates had significant negative effects on behavioural risk factors after residing in KSA, namely: high rate of physical inactivity, high consumption of fast food, low consumption of fruit and vegetable. However, there was no effect on the pattern of tobacco use. The prevalence of CVRFs is substantially high among the study population. To combat the future expected burden of CVDs, a proposed prevention programme for employees’ cardiovascular wellness is designed and recommended to be implemented and institutionalized within the university.

26. Cardiovascular risk assessment for Saudi university employees and their families: developing a framework for provision of an evidence-based cardiovascular disease preventative programme.

Directory of Open Access Journals (Sweden)

R. Alzeidan

2016-07-01

Full Text Available In the Kingdom of Saudi Arabia (KSA, cardiovascular diseases (CVDs are the primary cause of death among adults, representing 46% of total mortality in 2014. This study’s objectives were to assess the prevalence of cardiovascular risk factors (CVRFs, and calculate the cardiovascular risk (CVR among King Saud University employees and their families. Moreover, it aimed at assessing the possible effects of living in KSA on the heart health of expatriate employees and their families.A cross-sectional study was conducted on 4500 university employees and their families aged ⩾18 years old, using the World Health Organization STEPwise approach to surveillance of CVRFs. CVR was then calculated for participants using the Framingham Coronary Heart Risk Score calculator. The mean age of participants was 39.3±13.4 years. The prevalence of CVRFs was as follows: low fruit/vegetable consumption of 10% risk to develop CVD within the following 10-years. Furthermore, this study showed that expatriates had significant negative effects on behavioural risk factors after residing in KSA, namely: high rate of physical inactivity, high consumption of fast food, low consumption of fruit and vegetable. However, there was no effect on the pattern of tobacco use. The prevalence of CVRFs is substantially high among the study population. To combat the future expected burden of CVDs, a proposed prevention programme for employees’ cardiovascular wellness is designed and recommended to be implemented and institutionalized within the university.

Nuclear employee data system (NEDS), a pilot project

International Nuclear Information System (INIS)

Britz, W.L.

1984-01-01

This paper describes a pilot project being funded by six east coast nuclear utilities: the Nuclear Employee Data System (NEDS). The NEDS is to be a customized computer-based information management system that will receive, update, and maintain in-processing information among the NEDS participating utilities. A comprehensive set of data requirements has been preliminarily identified and characterized into areas of: personal information, security information, health physics information, respiratory protective equipment information, medical information, and training information. The NEDS is expected to become operational next summer

Factors influencing the job satisfaction of health system employees in tabriz, iran.

Science.gov (United States)

Bagheri, Shokoufe; Kousha, Ahmad; Janati, Ali; Asghari-Jafarabadi, Mohammad

2012-01-01

Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction. Using eight focus group discussions (n=70), factors affecting job satisfaction of the employees were discussed. The factors identified from literature review were categorized in four groups: structural and managerial, social, work in it-self, environmental and welfare factors. The findings confirmed the significance of structural and managerial, social, work in it-self, environmental and welfare factors in the level of job satisfaction. In addition, a new factor related to individual characteristics such as employee personal characteristics and development was identified. In order to improve the quality and productivity of work, besides, structural and managerial, social, work in it-self, environmental and welfare factors, policy makers should be taken into account individual characteristics of the employee as a factor affecting job satisfaction.

Ethnic Differences And Motivation Based On Maslow’s Theory At a MedicaL University

OpenAIRE

Jagmohni Kaur Sidhu

2007-01-01

Introduction: Motivation in Malaysia is to a largeextent influenced by the value system amongst allMalaysians. Being able to motivate employees is one ofthe important keys to the success of the organization.In this paper, an attempt was made to look into theneeds of employees in organizations and in particular,the needs based on Maslow’s theory on motivation. Subjects and Methods: Employees which consisted ofboth academic and administrative employees of theInternational Medical University (...

An Evaluation of the Employee Assistance Program in the Montgomery County Public School System.

Science.gov (United States)

Goldberg, Jo Ann

The Montgomery County public school system presently provides assistance through the Employee Assistance Program (EAP) to troubled employees with problems which affect work performance. EAP's mandate is to provide crisis intervention, prereferral evaluation, information, referral, and follow-up services. From its inception to March, 1981, EAP…

Privacy Act System of Records: Employee Counseling and Assistance Program Records, EPA-27

Science.gov (United States)

Learn about the Employee Counseling and Assistance Program Records System, including who is covered in the system, the purpose of data collection, routine uses for the system's records, and other security procedures.

The Impact of Performance Appraisal, Reward System, Job Stress, and Work Life Conflict to Employee Performance

OpenAIRE

Rumambie, Yuliana Fransisca

2014-01-01

Employee Performance is an important part in a company or organization. It plays a very important role in an organization because performance of the company or organization largely depends on the performance of its employee. Recently, organizations realize that there are several factors that can affect employee performance. Several factors that can considered as the major determinants of employee performance, such as Performance Appraisal, Reward System, Job Stress, and Work life conflict. Th...

Investigating the Relationship between Job Stress and its Coping Strategies with Marital and Job Satisfaction among Female Employees of Islamic Azad University, Kazeroon Branch

OpenAIRE

MOTAHARI, Seyedeh Soraya; AIBAGHI ESFAHANI, Saeed

2015-01-01

Abstract. This study investigated the relationship between job stress and marital satisfaction of women in Islamic Azad University, Kazeroon Brach. Two job stress questionnaires of Philip L. Rice (1992) and marital satisfaction questionnaire of Enrich (1997) were completed and examined by female employees of the Islamic Azad University, Kazeroon Brach, who were selected randomly. The results showed that women have job stress. The results showed that there is a negative correlation coefficient...

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

Science.gov (United States)

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

2013-01-01

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

Factors Influencing the Job Satisfaction of Health System Employees in Tabriz, Iran

Directory of Open Access Journals (Sweden)

Shokoufe Bagheri

2012-12-01

Full Text Available Background: Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction.Methods: Using eight focus group discussions (n=70, factors affecting job satisfaction of the employees were discussed. The factors identified from literature review were categorized in four groups: structural and managerial, social, work in it-self, environmental and welfare factors.Results: The findings confirmed the significance of structural and managerial, social, work in it-self, environmental and welfare factors in the level of job satisfaction. In addition, a new factor related to individual characteristics such as employee personal characteristics and development was identified.Conclusion: In order to improve the quality and productivity of work, besides, structural and managerial, social, work in it-self, environmental and welfare factors, policy makers should be taken into account individual characteristics of the employee as a factor affecting job satisfaction.

Land-Grant University Employee Perceptions of eXtension: A Baseline Descriptive Study

Science.gov (United States)

Kelsey, Kathleen D.; Stafne, Eric T.; Greer, Lane

2011-01-01

eXtension was publicly launched in 2008 as an online resource; however, adoption rates have been disappointing. The research reported here measured adoption of eXtension, willingness to participate in a Community of Practice, and adoption barriers among Oklahoma Extension employees. The adoption rate was 49%, and 43% of employees were willing to…

A decision support system for the promotion of Employee in Plaza Asia Method Using Weighted Product

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Egi Badar Sambani

2016-06-01

Full Text Available Decision-making in a company is important because decisions taken by managers is the result of a final thought to be carried out by employees. Asia is the largest mall Plaza sepriangan east, where the assessment process includes the promotion employee attendance, productivity (work, integrity (nature, skill (ability and loyalty (faithfulness. Method Using Weighted Product (WP can help in decision-making to determine the promotion of employees in the company, as well as the appraisal process more efficient so the store manager can determine employee promotions quickly. By using decision support system that has a database, employee data can be stored in the database. So that in case of errors in inputting can be corrected without having to re-enter the data. With the Decision Support System will address the issues raised in the Plaza Asia, so the promotion process will be faster.

INFLUENCE OF COMPETENCE, TRANSFORMATIONAL LEADERSHIP, SOCIAL CAPITAL AND PERFORMANCE ON EMPLOYEE CAREERS

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Nia Kusuma Wardhani

2017-12-01

Full Text Available Every employee would expect a career enhancement in his job. There are many factors that affect employee careers. This study aims to examine the influence of Competence, Transformational Leadership, Social Capital and Performance to Career Employees of Mercu Buana University, is a quantitative research with Path Analysis method. This research was conducted at Mercu Buana University in West Jakarta area, the research sample was 185 employees using Simple Random Sampling method. Associated with the performance of employees, the results showed that there is an influence of competence on performance, there is the influence of transformational leadership on performance, there is the influence of social capital on performance. In the case of employee career, the result of research indicate that there is influence of competence to career of employee, there is influence of employee career performance, there is influence of social capital to career of employee. The result of path analysis gives a structural equation Y = 0,258X1 + 0,213X2 + 0,229X3 + 0,416X4 + 0,36. Thus it can be explained that the most direct influence on Employee Career is a Performance variable of 41.6%, while the Competence variable of 25.8% and social capital variable of 22.9%.

Smoking differences between employees in faculties of the University of Tartu, Estonia, and changes during the country's transition.

Science.gov (United States)

Näyhä, Simo; Kivastik, Jana; Kingisepp, Peet-Henn; Heikkinen, Rauno

2011-03-08

A previous study found marked differences in smoking between employees in various university faculties in Tartu, Estonia, soon after the disruption of communism. The present study was conducted to see whether such differences still exist and how the patterns had changed during the country's first transitional decade. All employees at the University of Tartu (UT) were surveyed for smoking habits by means of a questionnaire in 1992 and 2003. The present paper is based on respondents whose faculty or workplace was known (1390 people in 1992, 1790 in 2003). Smoking differences were assessed in terms of regression-based adjusted figures. While 20% of the male employees smoked daily in 1992, 13% did so in 2003, the figures for females being 10% and 7%, respectively. The prevalence of men's daily smoking varied between faculties and other workplaces in the range 4-30% in 1992, and 0-24% in 2003, with corresponding ranges of 3-21% and 0-10% among females. Men in the medical faculty in both surveys, and those in the faculty of philosophy in the second survey showed higher rates than men in most other faculties, as did women in the faculty of law in the first survey and those in the faculty of philosophy in the second. The figures were usually low in the faculties of sports & exercise, physics & chemistry and mathematics. The sex pattern was reversed in the faculty of law and also in that of economics, where the women smoked more than the men. Even in this low-smoking academic community, wide smoking differences existed between the faculties and other workplaces. Faculties where physical or mental performance is of prime importance are leading the way towards a smoke-free community, while men in the faculty of philosophy and, paradoxically, men in the medical faculty are lagging behind. The reversed sex ratio in the faculties of law and economics may indicate women's intensified drive for equality in this transitional society. We assume that different professional cultures

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.

Systems of remuneration and motivation on the example of employees of internal hospital pharmacies in Poland – study results

Directory of Open Access Journals (Sweden)

Joanna Nieżurawska

2016-03-01

The results of research indicate the functioning of traditional systems of remuneration among pharmacists (pharmacy managers and employees in hospitals. The internal structure of remuneration of employees is not very fragmented and employee engagement and motivation of employees are clearly smaller here.

Perceived organisational support and commitment among employees at a higher education institution in South Africa / Chantalle Scott

OpenAIRE

Scott, Chantalle

2014-01-01

Higher education in a democratic South Africa faces huge challenges – primarily the need to achieve greater equity, efficiency and effectiveness in institutions and across the system. Universities had to open their doors to students of all races, transform curricula to become more locally relevant, and produce scholars able to address South Africa’s problems. When organisations face these changes, they still need to support their employees. They need to ensure that the employee...

Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System.

Science.gov (United States)

Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

2015-12-01

Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller's organizational commitment inventory, and the Lodahl and Kejner's job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees' job involvement and organizational commitment.

Employee Self Service-based Human Resources Information System Development and Implementation. Case Study: BCP Indonesia

Directory of Open Access Journals (Sweden)

Lestari Margatama

2017-01-01

Full Text Available Human Resources Information System is a Decision Support System that provides necessary information regarding human resources in an organization. Web-based e-HR is one of the best practical solution in human resources management that allows employees to focus more on their job instead of HR administration procedures. By implementing Employee Self Service (ESS it is expected that worker satisfaction can be improved and in turn will also improve employees’ performance. The web-based ESS is characterized by personalized information approach which offers personal and management services on information access and structured workflow process. The object covered in this research is HR administration of PT. BCP to create and implement ESS with system prototype development and UML modeling tool. The resulting system is designed to quickly access the information and company procedures to shorten the time for BCP’s employee administration and documentation

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...

Employee Assistance Programs: A Systemic Investigation of Their Use.

Science.gov (United States)

Gerstein, Lawrence H.; Bayer, Gregory A.

1988-01-01

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

THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE

OpenAIRE

Andinasari, Andinasari; Sujanto, Bedjo; Mukhtar, Mukhneri

2017-01-01

The purpose of this study was determine the effect transformational leadership, personality and job performance administration employeeUniversity of Indonesian Teachers Union of Palembang (PGRI). This research try answer problems about job performance involving of 144 administration employee had been selected from the target population of 223 employee by using quantitative approach with path analysis methods.  The reseach of conclude show (1) transformational leadership had a direct effe...

The relationship between organizational commitment and knowledge sharing: A case study of university employee cooperation

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Hosein Bahramzadeh

2012-10-01

Full Text Available Knowledge sharing plays an important role on helping organizations reach their goals, it facilitates distribution of overall awareness among workers and create better environment for adding more value. There are different factors influencing knowledge sharing and organizational commitment is believed one of the most important items. In this paper, we present an empirical study in one of privately held universities located in city of Bojnourd, Iran. The proposed study selects a sample size 145 out of 236 people from both regular employees and university professors and we have used different tests such as Pearson correlation test to analyze the results. The proposed model of the paper has confirmed that there is a positive and meaningful relationship between these two components when the level of significance is set to five percent. The results of this survey also reveals that while ethical commitment and normative play important role on knowledge sharing, continuity has no significant impact on knowledge sharing within organization. The other observation is that while gender and age has no impact on knowledge sharing, higher educational background is an important factor on knowledge sharing.

An Historical Analysis and Comparison of the Military Retirement System and the Federal Employee Retirement system

National Research Council Canada - National Science Library

Breth, Bruce

1998-01-01

The most significant change to private sector as well as civil service employee retirement systems over the past 15 years has been the transition from defined benefit to defined contribution retirement plans...

The Impact Of Reward System On Employee Turnover Intention A Study On Logistics Industry Of Sri Lanka

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M.V.S. Mendis

2017-09-01

Full Text Available Human capital is a paramount important part of todays business world. For any company to achieve its corporate strategies it is important to have motivated committed workforce within the company. Therefore keep employees satisfy is a necessity for any organization. Otherwise they may leave the company as there are lots of job opportunities remain in this modern business world. This study focus on how reward system of an organization impact on employee turnover intention. This study empirically evaluated five independent variables remuneration cash incentives work life balance supervisor support and employee recognition and their relationship to the turnover intention of non-executives in the logistics industry of Sri Lanka. The sample consists of 97 non-executive staff in the logistics industry of Sri Lanka. The data collection was done by using a self-administrated structured questionnaire. The results indicated that remuneration cash incentives work life balance supervisor support and employee recognition variables were negatively and significantly correlated with turnover intention. And those relationships were strong. Results of regressing the reward system on turnover intention showed that reward system is a powerful predictor of labour turnover in logistics industry of Sri Lanka. The research findings give evidence that better financial and non-financial rewards have strong impact on employee turnover intention. Therefore to reduce employees high intention to leave the company the management needs to develop well balanced reward system in both financial and non-financial aspects.

Determinants of job motivation among frontline employees at hospitals in Tehran

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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

Social health insurance contributes to universal coverage in South Africa, but generates inequities: survey among members of a government employee insurance scheme.

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Goudge, Jane; Alaba, Olufunke A; Govender, Veloshnee; Harris, Bronwyn; Nxumalo, Nonhlanhla; Chersich, Matthew F

2018-01-04

Many low- and middle-income countries are reforming their health financing mechanisms as part of broader strategies to achieve universal health coverage (UHC). Voluntary social health insurance, despite evidence of resulting inequities, is attractive to policy makers as it generates additional funds for health, and provides access to a greater range of benefits for the formally employed. The South African government introduced a voluntary health insurance scheme (GEMS) for government employees in 2005 with the aim of improving access to care and extending health coverage. In this paper we ask whether the new scheme has assisted in efforts to move towards UHC. Using a cross-sectional survey across four of South Africa's nine provinces, we interviewed 1329 government employees, from the education and health sectors. Data were collected on socio-demographics, insurance coverage, health status and utilisation of health care. Multivariate logistic regression was used to determine if service utilisation was associated with insurance status. A quarter of respondents remained uninsured, even higher among 20-29 year olds (46%) and lower-skilled employees (58%). In multivariate analysis, the odds of an outpatient visit and hospital admission for the uninsured was 0.3 fold that of the insured. Cross-subsidisation within the scheme has provided lower-paid civil servants with improved access to outpatient care at private facilities and chronic medication, where their outpatient (0.54 visits/month) and inpatient utilisation (10.1%/year) approximates that of the overall population (29.4/month and 12.2% respectively). The scheme, however, generated inequities in utilisation among its members due to its differential benefit packages, with, for example, those with the most benefits having 1.0 outpatient visits/month compared to 0.6/month with lowest benefits. By introducing the scheme, the government chose to prioritise access to private sector care for government employees, over

The Relationship between Leadership Style (Transformational Leadership and Interactive of Principals and Job Satisfaction of Shiraz University Staff Employees

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Hussein Mokhtarpour

2014-07-01

Full Text Available Introduction: Identification of the styles of behavior management as related to job attitudes and satisfaction level of management has been among the topics of interest in the past few decades. This study aimed to examine the leadership styles of managers (heads and its correlation with job satisfaction among university employees. Method: The study population included all employees working at Shiraz University. A sample of 107 subjects as the manager (head who had their position for two consecutive years was randomly selected from each set of three. To review and assess the transformative interactionism managers, Multifactor Leadership Questionnaire (MLQ designed by Boss and Vlyv (1995 was used. A questionnaire was used to assess the level of job satisfaction. Content validity and reliability of the method was assessed by calculating the reliability coefficient (Cronbach’s alpha. The alpha for job satisfaction was obtained 0.79. Results: The results showed that the correlations between job satisfaction and leadership style (R=0.58, transformational leadership style (R=0.58 and the transactional leadership style (R=0.46 were significant (P<0.001. The results of this study indicated that leadership style can be used as a facilitator which motivates the direct and indirect impact on job satisfaction. Conclusion: People’s values influence the way they manage and especially determines their satisfaction about the organization. The concepts of transformational leadership styles of managers, their gender and level of mental stimulation showed the greatest effect on job satisfaction

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

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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

Using Readership Research to Study Employee Views.

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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)

5 CFR 9901.231 - Conversion of positions and employees to NSPS classification system.

Science.gov (United States)

2010-01-01

... HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Classification Transitional... employee's career group, pay schedule, and band upon conversion. (d) Grade retention prior to conversion...

Mutuality and reciprocity in the psychological contracts of employees and employers.

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Dabos, Guillermo E; Rousseau, Denise M

2004-02-01

The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing the extent of consistency between employee and employer beliefs regarding their exchange agreement, the present study mapped the variation and consequences of mutuality and reciprocity in psychological contracts. Results indicate that both mutuality and reciprocity are positively related to archival indicators of research productivity and career advancement, in addition to self-reported measures of Met Expectations and intention to continue working with the employer. Implications for psychological contract theory are presented. ((c) 2004 APA, all rights reserved)

Defense Acquisition University: A Study of Employee Perceptions on Web Based Learning Transfer

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Oglesby, Carolyn W.

