Hasil untuk "Employee participation in management. Employee ownership. Industrial democracy. Works councils"

Les auteurs étudient le lien entre traits de personnalité et productivité en télétravail. À partir d’une enquête conduite en Lettonie en 2021, ils mesurent les traits de personnalité du modèle des «cinq grands facteurs de personnalité» chez plus de 1 700 personnes qui ont récemment télétravaillé. Ils constatent un lien positif entre la conscience et la productivité en télétravail. La conscience et l’ouverture sont en outre positivement associées à la volonté de continuer de travailler à distance après la pandémie. Les employeurs favorables au télétravail devraient donc être attirants pour les salariés présentant ces attributs. En revanche, le lien entre extraversion et préférence pour le télétravail est négatif. L’article montre qu’une politique uniforme a peu de chances de maximiser la productivité des entreprises et la satisfaction des salariés.

Aleksandra PARTEKA, Dagmara NIKULIN, Joanna WOLSZCZAK-DERLACZ

Les autrices utilisent un jeu de microdonnées sur les travailleurs de 22 pays européens afin d’évaluer si les technologies influent sur le lien entre les chaînes de valeur mondiales (CVM) et les conditions de travail mesurées par les salaires et par plusieurs dimensions de la qualité de l’emploi. Elles analysent cette influence pour plusieurs types de technologies, comparant les logiciels et robots à l’intelligence artificielle. Globalement, la participation aux CVM a un lien négatif avec les salaires et (légèrement) positif avec certaines dimensions non monétaires de la qualité de l’emploi. L’utilisation des technologies numériques ne modifie pas cette relation de manière économiquement significative.

Jaume AGUSTÍ CULLELL, Jordi AGUSTÍ PANAREDA

Pour les auteurs, la fascination et la peur que suscite l’intelligence artificielle (IA) découlent d’une compréhension erronée de l’intelligence humaine (IH) qui, elle, peine à déployer son potentiel. L’enthousiasme qui entoure l’IA occulte souvent la déshumanisation concomitantede l’IH.  Considérant le travail comme un champ où se dessine le futur de l’intelligence, ils défendent une conception plus étendue de l’IH, rappelant ses différentes dimensions et capacités constitutives et les limites souvent oubliées de l’IA. Ils voient dans les multiples défis de notre époque charnière une chance inédite de cultiver au travail les dimensions intrinsèquement humaines de l’intelligence, indispensables à l’humanisation du travail, mais largement inexploitées.

Rebecca Fichtel, Andrew Pendleton, Thomas Steger et al.

Studies of employee ownership (EO) have repeatedly cautioned that selection effects may be in part responsible for the apparent effects of EO on employee attitudes. Favourable attitudes among employee owners may result from individuals with positive views towards EO selecting into the company or the EO plan. Using data from a US employee stock ownership plan (ESOP), this study investigates whether EO as a factor in employment choice influences psychological ownership and preferences for working in EO firms in the future. The findings reveal that joining the company due to EO has a substantial, independent effect on psychological ownership beyond the influence of plan participation. The article quantifies the magnitude of this selection effect. Additionally, joining for this reason strongly impacts preferences for future employment in employee-owned firms.

Amaratou Mahamadou Saley, Thierry Moyaux, Aïcha Sekhari et al.

The convergence of the Internet of Things (IoT) and Industry 4.0 has significantly enhanced data-driven methodologies within the nuclear industry, notably enhancing safety and economic efficiency. This advancement challenges the precise prediction of future maintenance needs for assets, which is crucial for reducing downtime and operational costs. However, the effectiveness of data-driven methodologies in the nuclear sector requires extensive domain knowledge due to the complexity of the systems involved. Thus, this paper proposes a novel predictive maintenance methodology that combines data-driven techniques with domain knowledge from a nuclear equipment. The methodological originality of this paper is located on two levels: highlighting the limitations of purely data-driven approaches and demonstrating the importance of knowledge in enhancing the performance of the predictive models. The applicative novelty of this work lies in its use within a domain such as a nuclear industry, which is highly restricted and ultrasensitive due to security, economic and environmental concerns. A detailed real-world case study which compares the current state of equipment monitoring with two scenarios, demonstrate that the methodology significantly outperforms purely data-driven methods in failure prediction. While purely data-driven methods achieve only a modest performance with a prediction horizon limited to 3 h and a F1 score of 56.36%, the hybrid approach increases the prediction horizon to 24 h and achieves a higher F1 score of 93.12%.

