Achieving a Security Culture

A security culture can be a competitive advantage when employees uphold strong values for the protection of information and exhibit behavior that is in compliance with policies, thereby introducing minimal incidents and breaches. The security culture in an organization might, though, not be similar among departments, job levels, or even generation groups. It can pose a risk when it is not conducive to the protection of information and when security incidents and breaches occur due to employee error or negligence. This chapter aims to give organizations an overview of the concept of security culture, the factors that could influence it, an approach to assess the security culture, and to prioritize and tailor interventions for high-risk areas. The outcome of the security culture assessment can be used as input to define security awareness, training, and education programs aiding employees to exhibit behavior that is in compliance with security policies.

The role of incentives and training programs on Job Satisfaction of Employees – An Empirical Study on Workers in the Arab Open University –: دور الحوافز والبرامج التدريبية على الرضا الوظيفي للعاملين – دراسة تطبيقية على العاملين في الجامعة العربية المفتوحة بالسعودية –

This Study aimed to: identify extent of interesting in financial and moral incentives regulation and incentives regulation in Arab Open University , identify extent of interesting in humanistic value and electronic training of employees in Arab Open University, identify reality of job satisfaction for employees in Arab Open University, the analytical descriptive approach and study population is included all employees in Arab Open University in all their job levels, their number reached to (230) and the researcher is obtained (149) electronic response. The study revealed that study sample members are agree to some extent on degree of interesting in financial and moral incentives regulation and incentives regulation in Arab Open University where approval averages of study sample members is reached to (3.08), revealed that study sample members are agree to some extent on degree of interesting in humanistic value and electronic training of employees in Arab Open University where approval averages of study sample members is reached to (3.01) and revealed that study sample members have intermediate degree of job stratification where approval averages of study sample members reached to (2.85), the study recommended with necessity of work on adopting motivation system to comply with Arab Open University , providing the necessary moral for university relatives especially for the excellent employees and increasing financial incentives and allowances which is provided to the employees in university.

“Going beyond to deliver hip hospitality”: exploring motivation and job satisfaction of hospitality workers in Dubai

Purpose This paper aims to explore the motivation and job satisfaction of employees in the hospitality industry in Dubai, using Herzberg’s two-factor theory of motivation. Design/methodology/approach This qualitative research encompassed 20 interviews with employees at four different job levels from a 4-star hotel in Dubai, selected through purposive and quota sampling. Findings Findings show that achievement, recognition and responsibility are essential motivators. However, these were sources of dissatisfaction amongst employees from the lower job levels. Leader quality is crucial to hygiene. Moreover, it is a key motivator and a powerful source of job satisfaction. Research limitations/implications This cross-sectional study entailed a small sample size of 20 employees from one hotel in Dubai. Therefore, the only generalisation to theory is permitted and not to a broader population, such as hospitality workers from other hotels in Dubai or any of the other six United Arab Emirates. Practical implications The two specific human resource programmes and practices presented in this paper can exert a positive influence on employees’ motivation and job satisfaction. This, in turn, will bring the hotel in a strong position to compete for motivated and competent human capital to deliver high quality guest services to gain a competitive advantage in the hospitality industry in Dubai. Originality/value This paper contributes to the literature first, by identifying the type of motivation of the hotel’s employees as follows: “prosocial motivation”, evoked by satisfaction with motivators and hygienes. Second, by presenting a “Satisfier and Hygiene model for Prosocial Motivation and Job Satisfaction”, illustrating the reciprocal relation between prosocial motivation and job satisfaction.

Gender stereotyping and self-stereotyping among Danish managers

Purpose The purpose of this paper is to describe how gender stereotypes and self-stereotypes of Danish managers vary among managers at different job levels, from lower level managers to CEO level, in a large survey of Danish private-sector managers. Design/methodology/approach This study is explorative. Measures of stereotypes and self-stereotypes are constructed and analyzed with regressions models that control for a large number of individual and firm characteristics. Findings The results document significant gender differences in stereotyping among managers. Male managers have significantly more masculine stereotypes of successful leaders, and they rate themselves higher on masculine traits than female managers. For CEOs, the picture is different. Stereotypes do not differ by gender and female CEOs have more pronounced masculine stereotypes than female managers at lower levels. Female managers at the age of 50 are the least gender stereotyping managers. Younger female managers have significantly more masculine stereotypes about the role as a successful leader. Research limitations/implications This study is based on cross-sectional data and does not claim to uncover causal relationships. Practical implications The results suggest that gender stereotypes and self-stereotypes among Danish private-sector managers are not going to change quickly indicating that new government policies with more focus on gender equalization and affirmative actions are called for. Originality/value Most earlier studies of stereotypes concerning female managers are based on studies of samples drawn from the general population or consisting of students. This study makes use of a large sample of managerial employees from all levels of the corporate hierarchy in different types of firms.