2012-01-01

Organizations invest heavily in training to ensure employees have the skills they need to be successful. One of the goals in business is to maximize the skills of the employees in the workplace, which creates a competitive advantage for the business. Traditional classroom training is still used in the workplace; however, technology-driven training…

The Impact of the Dimensions of the Administrative Decision Support Systems on the Re-engineering of the Systems of the Palestinian universities in Gaza Strip from the Employees’ Perspective

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Mazen Jehad I. Al Shobaki

2017-08-01

Full Text Available This study aimed to identify the impact of the dimensions of the administrative decision support systems on the re-engineering of the systems of the Palestinian universities in Gaza Strip from the standpoint of employees. A descriptive approach was used through which a questionnaire was developed and distributed to a stratified random sample. (500 questionnaires were distributed and (449 were returned, with (89.8% response rate. The study revealed these results: There was an effect for the potentials (physical, human, technical, and organizational design available for the decision support systems and re-engineering of the systems in the Palestinian higher education institutions in Gaza Strip.There were significant differences between the assessment means of the study sample about the impact of decision support systems to re-engineer the systems in the Palestinian higher education institutions in Gaza Strip due to the gender variable in favor of males. There also differences due to the name of the university variable in favor of the Islamic University, Al Azhar University, Al Aqsa University, respectively. It was recommended that Palestinian higher education institutions which intend to start re-engineering the systems should be encouraged immediately start the process. These institutions should also develop the infrastructure of the decisions support systems when re-engineering their operations. Keywords: Decision support systems, Re-engineering, Palestinian higher education institutions.

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).

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...

5 CFR 837.802 - Benefits under another retirement system for Federal employees based on the most recent separation.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Benefits under another retirement system for Federal employees based on the most recent separation. 837.802 Section 837.802 Administrative... system for Federal employees based on the most recent separation. (a) Generally. An annuitant who has...

The Assessment of Accommodation and Convergence System in the Bank Employees

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Monireh Mahjoob

2013-02-01

Full Text Available Background: Regarding the high outbreak rate of the eye disorders and problems particularly accommodation disorders and convergence insufficiency in computer users, the study tries to determine the convergence, accommodation system, condition, fusion reserves and vision dimension in bank employees (who work with computers and the control group (who are not computer users and then to compare the mentioned parameters in the two groups. Materials and Methods: In this cross-sectional and observational study a total of 44 bank employees and 44 people as the control group members were selected randomly. Initially, refractive problems were reformed, and then accommodation, convergence and vision dimension evaluative tests were conducted. The test included measuring the near point of convergence, jump convergence, phoria, accommodation range (one eye, both eyes, ease of accommodation (one eye, both eyes, positive and negative related accommodation, near fusion versions and TNO.Results: Our results showed that there was a not significant difference among the near point of convergence, jump convergence, near phoria, accommodation range (one eye and both eyes, ease of accommodation (one eye, both eyes, positive and negative related accommodation in bank employees and control group.Conclusion: Regarding the studies, the outbreak rate of accommodation and convergence disorders is higher in bank employees than the control group which would be due to over working with computer within a fixed interval.

Smoking differences between employees in faculties of the University of Tartu, Estonia, and changes during the country's transition

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Kingisepp Peet-Henn

2011-03-01

Full Text Available Abstract Background A previous study found marked differences in smoking between employees in various university faculties in Tartu, Estonia, soon after the disruption of communism. The present study was conducted to see whether such differences still exist and how the patterns had changed during the country's first transitional decade. Methods All employees at the University of Tartu (UT were surveyed for smoking habits by means of a questionnaire in 1992 and 2003. The present paper is based on respondents whose faculty or workplace was known (1390 people in 1992, 1790 in 2003. Smoking differences were assessed in terms of regression-based adjusted figures. Results While 20% of the male employees smoked daily in 1992, 13% did so in 2003, the figures for females being 10% and 7%, respectively. The prevalence of men's daily smoking varied between faculties and other workplaces in the range 4-30% in 1992, and 0-24% in 2003, with corresponding ranges of 3-21% and 0-10% among females. Men in the medical faculty in both surveys, and those in the faculty of philosophy in the second survey showed higher rates than men in most other faculties, as did women in the faculty of law in the first survey and those in the faculty of philosophy in the second. The figures were usually low in the faculties of sports & exercise, physics & chemistry and mathematics. The sex pattern was reversed in the faculty of law and also in that of economics, where the women smoked more than the men. Conclusions Even in this low-smoking academic community, wide smoking differences existed between the faculties and other workplaces. Faculties where physical or mental performance is of prime importance are leading the way towards a smoke-free community, while men in the faculty of philosophy and, paradoxically, men in the medical faculty are lagging behind. The reversed sex ratio in the faculties of law and economics may indicate women's intensified drive for equality in this

Analysis of Employee Benefits in Organisation

OpenAIRE

Smilnická, Martina

2009-01-01

The aim of bachelor's work is to characterize and to sum up the system of employee benefits in ČSOB, a.s.. In the first part of the work are generally described forms of remuneration, characterized employee benefits, aims and forms how they are provided, options of their classification and current trends in this area. The second part introduces the company and its system of employee benefits. By the help of questionnaire survey realized in the company was analysed the system of benefits and s...

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...

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...

Structural Model for the Effects of Environmental Elements on the Psychological Characteristics and Performance of the Employees of Manufacturing Systems.

Science.gov (United States)

Realyvásquez, Arturo; Maldonado-Macías, Aidé Aracely; García-Alcaraz, Jorge; Cortés-Robles, Guillermo; Blanco-Fernández, Julio

2016-01-05

This paper analyzes the effects of environmental elements on the psychological characteristics and performance of employees in manufacturing systems using structural equation modeling. Increasing the comprehension of these effects may help optimize manufacturing systems regarding their employees' psychological characteristics and performance from a macroergonomic perspective. As the method, a new macroergonomic compatibility questionnaire (MCQ) was developed and statistically validated, and 158 respondents at four manufacture companies were considered. Noise, lighting and temperature, humidity and air quality (THAQ) were used as independent variables and psychological characteristics and employees' performance as dependent variables. To propose and test the hypothetical causal model of significant relationships among the variables, a data analysis was deployed. Results found that the macroergonomic compatibility of environmental elements presents significant direct effects on employees' psychological characteristics and either direct or indirect effects on the employees' performance. THAQ had the highest direct and total effects on psychological characteristics. Regarding the direct and total effects on employees' performance, the psychological characteristics presented the highest effects, followed by THAQ conditions. These results may help measure and optimize manufacturing systems' performance by enhancing their macroergonomic compatibility and quality of life at work of the employees.

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

Science.gov (United States)

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

2016-08-01

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

Sleep and satisfaction in 8- and 12-h forward-rotating shift systems: Industrial employees prefer 12-h shifts.

Science.gov (United States)

Karhula, Kati; Härmä, Mikko; Ropponen, Annina; Hakola, Tarja; Sallinen, Mikael; Puttonen, Sampsa

2016-01-01

Twelve-hour shift systems have become more popular in industry. Survey data of shift length, shift rotation speed, self-rated sleep, satisfaction and perceived health were investigated for the associations among 599 predominantly male Finnish industrial employees. The studied forward-rotating shift systems were 12-h fast (12fast, DDNN------, n = 268), 8-h fast (8fast, MMEENN----, n = 161) and 8-h slow (8slow, MMMM-EEEE-NNNN, n = 170). Satisfaction with shift system differed between the groups (p effects on sleep and alertness were rare (8%) in the 12fast group (53% 8fast, 66% 8 slow, p effects of the current shift system on general health (12fast 4%, 8fast 30%, 8slow 41%, p work-life balance (12fast 8%, 8fast 52%, 8slow 63%, p effects of shift work were dependent on both shift length and shift rotation speed: employees in the 12-h rapidly forward-rotating shift system were most satisfied, perceived better work-life balance and slept better than the employees in the 8fast or especially the employees in the 8-h slowly rotating systems.

Electronic Timekeeping: North Dakota State University Improves Payroll Processing.

Science.gov (United States)

Vetter, Ronald J.; And Others

1993-01-01

North Dakota State University has adopted automated timekeeping to improve the efficiency and effectiveness of payroll processing. The microcomputer-based system accurately records and computes employee time, tracks labor distribution, accommodates complex labor policies and company pay practices, provides automatic data processing and reporting,…

Employee Turnover in Christian College/University Admissions

Science.gov (United States)

Dougherty, Kevin D.; Andrews, Megan

2007-01-01

Few campus offices bear the weight of organizational health and vitality more directly than college and university admissions offices. This is particularly true for Christian colleges and universities where annual operating budgets depend largely on student tuition dollars. The purpose of the research reported in this paper was to explore rates…

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...

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

Science.gov (United States)

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-01-01

The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction. PMID:27801857

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

Directory of Open Access Journals (Sweden)

Guangdong Wu

2016-10-01

Full Text Available The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC levels which are significantly greater than the family interference with work conflict (FIWC levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.

Diseases and injuries associated with travel among students, employees and teachers of the Central University of Venezuela during the national summer vacations.

Science.gov (United States)

Risquez, Alejandro; Marrero, Aiskel; Naranjo, Niurka; Palacios, Yanine; Rossomando, Maria T; Rodriguez-Morales, Alfonso J

2010-01-01

The objective of this study was to describe the incidence of disease and injuries associated with travel, etiology, risk factors and medical management in a cross-sectional evaluation of university students, employees and teachers of the Central University of Venezuela, Caracas, Venezuela, who returned from domestic travel. A questionnaire completed by 500 individuals was used to evaluate the incidence of disease and injuries associated with travel, the etiology, risk factors and medical management in university students, employees and teachers of Caracas, Venezuela. From the total who accepted and responded to the interview (460, 92%), 50.8% were females. Almost half of them had some vaccination before travel for: measles 78%, rubella 73.6%, hepatitis B 57%, Yellow fever 53.7%. After travel, 53.9% of the individuals reported disease or injury related with travel, including insect bites (22%), which was reported most commonly. Occurrence of disease and injuries was higher for those who traveled to the jungle (OR=5.23, 95% CI 0.62-43.80), followed by those who travel to two areas (OR=1.82, 95% CI 1.06-3.13). Drinking alcohol during travel was identified in 73.8%, was significantly higher in men (ptravel. The results indicated the importance of education and training in travel medicine, a relatively new medical discipline in Venezuela. Venezuela has a significant number of people visiting areas at risk for the acquisition of tropical and non-tropical conditions. Occasionally, travelers were without adequate preventive measures and pre-travel advice which is considered of utmost importance. Copyright (c) 2009 Elsevier Ltd. All rights reserved.

The Increasing Importance of Employee Relations

Science.gov (United States)

Keckley, Paul

1977-01-01

Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

The Effects of Employee Commitment in Transnational Higher Education: The Case of International Branch Campuses

Science.gov (United States)

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

2017-01-01

Higher education is a labor intensive activity and strong organizational performance depends upon employee commitment. This study analyses antecedents and consequences of employee commitment in universities that are involved in transnational higher education, with a focus on identifying differences between the employees at home and foreign branch…

Improving University Ranking to Achieve University Competitiveness by Management Information System

Science.gov (United States)

Dachyar, M.; Dewi, F.

2015-05-01

One way to increase university competitiveness is through information system management. A literature review was done to find information system factors that affect university performance in Quacquarelli Symonds (QS) University Ranking: Asia evaluation. Information system factors were then eliminated using Delphi method through consensus of 7 experts. Result from Delphi method was used as measured variables in PLS-SEM. Estimation with PLS-SEM method through 72 respondents shows that the latent variable academic reputation and citation per paper have significant correlation to university competitiveness. In University of Indonesia (UI) the priority to increase university competitiveness as follow: (i) network building in international conference, (ii) availability of research data to public, (iii) international conference information, (iv) information on achievements and accreditations of each major, (v) ease of employment for alumni.

Prevalence and Causes of Sick Leave among Healthcare System Employees of Joibar Province in 2015

Directory of Open Access Journals (Sweden)

Siavosh Etemadi neZhad

2017-09-01

Full Text Available Introduction and purpose: Absenteeism is defined as being absent from work without a good reason. Sick leave among healthcare providers can have serious negative impacts on organizational performance. This study was conducted to determine the prevalence and causes of sick leave in the healthcare system of Joibar, Iran. Methods: This analytical cross-sectional study was performed on all employees of the healthcare system of Joibar, Iran (n=239. Data was collected using a checklist including demographic data and reasons for absenteeism (the number of absent days, work experience, and  employment status by presenting to the Human Resources Department of the healthcare system. Data was analyzed by using Chi-square test and Spearman’s rank correlation coefficient in SPSS, version 20. Results: The mean age of the employees was 35.72±3.3 years. Sick leave was mostly observed in the age group of 30-39, official staff, married women, and employees with work experience of 6 to 10 years (83 cases. Among the studied diseases, cold and musculoskeletal disorders were the most frequent causes of absenteeism among employees in the healthcare system. Conclusion: Based on our findings, musculoskeletal disorders were the most important causes of absenteeism, which are preventable. To improve the physical and ergonomic conditions of the staff, we suggest healthcare authorities to install ergonomy software (Office Exercise Program and provide standard and adjustable seats and office desks.

Agency relations and managed performance in public universities in Uganda

Directory of Open Access Journals (Sweden)

James R.K. Kagaari

2013-01-01

Full Text Available Orientation: This article focused on the need for improved employer-employee relationships in order for public universities in Uganda to achieve their intended objectives.Research purpose: The purpose of this article was to review the need for appropriate employer-employee relationships that will ensure quality services and service delivery in public universities in Uganda.Motivation for the study: The researchers set out to examine why managers of public universities in Uganda were continuously paying less attention to the needs of the employees.Research design, approach and method: A descriptive research design was employed and 12 respondents, purposively selected from 4 public universities, were interviewed. Data were recorded, transcribed and analysed using Nvivo software. This article is based on the perspective of agency theory, and discussed the contractual relationship between management and employees. The agency theory was deemed necessary because of its contribution to organisational literature.Main findings: There is a need to create and nurture a collegial working climate that promotes quality interactions through information sharing. This results in creating and retaining motivated and committed employees, and also helps to overcome the paradox of balancing the high demand for university education whilst offering quality services.Practical/managerial implications: Managers have to continuously monitor and accommodate employee needs and demands.Contribution/value-add: The potential value of the paper is its function as a guide for public universities to have visionary managers that will introduce new approaches to managing public universities in a competitive global environment.

A university system-wide qualitative investigation into student physical activity promotion conducted on college campuses.

Science.gov (United States)

Milroy, Jeffrey J; Wyrick, David L; Bibeau, Daniel L; Strack, Robert W; Davis, Paul G

2012-01-01

This study aimed to examine college student physical activity promotion. A cross-sectional approach to qualitative research was used. Southeastern state university system. Fourteen of 15 (93%) universities recruited were included in this study; 22 university employees participated in a semistructured interview. Nonprobabilistic purposive and snowball sampling strategies were used to recruit individuals who were likely to be engaged in physical activity promotion efforts on their respective campuses. Thematic analyses lead to the identification of emerging themes that were coded and analyzed using NVivo software. Themes informed three main areas: key personnel responsible for promoting physical activity to students, actual physical activity promotion efforts implemented, and factors that influence student physical activity promotion. Results suggest that ecological approaches to promote physical activity on college campuses are underused, the targeting of mediators of physical activity in college students is limited, and values held by university administration influence campus physical activity promotion. Findings support recommendations for future research and practice. Practitioners should attempt to implement social ecological approaches that target scientifically established mediators of physical activity in college students. Replication of this study is needed to compare these findings with other types of universities, and to investigate the relationship between promotion activities (type and exposure) and physical activity behaviors of college students.

Tracking the employee satisfaction-life satisfaction binary: The case of South African academics

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2014-11-01

Research purpose: The aim of the study was to investigate the relationship between employee satisfaction and life satisfaction amongst university academics in South Africa. Motivation for the study: The study occupies the gap in literature focusing on the interaction between employee satisfaction and life satisfaction amongst South African university academics. Research design, approach and method: A three-section survey questionnaire was administered to 273 academics recruited from three universities in Gauteng, South Africa. After a confirmatory factor analysis, hypotheses were tested using a combination of Kendall’s tau correlation coefficient and regression analysis. Main findings: Correlation tests revealed strong positive relationships between life satisfaction and three factors: workplace flexibility, skills utilisation and autonomy. Regression analysis showed that workplace flexibility, skills utilisation and autonomy were statistically significant. Practical/managerial implications: Research findings could expedite the generation of strategies for meeting the employment needs and expectations of university academics, thereby reducing the shortage of university academics in South Africa. Contributions/value-add: The conceptual framework proposed in this study is a useful tool for conceptualising the relationship between employee satisfaction and life satisfaction in the higher education environment.

Effects of text messaging in addition to emails on physical activity among university and college employees in the UK.

Science.gov (United States)

Suggs, Suzanne; Blake, Holly; Bardus, Marco; Lloyd, Scott

2013-04-01

To test the effects of adding text messages to weekly email communications on recipients' total physical activity (leisure-time; workplace; domestic and garden; and active transportation) in employees of universities and colleges in the UK. A randomised trial with two study groups (email only or email plus text messaging for 12 weeks) was implemented at five workplaces. Data were collected at baseline, immediately after, and four weeks after the intervention. Intervention effects on physical activity were evaluated using latent growth modelling. Total physical activity decreased over time in both groups but the decrease was non-significant. The only significant difference between groups was found for workplace physical activity, with the group receiving emails and text messages having a linear decrease of 2.81 Metabolic Equivalent h/week (β = -0.31, p = 0.035) compared to the email only group. Sending employees two additional text messages resulted in less physical activity. Further investigation is needed to understand whether text messaging may play a beneficial role in promoting physical activity in workplace settings. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Employee no-shows: managing library absenteeism.

OpenAIRE

Wygant, L J

1988-01-01

Employee absenteeism is a problem faced by all library administrators. This paper describes the development, implementation, and results of a program to discourage absenteeism at the Moody Medical Library of the University of Texas Medical Branch at Galveston. The important role of library administrators and supervisors in controlling absenteeism is emphasized.

29 CFR 541.400 - General rule for computer employees.

Science.gov (United States)

2010-07-01

... OUTSIDE SALES EMPLOYEES Computer Employees § 541.400 General rule for computer employees. (a) Computer... computer employees whose primary duty consists of: (1) The application of systems analysis techniques and...

Performance Management Systems: IRS's Systems for Frontline Employees and Managers Align with Strategic Goals but Improvements Can Be Made

National Research Council Canada - National Science Library

2002-01-01

.... Performance management systems should help employees understand their responsibilities and how their day-to-day work contributes toward meeting their agency's strategic goals as well as providing...

Sexual harassment and generalized workplace abuse among university employees: prevalence and mental health correlates.

Science.gov (United States)

Richman, J A; Rospenda, K M; Nawyn, S J; Flaherty, J A; Fendrich, M; Drum, M L; Johnson, T P

1999-03-01

This study hypothesized that interpersonal workplace stressors involving sexual harassment and generalized workplace abuse are highly prevalent and significantly linked with mental health outcomes including symptomatic distress, the use and abuse of alcohol, and other drug use. Employees in 4 university occupational groups (faculty, student, clerical, and service workers; n = 2492) were surveyed by means of a mailed self-report instrument. Cross-tabular and ordinary least squares and logistic regression analyses examined the prevalence of harassment and abuse and their association with mental health status. The data show high rates of harassment and abuse. Among faculty, females were subjected to higher rates; among clerical and service workers, males were subjected to higher rates. Male and female clerical and service workers experienced higher levels of particularly severe mistreatment. Generalized abuse was more prevalent than harassment for all groups. Both harassment and abuse were significantly linked to most mental health outcomes for men and women. Interpersonally abusive workplace dynamics constitute a significant public health problem that merits increased intervention and prevention strategies.

Health Insurance for Government Employees in Bangladesh: A Concept Paper

OpenAIRE

Hamid, Syed Abdul

2014-01-01

Introducing compulsory health insurance for government employees bears immense importance for stepping towards universal healthcare coverage in Bangladesh. Lack of scientific study on designing such scheme, in the Bangladesh context, motivates this paper. The study aims at designing a comprehensive insurance package simultaneously covering health, life and accident related disability risks of the public employees, where the health component would extend to all dependent family members. ...

Steps to Health employee weight management randomized control trial: short-term follow-up results.