Yuhan He

This study examines the influence of employee education and health on firm-level Total Factor Productivity (TFP) in China, using panel data from A-share listed companies spanning from 2007 to 2022. The analysis shows that life expectancy and higher education have a significant impact on TFP. More optimal health conditions can result in increased productivity through decreased absenteeism and improved work efficiency. Similarly, higher levels of education can support technological adaptation, innovation, and managerial efficiency. Nevertheless, the correlation between health and higher education indicates that there may be a point where further improvements in health yield diminishing returns in terms of productivity for individuals with advanced education. These findings emphasise the importance of implementing comprehensive policies that improve both health and education, maximising their impact on productivity. This study adds to the current body of research by presenting empirical evidence at the firm-level in China. It also provides practical insights for policymakers and business leaders who want to improve economic growth and competitiveness. Future research should take into account wider datasets, more extensive health metrics, and delve into the mechanisms that contribute to the diminishing returns observed in the relationship between health and education.

Soumita Roy, Md Muntasir Kamal Dihan, Tasnimah Haque et al.

Purpose With an emphasis on elements like financial knowledge, financial attitude, social influence, financial self-efficacy, and financial management practices, this study explores the factors that influence employees' saving behavior in Dhaka, Bangladesh. We also welcome others to work on saving behavior, which is the main reason for publishing. The purpose is to make others aware of the methods for quantitative financial behavior analysis in Bangladesh. Design/methodology/approach The study uses a quantitative approach with a cross-sectional survey design. Data was collected from 40 participants through a structured questionnaire adapted from reliable sources. The questionnaire captured demographic information and used established items to measure the key variables. Data analysis included descriptive statistics, reliability analysis using Cronbachs alpha, and regression analysis to test the hypothesized relationships. Findings The results indicate that among the factors examined, only financial management practices had a significant positive relationship with saving behavior. Rest of the factors did not show significant relationships with saving behavior in this study sample. Limitation or Disclaimer It is still a work in progress, this paper is meant for pre-print with mostly incomplete and limited data. No data cleaning was performed, so it is very likely to include outliers and faulty data. Originality or value This study contributes to the limited research on saving behavior determinants in the Bangladeshi context, specifically among employees in the capital city of Dhaka. It explores the influence of multiple factors, including the rarely studied aspect of social influence.

Angie Zhang, Madison Liao, Elizaveta et al.

City governments in the United States are increasingly pressured to adopt emerging technologies. Yet, these systems often risk biased and disparate outcomes. Scholars studying public sector technology design have converged on the need to ground these systems in the goals and organizational contexts of employees using them. We expand our understanding of employees' contexts by focusing on the equity practices of city government employees to surface important equity considerations around public sector data and technology use. Through semi-structured interviews with thirty-six employees from ten departments of a U.S. city government, our findings reveal challenges employees face when operationalizing equity, perspectives on data needs for advancing equity goals, and the design space for acceptable government technology. We discuss what it looks like to foreground equity in data use and technology design, and considerations for how to support city government employees in operationalizing equity with and without official equity offices.

