Taming the Survey: Managing the Employee Survey to Create Space for Change Oriented Leadership

2021 ◽  
pp. 1-20
Author(s):  
Magnus Larsson ◽  
Robert Holmberg
Keyword(s):  
Employee Survey

2009 DSHS Employee Survey

2010 ◽  
Author(s):  
Nancy Raiha ◽  
Barbara Whitbeck ◽  
Debbie Macy ◽  
Trisha Keenan-Wilkie ◽  
Monica Stanley
Keyword(s):  
Employee Survey

Employee Surveys and Sensing

2020 ◽  
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Computational Linguistics ◽  
Full Range ◽  
Organization Culture ◽  
Employee Survey ◽  
Passive Data ◽  
Individual Contributions ◽  
Action Taking ◽  
The Individual

This volume comprises 27 chapters focused on the design and execution of employee survey programs. These chapters reflect the latest advances in technology and analytics and a pervasive emphasis on driving organizational performance and effectiveness. The individual chapters represent the full range of survey-related topics, including design, administration, analysis, feedback, and action-taking. The latest methodological trends and capabilities are discussed including computational linguistics, applications of artificial intelligence, and the use of qualitative methods such as focus groups. Extending beyond traditional employee surveys, contributions include the role of passive data collection as an alternative or supplement in a comprehensive employee listening system. Unique contextual factors are discussed including the use of surveys in a unionized environment. Individual contributions also reflect increasing stakeholder concerns for the protection of privacy among other ethical considerations. Finally, significant clarifications to the literature are provided on the use of surveys for measuring organization culture, strategic climate, and employee engagement.

Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality

2021 ◽  
pp. 1-21
Author(s):  
Hsien-Long Huang ◽  
Li-Keng Cheng ◽  
Pi-Chuan Sun ◽  
Yi Shiuan Jiang ◽  
Hsin Hua Lin
Keyword(s):  
Work Experience ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Workplace Spirituality ◽  
Job Embeddedness ◽  
Moderating Effect ◽  
Empirical Examination ◽  
Employee Survey ◽  
The Cost ◽  
The Relationship

Abstract The cost of recruitment and training of newcomers can be a burden for enterprises, causing adverse effects on human resources management. Although much research has addressed employee turnover, less attention has been paid to methods of improving the retention of new hires. This study is an empirical examination of the increase in predictive strength of antecedents of affective commitment for comparing newcomers’ workplace spirituality. The results of an employee survey completed by 237 newcomers with under two years of work experience indicate that socialization tactics have a direct impact on job embeddedness, which in turn has a direct effect on affective commitment. Workplace spirituality has a significant moderating effect on the relationship between socialization tactics and job embeddedness. Also, workplace spirituality has a significant moderating effect on the relationship between job embeddedness and affective commitment.

The NPM Legacy: The Impacts of Job Insecurity, Innovativeness, and Public Employees’ Trust in Their Supervisors on Organizational Performance

2019 ◽  
Vol 34 (3) ◽  
pp. 25-50
Author(s):  
Lee Yunsoo
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Public Management ◽  
Structural Equation ◽  
New Public Management ◽  
Job Insecurity ◽  
Past Research ◽  
Equation Model ◽  
Employee Survey ◽  
Organizational Innovativeness

New Public Management posed challenges to governments by emphasizing the flexibility of workforce, innovation, and the role of supervisors in running public sector organizations. However, there is debate over whether job insecurity and organizational innovativeness contribute to organizational performance in the public sector. Furthermore, despite the growing awareness of the importance of supervisors, the issue of public sector employees’ trust in their supervisors has received relatively little attention. The purpose of this article is to examine the impacts of job insecurity, innovation, and employees’ trust in supervisors on organizational performance in order to explain these inconsistencies and fill the void in past research. It develops a structural equation model, built on two sets of Korean public employee survey data, whose results show that job insecurity is negatively related to performance, while employees’ trust in supervisors and organizational innovativeness are positively associated with performance. In addition, employees’ trust in supervisor is positively related to innovativeness.

scholarly journals Two definitions of presenteeism: sickness presenteeism and impaired work function

2020 ◽  
Vol 70 (2) ◽  
pp. 95-100 ◽  
Author(s):  
T Ishimaru ◽  
Y Mine ◽  
Y Fujino
Keyword(s):  
Work Function ◽  
Secondary Data ◽  
Strong Relationship ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Employee Survey ◽  
Sickness Presenteeism ◽  
Construction Company ◽  
Sleeping Problems ◽  
Definition Of

Abstract Background Two major definitions exist for presenteeism: sickness presenteeism and impaired work function. The evidence for comparing previous studies on presenteeism is insufficient because of the different definitions of presenteeism used. Aims To assess the relationship between the two major definitions of presenteeism. Methods This cross-sectional study analysed secondary data on 5334 respondents to an employee survey administered in a construction company in Japan. Impaired work function was measured using the Work Functioning Impairment Scale (WFun). Multiple logistic regression was performed. Results A strong linear association was observed between the number of days of sickness presenteeism and impaired work function (all P < 0.001). In contrast, the number of days of sickness absence was only partially positively associated with impaired work function. All choices for most frequent health problem were positively associated with impaired work function, beginning with mental problems (adjusted odds ratio [OR] = 20.45, 95% confidence interval [CI]: 14.94–28.01), followed by malaise (adjusted OR = 11.91, 95% CI: 9.08–15.62) and sleeping problems (adjusted OR = 8.62, 95% CI: 6.57–11.33). Conclusions A strong relationship was observed between the two major definitions of presenteeism, even after adjusting for a variety of chronic health conditions. Although a consensus on the definition of presenteeism is yet to be reached, this study provides insight on comparing existing studies on presenteeism.

scholarly journals Diversity As I Say, Not As I Do: Organizational Authenticity and Diversity Management Effectiveness

2020 ◽  
Author(s):  
Andrew J Marcinko
Keyword(s):  
Organizational Identification ◽  
Management Practices ◽  
Turnover Intentions ◽  
Diversity Management ◽  
Experimental Methodology ◽  
Management Approach ◽  
Management Effectiveness ◽  
Employee Survey ◽  
Espoused Values

This research examines how a misalignment between an organization’s espoused values and its realized practices regarding diversity affects employees’ commitment, organizational identification, and turnover intentions. Further, it investigates whether these relationships are mediated by perceived organizational authenticity. Using an experimental methodology, Study 1 tests the interaction between an organization’s diversity management approach (espoused values) and its demographic representativeness (realized practices). In Studies 2 and 3, an intervention based on previous research involving hypocrisy and two-sided messaging is tested. In Study 4, an employee survey further supports the hypothesized mediation. These findings are relevant for any organization seeking to increase the effectiveness of its diversity management practices.

Community Living Center Employee Survey on Attitudes about Resident Safety

2013 ◽  
Author(s):  
Christine W. Hartmann ◽  
Mark Meterko ◽  
Shibei Zhao ◽  
Jennifer A. Palmer ◽  
Dan Berlowitz
Keyword(s):  
Community Living ◽  
Employee Survey
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