Science.gov (United States)

Østbye, Truls; Stroo, Marissa; Brouwer, Rebecca J N; Peterson, Bercedis L; Eisenstein, Eric L; Fuemmeler, Bernard F; Joyner, Julie; Gulley, Libby; Dement, John M

2015-02-01

To present the short-term follow-up findings of the Steps to Health study, a randomized trial to evaluate the effectiveness of two employee weight management programs offered within Duke University and the Health System. A total of 550 obese (body mass index, ≥30 kg/m2) employees were randomized 1:1 between January 2011 and June 2012 to the education-based Weight Management (WM) or the WM+ arm, which focused on behavior modification. Employees were contacted to complete a follow-up visit approximately 14 months after baseline. There were no clinically, or statistically, meaningful differences between arms, but there were modest reductions in body mass index, and positive, meaningful changes in diet and physical activity for both arms. The modest positive effects observed in this study may suggest that to achieve weight loss through the workplace more intensive interventions may be required.

Employee Screening : Theory and Evidence

OpenAIRE

Fali Huang; Peter Cappelli

2007-01-01

Arguably the fundamental problem faced by employers is how to elicit effort from employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to screen job candidates to find workers with a stronger work ethic who require less monitoring. This should be especially useful in work systems where monitoring by supervisors is more difficult, such as tea...

Development of perceived job insecurity across two years: Associations with antecedents and employee outcomes

OpenAIRE

Kinnunen U; Mäkikangas A; Mauno S; De Cuyper N; De Witte H

2014-01-01

This 2-year longitudinal study among 848 university employees investigated the individual development of perceived job insecurity (JI) in the context of changes occurring in the Finnish universities during the follow-up time. Adopting a person-oriented approach through latent profile analysis, 8 classes of employees with similar mean levels and mean-level changes in JI were identified. Two of these classes (75% of the participants) indicated stable (low, moderately high) JI, and the remaining...

The Relationship between Psychological Meaningfulness and Employee Engagement: Moderating Effect of Age and Gender

OpenAIRE

Ruswahida Ibnu Ruslan; Md. Aminul Islam; Idris Mohd Noor

2014-01-01

There has been a great deal of interest in employee engagement over the years, and it has become a popular term. However, there is no one universally acceptable definition for employee engagement until now. Employee engagement has been defined in many ways, and its assessment also seems to be similar, as developed by scholars such as Kahn [1] who coins the term psychological meaningfulness. This paper reviews the literature surrounding employee engagement, especially in terms of psychological...

Computer Application Systems at the University.

Science.gov (United States)

Bazewicz, Mieczyslaw

1979-01-01

The results of the WASC Project at the Technical University of Wroclaw have confirmed the possibility of constructing informatic systems based on the recognized size and specifics of user's needs (needs of the university) and provided some solutions to the problem of collaboration of computer systems at remote universities. (Author/CMV)

Current state of the employee performance appraisal system in agricultural organizations in the Czech Republic

Directory of Open Access Journals (Sweden)

Kateřina Venclová

2013-01-01

Full Text Available Employee performance appraisal is one of the most important human resource management tools. The first part of the article concentrates on the theoretical background. The second part evaluates the results of the quantitative survey. The aim of the article is to evaluate the use of formal appraisal of employees in agricultural organizations in the Czech Republic and to test dependencies between selected qualitative characteristics. The results of the survey show that only 12.3% of agricultural organizations (n = 332 use formal appraisal of employees. They also confirm that the application of the formal appraisal of employees in agricultural organizations depends on the size of the agricultural organization (p-value 0.006, Phi coefficient 0.151 and the existence of a personnel department (p-value 0.000, Phi coefficient 0.210. 49.1% of agricultural organizations did not consider formal appraisal important. Only 5.8% of agricultural organizations that do not use any system of formal employee performance appraisal plan its implementation, despite the fact that currently people are considered to be the most important strategic asset of any organization for achieving a competitive advantage.

The Effective Use of EAPs: Retrenchment Leads to Emphasis on Helping Troubled Employees.

Science.gov (United States)

Pogue, Gregory

1994-01-01

During a period of retrenchment, colleges and universities are increasingly developing employee assistance programs (EAPs) to help personnel cope with personal and work-related problems. Successful EAPs have top management commitment, have written policies and procedure, focus on employee performance, provide professional assistance, involve the…

The Quality of Management Information Systems and Its Effect on the Employees Performance at the Yemeni Public Telecommunication Corporation

Directory of Open Access Journals (Sweden)

عبد اللطيف مصلح محمد عايض

2017-10-01

Full Text Available In spite of the interest of many organizations in the development of information systems, some organizations did not give enough attention to this issue, including the Yemeni organizations. This is what the researchers noted in their dealings with some of these organizations. The Yemeni Public Telecommunications Corporation is one of them. It was noted that some of the administrative units concerned with the application of management information systems in the organization have certain weaknesses in some dimensions of the employees performance in the organization, and this may be due to the quality of their management information systems. This study aimed at demonstrating the effect of the quality of management information systems on the employees performance that was applied on the Public Telecommunication Corporation (PTC. The population of the study included all users of management information systems in PTC totaling (117 employees. Their number was, to some extent, small, so they were selected to be the study sample. To achieve the objectives of the study, the descriptive and analytical method was used. To collect the data of the study, a questionnaire was developed and validated to measure the study objectives and to test its hypotheses.  To analyze the data, (SPSS program was used. The study found a set of conclusions the most important of which was that the level of both the quality of management information systems and the performance of employees in the Yemeni Public Telecommunications Corporation was high. Moreover, there was a positive effect for the quality of management information systems on the employees’ performance in PTC. Keywords: Quality of management information systems, Employees performance, Yemeni Public Telecommunications Corporation.

Agency relations and managed performance in public universities in Uganda

Directory of Open Access Journals (Sweden)

James R.K. Kagaari

2013-01-01

Research purpose: The purpose of this article was to review the need for appropriate employer-employee relationships that will ensure quality services and service delivery in public universities in Uganda. Motivation for the study: The researchers set out to examine why managers of public universities in Uganda were continuously paying less attention to the needs of the employees. Research design, approach and method: A descriptive research design was employed and 12 respondents, purposively selected from 4 public universities, were interviewed. Data were recorded, transcribed and analysed using Nvivo software. This article is based on the perspective of agency theory, and discussed the contractual relationship between management and employees. The agency theory was deemed necessary because of its contribution to organisational literature. Main findings: There is a need to create and nurture a collegial working climate that promotes quality interactions through information sharing. This results in creating and retaining motivated and committed employees, and also helps to overcome the paradox of balancing the high demand for university education whilst offering quality services. Practical/managerial implications: Managers have to continuously monitor and accommodate employee needs and demands. Contribution/value-add: The potential value of the paper is its function as a guide for public universities to have visionary managers that will introduce new approaches to managing public universities in a competitive global environment.

Employee Capital:Resource or Reoccurring Nightmare

OpenAIRE

Murphy, James Peter

2005-01-01

Employee capital need not be a reoccurring nightmare for bar owners if they create a system for managing their employee capital which deals with recruitment, placement, training and development for all hospitality staff members.

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…

The role of organizational context in fostering employee proactive behavior: : Interplay between HR system configurations and relational climates

NARCIS (Netherlands)

Batistic, S.; Cerne, Matej; Kaše, R.; Zupic, Ivan

2016-01-01

Emphasizing the role of the organizational context and adopting a multilevel approach, we propose that the interplay between HR system configurations and relational climates has a cross-level effect on employee proactive behavior. Using a sample of 211 employees in 25 companies, we show that the

Employee engagement and management standards: a concurrent evaluation.

Science.gov (United States)

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

2015-08-01

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

A Field Experiment in Motivating Employee Ideas

OpenAIRE

Susanne Neckermann; Michael Gibbs; Christoph Siemroth

2014-01-01

markdownabstract__Abstract__ We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account teams into treatment and control groups. Employees in treatment teams received rewards if their ideas were approved. Nothing changed for employees in control teams. Our main finding is that rewards substa...

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.

48 CFR 22.1019 - Additional classes of service employees.

Science.gov (United States)

2010-10-01

... regarding the agreement or disagreement of the employees' representative or the employees themselves... service employees. 22.1019 Section 22.1019 Federal Acquisition Regulations System FEDERAL ACQUISITION... of 1965, as Amended 22.1019 Additional classes of service employees. (a) If the contracting officer...

Agreement Between Michigan State University and Michigan State University Employees Association, July 1, 1974-June 30, 1976.

Science.gov (United States)

Michigan State Univ., East Lansing.

Articles of the agreement cover a definition of terms; fair employment practices; probationary employees; uniforms; working hours; compensation rate schedules; overtime; absences; leaves of absence with and without pay; break in service; insurance benefit programs; educational assistance program; longevity pay; retirement benefit programs; filling…

Accounting and tax aspects of employee benefits

OpenAIRE

Kudláčková, Kristýna

2015-01-01

The thesis is dedicated to the exploration and analysis of the implementation of employee benefits such as the types of benefits provided by employers to employees according to Czech accounting and tax regulations. In the theoretical part deals with the topic of employee motivation at the work and describes the best known motivational theories. It tries to highlight the interconnections of social policy, evaluation and remuneration system with the level of employee satisfaction and its impact...

Improving employee productivity through work engagement: Evidence from higher education sector

Directory of Open Access Journals (Sweden)

Jalal Hanaysha

2016-01-01

Full Text Available Employee productivity is one of the important management topics that received significant research attentions from several scholars and considered as a primary mechanism to enhance organizational success. Knowing what are the key factors that influence productivity is vital to ensure long term performance. This study examines the effect of work engagement on employee productivity in higher education sector. To accomplish this purpose, the primary data using survey instrument were collected from a sample of 242 employees at public universities in northern Malaysia using an online survey method. The collected data was analyzed using SPSS and Structural equation modelling on AMOS. The results indicated that work engagement had significant positive effect on employee productivity. Moreover, this study provides an evidence that all of the dimensions of work engagement namely vigor, dedication, and absorption have significant positive effects on employee productivity.

Motivating Peak Performance: Leadership Behaviors That Stimulate Employee Motivation and Performance

Science.gov (United States)

Webb, Kerry

2007-01-01

The impact of leader behaviors on motivation levels of employees was examined in this study. Two hundred twenty-three vice presidents and chief officers from 104 member colleges and universities in the Council for Christian Colleges and Universities were sampled. Leaders were administered the Multifactor Leadership Questionnaire (MLQ-rater…

Employee motivation and employee benefits

OpenAIRE

Limburská, Martina

2009-01-01

The goal of this thesis is to get acquainted with the issue of employee motivation from a theoretical perspective, and then analyze the incentive system in a selected company - Sellier & Bellot. In conclusion, I would like to evaluate the lessons learned and propose some changes and recommendations for improving motivation in the analyzed company. The work is divided into four parts. The first three are rather theoretical. The first part deals with the explanation of the concept of motivation...

Can health insurance improve employee health outcome and reduce cost? An evaluation of Geisinger's employee health and wellness program.

Science.gov (United States)

Maeng, Daniel D; Pitcavage, James M; Tomcavage, Janet; Steinhubl, Steven R

2013-11-01

To evaluate the impact of a health plan-driven employee health and wellness program (known as MyHealth Rewards) on health outcomes (stroke and myocardial infarction) and cost of care. A cohort of Geisinger Health Plan members who were Geisinger Health System (GHS) employees throughout the study period (2007 to 2011) was compared with a comparison group consisting of Geisinger Health Plan members who were non-GHS employees. The GHS employee cohort experienced a stroke or myocardial infarction later than the non-GHS comparison group (hazard ratios of 0.73 and 0.56; P employee health and wellness programs similarly designed as MyHealth Rewards can potentially have a desirable impact on employee health and cost.

ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

OpenAIRE

Milica Jakšiæ, Miloš Jakšiæ

2014-01-01

Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

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

OpenAIRE

Budhi, Made Arya; Wardoyo, Retantyo

2017-01-01

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

48 CFR 2452.251-70 - Contractor employee travel.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Contractor employee travel... 2452.251-70 Contractor employee travel. As prescribed in 2451.7001, insert the following clause in all cost-reimbursement solicitations and contracts involving travel: Contractor Employee Travel (OCT 1999...

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

Science.gov (United States)

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

2007-01-01

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

The motivation system in certain company

OpenAIRE

Khvorostyanova, Anna

2014-01-01

Bachelor thesis is focused on the employee motivation. The aim is to analyze employee motivation system of the educational institution and to find the recommendations for its improvement. In the theoretical part is written about the motivation problems, theory of motivation, remuneration and employee benefits. The practical part analyzes the current state of satisfaction and motivation of the teachers of the State Technical University in Magnitogorsk. The questionnaire was used for the analys...

Salary administration as part of employee incentive system at industrial enterprises

Directory of Open Access Journals (Sweden)

Sagandykov Michail

2017-01-01

Full Text Available The article analyses the financial staff incentives at industrial enterprises. The paper concludes that the incentive system should be developed taking into account the developed staff motivation. The only efficient target of influence is the existing staff motivation components. A 3-element employee incentive framework for industrial enterprises is suggested. The article presents the critical analysis of the existing payroll systems of several industrial enterprises, elicits the common flaws of the incentive payments, and develops requirements for such systems. The paper also provides an industrial enterprise needs matrix and an incentive payment types matrix required to build up a rational monetary staff incentive system. These matrices can be adapted for any industrial enterprise with regard to its long-term objectives.

The Assessment of Accommodation and Convergence System in the Bank Employees

OpenAIRE

Monireh Mahjoob; Abbas Azimi-Khorasani; Hamed Momeni-Moghadam; Masoud Raeisi; Jalil Nejati

2013-01-01

Background: Regarding the high outbreak rate of the eye disorders and problems particularly accommodation disorders and convergence insufficiency in computer users, the study tries to determine the convergence, accommodation system, condition, fusion reserves and vision dimension in bank employees (who work with computers) and the control group (who are not computer users) and then to compare the mentioned parameters in the two groups. Materials and Methods: In this cross-sectional and observ...

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.

48 CFR 3052.204-71 - Contractor employee access.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 7 2010-10-01 2010-10-01 false Contractor employee access... CLAUSES Text of Provisions and Clauses 3052.204-71 Contractor employee access. As prescribed in (HSAR) 48...: Contractor Employee Access (JUN 2006) (a) “Sensitive Information,” as used in this Chapter, means any...

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.

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…

Tracking Outfield Employees using GPS in Web Applications

Directory of Open Access Journals (Sweden)

Kasinathan Vinothini

2018-01-01

Full Text Available This paper presents e-Track, a web-based tracking system for outfield employees in order to cater for various business activities as demanded by the business owners. Such demands may range from a simple task assignment, to employee location tracking and remote observation of the employees’ task progress. The objective of the proposed system is two-fold. First, the employees to access the application and clocks-in work. Second, a standalone web system for the employers to determine the approximate location of the staff assigned with outfield duties. The IP address recognition will ensure no buddy punching takes place. e-Track is hoped to increase efficiency among employees by saving time travelling between branches during outfield duties. In the future, e-Track will be integrated with claim and payment modules to support arrangement for outfield duties.

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…

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.

A fuzzy AHP approach for employee recruitment

Directory of Open Access Journals (Sweden)

Mohsen Varmazyar

2014-01-01

Full Text Available Human resource management plays an essential role on development of any business organization. Selection of employee normally depends on various criteria such as employee commitment, necessary skills, etc. Therefore, a good strategy to hire appropriate employee is a multi-criteria decision making (MCDM specially the ones, which could handle uncertainty, properly. In this paper, we present a method to use MCDM techniques for hiring employees. In fact, the present work proposes a Fuzzy Analytic Hierarchy Process (FAHP as one of the most popular multi-criteria decision making techniques. A computer application is developed where it receives the configuration of the employee selection problem, evaluates the candidates and ranks them using the appropriate voting system.

AN ANALYSIS OF EMPLOYEE MOTIVATION SYSTEMS IN POMERANIAN ENTERPRISES

Directory of Open Access Journals (Sweden)

Michał Igielski

2017-12-01

Full Text Available Purpose. Effective business management allows taking action in line with one’ mission and strategic goals. In the 21st century, it is becoming a priority for organizations, regardless of the size of its operations, to facilitate the work of the personnel. Human capital is the driving force behind the company’s development and has a significant impact on its competitive position, and the motivation of employees is an integral part of a well-functioning company. How will motivated employees reflect on the performance and profits of the business. Therefore, the purpose of the study is to analyze incentive systems in Pomeranian enterprises and to identify the most effective motivators for their staff. Methodology. The research objectives will be achieved by analyzing the available theory and conclusions from the author’s empirical research conducted in 2017. Its primary objective was to determine the extent of application of the concept of human capital management in the audited entities and to identify the main determinants (including barriers of its development. The study was designed as a general standardized questionnaire describing the study subject, as well as individual interviews with 600 respondents. Findings. The analyses have clearly shown human capital to build competitive advantage in the examined entities. It has also been shown that effective motivation through non-pay elements is only possible if the staff are satisfied with their pay.

An Empirical Quest for Linkages between HPWS and Employee Behaviors – a Perspective from the Non Managerial Employees in Japanese Organizations

OpenAIRE

Kaushik Chaudhuri

2009-01-01

High Performance Work Systems (HPWS) generally give rise to positive impacts on employees by increasing their commitments in workplaces. While some argued this actually have considerable negative impacts on employees with increasing possibilities of imposing strains caused by stress and intensity of such work places. Do stressful workplaces hamper employee commitment? The author has tried to find the answer by exploring linkages between HPWS practices and its impact on employees in Japanese o...

Gambling participation and problems among employees at a university health center.

Science.gov (United States)

Petry, Nancy M; Mallya, Sarita

2004-01-01

This study evaluated the frequency and intensity of gambling behaviors among employees at an academic health center. Employees were sent an anonymous questionnaire assessing demographic characteristics, participation in gambling activities, and gambling-related problems. Of the 904 respondents, 96% reported gambling in their lifetimes, with 69% gambling in the past year, 40% in the past two months, and 21% in the past week. The most common forms of gambling were lottery and scratch tickets, slot machines, card playing, sports betting, bingo, and track. Only 1.2% of the sample reported gambling on the internet. Using scores on the South Oaks Gambling Screen, 3.0% of the respondents were classified as Level 2 (or problem) gamblers, and an additional 1.8% were Level 3 (or pathological) gamblers. Compared to Level 1 (non-problem) gamblers, Level 2 and Level 3 gamblers were more likely to be male, single, and employed full-time, and to have lower income and education. About half of the Level 2 and Level 3 gamblers reported interest in an evaluation of their gambling behaviors and treatment interventions. These data suggest the need to screen for gambling problems in health care professionals and to provide gambling-specific treatments.

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

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.

Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

Science.gov (United States)

Liao, Hui; Toya, Keiko; Lepak, David P; Hong, Ying

2009-03-01

Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (c) 2009 APA, all rights reserved.

Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

Science.gov (United States)

Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

2009-04-01

Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status

Any time, anywhere : communications system keeps employees connected

Energy Technology Data Exchange (ETDEWEB)

Louie, J.

2007-07-15

Cisco Systems Canada is a leading computer networking company that has developed a business solution for the oil and gas sector that allows employees to communicate more effectively. Cisco Unified Communications provides a set of applications or services that can ride on top an existing data network. The network allows telephone conferencing through a centrally located internal application, saving companies the cost of using a conferencing service. Cisco Unified Meeting place allows workers at different locations to discuss, review and edit documents in real time. Other applications can be added and made available to everyone. Pengrowth Energy Trust, which implemented the Cisco system a few years ago, claims it is much faster and more convenient than the previous system. Pengrowth has benefited from the its tie-in with e-mail server Microsoft Exchange. Users can listen to voice mails on their computers and also have the option of listening to their e-mails when they call into the office. The system provides a very well tracked record and also allows four-digit dialing throughout most of the company's multiple locations, thereby eliminating costly long distance charges. Pengrowth is now considering implementing other new products from Cisco, such as the Unified Mobility Manager which links cell phones and desk phones. It was concluded that Cisco systems offer the advantages of flexibility, mobility and cost reduction. 1 fig.

Work Organisation, Forms of Employee Learning and National Systems of Education and Training

Science.gov (United States)

Lorenz, Edward; Lundvall, Bengt-Åke; Kraemer-Mbula, Erika; Rasmussen, Palle

2016-01-01

This article uses a multi-level framework to investigate for 17 European nations the links between forms of work organisation and style of employee learning at the workplace on the one hand, and the characteristics of national educational and training systems on the other. The analysis shows that forms of work organisation characterised by…

A STUDY ON THE DETERMINATION OF WORK ENGAGEMENT LEVELS OF HEALTH EMPLOYEES

Directory of Open Access Journals (Sweden)

Özlem Özer

2016-01-01

Full Text Available The aim of this study is to determine work engagement levels of health employees and to reveal whether the individual and demographic features of the employees have an effect on the level of work engagement or not. The population of study included all employees in Aydin Atatürk State Hospital. The sample is selected in the study, tried to reach the whole universe and a total of 414 usable responses were obtained. According to result of this study, there are statistically significant differences between employees’ evaluations related to work engagement level by level of education, occupational status and gender whereas total work years, age and marital status do not create a difference in terms of work engagement levels of employees.