Joseph Blasi, Douglas Kruse

Purpose“The latest available cross-country data presented in the PEPPER V Report (Lowitzsch and Hashi, 2024) can be viewed by examining EFP in and of itself as an isolated subject or it can be viewed in a much wider set of contexts. Widening the lens in order to examine EFP in the context of the concentration of capital ownership and the concentration of capital income can help observers establish EFP’s span of relevance. In particular US data on capital income show that policy makers need to be aware that EFP can have an important role in narrowing the income and wealth gap for the working middle class when the concentration of capital ownership and capital income is high and when real wage growth is low.”Design/methodology/approach“Against this background, this article makes a very straightforward observation that the relevance of EFP in an economic system, in a country, and for the average employee in a country is related to the trend in the concentration of capital ownership and capital income. Interest in the idea is potentially increased or decreased by trends in real wages. Atkinson, who many consider the founder of modern wealth concentration scholarship, “focuses on the increasing share of capital incomes a source of income inequality among individuals” (Cirillo et al., 2017, p. 1). Indeed, we consider the difference between labour’s share and capital’s share to be a critically important fundamental problem of political economy. This essay asserts that when this concentration is high and real wages are flat, other things being equal, EFP may be more relevant. When the concentration of capital ownership and capital income is high, this means that ownership and income on that ownership is thinly spread in the population. When real wages are flat, this means that the rate at which fixed wages can replenish wealth is decreasing. As a result, both trends would make EFP more relevant.”FindingsThe conceptual model suggested for this article asserts that the relevance of EFP can be viewed as a function of narrowing income and wealth options for the working middle class when the concentration of capital ownership and capital income is high and when real wage growth is low. Does this relevance change across economic systems? There is no question that the future understanding of these issues requires adding metrics to the statistical methodologies of different regions and countries and adding to existing reports and analyses that focus on both the dynamics of and trends in capital income (property income in the EU) and on the EUR and USD value of EFP at the mean and at the median for different income levels of the populationOriginality/valueThis article presents – for the first time – a society-wide measure of the impact of EFP on one economy, namely, the US For further research, it makes sense to build on the comparable data available on the distribution of capital ownership and have similar research on the distribution of capital income for both the EU and the US along with measures of the EUR and USD values of EFP.

Lijian Lu, Xin Weng, Li Xiao

The recent advancements in mobile/data technology have fostered a widespread adoption of on-demand or gig service platforms. The increasingly available data and independent contractors have enabled these platforms to design customized services and a cost-efficient workforce to effectively match demand and supply. In practice, a diverse landscape of the workforce has been observed: some rely solely on either employees or contractors, others use a blended workforce with both types of workers. In this paper, we consider a profit-maximizing service provider (SP) that decides to offer a single service or two differentiated services, along with the pricing and staffing of the workforce with employees and/or contractors, to price- and waiting-sensitive customers. Contractors independently determine whether or not to participate in the marketplace based on private reservation rates and per-service wage offered by the SP, while it controls the number of employees who receive per-hour wage. Under a single service, we show that the SP relies on either employees or contractors and identify sufficient and necessary conditions in which one workforce is better than the other. Under the optimal service deployment, we show that the SP offers either a single service relying solely on employees or contractors, or two differentiated services with a hybrid workforce depending on the service value and cost efficiencies of employees and contractors. Our analysis suggests that proliferating services with a blended workforce could improve the SP's profit significantly, and identifies conditions in which this value is significant. Our results provide an in-depth understanding and insightful guidance to on-demand platforms on the design of service differentiation and workforce models.

Sławomir Kuźmar, Beata Woźniak-Jęchorek, David Bole

This study assesses how the growing availability of working from home (WFH) shapes office employees' preferences to move to the suburbs and pinpoints the socio-economic factors that drive those intentions. We focus on Poland, where the housing market is shaped by exceptionally high home-ownership rates and specific suburbanisation patterns. We surveyed city-dwelling office employees (living in municipalities of 100,000 or more) to gauge their willingness to relocate. Logistic-regression estimates then linked those intentions to respondents' demographics, job attributes, commuting patterns, and self-reported productivity shifts under WFH. The study tests three mechanisms. Commuting cost is proxied by travel mode and one-way time; life-course triggers by age, children, and tenure; and job-demands/resources by self-rated productivity under WFH. Sector and city size serve as contextual controls. Linking variables to theory in this way clarifies how the forthcoming results adjudicate among competing explanations. The results indicate that age, commuting mode, self-assessed productivity changes, and employment sector (private versus public) markedly influence the likelihood of considering a move to the suburbs in response to remote-work options. Contrary to expectations, household size, measured by number of children, does not play a significant role. Overall, the evidence suggests that remote work, especially in hybrid form, could become an additional catalyst for suburban expansion in markets characterised by scarce affordable rentals and a strong preference for home ownership, such as Poland.