CHANGES IN MOTIVATION THAT AFFECT EMPLOYEE PERFORMANCE DURING THE COVID 19 PANDEMIC

This study aims to analyze whether self-efficacy, intrinsic motivation, and extrinsic motivation can influence employee performance. The analysis was carried out using the Structural Equation Model (SEM) method using the AMOS version 24. The sample amounted to 200 people who are employees of various sectors of private companies in the Jabodetabek area. The results showed that self-efficacy led to increased employee performance. The higher self-efficacy in work, the employee performance will increase. Meanwhile, the motivation that affects employee performance is extrinsic, not intrinsic motivation. Extrinsic motivation is a mediator that strengthens the effect of self-efficacy on employee performance. The implication for the company is that the company must continue to improve the self-efficacy of employees through managers provides counseling continuously to employees in determining work goals/targets following KSA (knowledge, skills, and abilities). In addition, managers also need to assign clear, detailed, and measurable tasks to employees. In a pandemic like now, extrinsic motivation must be focused more. Various forms of extrinsic motivation that managers can do, such as: creating attractive incentive/bonus/ commission programs, giving praise to employees who have completed tasks, and giving recognition for good employee work. Further research can add variables that mediate the effect of self-efficacy on employee performance such as creativity variables, and the addition of independent variables such as transformational leadership that can affect selfefficacy, or add moderator variables such as job levels.

The impact of job satisfaction on the employees turnover intention at public universities (Northern Border University)

Job satisfaction has been one of the tops extensively studied central elements of the organization in terms of organizational success. In the present study, the primary objective is to examine job satisfaction in the context of the non-academic (administrative staff) in Northern Border University (NBU) in Saudi Arabia, measured through their level of job satisfaction. The study focuses on the turnover amongst the employees in an attempt to develop an incentive initiative via increased remuneration. Based on the findings, administrative staff job satisfaction level was high and such level was influenced by gender, with male staff members being more satisfied than their female counterparts. The findings also showed that staff with shorter tenure had higher levels of job satisfaction than long-tenured staff. The same higher job satisfaction held true for those with lower qualifications and job levels, in comparison to those with high qualifications and job levels.

Artificial intelligence in personnel management: the development of APM model

Purpose Managers have mixed views of how artificial intelligence (AI) affects personnel management (PM). The purpose of this paper is to identify potential knowledge gap and bring new insights to the AI-personnel-management literature. Design/methodology/approach Both applicability and theoretical perspectives are adopted to critically discuss the constraint and opportunity of AI in PM. Tables and narrative analysis are used to clarify the role of AI in managerial practices. Findings Research findings have helped to develop a new model titled AI in Personnel Management (APM). The APM model unfolds itself in three levels, followed by potential outcome. The three levels comprise “organizational, managerial and individual job levels,” and the outcome comprises “organizational performance, employees’ well-being and staff turnover rate”. Research limitations/implications The APM model helps managers to understand the implication of AI in their workplace. With better understanding of AI’s implication, managers are more likely to develop appropriate AI-driven managerial policies, which in turn benefit employees and their organizations. The APM model acts as a reference guide, helping managers to evaluate the AI’s constraint and opportunity in their managerial practices. Originality/value The APM model is valuable and informative to the academic researchers, as it has first responded to Malik et al. (2019)’s call (re: the absence of AI and management literature), and, more importantly, it has advanced the knowledge of AI–management relationship, supporting scholars to further understand the role of AI in PM.

Measuring the influence of hospitality organizational climate on employee turnover tendency

PurposeThis study aims to identify the underlying dimensions of hospitality organizational climate and then measure the influence of it on employee turnover tendency.Design/methodology/approachData were obtained from 504 employees across 18 upscale hotels in India. Factor analysis was adopted to identify the organizational climate dimensions and its influence on turnover tendency was measured by SEM. One-way ANOVA tested the hypothesis related to the perceived differences among the employees regarding turnover intention.FindingsResult supports the hypothesized relationship between the constructs that the identified organizational climate structure have strong inverse relationship with employee turnover tendency and its dimension “leaders facilitation and support” was found to influence turnover intention the most, followed by “cohesion, clarity and objectivity of system,” “esprit of profession, organization and workgroup” and “job challenge, variety and feedback.” Results also determined differences among the hotel employees of different job levels and gender regarding turnover tendency.Practical implicationsStudy reveals that employee turnover tendency is predominantly influenced by the identified factors of organizational climate and more among the male frontline employees and attrition reduces with age and position. This knowledge will help the hotel's management in designing strategic HRM to control attrition.Originality/valueThis study is the first to establish an organizational climate measure of hotel industry in India and opens scope for future research. It also draws attention to the relationship of organizational climate with turnover tendency.

Evaluating Fatigue, Stress, Workload and Situation Awareness Among Electrical Substation Construction Workers

Many accidents occur due to various factors when undertaking construction projects. One of the most important achievements when undertaking a construction project is to accomplish the project without major accidents. This paper studies the effect of stress, fatigue and workload on construction contract worker in term of their safety performance results using the Situation Awareness Rating Technique (SART), with reference to how it relates to the root causes of accidents. Investigating the factors associated with accidents helps to identify and minimize the associated mistakes or causes and reduce or avoid accidents and improve safety performance in construction projects. Data were collected using a SART survey of employee of 18 contractors working on construction of electrical substations in the western area of Saudi Arabia. It was found that most accidents occurred at the worker level because of their lack of awareness and training. It is apparent that SART affects the safety performance of contractors and it varies with the position, age and experience of workers. To implement a safe working environment free of accidents, it is necessary to improve all job levels according to their insufficient area and activate a full safety management system with periodic reviews to improve it and make it more effective.