Just What Are Tomorrow's SME Employees Looking For?

Science.gov (United States)

Szamosi, Leslie T.

2006-01-01

Purpose: The paper seeks to determine what tomorrow's employees (i.e. graduates) are seeking from SMEs in terms of organizational satisfaction and value characteristics. Design/methodology/approach: A survey of 55 university students who identified SMEs as their best opportunity for their career goals is shown. The survey utilized tested measures…

Academic Employees’ perceptions of Work - Life Balance practices: A Case Analysis of Private Universities in Ogun State, Nigeria

Directory of Open Access Journals (Sweden)

Anthonia Adenike Adeniji

2016-01-01

Full Text Available This study investigates academic employees' perceptions and experiences of work–life balance (WLB in private Universities in Ogun State. A descriptive research design involves in-depth interviews among 129 academic employees in private Universities in Ogun State. Specifically, the main objectives are to critically examine the practices of work-life balance in the Universities. The study assesses the types of WLB policies and practices within the Universities and factors which influence the employee’s perception of work-life balance within the framework of employment relationship in the various Universities in Nigeria. Using spill-over theory, the findings reveal various dimensions in the academic employees' concept of WLB and show that academic employee experience the strain of work intensification and long hours of work. There is a wide gap between corporate WLB practices and the academic employee understanding of WLB. The paper suggests policy implications which would aid the implementation of WLB policies within Private Universities and suggests directions for future research.

Investigation of Burnout in Employees Working in a Factory

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Yasemin Aslan

2010-10-01

Full Text Available AIM: This study was performed to determine the burnout levels of employees working in a factory and the factors affecting it. METHOD: This is a cross–sectional study. The study population and sample consisted of 247 employees working in the workshops of a factory located in the a big city center. Data collection was performed using a Personal Information Form and the Maslach Burnout Inventory (MBI. RESULTS: The mean burnout scores increased (p<0.05 with decreasing age and work years of the employees. The mean Emotional Exhaustion score of the employees who were university graduates were higher than those who were primary school or high school graduates (p<0.05. Mean Emotional Exhaustion and Depersonalization scores of employees with no children were higher than those with children (p<0.05. Mean Emotional Exhaustion and Depersonalization scores of the employees stating that their incomes were much lower/lower than their expenditures were higher compared to those stating that their incomes were equal to their expenditures and those stating that their incomes were higher/much higher than their expenditures (p<0.05. CONCLUSION: The findings of the study indicate that factors such as age, education level, status of having children, economic status, and working years were effective on the burnout levels of the employees while the risk area where the workshop was located did not affect the burnout level. [TAF Prev Med Bull 2010; 9(5.000: 453-462

Management of health, safety and wellbeing of employees in the business system

Directory of Open Access Journals (Sweden)

Živković Dragić

2015-01-01

Full Text Available Risk assessment and the implementation of measures for a healthy and safe work before the employee starts working, is the basic principle of the prevention of occupational injuries, occupational diseases and diseases related to work. Bearing that in mind, the goal of this paper is to describe the activities of employers and employees in the field of health, safety and wellbeing of employees in a particular business system as well as to measure progress in safety management by analysing data on occupational injuries, occupational diseases and diseases related to work. The research conducted in this paper is based on information and data collected from the public company 'Vojvodinašume' and on the description from literature sources. For the purpose of processing the collected data, we used descriptive statistical methods and the data proper are presented graphically and in tabular form in order to facilitate analysis and comparison. Results of the research showed that the number of occupational injuries in the public company 'Vojvodinašume' in the period from 2004 to 2013 reduced, particularly the number of minor injuries. However, the public company 'Vojvodinašume', in addition to reducing the number of minor injuries, is obliged to eliminate major and fatal occupational injuries, as well as to enable effective prevention of the occurrence of occupational diseases and diseases related to work.

Management-by-Results and Performance Measurement in Universities--Implications for Work Motivation

Science.gov (United States)

Kallio, Kirsi-Mari; Kallio, Tomi J.

2014-01-01

The article focuses on the effects of management-by-results from the perspective of the work motivation of university employees. The study is based on extensive survey data among employees at Finnish universities. According to the results, performance measurement is based on quantitative rather than qualitative measures, and the current…

A Field Experiment in Motivating Employee Ideas

NARCIS (Netherlands)

M. Gibbs (Michael); S. Neckermann (Susanne); C. Siemroth (Christoph)

2014-01-01

markdownabstract__Abstract__ We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account

The Impact Of Reward System On Employee Turnover Intention A Study On Logistics Industry Of Sri Lanka

OpenAIRE

M.V.S. Mendis

2017-01-01

Human capital is a paramount important part of todays business world. For any company to achieve its corporate strategies it is important to have motivated committed workforce within the company. Therefore keep employees satisfy is a necessity for any organization. Otherwise they may leave the company as there are lots of job opportunities remain in this modern business world. This study focus on how reward system of an organization impact on employee turnover intention. This study empiricall...

Analysis of technical university information system

Science.gov (United States)

Savelyev, N. A.; Boyarkin, M. A.

2018-05-01

The paper covers a set and interaction of the existing higher education institution automated control systems in φ state budgetary educational institution of higher professional education "Industrial University of Tyumen ". A structural interaction of the existing systems and their functions has been analyzed which has become a basis for identification of a number of system-related and local (related to separate modules) drawbacks of the university activities automation. The authors suggested a new structure of the automated control system, consisting of three major subsystems: management support; training and methodology support; distance and supplementary education support. Functionality for each subsystem has been defined in accordance with the educational institution automation requirements. The suggested structure of the ACS will solve the challenges facing the university during reorganization and optimization of the processes of management of the institution activities as a whole.

Tensions of Health: Narratives of Employee Wellness Program Participants.

Science.gov (United States)

Tang, Lu; Baker, Jane S; Meadows, Cui Zhang

2016-09-01

This article examines dialectical tensions in the health narratives of participants of the Employee Wellness Program (EWP) of a large public university in the southeastern United States. Semi-structured interviews (n = 12) with team leaders in the program indicated that health is a multifaceted concept characterized by three pairs of dialectical tensions: autonomy versus connection, private versus public, and control versus lack of control. These findings suggest that to better promote health and wellness in the workplace, EWP staff should consider employees' unique experiences and beliefs about health when designing organization-wide programs and campaigns. © 2016 The Author(s).

Employee performance appraisal and productivity levels in selected ...

African Journals Online (AJOL)

The focus of this study was on performance appraisal of academic staff of Universities in Nigeria and their productivity levels. The prime problem that necessitated this study was to examine the effectiveness of the subjective methods used in appraising qualitative work attributes of the employees and to assess the extent to ...

48 CFR 952.251-70 - Contractor employee travel discounts.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employee travel... Contractor employee travel discounts. As prescribed in 951.7002, insert the following clause: Contractor Employee Travel Discounts (AUG 2009) (a) The Contractor shall take advantage of travel discounts offered to...

48 CFR 1252.237-70 - Qualifications of contractor employees.

Science.gov (United States)

2010-10-01

... contractor employees. 1252.237-70 Section 1252.237-70 Federal Acquisition Regulations System DEPARTMENT OF....237-70 Qualifications of contractor employees. As prescribed in (TAR) 48 CFR 1237.110(a), insert the following clause: Qualifications of Contractor Employees (APR 2005) a. Definitions. As used in this clause...

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

Ethnic Differences and Motivation Based on Maslow's Theory on Iranian Employees.

Science.gov (United States)

Mousavi, Seyed Hadi; Dargahi, Hossein

2013-01-01

The aim of this study was to assess the levels of Maslow's hierarchy of needs theory had been fulfilled and to compare the Maslow's hierarchy of needs among Iranian different ethnic groups at Tehran University of Medical Sciences (TUMS). This research was a descriptive-analytical study which conducted among administrative employees of Tehran University of Medical Sciences; Tehran, Iran. The structured questionnaire consisted of 20 questions and demographic details. Each question had 4 parts to measure Maslow's hierarchy of needs. The questionnaire was distributed randomly among 133 employees to fill-up the demographic details and the other questions. Data was collected and analyzed by SPSS software, and One Way ANOVA, T-test, Spearman and Mann Whitney statistical methods. TUMS ethnic groups of the employees placed most importance on Basic, Self-esteem and Self-actualization. In addition, we found that Persians, Mazandaranians, and Turks ethnic groups, scored the most mean for Maslow's hierarchical needs compared to the other ethnic groups. Basic needs and safety needs is available amongst the different ethnic groups in Iran. As though, self-actualization needs are ultimate human goal, Iranian employees' ethnic groups pay emphasis on these needs. We believe that new structures and work practices such as prevailing cultural values and beliefs of the society or the organizations must be explored if Iranian-based organizations want to remain responsive to the needs of the workplace.

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…

Tracking the employee satisfaction-life satisfaction binary: the case of South African academics

OpenAIRE

Mafini, Chengedzai

2014-01-01

Orientation: The study tests a conceptual framework that suggests a positive interplay between life satisfaction and five employee satisfaction dimensions, namely workplace flexibility, skills utilisation, teamwork, remuneration and autonomy. Research purpose: The aim of the study was to investigate the relationship between employee satisfaction and life satisfaction amongst university academics in South Africa. Motivation for the study: The study occupies the gap in literature focusin...

Designing an Health Insurance Scheme for Government Employees in Bangladesh: A Concept Paper

OpenAIRE

Hamid, Syed Abdul

2014-01-01

Introducing compulsory health insurance for government employees bears immense importance for stepping towards universal healthcare coverage in Bangladesh. Lack of scientific study on designing such scheme, in the Bangladesh context, motivates this paper. The study aims at designing a comprehensive insurance package simultaneously covering health, life and accident related disability risks of the public employees, where the health component would extend to all dependent family members. ...

The Management of NASA Employee Health Problem; Status 1971

Science.gov (United States)

Arnoldi, L. B.

1971-01-01

A system for assessing employee health problems is introduced. The automated billing system is based on an input format including cost of medical services by user and measures in dollars, that portion of resources spent on preventive techniques versus therapeutic techniques. The system is capable of printing long term medical histories of any employee.

Smart information system for gachon university gil hospital.

Science.gov (United States)

Park, Dong Kyun; Jung, Eun Young; Jeong, Byung Hui; Moon, Byung Chan; Kang, Hyung Wook; Tchah, Hann; Han, Gi Seong; Cheng, Woo Sung; Lee, Young Ho

2012-03-01

In this research, the hospital information system of Gachon University Gil hospital is introduced and a future strategy for hospital information systems is proposed. This research introduces the development conditions of hospital information system at Gachon University Gil hospital, information about the development of the enterprise resource planning (ERP), a medical service process improvement system, and the personal health record (PHR) system. The medical service process and work efficiency were improved through the medical service process improvement system, which is the most common hospital information system at Gachon University Gil hospital and which includes an emergency medical service system, an online evaluation system and a round support system. Gachon University Gil hospital developed medical service improvement systems to increase work efficiency of medical team and optimized the systems to prove the availability of high-quality medical services for patients and their families. The PHR-based personalized health care solution is under development and will provide higher quality medical service for more patients in the future.

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...

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

Science.gov (United States)

Zolfo, Elana; Mann, Deborah

2007-01-01

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

Adverse reproduction outcomes among employees working in biomedical research laboratories

DEFF Research Database (Denmark)

Wennborg, H.; Bonde, Jens Peter; Stenbeck, M.

2002-01-01

Objectives The aim of the study was to investigate reproductive outcomes such as birthweight, preterm births, and postterm births among women working in research laboratories while pregnant. Methods Female university personnel were identified from a source cohort of Swedish laboratory employees...

Engaging Employees: The Importance of High-Performance Work Systems for Patient Safety.

Science.gov (United States)

Etchegaray, Jason M; Thomas, Eric J

2015-12-01

To develop and test survey items that measure high-performance work systems (HPWSs), report psychometric characteristics of the survey, and examine associations between HPWSs and teamwork culture, safety culture, and overall patient safety grade. We reviewed literature to determine dimensions of HPWSs and then asked executives to tell us which dimensions they viewed as most important for safety and quality. We then created a HPWSs survey to measure the most important HPWSs dimensions. We administered an anonymous, electronic survey to employees with direct patient care working at a large hospital system in the Southern United States and looked for linkages between HPWSs, culture, and outcomes. Similarities existed for the HPWS practices viewed as most important by previous researchers and health-care executives. The HPWSs survey was found to be reliable, distinct from safety culture and teamwork culture based on a confirmatory factor analysis, and was the strongest predictor of the extent to which employees felt comfortable speaking up about patient safety problems as well as patient safety grade. We used information from a literature review and executive input to create a reliable and valid HPWSs survey. Future research needs to examine whether HPWSs is associated with additional safety and quality outcomes.

Islamic Personal Religiosity as a Moderator of Job Strain and Employee's Well-Being: The Case of Malaysian Academic and Administrative Staff.

Science.gov (United States)

Achour, Meguellati; Mohd Nor, Mohd Roslan; MohdYusoff, Mohd Yakub Zulkifli

2016-08-01

Presently, there is increased in research on job strain and the effects of religiosity on employee well-being. Despite increased recognition of religiosity as a moderator of well-being, limited research has focused on Islamic perspective of moderating job strain. This study examines the moderating effects of Islamic personal religiosity on the relationship between job strain and employee well-being in Malaysian universities. One hundred and seventeen (117) Muslim academic and administrative staff from four public universities were sampled. Data were collected via questionnaires, and our findings show that the effect of job strain on well-being is significant for employees and that personal religiosity of employees contributed to alleviating job strain and enhancing well-being. Thus, the study concludes that Islamic personal religiosity moderates the relationship between job strain and employee well-being.

Predictors of trauma in bank employee robbery victims

Directory of Open Access Journals (Sweden)

Mucci N

2015-10-01

Full Text Available Nicola Mucci,1 Gabriele Giorgi,2 Javier Fiz Perez,2 Ivo Iavicoli,1 Giulio Arcangeli3 1Institute of Public Health, Catholic University of Sacred Heart, Rome, Italy; 2Department of Psychology, European University of Rome, Rome, Italy; 3Department of Clinical and Experimental Medicine, University of Florence, Florence, Italy Abstract: In the literature, there are many studies that have investigated the psychological reactions resulting from traumatic events of varying degrees, such as wars, natural disasters, and acts of violence. Few, however, are the searches performed on employees who are victims of robbery. We carried out a research to assess the psychological reactions of 644 bank employees who had been victims of robbery, especially with regard to the possible development of posttraumatic stress disorder (PTSD. The aim of this study was to evaluate the variables pre-, peri-, and postrobbery trauma in relation to the development of psychopathological symptoms. The exploration of the reactions after the robbery was carried out on 644 employees of a banking institution, present throughout the national territory, through a survey, consisting of a general description of the event, the Impact of Event Scale Revised-6 scale, and the General Health Questionnaire-12, during the days after the robbery. The analysis showed that the development of pretrauma variables is not significant and that peritrauma variables are partially significant. In particular, being directly involved in the robbery, the thought of being hurt, and the feeling of intense fear are associated with posttraumatic symptoms. Finally, among the posttrauma variables, anxiety and depression played a major role. Surprisingly, a lower level of self-confidence seems to be related negatively to the PTSD symptomatology. Keywords: bank, bank robbery, occupational health, workplace, stress, PTSD

49 CFR 37.25 - University transportation systems.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false University transportation systems. 37.25 Section 37.25 Transportation Office of the Secretary of Transportation TRANSPORTATION SERVICES FOR INDIVIDUALS WITH DISABILITIES (ADA) Applicability § 37.25 University transportation systems. (a...

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

Directory of Open Access Journals (Sweden)

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.

Motivation and Evaluation of Employees in a Selected Company

OpenAIRE

ŠVIHÁLKOVÁ, Klára

2015-01-01

This work is focused on an analysis and evaluation of the real state in the sphere of motivation and evaluation of employees in a selected company. The aim of the research was to determine whether the company uses a proper employee evaluation system and if it can motivate their employees effectively.

Senior Lecturer, School of Law, University of the Witwatersrand ...

African Journals Online (AJOL)

... does not accord with the definition of an employee or an independent contractor or a ... is an employee when he does practical training for the benefit of the university. ... The Compensation for Occupational Injuries and Diseases Act makes it ...

Relationships between Organizational Climate and Organizational Silence with Psychological Empowerment of Employees in Hospitals Affiliated with Birjand University of Medical Sciences; 2015

Directory of Open Access Journals (Sweden)

Parviz Aghaie Borzabad

2015-10-01

Full Text Available Background and Aim: Identifying factors associated with employees empowerment of their working centers can promote organizational performance of hospitals. The current study aimed at investigating the relationship of both organizational climate and organizational silence with psychological empowerment in the public hospitals affiliated with Birjand University of Medical Sciences (BUMS. Materials and Methods: This cross-sectional and correlational study was carried out in 2015. Using a stratified randomized sampling, 400 employees were selected from the public. hospitals affiliated with BUMS.  Data collection tools were. three self-administered questionnaires including organizational climate, organizational silence, and psychological empowerment. . Validity and reliability of the questionnaires were verified using experts judgment and Cronbach alpha coefficients more than 0.7, respectively. Data analysis was done by means of SPSS (V: 18 software using one sample t test, independent t test, Pearson correlation coefficient, and one-way ANOVA. The cut-off point of 70%.of Likert-type scale (3.5 was considered as an acceptable mean for each variable. Results: The mean organizational climate and organizational silence was 2.45 and 3.18, respectively which did not correspond with an acceptable mean (P<0.05. Although the mean psychological construct which was 3.6 had an acceptable value, mean of the two other sub-variables i.e. “trust to others” and “self-determination” were 3.2±0.83 and 3.42±0.67, respectively; and they were not at an acceptable level (P<0.05. It is observed that both organizational climate and organizational silence were positively correlated to psychological empowerment with 0.6 and 0.58 coefficients, respectively (P<0.05. Conclusion:  It is suggested that the hospitals administrators should promote the psychological empowerment of their employees  through improving organizational climate and decreasing organizational

Employees' Perceptions of the Status and Effectiveness of the Training and Development System and of the Value of Training and Development

OpenAIRE

Kunder, Linda Holder

1998-01-01

This study examines employees' perceptions of the training and development system in a large Federal government agency. Data come from a database built from a survey with over 3800 respondents. The survey is representative of five populations: executives, managers, supervisors, professional/ administrative and technical/clerical support staff. The survey instrument used to measure employee' perceptions of the training and development system consisted of 68 items in three sectio...

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.

Information Systems for University Planning.

Science.gov (United States)

Robinson, Robert J.

This paper proposes construction of a separate data base environment for university planning information, distinct from data bases and systems supporting operational functioning and management. The data base would receive some of its input from the management information systems (MIS)/transactional data bases and systems through a process of…

A within-country study of leadership perceptions and outcomes across native and immigrant employees

DEFF Research Database (Denmark)

Holten, Ann-Louise; Bøllingtoft, Anne; Carneiro, Isabella Gomes

2017-01-01

This study investigates the universality of transformational leadership with respect to employee perceptions and three outcomes: job satisfaction, self-rated health, and well-being. We do so among employees of different national and cultural backgrounds, yet within a shared national and sectorial...... setting. Our study has a repeated measures design based on survey data from 2,947 employees (2,836 natives Danes and 111 immigrants) in the Danish elder care sector. While we find no difference between native Danes and immigrants in their perception of transformational leadership, we find...

Analysis of employee benefits in Factoring KB, a.s.v

OpenAIRE

Vachoušek, Stanislav

2011-01-01

The main objective of this work is to analyze employee benefits - benefits of Factoring KB, a.s. The theoretical part of the generally specifies the basic concepts related to employee benefits needed to cope with the analytical part. The content of this section is primarily a system of employee benefits, classification of employee benefits, tax savings and marginally trends in providing benefits. The analytical part is devoted exclusively to Factoring KB, there is an analysis of employee bene...