Muhammad Rofiqul Islam, Abdullah Al Mehdi

This study investigates the impact of Hofstede's cultural dimensions on abnormal core earnings management in multiple national cultural contexts. We employ an Ordinary Least Squares (OLS) regression model with abnormal core earnings as the dependent variable. The independent variables analyzed include Hofstede's dimensions: Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), and Uncertainty Avoidance Index (UAI). Our findings reveal that individualism is positively associated with abnormal core earnings, suggesting that cultures characterized by high individualism may encourage practices that inflate earnings due to the prominence of personal achievement and rewards. In contrast, masculinity negatively correlates with abnormal core earnings, indicating that the risk-taking attributes associated with masculine cultures may deter earnings management. Interestingly, uncertainty avoidance is positively linked to abnormal core earnings, supporting the notion that managers tend to engage more in earnings management to minimize fluctuations in financial reports in cultures with high uncertainty avoidance. The relationship between power distance and abnormal core earnings is found to be non-significant, indicating no substantial effect in this context. These findings contribute to the literature on cultural influences in financial reporting, providing valuable insights for policymakers and multinational firms concerning the cultural contexts within which financial decisions and reporting occur.

Kristina Dzeparoska, Jieyu Lin, Ali Tizghadam et al.

Automated management requires decomposing high-level user requests, such as intents, to an abstraction that the system can understand and execute. This is challenging because even a simple intent requires performing a number of ordered steps. And the task of identifying and adapting these steps (as conditions change) requires a decomposition approach that cannot be exactly pre-defined beforehand. To tackle these challenges and support automated intent decomposition and execution, we explore the few-shot capability of Large Language Models (LLMs). We propose a pipeline that progressively decomposes intents by generating the required actions using a policy-based abstraction. This allows us to automate the policy execution by creating a closed control loop for the intent deployment. To do so, we generate and map the policies to APIs and form application management loops that perform the necessary monitoring, analysis, planning and execution. We evaluate our proposal with a use-case to fulfill and assure an application service chain of virtual network functions. Using our approach, we can generalize and generate the necessary steps to realize intents, thereby enabling intent automation for application management.

Andrew Pendleton, Andrew Robinson, Graeme Nuttall

PurposeThe paper traces the development of employee ownership in the UK since the 1980s. It proposes that employee ownership is a function of macro-level contexts and micro-level decisions, with the latter framed and guided by the former. The macro context comprises the regulatory framework and the provision of incentives to adopt employee ownership. The paper shows how the evolution of these has led to a steep increase in employee ownership in the last eight years.Design/methodology/approachThe paper draws on several sources of empirical data to chart the development of employee ownership in the UK since the 1980s and to identify the current features of employee ownership. Two firm-level surveys conducted in 2015 and 2020/21 are supplemented by qualitative case study data collected in the early 1990s. An annual census of all employee-owned firms facilitates a comprehensive overview of the current state of UK employee ownership.FindingsIt is found that there has been a steep increase in the number of UK employee-owned firms since 2014 after several decades of uneven growth. This is attributed to the introduction of new incentives and to refinements of the regulatory framework. Over the period, there has been a shift from hybrid employee ownership, combining direct and indirect forms, to indirect ownership associated with the employee ownership trust model.Originality/valueThe paper provides an original history of employee ownership in the UK using rich and unique data, along with the most comprehensive picture of current employee ownership to date.

Zohreh Kolivandzadeh, Mohsen Nazarzadeh Zare

Background & Purpose: Unethical pro-organizational behaviors as actions for the organization's or its members' interests, despite violating social, and moral values, laws, or behavioral standards. Undoubtedly, behind every unethical pro-organizational behavior a motive or motives that caused such behavior to appear in the interests of the organization or its members. Hence, the main aim of the present study was to identify the factors influencing the formation of unethical pro-organizational behaviors in the academic context.Methodology: To achieve this purpose, an exploratory sequential mixed approach was used. In the qualitative phase, we used a phenomenological method to extract the factors influencing the formation of unethical pro-organizational behaviors. Hence, 22 experts were selected using the quota sampling method. The tool used to collect data were a semi-structured interview and the seven-step process of Colaizzi. In the quantitative phase, the classical Delphi technique was used to credit the extracted factors. In this technique, a questionnaire was designed based on the extracted factors in the qualitative phase and distributed among 12 experts, to obtain their consensus about the extracted factors. The quantitative data were also analyzed using statistical methods such as Kendall’s coefficient of concordance, measures of central tendency, and dispersion in SPSS software.Findings: The findings obtained from the qualitative and quantitative phases showed that the experts had reached a consensus on the eight important factors of the formation of unethical pro-organizational behaviors in the academic context which included organizational etiquette, organizational structure, managerial approach, lack of academic autonomy, party and political exchanges, legal weakness, personal opportunism and parochialism, and thinking limitation.Conclusion: The general conclusion of this study showed that in the academic context, compared to the context of other governmental and non-governmental organizations, individual, organizational, and environmental factors play an effective role in the formation of unethical pro-organizational behaviors. Hence, holding knowledge-building workshops to raise the awareness of the organization's individuals about unethical pro-organizational behaviors in the academic context. Strengthening the culture of transparency around the consequences of unethical pro-organizational behaviors in the academic context and accurately identifying unethical pro-organizational behaviors in the regulations and internal rules of a university should be considered by the top of a university.

