Role of surveys in maintaining a positive employee relations climate

2010 ◽  
Author(s):  
Christopher T. Rotolo
Keyword(s):  
Employee Relations

scholarly journals The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

2021 ◽  
Vol 18 (4) ◽  
pp. 1903
Author(s):  
Helena Bulińska-Stangrecka ◽  
Anna Bagieńska
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Social Interactions ◽  
Interpersonal Trust ◽  
Well Being ◽  
Working Environment ◽  
Employee Relations ◽  
Remote Work ◽  
Mediating Role

The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

Labor lawsuits and debt maturity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Omer Unsal
Keyword(s):  
Chief Executive ◽  
Debt Maturity ◽  
Employee Relations ◽  
Short Term ◽  
Content Type ◽  
Negative Effect ◽  
Debt Market ◽  
Legal Fees

Purpose This paper aims to investigate how firms’ relationships with employees define their debt maturity. The authors empirically test the role of employee litigations in influencing firms’ choice of short-term versus long-term debt. The authors study employee relations by analyzing the importance of the workplace environment on capital structure. Design/methodology/approach The author’s test hypotheses using a sample of US publicly traded firms between 2000 and 2017, including 3,056 unique firms with 4,256 unique chief executive officer, adopting the fixed effect panel model. Findings The authors document that employee litigations have a significant negative effect on the use of short-term debt and a significant positive affect on long-term debt. Employee litigations, along with legal fees, outcomes and charging parties, matter the most in explaining debt maturity. In addition, frequently sued firms abandon the short-term debt market and use less shareholders’ equity to finance their operations while relying more on the longer debt market. Originality/value To the best of the authors’ knowledge, this is the first study to examine the role of employee mistreatment in debt maturity choice. The study extends the lawsuit and finance literature by examining unique, hand-collected data sets of employee lawsuits, allegations, violations, settlements, charging parties, case outcomes and case durations.

scholarly journals Hubungan Pengetahuan Karyawan dan Peran Supervisor terhadap Unsafe Behavior dalam K3 Perusahaan di PT.Pindo Deli Pulp & Paper Mills II Karawang

2018 ◽  
Vol 8 (1) ◽  
Author(s):  
Eldawati Eldawati
Keyword(s):  
Sampling Technique ◽  
Occupational Accidents ◽  
Employee Relations ◽  
Analytic Method ◽  
Cross Sectional ◽  
Paper Mills ◽  
Pulp Paper ◽  
Unsafe Behavior ◽  
The Relationship

Unsafe Behavior is actions or deeds of a person or worker who enlarge accidents to workers. (Henrich, 1898). This study aims to determine the Knowledge Employee Relations and the Role of the Supervisor against Unsafe Behavior in Company K3 in PT.Pindo Deli Pulp & Paper Mills II Karawang. This research was conducted using an analytic method with approach. cross sectional The population of this study are employees of companies PT.Pindo Deli Pulp & Paper Mills II Karawang worked as an operator or employee who uses the tools in his work with a number of respondents as many as 72 people. Sampling technique used was proportional random sampling.The results of this study showed no correlation between knowledge of the behavior of employees to unsafe behavior (Pv= 0.024: OR = 3.410; 95% CI = 1.283 to 9.061), as well as the relationship between the role of supervisor of the behavior of unsafe behavior (Pv = 0.000: OR = 7.000; 95% CI = 2.455 to 19.957). Need to increase knowledge about the dangers of unsafe behavior so as to prevent the occurrence of occupational accidents.

Green Human Resource Management

2022 ◽  
pp. 2103-2120
Author(s):  
Richard Afedzie ◽  
Richard Brace ◽  
Fidelis Quansah ◽  
James Attah-Panin
Keyword(s):  
Human Resource ◽  
Environmental Sustainability ◽  
Employee Performance ◽  
Vital Role ◽  
Sub Saharan Africa ◽  
Employee Relations ◽  
Environmental Responsiveness ◽  
Sub Saharan ◽  
Green Human Resource Management

This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.

The relationship between cooperative and competitive behavioral tendencies and trust in coworkers

2020 ◽  
Vol 8 (3) ◽  
pp. 345-360
Author(s):  
Ece Ömüriş ◽  
Ferda Erdem ◽  
Janset Özen Aytemur
Keyword(s):  
Mixed Methods Research ◽  
Potential Role ◽  
Employee Relations ◽  
Hierarchical Regression ◽  
Future Research ◽  
Content Type ◽  
Tourism Sector ◽  
Behavioral Tendencies ◽  
The Relationship