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

Science.gov (United States)

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

2017-02-01

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

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.

Comprehensive Evaluation on Employee Satisfaction of Mine Occupational Health and Safety Management System Based on Improved AHP and 2-Tuple Linguistic Information

Directory of Open Access Journals (Sweden)

Jiangdong Bao

2017-01-01

Full Text Available In order to comprehensively evaluate the employee satisfaction of mine occupational health and safety management system, an analytic method based on fuzzy analytic hierarchy process and 2-tuple linguistic model was established. Based on the establishment of 5 first-grade indicators and 20 second-grade ones, method of improved AHP and the time-ordered Weighted Averaging Operator (T-OWA model is constructed. The results demonstrate that the employee satisfaction of the mine occupational health and safety management system is of the ‘general’ rank. The method including the evaluation of employee satisfaction and the quantitative analysis of language evaluation information ensures the authenticity of the language evaluation information.

Employee Alcoholism and Assistance Programs: Adapting an Innovation for College and University Faculty.

Science.gov (United States)

Roman, Paul M.

1980-01-01

Strategies for initiating employee alcoholism and assistance programs in higher education institutions are considered. Barriers to faculty utilization of such programs include visibility of work performance and nature of supervision. Modes for adapting existing program designs to higher education are suggested. (Author/JMF)

Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.

Science.gov (United States)

Chang, Song; Jia, Liangding; Takeuchi, Riki; Cai, Yahua

2014-07-01

In this article, some information about the data used in the article and a citation were not included. The details of the corrections are provided.] This study uses 3-level, 2-wave time-lagged data from a random sample of 55 high-technology firms, 238 teams, and 1,059 individuals in China to investigate a multilevel combinational model of employee creativity. First, we hypothesize that firm (macrolevel) high-commitment work systems are conducive to individual (microlevel) creativity. Furthermore, we hypothesize that this positive crosslevel main impact may be combined with middle-level (mesolevel) factors, including team cohesion and team task complexity, such that the positive impact of firm high-commitment work systems on individual creativity is stronger when team cohesion is high and the team task more complex. The findings from random coefficient modeling analyses provide support for our hypotheses. These sets of results offer novel insight into how firms can use macrolevel and mesolevel contextual variables in a systematic manner to promote employee creativity in the workplace, despite its complex nature.

Development and design of a computer-assisted information management system for radiation safety management at the University of Washington

International Nuclear Information System (INIS)

Riches, C.G.; Riordan, F.J.; Robb, D.; Grieb, C.; Pence, G.; O'Brien, M.J.

1984-01-01

The Radiation Safety Office (RSO) at the University of Washington (UW) found that it needed a computerized information system to help manage the campus radiation safety program and to help provide the records necessary to show compliance with regulations and license requirements. The John L. Locke Computer Center at the UW had just developed the GLAMOR system to aid information entry and query for their computer when the RSO turned to them for assistance. The module that was developed provided a mechanism for controlling and monitoring radioactive materials on campus. This became one part of a multi-faceted system that registers users, employees, sealed sources and radiation-producing machines. The system is designed to be interactive, for immediate information recall, and powerful enough to provide routine and special reports on compliance status. The RSO information system is designed to be flexible and can easily incorporate additional features. Some future features include an interactive SNM control program, an interface to the information system currently being developed for the occupational safety and health program and an interface to the database provided by the commercial film badge service used by the University. Development of this program lead the RSO to appreciate the usefulness of having health physics professionals on the staff who were also knowledgeable about computers and who could develop programs and reports necessary to their activities

Universal precautions: employee resistance and strategies for planned organizational change.

Science.gov (United States)

Kearns, K P; Hogg, M

1988-01-01

Health care organizations have been strongly encouraged to design and implement procedures to prevent the spread of HIV/AIDS in the workplace. The procedures will have a dramatic impact on the work habits of health care workers and may even challenge some dominant health care values. Therefore, precautionary procedures are likely to meet with mixed reactions and, perhaps, outright resistance from health care workers. This article identifies some plausible causes for employee resistance to precautionary procedures. After describing the dilemma in terms of competing values and conflicting objectives, some practical managerial strategies for reconciling differences and securing broad-based commitment to preventive policies and procedures are proposed.

Customer-Centered Structuring in University Libraries and Personnel Satisfaction

Directory of Open Access Journals (Sweden)

Erol Yılmaz

2013-11-01

Full Text Available Total Quality Management (TQM aims at creating a client-centered organizati- on and providing customer satisfaction. This study reviews TQM and its applica- tions in university libraries and examines employees' satisfaction with their work respectively. It was hypothesized that library personnel is not satisfıed because university libraries lack customer-centered (users and personnel structuring. Survey method was used to gather data. The questionnaire was administered to the 66 employees of Hacettepe University (HU libraries. High-level administra- tors of HU libraries were also interviewed. Data w ere analyzed using “t test” and “one-way analysis ofvariance (ANOVA”.

Entrepreneurial universities in a world educational system

Directory of Open Access Journals (Sweden)

Iryna Kalenyuk

2016-12-01

Full Text Available This article analyzes modern development tendencies of university activities, it proved establishing of a global educational system, which shows increase of university education role, competition escalating and transformation of modern universities functions. It comprehensively studies the process when universities, both traditional and modern – business ones, are extending their functions. The article studied the development of scientists’ beliefs related to the essence and forms of entrepreneurial universities. On a basis of generalization of existing approaches, the authors give definition of the essence of entrepreneurial university as a subject of educational, scientific and other allied activities, which receives financial resources from diversified sources, extends fields of its activities and services. The foundation of the system of extended and main criteria for definition of entrepreneurial universities was laid. The main ones are the following: considerable financial autonomy and receiving of significant funding from non-governmental and diversified sources. Amounts and financial funding structure of the world leading universities were analyzed. It was proved that income from activities, which are allied with the main one (educational activity, increase. The article provides the amounts and the significance of international grants that ensure financial firmness, financial motivation of personnel, upgrades of facilities and resources, initiation and effectiveness of scientific-research activities of universities. Special attention was paid to research of such financial resources of the world leading universities as endowment funds, their scales, features and importance to boost economic capacities of higher education establishments. It was proved that it is important to consider world experience of entrepreneurial universities’ work within development and improving of competitive performance of Ukrainian higher education

Production loss among employees perceiving work environment problems.

Science.gov (United States)

Lohela-Karlsson, Malin; Hagberg, Jan; Bergström, Gunnar

2015-08-01

The overall aim of this explorative study was to investigate the relationship between factors in the psychosocial work environment and work environment-related production loss. Employees at a Swedish university were invited to answer a workplace questionnaire and were selected for this study if they reported having experienced work environment-related problems in the past 7 days (n = 302). A stepwise logistic regression and a modified Poisson regression were used to identify psychosocial work factors associated with work environment-related production loss as well as to identify at what level those factors are associated with production loss. Employees who reported having experienced work environment problems but also fair leadership, good social climate, role clarity and control of decision had significantly lower levels of production loss, whereas employees who reported inequality and high decision demands reported significantly higher levels of production loss. Never or seldom experiencing fair leadership, role clarity, equality, decision demands and good social climate increase the risk of production loss due to work environment problems, compared to those who experience these circumstances frequently, always or most of the time. Several psychosocial work factors are identified as factors associated with a reduced risk of production losses among employees despite the nature of the work environment problem. Knowledge of these factors may be important not only to reduce employee ill-health and the corresponding health-related production loss, but also reduce immediate production loss due to work environment-related problems.

Perceptions of mental workload in Dutch university employees of different ages: a focus group study

Science.gov (United States)

2013-01-01

Background As academic workload seems to be increasing, many studies examined factors that contribute to the mental workload of academics. Age-related differences in work motives and intellectual ability may lead to differences in experienced workload and in the way employees experience work features. This study aims to obtain a better understanding of age differences in sources of mental workload. 33 academics from one faculty discussed causes of workload during focus group interviews, stratified by age. Findings Among our participants, the influence of ageing seems most evident in employees’ actions and reactions, while the causes of workload mentioned seemed largely similar. These individual reactions to workload may also be driven by differences in tenure. Most positively assessed work characteristics were: interaction with colleagues and students and autonomy. Aspects most often indicated as increasing the workload, were organisational aspects as obstacles for ‘getting the best out of people’ and the feeling that overtime seems unavoidable. Many employees indicated to feel stretched between the ‘greediness’ of the organisation and their own high working standards, and many fear to be assigned even less time for research if they do not meet the rigorous output criteria. Moreover, despite great efforts on their part, promotion opportunities seem limited. A more pronounced role for the supervisor seems appreciated by employees of all ages, although the specific interpretation varied between individuals and career stages. Conclusions To preserve good working conditions and quality of work, it seems important to scrutinize the output requirements and tenure-based needs for employee supervision. PMID:23506458

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.

Impact of Core Values on Motivating Future Employees: An ...

African Journals Online (AJOL)

This paper examines the roles that core values can play in helping to moderate extrinsic and intrinsic motivating factors in future employees. Using a sample of students of the Departments of Accounting, Business and Economics from a private University in Nigeria, the results show a significant difference in the level of ...

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.

Measure to succeed: How to improve employee participation in continuous improvement

Energy Technology Data Exchange (ETDEWEB)

Jurburg, M.; Viles, E.; Tanco, M.; Mateo, R.; Lleó, A.

2016-07-01

Purpose: Achieving employee participation in continuous improvement (CI) systems is considered as one of the success factors for the sustainability of those systems. Yet, it is also very difficult to obtain because of the interaction of many critical factors that affect employee participation. Therefore, finding ways of measuring all these critical factors can help practitioners manage the employee participation process accordingly. Design/methodology/approach: Based upon the existing literature, this paper presents a 4-Phase (9 steps) diagnostic tool to measure the main determinants associated with the implementation of CI systems affecting employee participation in improvement activities. Findings: The tool showed its usefulness to detect the main weaknesses and improvement opportunities for improving employee participation in CI through the application in two different cases. Practical implications: This diagnostic tool could be particularly interesting for companies adopting CI and other excellence frameworks, which usually include a pillar related to people development inside the organization, but do not include tools to diagnose the state of this pillar. Originality/value: This diagnostic tool presents a user’s perspective approach, ensuring that the weaknesses and improvement opportunities detected during the diagnose come directly from the users of the CI system, which in this case are the employees themselves. Given that the final objective is to identify reasons and problems hindering employee participation, adopting this user’s perspective approach seem more relevant than adopting other more traditional approaches, based on gathering information from the CI system itself or from the CI managers.

Measure to succeed: How to improve employee participation in continuous improvement

International Nuclear Information System (INIS)

Jurburg, M.; Viles, E.; Tanco, M.; Mateo, R.; Lleó, A.

2016-01-01

Purpose: Achieving employee participation in continuous improvement (CI) systems is considered as one of the success factors for the sustainability of those systems. Yet, it is also very difficult to obtain because of the interaction of many critical factors that affect employee participation. Therefore, finding ways of measuring all these critical factors can help practitioners manage the employee participation process accordingly. Design/methodology/approach: Based upon the existing literature, this paper presents a 4-Phase (9 steps) diagnostic tool to measure the main determinants associated with the implementation of CI systems affecting employee participation in improvement activities. Findings: The tool showed its usefulness to detect the main weaknesses and improvement opportunities for improving employee participation in CI through the application in two different cases. Practical implications: This diagnostic tool could be particularly interesting for companies adopting CI and other excellence frameworks, which usually include a pillar related to people development inside the organization, but do not include tools to diagnose the state of this pillar. Originality/value: This diagnostic tool presents a user’s perspective approach, ensuring that the weaknesses and improvement opportunities detected during the diagnose come directly from the users of the CI system, which in this case are the employees themselves. Given that the final objective is to identify reasons and problems hindering employee participation, adopting this user’s perspective approach seem more relevant than adopting other more traditional approaches, based on gathering information from the CI system itself or from the CI managers.

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

Directory of Open Access Journals (Sweden)

Tooraj Karimi

2015-06-01

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

Health-related behaviours and mental health in Hong Kong employees.

Science.gov (United States)

Zhu, S; Tse, S; Goodyear-Smith, F; Yuen, W; Wong, P W

2017-01-01

Poor physical and mental health in employees can result in a serious loss of productivity. Early detection and management of unhealthy behaviours and mental health symptoms can prevent productivity loss and foster healthy workplaces. To examine health-related behaviours, mental health status and help-seeking patterns in employees, across different industries in Hong Kong. Participants were telephone-interviewed and assessed using the Case-finding and Help Assessment Tool (CHAT) with employee lifestyle risk factors, mental health issues and help-seeking intentions screened across eight industries. Subsequent data analysis involved descriptive statistics and chi-square tests. There were 1031 participants. Key stressors were work (30%), family (19%), money (14%) and interpersonal issues (5%). Approximately 18, 9 and 9% of participants were smokers, drinkers and gamblers, respectively, and only 51% exercised regularly. Depressive and anxiety symptoms were reported by 24 and 31% of employees, respectively. Issues for which they wanted immediate help were interpersonal abuse (16%), anxiety (15%), anger control (14%) and depression (14%). Employees with higher educational attainment were less likely to smoke, drink and gamble than those with lower attainment. Lifestyle and mental health status were not associated with income. Employees in construction and hotel industries smoked more and those in manufacturing drank more than those in other industries. Physical and mental health of Hong Kong employees are concerning. Although employee assistance programmes are common among large companies, initiation of proactive engagement approaches, reaching out to those employees in need and unlikely to seek help for mental health issues, may be useful. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

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...

Benefits and Barriers of E-Learning for Staff Training in a Medical University.

Science.gov (United States)

Franz, Stefan; Behrends, Marianne; Haack, Claudia; Marschollek, Michael

2015-01-01

Learning Management Systems (LMS) are a feasible solution to fulfill the various requirements for e-learning based training in a medical university. Using the LMS ILIAS, the Institute of Diagnostic and Interventional Radiology has designed an e-learning unit about data protection, which has been used by 73% of the department's employees in the first three months. To increase the use of e-learning for staff training, it is necessary to identify barriers and benefits, which encourage the use of e-learning. Therefore, we started an online survey to examine how the employees evaluate this learning opportunity. The results show that 87% of the employees had no technical problems and also competence of Information and Communication Technology (ICT) was no barrier. If anything, reported issues were time shortages and tight schedules. Therefore, short learning modules (less than 20 minutes) are preferred. Furthermore, temporal flexibility for learning is important for 83% of employees.

THE BPMN APPROACH OF THE UNIVERSITY INFORMATION SYSTEMS

Directory of Open Access Journals (Sweden)

Catalin STRȊMBEI

2016-08-01

Full Text Available In this article we provide a new vision about the enterprise modelling in the context of Business Process Model and Notation (BPMN and the university area. Although the flow objects, artefacts, connecting objects and swim lanes are very used in the process of Enterprise Modelling, they have specific roles in the university information systems. The paper will reveal a specific approach of BPMN in the context of university information systems based on a comparative analysis of some representative universities from United States and Central Europe. Our ideas are argued with a practical case study that includes 4 realistic and complex systems: study programs and curriculum, students’ admission, student roadmap, students’ exchange. The future directions of the article are some visions of BPMN orchestration of a SOA-based architecture for Student Record Systems.

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.

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.

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

Science.gov (United States)

Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

Science.gov (United States)

Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational

Using intervention mapping (IM) to develop a self-management programme for employees with a chronic disease in the Netherlands

NARCIS (Netherlands)

Detaille, S.I.; van der Gulden, J.W.J.; Engels, J.A.; Heerkens, Y.F.; van Dijk, F.J.H.

2010-01-01

ABSTRACT: BACKGROUND: Employees with a chronic disease often encounter problems at work because of their chronic disease. The current paper describes the development of a self-management programme based on the Chronic Disease Self-Management Programme (CDSMP) of Stanford University to help employees

Work-sharing and male employees' mental health during an economic recession.

Science.gov (United States)

Nagae, M; Sakamoto, M; Horikawa, E

2017-12-02

One approach to reducing occupational stress during an economic recession is to share work amongst employees. This may include reducing employees' working hours to avoid redundancies. To examine whether work-sharing influenced the psychosocial work environment and depressive symptoms encountered by Japanese employees, and to determine which psychosocial factors predict employees' mental health during an economic recession. A survey was performed in a Japanese manufacturing company at the beginning (T1) and end (T2) of a 6-month period during the 2008 economic recession using the validated Job Content Questionnaire (JCQ) and Self-Rating Depression Scale (SDS). Three hundred and thirty-six male employees completed the questionnaire. Twenty-four per cent of participants showed depressive symptoms at T1. Despite reductions in employees' working hours and job strain (P < 0.001), SDS scores showed no change after 6 months. Logistic regression analyses showed that low social support between the two surveys was associated with depressive symptoms at T2 after adjusting for demographic, lifestyle, workplace factors, scheduled working hours and depressive symptoms at T1. Reductions in job strain did not affect employees' depressive symptoms. Employees with low social support during the study had a significantly higher risk of having depressive symptoms. These findings indicate that social and emotional support within the workplace is important during the work-sharing period. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

The Concept of Rights and Protection to Employees: A Comparative Overview

Directory of Open Access Journals (Sweden)

RAJA RAZIFF RAJA SHAHARUDDIN

2013-12-01

Full Text Available Issues relating to the rights and protection accorded to employees throughout their employment with the employers is a matter that has been given much attention and treated with utmost priority in any organization, be it in the public or the private sector. It is an undeniable fact that the success story of any organization in the generation of profits in its enterprise or the smooth running in achieving the organization's desired objectives is much attributed to having a reliable, skilled and efficient workforce. Today, employees have been regarded as one of the most valuable assets of any organization. In pursuant thereto, apart from having various employment packages, laws regulating employment were enacted as protective measures in guiding both employers and employees. At the international level, rights and protections to employees have been embedded in the Universal Declaration of Human Rights. Comparatively, under the Shariah, though a similar concept has been forwarded, the notion of employment has been elevated to the status of ‘ibadah. Islam places importance of adhering to the Shari`ah principles in dealing with protection accorded to employees. As employment is regarded as ‘ibadah’ the employees are required and enjoined to observe full dedication, sincerity and commitment to their tasks. It is the responsibility of the employers, on the other hand, to ensure that the welfare of their employees is well protected. This paper attempts to outline the concept of employment under the Shari’ah and civil perspectives and to provide a comparative understanding on the rights and protection accorded to employees.

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.

Application Profile Matching Method for Employees Online Recruitment

Science.gov (United States)

Sunarti; Rangga, Rahmadian Y.; Marlim, Yulvia Nora

2017-12-01

Employees is one of the determinant factors of company’s success. Thus, reliable human resources are needed to support the survival of the company. This research takes case study at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch. Employee recruitment system at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch still uses manual system as seen in application letter files file so it needs long time to determine accepted and rejected the application. For that it needs to built a system or application that allows companies in determining employees who accepted or rejected easily. Pofile Matching Method is a process of competency assessment that is done by comparing the value of written, psychological and interview test between one applicationt with other. PT. Asuransi Bina Dana Arta, Tbk Pekanbaru branch set the percentage to calculate NCF (Core Factor Value) by 60% and NSF (Secondary Factor Value) by 40%, and set the percentage to calculate the total value of written test by 40%, the total value of psycho test by 30%, and the total value of interview 30%. The final result of this study is to determine the rank or ranking of each applicant based on the greater value which, the greater that score of final result of an application get, the greater the chance of the applicant occupy a position or vacancy. Online Recruitment application uses profile matching method can help employee selection process and employee acceptance decisions quickly. This system can be viewed by directors or owners anywhere because it is online and used for other company branch

Analysis of the employee Benefits in Specific Organization

OpenAIRE

Procházková, Petra

2011-01-01

The main subject of my Bachelor's Thesis called "Analysis of employee Benefits in Specific Organization" is to analyze system of employee benefits used in company RWE Transgas, a. s. in 2010. Theoretical part will specify basic terms in general, which are important to cope with this issue. There will be especially importance, division, risks and trends in benefits. In practical part the analysis of employee benefits in specific joint-stock company is made. Part of this analysis is survey done...

Leadership: Subject to the State Personnel Act (SPA) Employee's Perceptions of Job Satisfaction at Elizabeth City State University

Science.gov (United States)

Leary, Mary

2010-01-01

This evaluation was conducted at Elizabeth City State University (ECSU) in Elizabeth City, North Carolina, located approximately 40 miles south of the Virginia state line. ECSU, a historically Black institution of higher learning, was founded in 1891 and is one of 17 constituent universities in The University of North Carolina system. The…

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.

Employee health services integration: meeting the challenge. Successful program.

Science.gov (United States)

Lang, Y C

1998-02-01

1. The first step of a successful Employee Health Service integration is to have a plan supported by management. The plan must be presented to the employees prior to implementation in a "user friendly" manner. 2. Prior to computerization of employee health records, a record order system must be developed to prevent duplication and to enhance organization. 3. Consistency of services offered must be maintained. Each employee must have the opportunity to receive the same service. Complexity of services will determine the site of delivery. 4. Integration is a new and challenging development for the health care field. Flexibility and brainstorming are necessary in an attempt to meet both employee and employer needs.

Development of indicators to assess the performance of the system for submission of proposals for improvements from employees

Directory of Open Access Journals (Sweden)

L. B. Likhacheva

2016-01-01

Full Text Available In this article the possibility of application of the balanced scorecard (BSC were considered for system for submission of suggestion for improvement (SSSI from employees. The authors consider SSSI as one of subsystems of the general management system which is aimed at motivating employees to work more effectively, the use of creative potential of employees, achieve additional revenue and improvement internal processes in the company. The BSC includes indicators, which are divided into four categories: Finance, Clients, Processes, Resources. Since SSSI has its own distinctive features compared with other systems that influence the management of the system, explaining exactly what indicators to SSSI should be used for each category is given special attention. The result described in the article is the balanced scorecard for the system for submission of suggestion for improvement, which will be effective in implementing and improving SSSI for organizations of any size and any kind of activity. The offered balanced scorecard system consists of 10 indicators which will help to estimate system from four main parties. So financial side will be characterize by indicators that show what economic benefit the company can receive from offers, the personnel – the sum of the paid awards, the client (in this case the client is the company – number of the submitted, implemented ideas and an involvement of the personnel. Indicators of internal business processes directly are interconnected with stages of the considered process and characterize the speed of passing of each of them, and also quality and number of offers.

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...

The University Immune System: Overcoming Resistance to Change

Science.gov (United States)

Gilley, Ann; Godek, Marisha; Gilley, Jerry W.

2009-01-01

A university, similar to any other organization, has an immune system that erects a powerful barrier against change. This article discusses the university immune system and what can be done to counteract its negative effects and thereby allow change to occur.

Antecedents of Employee Loyalty in Educational Setting: An Empirical Study

Directory of Open Access Journals (Sweden)

Sabrina O. Sihombing

2018-01-01

Full Text Available No studies have been conducted to link three variables of work values, internal marketing, and job satisfaction in predicting employee loyalty. Therefore, this research aims to fulfill the gap by developing a model that include work values, internal marketing, and job satisfaction in assessing employee loyalty in educational context. This research applies a judgmental sampling with the sample size of 200 lecturers from private universities in Tangerang. Structural equation modeling was applied in testing the research hypotheses. The results showed that there is one out of three hypotheses that were not supported. That hypothesis is the relationship between internal marketing and job satisfaction.

Evaluate the effectiveness of job rotation system and its impact on employees' readiness for job rotation: Case study of: Maskan bank branches in the city of Tabriz

Directory of Open Access Journals (Sweden)

Ali-Mohammadi Farshid

2017-01-01

Full Text Available The aim of this study is to evaluate the effectiveness of job rotation system and its impact on employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz. For this purpose, the effectiveness of job rotation system is defined based on the theory of Nana Edom and employees' readiness for organizational change based on the theory of Dunham et al., as three main hypotheses have been developed. The statistical population includes employees of Maskan bank branches in the city of Tabriz, equal to 485 people. The sample estimated 214 employees by using the Cochrane formula and selection performed by stratified random sampling method. Data collection tool was two questionnaires: the effectiveness of job rotation system referred to Nana Edom and employees' readiness for organizational change by Dunham et al. After ensuring the validity and reliability, the questionnaire distributed among them. For statistical data analysis, descriptive and inferential statistical methods were used. Thus, for classifying, summarizing and describing statistical data, we used descriptive statistics methods, and to test hypotheses, t-test, Kolmogorov-Smirnov, r Pearson and Spearman regression in SPSS software were used. The results show that the effectiveness of the job rotation system and employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz level is higher than average. The results of this study show that the effectiveness of the job rotation system on employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz is influential.

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.

Evaluating Usability of E-Learning Systems in Universities

OpenAIRE

Nicholas Kipkurui Kiget; Professor G. Wanyembi; Anselemo Ikoha Peters

2014-01-01

The use of e-learning systems has increased significantly in the recent times. E-learning systems are supplementing teaching and learning in universities globally. Kenyan universities have adopted e-learning technologies as means for delivering course content. However despite adoption of these systems, there are considerable challenges facing the usability of the systems. Lecturers and students have different perceptions in regard to the usability of e-learning systems. The aim of this study ...

Using intervention mapping (IM) to develop a self-management programme for employees with a chronic disease in the Netherlands.

NARCIS (Netherlands)

Detaille, S.I.; Gulden, J.W.J. van der; Engels, J.A.; Heerkens, Y.H.; Dijk, F.J. van

2010-01-01

BACKGROUND: Employees with a chronic disease often encounter problems at work because of their chronic disease. The current paper describes the development of a self-management programme based on the Chronic Disease Self-Management programme (CDSMP) of Stanford University to help employees with a

Using intervention mapping (IM) to develop a self-management program for employees with a chronic disease in the Netherlands

NARCIS (Netherlands)

Josephine Engels; F. van Dijk; Yvonne Heerkens; J. van der Gulden; S. Detaille

2010-01-01

Employees with a chronic disease often encounter problems at work because of their chronic disease. The current paper describes the development of a self-management programme based on the Chronic Disease Self-Management programme (CDSMP) of Stanford University to help employees with a chronic

Using intervention mapping (IM) to develop a self-management programme for employees with a chronic disease in the Netherlands

NARCIS (Netherlands)

Detaille, Sarah I.; van der Gulden, Joost W. J.; Engels, Josephine A.; Heerkens, Yvonne F.; van Dijk, Frank J. H.

2010-01-01

Employees with a chronic disease often encounter problems at work because of their chronic disease. The current paper describes the development of a self-management programme based on the Chronic Disease Self-Management programme (CDSMP) of Stanford University to help employees with a chronic

Obese Employee Participation Patterns in a Wellness Program.

Science.gov (United States)

Fink, Jennifer T; Smith, David R; Singh, Maharaj; Ihrke, Doug M; Cisler, Ron A

2016-04-01

The purpose of this research was to retrospectively examine whether demographic differences exist between those who participated in an employee wellness program and those who did not, and to identify the selection of employees' choice in weight management activities. A nonequivalent, 2-group retrospective design was used. This study involved employees at a large, not-for-profit integrated health system. Of the total organization employee pool (29,194), 19,771 (68%) employees volunteered to be weighed (mean body mass index [BMI]=28.9) as part of an employee wellness program. Weight management activities available included: (1) Self-directed 5% total body weight loss; (2) Healthy Solutions at home; (3) Weight Watchers group meetings; (4) Weight Watchers online; and (5) Employee Assistance Program (EAP)-directed healthy weight coaching. Measures were participation rate and available weight management activity participation rate among obese employees across demographic variables, including sex, age, race, job type, and job location. The analysis included chi-square tests for all categorical variables; odds ratios were calculated to examine factors predictive of participation. Of the total 19,771 employees weighed, 6375 (32%) employees were obese (defined as BMI ≥30); of those, 3094 (49%) participated in available weight management activities. Participation was higher among females, whites, those ages >50 years, and non-nursing staff. In conclusion, participation rate varied significantly based on demographic variables. Self-directed 5% weight loss was the most popular weight management activity selected. (Population Health Management 2016;19:132-135).

NASA University Program Management Information System

Science.gov (United States)

2000-01-01

As basic policy, NASA believes that colleges and universities should be encouraged to participate in the nation's space and aeronautics program to the maximum extent practicable. Indeed, universities are considered as partners with government and industry in the nation's aerospace program. NASA:s objective is to have them bring their scientific, engineering, and social research competence to bear on aerospace problems and on the broader social, economic, and international implications of NASA's technical and scientific programs. It is expected that, in so doing, universities will strengthen both their research and their educational capabilities to contribute more effectively to the national well-being. NASA field codes and certain Headquarters program offices provide funds for those activities in universities which contribute to the mission needs of that particular NASA element. Although NASA has no predetermined amount of money to devote to university activities, the effort funded each year is substantial. This annual report is one means of documenting the NASA-university relationship, frequently denoted, collectively, as NASA's University Program. This report is consistent with agency accounting records, as the data is obtained from NASA:s Financial and Contractual Status (FACS) System, operated by the Financial Management Division and the Procurement Office. However, in accordance with interagency agreements, the orientation differs from that required for financial or procurement purposes. Any apparent discrepancies between this report and other NASA procurement or financial reports stem from the selection criteria for the data.* This report was prepared by the Education Division/FE, Office of Human Resources and Education, using a management information system which was modernized during FY 1993.

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…

Awareness of stress-reduction interventions on work attitudes: the impact of tenure and staff group in Australian universities

Directory of Open Access Journals (Sweden)

Silvia Pignata

2016-08-01

Full Text Available This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees’ reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1 perceived procedural justice for employees with five or less years of tenure; (2 job satisfaction for employees with 0–19 years of tenure; (3 trust in senior management for employees with 6–19 years of tenure; and (4 affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual

The relationship between leadership support, workplace health promotion and employee wellbeing in South Africa.

Science.gov (United States)

Milner, Karen; Greyling, Michael; Goetzel, Ron; Da Silva, Roseanne; Kolbe-Alexander, Tracey; Patel, Deepak; Nossel, Craig; Beckowski, Megan

2015-09-01

Leadership support has been identified as an essential component of successful workplace health promotion (WHP) programs. However, there is little research in this area and even less theoretical conceptualization on ways in which leadership support for WHP is related to improved employee wellbeing. In this paper, we developed and tested a model of leadership support for WHP and employee wellbeing outcomes using employer and employee data gathered from 71 South African organizations. A theoretical model based on social exchange theory was developed. It was hypothesized that perceptions of company commitment to health promotion mediates the relationship between leadership support, the provision of WHP facilities and employee wellbeing. A hierarchical structural equation modeling technique was used to test the model. We determined that leaders' support for WHP was important insofar as they also provided health promotion facilities to their employees. No direct relationship was found between leadership support alone and employee wellbeing. © The Author (2013). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Factors Associated with Regular Physical Activity for the Prevention of Osteoporosis in Female Employees Alborz University of Medical Sciences: Application of Health Belief Model

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E. Hatefnia

2016-05-01

Full Text Available Background: Osteoporosis is a metabolic bone disease and a growing global health problem that causes bones to thin and fragile. It is estimated that about two million people suffer from osteoporosis. According to the World Health Organization recommends regular physical activity is effective in preventing and while the results of some studies show about 65% of working women in Iran; do not get enough physical activity. This study aimed to determine factors associated with regular physical activity behavior for the prevention of osteoporosis in female employees Alborz University of Medical Sciences and was designed by HBM Methods: This study is a cross-sectional study involving 217 female university employees, all of whom were studied with the consent of the census. Tools for data collection questionnaire that included demographic questions, knowledge and questions based on health belief model structures that had done Validity and reliability. Data were analyzed using spss Edition19 and descriptive analytical statistics tests. Findings: The results show that regular physical activity was 37/8%. Idependent t-test showed a significant difference (P< 0/001 knowledge and self-efficacy between the two groups (with and without regular physical activity. Logistic regression analysis showed that knowledge and self-efficacy are significant predictor of Physical activity behavior. In this study, a significant association was found between the income and physical activity And the other factors such relationship wasnot found for physical activity. Conclusion: According to lack of regular physical activity and considering the relationship between knowledge and self-efficacy with physical activity, the need to addressing this issue through educational programming based on related factors. 

McUniversities Revisited: A Comparison of University and McDonald's Casual Employee Experiences in Australia

Science.gov (United States)

Nadolny, Andrew; Ryan, Suzanne

2015-01-01

The McDonaldization of higher education refers to the transformation of universities from knowledge generators to rational service organizations or "McUniversities". This is reflected in the growing dependence on a casualized academic workforce. The article explores the extent to which the McDonaldization thesis applies to universities…

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...

Achieving Quality Assurance in Nigeria University System through ...

African Journals Online (AJOL)

This paper examines how quality assurance can be attained through Strategic Human Resources Development in Nigerian University system. The purpose is to ensure quality control and maintenance of acceptable standards in the University system. To seek solution to the problem, three research questions were posed.

RESEARCH ON THE EXPECTATIONS OF EMPLOYERS AND YOUNG EMPLOYEES

Directory of Open Access Journals (Sweden)

Mirabela Matei

2016-12-01

Full Text Available The world is changing at a fast pace and companies must keep up or step aside. Thus, the importance of work motivation and innovation is undeniable. Companies have to direct their attention to 'ordinary', employees, who, provided the suitable motivational framework, can become 'exceptional',. But what do employers expect from their young employees? What does the young generation want in a job? Is there a gap between employers and employees? In order to answer these questions, we conducted two studies. The first is a qualitative research, using content analysis as research method, in which we analyzed 100 online recruitment advertisements for entry-level positions. Only jobs that require higher education were taken into consideration. The employer requirements collected from the ads were divided into technical and personal characteristics and then analyzed. The second study and aims at identifying the young generations’ expectations. It uses both qualitative and quantitative research methods. The studied population consists of 3rd year students. Questionnaires were sent out to universities from different geographical areas and two focus groups were conducted in order to identify the expectations of the young generation of employees. The results of the two studies are discussed. One of the main research findings is that there is an inconsistency between what employers and young employees want. The main discontent of students refers to the significant importance given by employers to work experience, even for jobs where it would not be necessary.

Occupational stress and organisational commitment of employees at higher educational institution

Directory of Open Access Journals (Sweden)

Simbarashe Zhuwao

2015-12-01

Full Text Available The objective of this study was to determine the relationship between occupational stress and organisational commitment of employees at a higher education institution. A random sample (N=30 was chosen from academic staff within the university. The study used a quantitative design. The Organisational Stress Screening Tool (ASSET and Allen and Meyer’s Organisational Commitment Tool (OCT were administered. The study revealed that a statistical significant relationship exists between occupational stress and organizational commitment of employees. The study also showed that academic staff overall experienced average levels of occupational stress and organisational commitment. Job characteristics and work relationship were found to be the major sources of occupation stress. It is recommended that higher education institutions should improve employee participation in decision making to reduce employees’ stress as a result of unmanageable workloads and overload.

The Unification of Terminology in Terms of Impact of Employees on Decisions Taken in European Business Entities and Polish Law

Directory of Open Access Journals (Sweden)

Giedrewicz-Niewińska Aneta

2017-12-01

Full Text Available One of the consequences of improper management of European businesses, set solely on profit, is the global financial crisis, felt even today by many societies. Previous negative experience has led to a growing interest in the world at present, in the model in which employees are guaranteed involvement in the management of transnational entities. A new, universal legal framework for the functioning of this model has been created by the European Union. Instead of creating a single transnational legal system, it was decided to create a model for employee involvement in management by coordinating national systems. The aim of this study is to analyse the terminology related to the issue of workers’ involvement in the management of European business entities. This analysis will aim to determine whether the legal language used in the EU regulations and directives relating to workers’ involvement in management and implementing acts allows coordination between legal systems of the Member States. In this context, it is particularly important to determine whether the terminology used in EU acts is consistent with the terminology used in Polish implementing laws and how EU terminology fits into current understanding in the Polish legal tradition of institutions of employee involvement in the management of the workplace.

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.

High performance work systems and employee well-being: a two stage study of a rural Australian hospital.

Science.gov (United States)

Young, Suzanne; Bartram, Timothy; Stanton, Pauline; Leggat, Sandra G

2010-01-01

This paper aims to explore the attitudes of managers and employees to high performance work practices (HPWS) in a medium sized rural Australian hospital. The study consists of two stages. Stage one involved a qualitative investigation consisting of interviews and focus group sessions with senior, middle and line management at the hospital. Bowen and Ostroffs framework was used to examine how strategic HRM was understood, interpreted and operationalised across the management hierarchy. Stage one investigates the views of managers concerning the implementation of strategic HRM/HPWS. Stage two consisted of a questionnaire administered to all hospital employees. The mediation effects of social identification on the relationship between high performance work systems and affective commitment and job satisfaction are examined. The purpose of stage two was to investigate the views and effects of SHRM/HPWS on employees. It should be noted that HPWS and strategic HRM are used inter-changeably in this paper. At the management level the importance of distinctiveness, consistency and consensus in the interpretation of strategic HRM/HPWS practices across the organization was discovered. Findings indicate that social identification mediates the relationship between HPWS and affective commitment and also mediates the relationship between HPWS and job satisfaction. High performance work systems may play a crucial role facilitating social identification at the unit level. Such practices and management support is likely to provide benefits in terms of high performing committed employees. The paper argues that team leaders and managers play a key role in building social identification within the team and that organizations need to understand this role and provide recognition, reward, education and support to their middle and lower managers.

Placing the Solar System in its Universal Context

Science.gov (United States)

Grier, J. A.; Steel, S. J.; Dussault, M. E.; Reinfeld, E. L.; Gould, R. R.

2004-11-01

Data from surveys and evaluations of recent space science education programs show that both teachers and students use the terms 'solar system', 'galaxy' and 'universe' interchangeably. For some this merely represents a barrier in vocabulary, but for most, it is indicative of an underlying lack of structure within their internal models of the solar system and universe. Some of the misconceptions of size of the solar system, placement, distance, scale and hierarchy of objects in the galaxy and universe are introduced by not including the solar system in a consistent, coherent picture within the rest of the galaxy and universe. If these ideas and misconceptions are not addressed through a targeted educational experience, they can form barriers to developing new and more accurate internal models, and impede the assimilation of any new evidence or ideas within those models. We are developing focused educational products and experiences that allow students to encounter the topics of 'solar system', 'galaxy' and 'universe' as an integrated whole, showing the common and unique features, natural interrelationships, and hierarchies that allow students and teachers to develop more powerful internal models of their place in space and time. We have used this approach to enhance the learning experience at Girl Scouts 'Train the Trainer' Workshops, in the 'Modeling the Universe' Professional Development Workshops, and in several venues for urban public school teachers. We have also created activities such as the "Cosmic Timeline", and products such as the "How Big is the Universe?" booklet to support learning about size and scale from the Earth to the Sun, and then all the way out to the edge of space.

5 CFR 9701.373 - Conversion of employees to the DHS pay system.

Science.gov (United States)

2010-01-01

... under § 9701.333). (b) When an employee receiving a special rate under 5 U.S.C. 5305 before conversion... locality or special rate supplement, the conversion will not be considered as resulting in a reduction in... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion of employees to the DHS pay...

A UHF RFID positioning system for use in warehouse navigation by employees with cognitive disability.

Science.gov (United States)

Gunther, Eric J M; Sliker, Levin J; Bodine, Cathy

2017-11-01

Unemployment among the almost 5 million working-age adults with cognitive disabilities in the USA is a costly problem in both tax dollars and quality of life. Job coaching is an effective tool to overcome this, but the cost of job coaching services sums with every new employee or change of employment roles. There is a need for a cost-effective, automated alternative to job coaching that incurs a one-time cost and can be reused for multiple employees or roles. An effective automated job coach must be aware of its location and the location of destinations within the job site. This project presents a design and prototype of a cart-mounted indoor positioning and navigation system with necessary original software using Ultra High Frequency Radio Frequency Identification (UHF RFID). The system presented in this project for use within a warehouse setting is one component of an automated job coach to assist in the job of order filler. The system demonstrated accuracy to within 0.3 m under the correct conditions with strong potential to serve as the basis for an effective indoor navigation system to assist warehouse workers with disabilities. Implications for rehabilitation An automated job coach could improve employability of and job retention for people with cognitive disabilities. An indoor navigation system using ultra high frequency radio frequency identification was proposed with an average positioning accuracy of 0.3 m. The proposed system, in combination with a non-linear context-aware prompting system, could be used as an automated job coach for warehouse order fillers with cognitive disabilities.