PurposeThis study aims to investigate the relationship between cooperative and competitive behavioral tendencies and trust of coworkers in organizations. Two main hypotheses were developed. The first hypothesis was that cooperativeness and trust in coworkers is positively correlated. The second hypothesis was that competitiveness and trust in coworkers is negatively correlated.Design/methodology/approachThe sample was 442 Turkish tourism sector employees in a labor-intensive industry. Two scales were used to measure trust in coworkers and cooperativeness/competitiveness. A hierarchical regression analysis was performed to understand how individuals' behavioral tendency affects their coworkers' trust in them.FindingsThe findings strongly supported the first hypothesis, in that cooperativeness was positively correlated with trust in coworkers. The second hypothesis was only partially supported because there was no significant relationship between competitiveness and the competency and trustworthiness dimensions of trust. Unselfishness aspect of trust, however, was negatively correlated with competitiveness.Research limitations/implicationsThe main contribution of this study is to show that employee cooperativeness and competitiveness can affect trust in coworker relations. However, the measurement of competitiveness and cooperativeness measurement had limitations due to differences in the culture-specific meanings of cooperation and competition. Future research employing mixed methods research is needed to further explain the content of the two tendencies and the relationship between the concepts.Originality/valueThe literature on trust and employee relations tends to focus more on the issue of trust between managers and subordinates while neglecting the complex and multifaceted structure of trust in employee–employer relations. However, new working forms mean that horizontal relations are increasingly important. Therefore, more research is needed to address the tendencies and structures that affect trust in coworkers. This study draws attention to the potential role of cooperative and competitive behaviors in trust in horizontal employee relations.

The Role of Human Resource Management in Enhancing Organizational Information Systems Security

2020 ◽  
pp. 278-303
Author(s):  
Peace Kumah
Keyword(s):  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Relations ◽  
Information Systems Security ◽  
Background Checks ◽  
Systems Security ◽  
Organizational Information

Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.

SETA and Security Behavior

2019 ◽  
Vol 27 (2) ◽  
pp. 102-121 ◽  
Author(s):  
Winfred Yaokumah ◽  
Daniel Okyere Walker ◽  
Peace Kumah
Keyword(s):  
Structural Equation ◽  
Empirical Studies ◽  
Equation Modeling ◽  
Employee Relations ◽  
Mediating Role ◽  
Security Behavior ◽  
Security Training ◽  
Awareness Programs ◽  
Industry Sectors

This article contends that information security education, training and awareness programs can improve employee security behavior. Empirical studies have analyzed the direct effects of employee security training on security behavior without taking into account the mediating role of employee relations, monitoring, and accountability. Based on employee relations and accountability theories, this study proposes and tests a causal model that estimates the direct effect of employee security training on security behavior as well as its indirect effects as mediated by employee relations, monitoring, and accountability. The empirical analysis relies on a survey data from a cross section of employees from five major industry sectors and a structural equation modeling approach via SmartPLS 3.0. The results show that employee security training has indirect and significant effects on security behavior through its influence on employee relations, monitoring, and accountability. However, the result does not indicate direct and significant effect of security training on employee security behavior.

Role of employee relations and HRM in driving commitment to sustainability in MSME firms

2020 ◽  
Vol 69 (8) ◽  
pp. 1743-1764
Author(s):  
Mridul Maheshwari ◽  
Arbind Samal ◽  
Vaibhav Bhamoriya
Keyword(s):  
Human Resource ◽  
Food Processing ◽  
Management Practices ◽  
Developing Economies ◽  
Life Quality ◽  
Employee Relations ◽  
Content Type ◽  
Hrm Practices ◽  
Four Levels

PurposeThe purpose of this study is to explore the role of employee relations and human resource management (HRM) practices on firms' commitment to sustainability in the context of micro, small and medium enterprises (MSME) in India. This paper proposes a theoretical framework, namely “awareness, action, comprehensiveness, and excellence (AACE),” to present the solutions and practices as adopted by MSME firms in meeting their sustainability objectives alongside pluralistic constraints related to human resource, capital and legitimacy risk.Design/methodology/approachThe paper employs a cross-case methodology to investigate five food processing MSME firms to understand and delineate the role of employee relations and HRM practices in driving their commitment to sustainability.FindingsThe paper discusses the status of employee relations and HRM practices as practiced by MSME firms, specifically designed to meet their agenda to strengthen their commitment to sustainability. The study proposes a framework constituting four levels, namely “awareness, action, comprehensiveness, and excellence (AACE),” that reflects HRM practices as adopted by MSME firms to develop their commitment to sustainability.Social implicationsMSMEs and food processing industries are critical to the growth of Indian economy and likewise for other emerging and developing economies. They are especially critical for their contribution to overall employment and sustainability comprising the second, third and fourth supplier links in supply chains. They have a major impact on sustainability outcomes and the life quality of employees. This paper makes a contribution in this direction.Originality/valueThe study fulfills the need to explore the role of employee relations and HRM practices to develop “commitment to sustainability” in the context of food processing MSME firms in an emerging economy of India. This paper adds an understanding of people management practices and sustainability in small firms (MSMEs), adding to the existing literature on the domain, which is mostly skewed toward large firms.

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