MOTIVATION, VALUES, AND CAREER RESEARCH AMONG UNIVERSITY STUDENTS

Directory of Open Access Journals (Sweden)

Eva Gergely

2016-07-01

Full Text Available Career and motivation examinations are an interesting point to consider at all times. This is not only the company leaders need to find and hire the adequate employee but they have to be capable of keeping them. However, what motivates the individual? What is necessary for employees to stay at the organization? What kind of carrier expectation they have? These questions are not only important when somebody is in the system but when somebody is at the beginning of their work. Due to these questions, we have considered important to carry out examinations on motivation, value, and career among the employees and students. The research has been conducted among the students at the University of Debrecen Faculty of Economics. These students will be the fresh enterers of the labor market and may become talented employees of organizations. In the research joint surveys have been applied. The questionnaires were related to working values, values, motivation and career. The sample contains 235 full-time students. One of the positive results of the examination is sampled students are strongly performance motivated. Regarding their performances, the pursuit of success and the need for execution tasks are important, and the high level of effort-performance is outstanding. The results are closely aligned with the sampled students because personal development is important to them and this is a typical age characteristic. The appearance for fulfilling basic needs such as safety, material and physical environment and self-assertion also have a key role. Regarding their career orientation security is in the center of attention. They do not want reputation with all their hearts. Furthermore, management and leadership are not the most important for them. The career anchor analysis has also proved this because leader competence was the lowest career anchor. In the future it would be worth extending the research to the other faculties of the University of Debrecen or

University Program Management Information System

Science.gov (United States)

Gans, Gary (Technical Monitor)

2004-01-01

As basic policy, NASA believes that colleges and universities should be encouraged to participate in the nation's space and aeronautics program to the maximum extent practicable. Indeed, universities are considered as partners with government and industry in the nation's aerospace program. NASA's objective is to have them bring their scientific, engineering, and social research competence to bear on aerospace problems and on the broader social, economic, and international implications of NASA's technical and scientific programs. It is expected that, in so doing, universities will strengthen both their research and their educational capabilities to contribute more effectively to the national well being. This annual report is one means of documenting the NASA-university relationship, frequently denoted, collectively, as NASA's University Program. This report is consistent with agency accounting records, as the data is obtained from NASA's Financial and Contractual Status (FACS) System, operated by the Financial Management Division and the Procurement Office. However, in accordance with interagency agreements, the orientation differs from that required for financial or procurement purposes. Any apparent discrepancies between this report and other NASA procurement or financial reports stem from the selection criteria for the data.

University Program Management Information System

Science.gov (United States)

2001-01-01

As basic policy, NASA believes that colleges and universities should be encouraged to participate in the nation's space and aeronautics program to the maximum extent practicable. Indeed, universities are considered as partners with government and industry in the nation's aerospace program. NASA' objective is to have them bring their scientific, engineering, and social research competence to bear on aerospace problems and on the broader social, economic, and international implications of NASA's technical and scientific programs. It is expected that, in so doing, universities will strengthen both their research and their educational capabilities to contribute more effectively to the national well being. This annual report is one means of documenting the NASA-university relationship, frequently denoted, collectively, as NASA's University Program. This report is consistent with agency accounting records, as the data is obtained from NASA's Financial and Contractual Status (FACS) System, operated by the Financial Management Division and the Procurement Office. However, in accordance with interagency agreements, the orientation differs from that required for financial or procurement purposes. Any apparent discrepancies between this report and other NASA procurement or financial reports stem from the selection criteria for the data.

Standards of conduct for NASA employees

Science.gov (United States)

1987-01-01

'Standards of Conduct' for employees (14 CFR Part 1207) is set forth in this handbook and is hereby incorporated in the NASA Directives System. This handbook incorporates, for the convenience of NASA employees, the regulations now in effect prescribing standards of conduct for NASA employees. These regulations set forth the high ethical standards of conduct required of NASA employees in carrying out their duties and responsibilities. These regulations have been approved by the Office of Government Ethics, Office of Personnel Management. The regulations incorporated in this handbook were first published in the Federal Register on October 21, 1967 (32 FR 14648-14659); Part B concerning the acceptance of gifts, gratuities, or entertainment was extensively revised on January 19, 1976 (41 FR 2631-2633) to clarify and generally to restrict the exceptions to the general rule against the acceptance by a NASA employee from persons or firms doing or seeking business with NASA. Those regulations were updated on January 29, 1985 (50 FR 3887) to ensure conformity to the Ethics in Government Act of 1978 regarding the public financial disclosure statement. These regulations were published in the Federal Register on June 16, 1987 (52 FR 22755-764) and a correction was printed on Sept. 28, 1987 (52 FR 36234).

University Program Management Information System: NASA's University Program Active Projects

Science.gov (United States)

Gans, Gary (Technical Monitor)

2003-01-01

As basic policy, NASA believes that colleges and universities should be encouraged to participate in the nation's space and aeronautics program to the maximum extent practicable. Indeed, universities are considered as partners with government and industry in the nation's aerospace program. NASA's objective is to have them bring their scientific, engineering, and social research competence to bear on aerospace problems and on the broader social, economic, and international implications of NASA's technical and scientific programs. It is expected that, in so doing, universities will strengthen both their research and their educational capabilities to contribute more effectively to the national well being. This annual report is one means of documenting the NASA-university relationship, frequently denoted, collectively, as NASA's University Program. This report is consistent with agency accounting records, as the data is obtained from NASA's Financial and Contractual Status (FACS) System, operated by the Financial Management Division and the Procurement Office. However, in accordance with interagency agreements, the orientation differs from that required for financial or procurement purposes. Any apparent discrepancies between this report and other NASA procurement or financial reports stem from the selection criteria for the data. This report was prepared by the Office of Education/N.

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....

Employees Technology Usage Adaptation Impact on Companies’ Logistics Service Performance

Directory of Open Access Journals (Sweden)

A. Zafer ACAR

2018-01-01

Full Text Available The information technology (IT capability of companies is one of the determinants of their competitive power. However, IT outputs depend on employees intentions to use them. As a technological investment Port automation systems are widely used in container terminals. Therefore behavioral intention in the usage of various IT applications is one of the important factors that may affect logistics service performance. This study aims to explore the employees' technology usage adaptation impact on the logistics service performance of ports. In this context, the behavioral intentions of employees who use port automation systems are investigated using the Technological Acceptance Model.

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.

Ethnic Differences and Motivation Based on Maslow?s Theory on Iranian Employees

OpenAIRE

MOUSAVI, Seyed Hadi; DARGAHI, Hossein

2013-01-01

Background The aim of this study was to assess the levels of Maslow?s hierarchy of needs theory had been fulfilled and to compare the Maslow?s hierarchy of needs among Iranian different ethnic groups at Tehran University of Medical Sciences (TUMS). Methods: This research was a descriptive-analytical study which conducted among administrative employees of Tehran University of Medical Sciences; Tehran, Iran. The structured questionnaire consisted of 20 questions and demographic details. Each qu...

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…

Groundwork for Universal Canister System Development

Energy Technology Data Exchange (ETDEWEB)

Price, Laura L. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Gross, Mike [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Prouty, Jeralyn L. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Rigali, Mark J. [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Craig, Brian [Argonne National Lab. (ANL), Argonne, IL (United States); Han, Zenghu [Argonne National Lab. (ANL), Argonne, IL (United States); Lee, John Hok [Argonne National Lab. (ANL), Argonne, IL (United States); Liu, Yung [Argonne National Lab. (ANL), Argonne, IL (United States); Pope, Ron [Argonne National Lab. (ANL), Argonne, IL (United States); Connolly, Kevin [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Feldman, Matt [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Jarrell, Josh [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Radulescu, Georgeta [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Scaglione, John [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States); Wells, Alan [Oak Ridge National Lab. (ORNL), Oak Ridge, TN (United States)

2015-09-01

The mission of the United States Department of Energy's Office of Environmental Management is to complete the safe cleanup of the environmental legacy brought about from five decades of nuclear weapons development and go vernment - sponsored nuclear energy re search. S ome of the waste s that that must be managed have be en identified as good candidates for disposal in a deep borehole in crystalline rock (SNL 2014 a). In particular, wastes that can be disposed of in a small package are good candidates for this disposal concept. A canister - based system that can be used for handling these wastes during the disposition process (i.e., storage, transfers, transportation, and disposal) could facilitate the eventual disposal of these wastes. This report provides information for a program plan for developing specifications regarding a canister - based system that facilitates small waste form packaging and disposal and that is integrated with the overall efforts of the DOE's Office of Nuclear Energy Used Fuel Dis position Camp aign's Deep Borehole Field Test . Groundwork for Universal Ca nister System Development September 2015 ii W astes to be considered as candidates for the universal canister system include capsules containing cesium and strontium currently stored in pools at the Hanford Site, cesium to be processed using elutable or nonelutable resins at the Hanford Site, and calcine waste from Idaho National Laboratory. The initial emphasis will be on disposal of the cesium and strontium capsules in a deep borehole that has been drilled into crystalline rock. Specifications for a universal canister system are derived from operational, performance, and regulatory requirements for storage, transfers, transportation, and disposal of radioactive waste. Agreements between the Department of Energy and the States of Washington and Idaho, as well as the Deep Borehole Field Test plan provide schedule requirements for development of the universal canister system

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...

Building Connections between Industry and University: Implementing an Internship Program at a Regional University.

Science.gov (United States)

Tovey, Janice

2001-01-01

Discusses the issues of socialization and acculturation of interns into the workplace, motivation of student employees, and the relationship between education and training/workplace and academy by using an established university level internship program. Reveals the significance of these issues for positive experiential learning. (SG)

Leadership Style, Employee Satisfaction, and Productivity in the Enrollment Department of a Proprietary University

Science.gov (United States)

Chitwood, James

2010-01-01

The success of an enrollment department is critical to the success of an educational institution. The quantitative research study used a correlational design to measure the relationship between perceived leadership style, employee satisfaction, and departmental productivity. A sample of 41 admissions personnel from a Midwest proprietary university…

On the Universality and Non-Universality of Spiking Neural P Systems With Rules on Synapses.

Science.gov (United States)

Song, Tao; Xu, Jinbang; Pan, Linqiang

2015-12-01

Spiking neural P systems with rules on synapses are a new variant of spiking neural P systems. In the systems, the neuron contains only spikes, while the spiking/forgetting rules are moved on the synapses. It was obtained that such system with 30 neurons (using extended spiking rules) or with 39 neurons (using standard spiking rules) is Turing universal. In this work, this number is improved to 6. Specifically, we construct a Turing universal spiking neural P system with rules on synapses having 6 neurons, which can generate any set of Turing computable natural numbers. As well, it is obtained that spiking neural P system with rules on synapses having less than two neurons are not Turing universal: i) such systems having one neuron can characterize the family of finite sets of natural numbers; ii) the family of sets of numbers generated by the systems having two neurons is included in the family of semi-linear sets of natural numbers.

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...

Drug abuse in the workplace: employee screening techniques

International Nuclear Information System (INIS)

Buzzeo, R.W.

1984-01-01

Recent studies show that as many as three to five percent of the employees of a medium- to large-sized plant may be dependent on drugs as a way of life. The detrimental effects of drug abuse in the workplace can be measured in lost productivity, poor quality control and other areas at an annual cost to the American economy of $30 billion. However, a price tag cannot be attached to the lives affected by this unrelenting problem. The purpose of this paper is to provide an overview of the employee screening and hiring techniques available to industry to detect and eliminate potentially dangerous or fatal situations involving drug abuse in the workplace. The techniques are universal and can be effectively applied by the nuclear industry as well as other businesses to ensure that its work force is a reputable and reliable one

Mobbing, threats to employees

Directory of Open Access Journals (Sweden)

Tatjana Vene

2012-02-01

Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

Cardiovascular risk and stress in employees of a higher education institution

Directory of Open Access Journals (Sweden)

Eugênio Barbosa de Melo Júnior

2016-01-01

Full Text Available Objective: to analyze the association between high levels of stress and the frequency of cardiovascular risk factors in employees of a higher education institution. Methods: this is a cross-sectional study with 201 employees of a university. A form containing socioeconomic data, the International Physical Activity Questionnaire (short version, the Alcohol Use Disorders Identification Test and the Work Stress Scale were used for data collection. Data analysis was performed using the probability ratio and One-way analysis of variance tests. Results: worrisome frequencies of cardiovascular risk factors were identified, in which sedentary lifestyle, excess weight, and increased abdominal circumference presented the most expressive indexes. Regarding the stressors evaluated, some of the employees had increased stress indexes, distributed between the medium and high levels. Conclusion: sedentary lifestyle, excess weight, and increased abdominal circumference presented expressive high indexes, without statistically significant associations with the level of stress.

[An experimental model for assessing the risk factors for work-related stress in four Italian universities].

Science.gov (United States)

Miscetti, G; Barberini, L; Chiocchini, D; Cirimbilli, A; Pippi, R; Pampanella, L; Caserta, G; Gargarella, L

2011-01-01

This study, a collaborative effort among the Local Health Authority 2 of Perugia, Italy, the National Coordination of Worker's Safety Representatives for University and Research Institutions and the National Coordination for Protection and Prevention Services for Universities and Research Institutions, describes the results of a method used to evaluate work-related stress. Personnel from four Italian universities, which we call University I, II, III and IV geographically distributed in nord (1), center (2) and south (1) of Italy, responded to a questionnaire regarding risk evaluation of work-related stress in response to the Italian Law 81/2008. The methodology includes a preliminary analysis of the physical/technological and organizational/relational aspects of the company in order to determine a risk factor of work-related stress. This is followed by an evaluation by agencies competent in the areas of prevention and protection, (Administrative personnel of the company, Medical support persons, heads of the Prevention and Protection Service, employee representatives, and others) that apply a specific algorithm and by the employees through the completion of a questionnaire. The employees, mostly men, of the various universities, completed 510 questionnaires. Based on the results of the questionnaires and on a comparison between the expectations of the administration and the employees, the preventative measures that need to be adopted were identified. The results of this study show that there is not complete agreement between the administration and the employees regarding the work-related expectations. This difference in viewpoints could be a source of work-related stress. Some aspects of the study were shown to be of common concern in the various universities, while for other aspects, there were significantly different perceptions between male and female employees. An immediate response is needed with respect to some aspects in the work context and to plan further

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.

Employee Resistance to Computer Technology.

Science.gov (United States)

Ewert, Alan

1984-01-01

The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

Work Stressors, Health and Sense of Coherence in UK Academic Employees

Science.gov (United States)

Kinman, Gail

2008-01-01

This cross-sectional study examined relationships between job-specific stressors and psychological and physical health symptoms in academic employees working in UK universities. The study also tests the main and moderating role played by sense of coherence (SOC: Antonovsky, 1987 in work stress process). SOC is described as a generalised resistance…

Applying the chronic care model to an employee benefits program: a qualitative inquiry.

Science.gov (United States)

Schauer, Gillian L; Wilson, Mark; Barrett, Barbara; Honeycutt, Sally; Hermstad, April K; Kegler, Michelle C

2013-12-01

To assess how employee benefits programs may strengthen and/or complement elements of the chronic care model (CCM), a framework used by health systems to improve chronic illness care. A qualitative inquiry consisting of semi-structured interviews with employee benefit administrators and partners from a self-insured, self-administered employee health benefits program was conducted at a large family-owned business in southwest Georgia. Results indicate that the employer adapted and used many health system-related elements of the CCM in the design of their benefit program. Data also suggest that the employee benefits program contributed to self-management skills and to informing and activating patients to interact with the health system. Findings suggest that employee benefits programs can use aspects of the CCM in their own benefit design, and can structure their benefits to contribute to patient-related elements from the CCM.

Relationship between partnership working and employees’ productivity in a University of Medical Sciences in the South of Iran

Directory of Open Access Journals (Sweden)

Mohammad Khammarnia

2016-07-01

Full Text Available Introduction: Partnership working plays an important role in the health system, results in delivery of coordinated packages of services to patients, and reduces the impact of organizational fragmentation. Method: The study aimed to determine the relationship between partnership working and productivity in the employees of a university of medical sciences in the south of Iran. Results: According to the result, partnership and productivity scores were 51.1 + 6.7 and 51.9 + 13.4, respectively. Partnership working had a positive relationship with productivity (r = 0.333, P = 0.001 and age of the employees (r = 0.142, P = 0.007. There was a negative relationship between the employees’ productivity with age and job position in ZAUMS (P= 0.009 and P= 0.001, respectively. The nurses had the highest score of productivity (mean=60.7±13.3. Moreover, employees with an Ph.D. degree (9 persons had the highest scores of partnership and productivity in ZAUMS (53.6±3.1 and 56.8±6.3, respectively. Conclusion: Enhancement of partnership working could increase the employees’ productivity in the health system. It is recommended that younger persons should be used in universities of medical science. Moreover, supportive staff should increase their partnership working to enhance the individual and organizational productivity.

The employee's productivity in the health care sector in Poland and their impact on the treatment process of patients undergoing elective laparoscopic cholecystectomy

Directory of Open Access Journals (Sweden)

Rosiek A

2016-12-01

Full Text Available Anna Rosiek,1,2 Aleksandra Rosiek-Kryszewska,3 Łukasz Leksowski,4 Tomasz Kornatowski,2 Krzysztof Leksowski2,5 1Ross-Medica, 2Faculty of Health Sciences, Public Health Department, Nicolaus Copernicus University, 3Faculty of Pharmacy, Department of Inorganic and Analytical Chemistry, Nicolaus Copernicus University, 4Faculty of Health Sciences, Department of Rehabilitation, Nicolaus Copernicus University, 5Department of General Thoracic and Vascular Surgery, Military Clinical Hospital in Bydgoszcz, Bydgoszcz, Poland Background: Increasing the engagement of employees in the treatment process of patients may benefit a hospital and employee productivity and may result in better patient care and satisfaction with medical services. Given this, the first step in improving the quality of patient care is better availability of doctors for patients in a hospital ward.Methods: The research for this paper was conducted in six health care units in the Kuyavian-Pomeranian province in Poland. The research assessed how the elements relating to employees’ behavior and things characteristic to medical service influence patients’ willingness to recommend a hospital.Results: Patients’ perception of services is linked with the behavior of medical employees and their engagement in the treatment process.Conclusion: Our research indicates that individual employee recognition and collective recognition of hospital employees as a whole were identified as the most important factors in employee engagement in the treatment process (employee productivity and patients’ satisfaction with medical service. Keywords: employee’s productivity, workplace interventions to enhance health, hospitals, organizational health, medical staff, public health

INFORMATION SYSTEM DESIGN OF PERFORMANCE ACHIEVEMENTS MONITORING IN THE UNIVERSITY: A CASE STUDY IN BINUS UNIVERSITY

Directory of Open Access Journals (Sweden)

Irma Irawati Ibrahim

2012-05-01

Full Text Available Dashboard is a computer interface that displays a variety of charts, graphs, tables, which are selected reports from various data that are considered important to display rapidly, with an attractive appearance, dynamic, and relevant so that it can immediately be seen quickly to analyze a condition. Dashboard information system is widely used in various companies as a support system for decision-making where Dashboard usually displays data business trends of the company or the achievement of KPI (Key Performance Indicator of a company. The method used is descriptive analysis by means of collecting information that areimportant for universities to be considered asthe Key Success Factors (KSF of the university, and then, the design of the dashboard is made in accordance with these important factors.The result of this study is a grand design of information systems for the university performance monitoring, starting from the reception of students, faculty performance, student academic achievement, effectiveness and efficiency of services, including graduates. It is expected that by the time the system has been fully implemented, the university can take action quickly and accurately with respect to the required conditions.Keywords: Information System Dashboard; Dashboard; Academic Dashboard; University Dashboard

Organizational Culture and Performance of Paith-Based Universities ...

African Journals Online (AJOL)

This study examines the impact of organizational culture on the performances of faith-based Universities in Ogun State, Nigeria. The study adopted a survey research design. The population of the study is the entire employees of the selected faith-based Universities in Ogun State. Primary data were used for the study.

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.

A Structural Equation Model of Knowledge Management Based On Organizational Climate in Universities

OpenAIRE

F. Nazem; M. Mozaiini; A. Seifi

2014-01-01

The purpose of the present study was to provide a structural model of knowledge management in universities based on organizational climate. The population of the research included all employees of Islamic Azad University (IAU). The sample consisted of 1590 employees selected using stratified and cluster random sampling method. The research instruments were two questionnaires which were administered in 78 IAU branches and education centers: Sallis and Jones’s (2002) Knowledge Management Questi...

Nursing scholarship within the British university system.

Science.gov (United States)

Ramcharan, P; Ashmore, R; Nicklin, L; Drew, J

This article is a review of how a school of nursing and midwifery might promote scholarship within the university system. It is argued that the emphasis on research in universities has undermined the importance of scholarship within education and practice. The difficulties of recognizing scholarly processes as opposed to products such as publications is outlined in relation to three areas of potential scholarship within nurse education, i.e. research, teaching and practice. Issues are raised about how scholarship might be promoted in these three areas in practical terms. It is argued that systems of recognition and reward should be equitably distributed between these wide areas of potential scholarship. This will mean universities accommodating different models of scholarship and nurses recognizing their responsibility to contribute to scholarly activity.

The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

Science.gov (United States)

Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

2013-11-01

Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. (c) 2013 APA, all rights reserved.

Monitoring of individual doses and its information management system for CAEP's employees

International Nuclear Information System (INIS)

Wei Xiye; Lei Jiarong; Yuan Yonggang; Zhao Lin; Zhao Minzhi; Cui Gaoxian

2007-01-01

Employees' individual dose is very important to radiation workers, this paper introduces the monitoring of individual doses for the employees of CAEP in brief. A mass of employees' individual dose information records needed for being disposed, the data management software IDDMS for individual dose was developed. This paper describes the database structure, main modules, statistic and printing functions in this program. Based on much experience of many years in data management of individual dose, this program is developed using the object-oriented language Visual Foxpro 6.0. Meanwhile, it had been tested for several months. The results show that this software can be used directly for daily management of individual dose, and report forms of individual dose can also be printed easily for the related superior department. (authors)

The effect of work-life balance policies on women employees turnover

OpenAIRE

Chiang Hui-Yu; Noriaki Mamiko Takeuchi

2008-01-01

In this paper, we explore the relationship between work-life balance policies and three outcomes of interest to employers and employees: the job tenure of women employees, turnover rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice and flextime system are positively associated with the job tenure of women employees. We also find that the full am...

Stigma in the mental health workplace: perceptions of peer employees and clinicians.

Science.gov (United States)

Stromwall, Layne K; Holley, Lynn C; Bashor, Kathy E

2011-08-01

Informed by a structural theory of workplace discrimination, mental health system employees' perceptions of mental health workplace stigma and discrimination against service recipients and peer employees were investigated. Fifty-one peer employees and 52 licensed behavioral health clinicians participated in an online survey. Independent variables were employee status (peer or clinician), gender, ethnicity, years of mental health employment, age, and workplace social inclusion of peer employees. Analysis of covariance on workplace discrimination against service recipients revealed that peer employees perceived more discrimination than clinicians and whites perceived more discrimination than employees of color (corrected model F = 9.743 [16, 87], P = .000, partial ŋ (2) = .644). Analysis of covariance on workplace discrimination against peer employees revealed that peer employees perceived more discrimination than clinicians (F = 4.593, [6, 97], P = .000, partial ŋ (2) = .223).

A new remote-imaging diagnosis system at Komazawa University

International Nuclear Information System (INIS)

Shimada, Morio; Kohda, Eiichi; Yoshikawa, Kohki

2007-01-01

We developed a remote-imaging diagnosis system that links the highly experienced radiologists at Komazawa University with Fuji Electric Hospital, where no such radiologists are present. MRI or CT images from Fuji Electric hospital are transmitted to Komazawa University via private line (INS64). The radiologists at Komazawa University then read the MRI or CT images, and relay the results to Fuji Electric Hospital. We describe the advantages and disadvantages of this system. MRI or CT imaging data from 80 cases were used. The data were stored in the imaging system server at Fuji Electric Hospital and were evaluated by experienced radiologists at Komazawa University. The images were sent one by one to the diagnostic support system server at Komazawa University through the private INS64 line. We examined transmission time per case and the security of transmission. Transmission of MRI or CT images from the 80 cases required a mean duration of 63 minutes 30 seconds per image. The quality of all images was highly satisfactory. In addition, there was no evidence of weaknesses in security. A physician at Fuji Electric Hospital was able to readily explain to the patient the results of the images by referring to the findings written by a radiologist at Komazawa University. We were able to transmit MRI or CT images by using this system safely and readily. The primary disadvantage of this system was the slow transmission speed. This will be improved by upgrading to an optical fibers. (author)

Stress-reduction interventions in an Australian university: a case study.

Science.gov (United States)

Pignata, Silvia; Winefield, Anthony H

2015-02-01

We examined the effects of awareness of stress-reduction interventions on employee well-being and work attitudes using a mixed methods design. Cross-sectional data are presented from 247 employees who completed questionnaires in 2004 at one Australian university. Analyses indicated that employees, who reported that interventions had been undertaken, scored higher on job satisfaction, affective organizational commitment, perceived procedural justice and trust in senior management than those who were not aware of the measures, although they did not differ in psychological strain. Details of the stress-reduction interventions implemented by the Occupational Health and Safety department at the university are also reported. Thematic analyses of the perceived causes of both decreases and increases in stress for employees showed that staff reported workload and staffing pressures as key sources of increases in stress. On the other hand, new supervisors and/or management were identified as sources of decreased stress. Areas for consideration in future efforts to develop and refine stress interventions are also discussed. © 2013 John Wiley & Sons, Ltd.

Developing National Systems of Innovation: University-Industry ...

International Development Research Centre (IDRC) Digital Library (Canada)

2015-01-30

Jan 30, 2015 ... Interactions between firms and universities are key building blocks of innovation systems. With a focus on developing countries, this book presents novel comparative research spanning three continents. The result is a more universal and dynamic view of the shaping and reshaping of interactions between ...

Automated Podcasting System for Universities

Directory of Open Access Journals (Sweden)

Ypatios Grigoriadis

2013-03-01

Full Text Available This paper presents the results achieved at Graz University of Technology (TU Graz in the field of automating the process of recording and publishing university lectures in a very new way. It outlines cornerstones of the development and integration of an automated recording system such as the lecture hall setup, the recording hardware and software architecture as well as the development of a text-based search for the final product by method of indexing video podcasts. Furthermore, the paper takes a look at didactical aspects, evaluations done in this context and future outlook.

Employees' satisfaction as influenced by acoustic and visual privacy in the open office environment

Science.gov (United States)

Soules, Maureen Jeanette

The purpose of this study was to examine the relationship between employees' acoustic and visual privacy issues and their perceived satisfaction in their open office work environments while in focus work mode. The study examined the Science Teaching Student Services Building at the University of Minnesota Minneapolis. The building houses instructional classrooms and administrative offices that service UMN students. The Sustainable Post-Occupancy Evaluation Survey was used to collect data on overall privacy conditions, acoustic and visual privacy conditions, and employees' perceived privacy conditions while in their primary workplace. Paired T-tests were used to analyze the relationships between privacy conditions and employees' perceptions of privacy. All hypotheses are supported indicating that the privacy variables are correlated to the employees' perception of satisfaction within the primary workplace. The findings are important because they can be used to inform business leaders, designers, educators and future research in the field of office design.

A study of relationship between managers' leadership style and employees' job satisfaction.

Science.gov (United States)

Rad, Ali Mohammad Mosadegh; Yarmohammadian, Mohammad Hossein

2006-01-01

The purpose of this descriptive and cross-sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004. The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling. The dominant leadership style of managers was participative. The mean score of employee-oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task-oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26 +/- 0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co-workers and supervision type factors. There was significant correlation (p leadership behaviors and employees and job satisfaction. Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity. Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

Relationship Between Employee Job Satisfaction and Turnover Intention in Microfinance Banks in Pakistan

Directory of Open Access Journals (Sweden)

Saghir Ahmed

2015-12-01

Full Text Available This study is conducted to analyse the factors, which significantly affect employee job satisfaction in Microfinance Banks of Pakistan. Furthermore, the impact of employee job satisfaction is evaluated on employee turnover intentions. Reward system and training opportunities are taken as independent variables. Primary data is used for this research, which was collected through questionnaire and the reliability of instrument is checked using Cronbach’s alpha. Statistical Package for Social Sciences (SPSS is used to process the collected data. Descriptive statistics are determined and correlation among variables is also calculated. OLS method is applied to find out the impact of independent variables and the results show that there is a significant positive correlation among training, reward system and employee job satisfaction, while a negative relationship is found between employee job satisfaction and employee turnover intention.

Analysis of factors affecting employee satisfaction: A case study from Pakistan.

Science.gov (United States)

Rukh, Lala; Choudhary, Muhammad Abbas; Abbasi, Saddam Akber

2015-01-01

Employee job satisfaction has been a research focal point throughout the world. It is a key factor when measuring the performance of an organization and individuals. A leading engineering goods manufacturing enterprise in Pakistan, has been used in this case study. In Pakistan, very limited research has been done with respect to factors affecting job satisfaction. Some research has been done in medical institutions, banks, universities and the information technology sector but large public sector organizations in Pakistan have not been studied. A theoretical foundation for researching factors affecting job satisfaction in large organizations is outlined. The objective of this research is to analyze various demographic, financial and non-financial factors affecting the satisfaction level of employees and to study the effects across different employee groups. This study is based on quantitative data analysis. The employees of the organization under study have been divided into 10 homogeneous groups based on their departments. Information on job related factors (affecting the satisfaction level) have been collected from subsamples of each group using a self-administered questionnaire. An overall sample of 250 (out of total 1100) employees has been selected. Before conducting the survey, reliability of the questionnaire was measured using Cronbach's alpha. The normality of data was also examined using the Kolmogorov Smirnov test. Hypotheses devised to address the research questions were tested by using non-parametric Spearman correlation and Kruskal-Wallis tests. The response rate was 73.2%. Research findings indicated the significant factors that affect the satisfaction level of employees. Median group differences existed between responses based on age, work experience, salary and designation (i.e. job position/rank) of employees. Job satisfaction was also positively and significantly associated with job related factors such as pay, promotion, relation with employees

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.

Prediction of Employee Turnover in Organizations using Machine Learning Algorithms

OpenAIRE

Rohit Punnoose; Pankaj Ajit

2016-01-01

Employee turnover has been identified as a key issue for organizations because of its adverse impact on work place productivity and long term growth strategies. To solve this problem, organizations use machine learning techniques to predict employee turnover. Accurate predictions enable organizations to take action for retention or succession planning of employees. However, the data for this modeling problem comes from HR Information Systems (HRIS); these are typically under-funded compared t...

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...

On the Recommender System for University Library

Science.gov (United States)

Fu, Shunkai; Zhang, Yao; Seinminn

2013-01-01

Libraries are important to universities, and they have two primary features: readers as well as collections are highly professional. In this study, based on the experimental study with five millions of users' borrowing records, our discussion covers: (1) the necessity of recommender system for university libraries; (2) collaborative filtering (CF)…

Diabetes, obesity and non-optimum blood pressure levels in a group of employees of the University of Puerto Rico, Medical Sciences Campus, 2003.

Science.gov (United States)

Disdier-Flores, Orville M; Rodríguez-Lugo, Luis A

2005-06-01

To estimate the proportion of diabetes, obesity and non-optimum blood pressure levels in a group of employees of the University of Puerto Rico Medical Sciences Campus that participated in a diabetes health fair at the "Centro de Diabetes para Puerto Rico". A total of 113 participants of the diabetes health fair completed a questionnaire to obtain demographic characteristics and the frequency of self-reported diabetes. The nursing staff examined the participants in order to obtain the following clinical characteristics: body mass index, blood pressure and blood glucose levels. The proportion of self-reported diabetes, obesity (> or = 30 kg/m2) and non-optimum blood pressure levels (systolic > or = 20 mm/Hg or diastolic > or = 80 mm/Hg) were 15.4% (95% CI: 8.5% - 25.7%), 80.0% (95% CI: 70.8%-86.9%) and 70.5% (95% CI: 61.1%-78.6%), respectively. Although it was not statistically significant, diabetes was higher among females (15.4%) compared to males (12.0%). All participants with self-reported diabetes were overweight or obese, and 91.7% showed non-optimum blood pressure levels. A significant positive correlation (p diabetes, obesity, and non-optimum blood pressure levels in this sample of Medical Sciences Campus employees underscores the need for confirming these results in a larger study and developing strategies focused on reducing health risks in this population.

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...

ENGINEERING OF UNIVERSITY INTELLIGENT LEARNING SYSTEMS

Directory of Open Access Journals (Sweden)

Vasiliy M. Trembach

2016-01-01

Full Text Available In the article issues of engineering intelligent tutoring systems of University with adaptation are considered. The article also dwells on some modern approaches to engineering of information systems. It shows the role of engineering e-learning devices (systems in system engineering. The article describes the basic principles of system engineering and these principles are expanded regarding to intelligent information systems. The structure of intelligent learning systems with adaptation of the individual learning environments based on services is represented in the article.

Adding Innovation Diffusion Theory to the Technology Acceptance Model: Supporting Employees' Intentions to Use E-Learning Systems

Science.gov (United States)

Lee, Yi-Hsuan; Hsieh, Yi-Chuan; Hsu, Chia-Ning

2011-01-01

This study intends to investigate factors affecting business employees' behavioral intentions to use the e-learning system. Combining the innovation diffusion theory (IDT) with the technology acceptance model (TAM), the present study proposes an extended technology acceptance model. The proposed model was tested with data collected from 552…

Alternative Work Schedules Increase Employee Satisfaction.

Science.gov (United States)

Turney, John R.; Cohen, Stanley L.

1983-01-01

Facets of alternative work schedules (AWS) are discussed: importance of employee control, possible negative consequences, AWS handbook, time monitoring systems, and treatment of exceptions. AWS' effect on productivity and motivation is examined. (SK)

Information system for strategic planning the university sustainable development

International Nuclear Information System (INIS)

Drevs, Yu.G.

2013-01-01

Issues of designing the information system which helps the University principal's office to take decisions as concerns the strategic planning are discussed. The importance of having the University simulation model is emphasized; model representation in terms of system dynamics is given [ru

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

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'…

Hospitalizations among employees in the Danish hotel and restaurant industry.

Science.gov (United States)

Hannerz, Harald; Tüchsen, Finn; Kristensen, Tage S

2002-09-01

The aim of the present study was to provide a broad picture of the morbidity among employees in the Danish hotel and restaurant industry. Cohorts of all 20-59-year-old employees in the Danish hotel and restaurant industry in the years 1981, 1986, 1991 and 1994 were formed to calculate age-standardized hospitalization ratios (SHR) and time trends (1981-1997) for many different diagnoses. Both for women and men, significantly higher SHRs were found for infectious and parasitic diseases, neoplasms, diseases in the nervous system and sense organs, diseases of the circulatory system, diseases of the respiratory system, diseases of the digestive system and diseases of the musculoskeletal system among employees in hotels and restaurants than in the digestive system and diseases of the musculoskeletal system among employees in hotels and restaurants than in the working population at large. Furthermore, among women a significantly elevated risk was found for injuries in the lower extremities, injuries in the upper extremities and head injuries, and among men a high risk was found for head injuries and a low risk for ruptures in ligaments and muscles. The trend assessments did not detect any significant changes in SHRs over time. Employment in the Danish hotel and restaurant industry is associated with an elevated hospitalization risk due to many diseases, which may be related to occupation and lifestyle. In line with the official policy of reducing inequality in health, focus should be placed on the health problems in this group.

ACADEMIC INTEGRITY SUPPORT SYSTEM FOR UKRAINIAN UNIVERSITIES

Directory of Open Access Journals (Sweden)

V. G. Sherstjuk

2017-04-01

Full Text Available Purpose. Developing the methodology for providing academic integrity in the university. The methodology is based on Web-oriented academic integrity support system, developed by the authors, which enters into the information system of learning process control. Academic integrity support system is aimed at maintaining academic integrity as a basic institutional value, which will help to reduce corruption, plagiarism and other types of academic dishonesty. Methodology. The methodology of problem to solve is based on the development of the information system of education process control with the integral elements of quality control. The information subsystem of academic integrity support is its basic part. Findings. The proposed information system allows us to fulfill the following levels: educational process monitoring; audit of internal processes, which is necessary for developing the effective quality control system; assessment of achievements of educational process participants; formalization of the interaction of educational process participants. The system is aimed at the development of new academic society based on the following principles: open access to the information, at which the access of wide audience to the information provides participation, forming the sense of responsibility and social control; transparency of the information, by which its relevance, quality, reliability are meant; responsibility of all members of educational process; measurability, at which any action in educational process should be measured; detail of describing the actions, results and processes; support, which is meant by automatic tools of the realization of the principles of open access to the information, transparency of the information, responsibility of all participants of educational process, measurability, detail, support. The practical realization of information system is based on the development of a common repository of university information. The

Employee assistance programs: a primer for buyer and seller.

Science.gov (United States)

Dixon, K

1988-06-01

A growing number of firms in private industry now sponsor or contract with groups of mental health professionals to provide employee assistance programs (EAPs). Factors that have influenced the increasing demand for EAPs include corporations' humanitarian concern for employees with mental health problems, a desire to contain rising health costs and reduce corporate losses, and the need for effective supervisory systems for managing troubled employees. To assist corporate consumers in judging the quality of EAP services and to guide mental health practitioners who wish to enter the EAP field, criteria are provided for evaluating the following aspects of EAP programs: policy development, employee orientation, supervisor training, availability during nonbusiness hours, assessment and diagnostic services, crisis counseling, referral, quality assurance, program evaluation, and cost.

[Implementation of "5S" methodology in laboratory safety and its effect on employee satisfaction].

Science.gov (United States)

Dogan, Yavuz; Ozkutuk, Aydan; Dogan, Ozlem

2014-04-01

Health institutions use the accreditation process to achieve improvement across the organization and management of the health care system. An ISO 15189 quality and efficiency standard is the recommended standard for medical laboratories qualification. The "safety and accommodation conditions" of this standard covers the requirement to improve working conditions and maintain the necessary safety precautions. The most inevitable precaution for ensuring a safe environment is the creation of a clean and orderly environment to maintain a potentially safe surroundings. In this context, the 5S application which is a superior improvement tool that has been used by the industry, includes some advantages such as encouraging employees to participate in and to help increase the productivity. The main target of this study was to implement 5S methods in a clinical laboratory of a university hospital for evaluating its effect on employees' satisfaction, and correction of non-compliance in terms of the working environment. To start with, first, 5S education was given to management and employees. Secondly, a 5S team was formed and then the main steps of 5S (Seiri: Sort, Seiton: Set in order, Seiso: Shine, Seiketsu: Standardize, and Shitsuke: Systematize) were implemented for a duration of 3 months. A five-point likert scale questionnaire was used in order to determine and assess the impact of 5S on employees' satisfaction considering the areas such as facilitating the job, the job satisfaction, setting up a safe environment, and the effect of participation in management. Questionnaire form was given to 114 employees who actively worked during the 5S implementation period, and the data obtained from 63 (52.3%) participants (16 male, 47 female) were evaluated. The reliability of the questionnaire's Cronbach's alpha value was determined as 0.858 (p5S it was observed and determined that facilitating the job and setting up a safe environment created a statistically significant effect on

Hong Kong's Cross-System University Partnerships

Science.gov (United States)

Postiglione, Gerard A.; Yunyun, Qin; Te, Alice Y. C.

2016-01-01

The authors examine the special case of Hong Kong higher education's institutional partnerships in the Chinese mainland. After noting the rise of cross-system university partnership in Asia, it provides a neoinstitutional perspective on the differences between the two China higher education systems. Finally, a case study of the experience of the…

The Compensation and Benefits System: Private Companies vs. Budgetary System

Directory of Open Access Journals (Sweden)

Aldea Bogdan