Mir Ali Seyed Naghavi, Seyed Mahdi Alvani, Alireza Koshki Jahromi et al.

Background & Purpose: Considering the increase in age, population aging, improvement in life expectancy, reduction in birth rate, economic and social conditions of society, the desire of retired employees to return to the labor market has increased and it is necessary to address the conditions and expectations of this working group in society. Employment after retirement from regular full-time employment and before complete withdrawal from income-generating activities is known as bridge employment. This research seeks to investigate the factors affecting bridge employment and also to provide a model of employment decision.Methodology: This research is of a qualitative, developmental, interpretive and inductive type with a meta-composite approach and qualitative content analysis method. The sources of information used in the research are articles published in Elsevier and Thomson Reuters Databases. After collecting the published articles from two databases based on the index considered by the researchers, the selected articles were selected for review.Findings: After reviewing and combining the results of the selected studies reviewed, three categories of factors i.e., personal (micro level), organizational (medium level) and contextual (macro level) were recognized as effective factors on bridge employment. Each of the mentioned factors has different dimensions. These factors along with other variables such as organizational attitude, the overt and hidden functions of work, etc. construct the employment decision-making framework of the bridge.Conclusion: This framework can be a basis for planning organizations in order to re-employ retirees in professional and non-professional jobs and use their experiences, knowledge, expertise, and skills. It should be noted that the prerequisite for the correct implementation of bridge employment in governmental and non-governmental organizations of the country, formulation and implementation of human resource policies and strategies are appropriate to it.

Feze Ghanbari Ghaleroudkhani, Mohsen Farhadinejad, Alireza Moghaddam et al.

Background & Purpose: Due to the increasing crisis in today's organizations, employees are involved in psychological challenges. The managers' appropriate behavior can be one of the important factors to overcome this problem. This study aimed to identify and rate the managers' behavioral dimensions in order to reduce the psychological challenges of human resources in critical situations. Methodology: This research was conducted using a mixed method (qualitative-quantitative). In the qualitative phase, the narrative method was used to identify the managers' behavior. The interviewees of this phase were 21 managers of public and private sectors that were selected using purposeful sampling method. In the second phase, Delphi method, SPSS software, and Kendall's test were used to determine the importance of each behavior from the employee's perspective. Findings: In the qualitative phase, 31 behaviors against the employees' psychological challenges in the critical situations were identified from which supportive behavior, fair behavior, emotional and communicative transparency, and respectful behavior received the most important value from the employee's perspective. Conclusion: When confronting crisis in the organization, using these constructive behaviors, the managers can reduce the employee's psychological challenges, convert the negative trends and threats into the employee's empowerment atmosphere, and manage the organizational crisis successfully.

Asadollah Pedroud, Gholamreza Memarzadeh Tehran, Mehrdad Alimoradi

Purpose: Considering the importance of a citizen’s charter in the state organizations of Iran, this study is conducted with the aim of identifying and prioritizing the factors affecting its successful implementation. Methodology: The approach of this research was quantitative and by conducting exploratory factor analysis in 40 organizations, factors affecting the deployment of citizen’s charter were identified and categorized. Findings: Results indicate that the factors affecting the implementation of the citizen’s charter can  be categorized into seven classes of variables which are, from the highest to the lowest effectiveness, as follow: 1. the level of development and awareness of citizens, 2. employees’ willingness and organizational strength, 3. citizens' trust in governmental resources and supportive policies, 4. network and infrastructure of appropriate institutional culture, 5. culture of ambiguity avoidance,  power distance and leadership commitment, 6. citizenship rights, 7. complexity of laws and motivation of government officials. Originality: Regarding the efforts of previous governments in establishing a citizen’s charter, this study has tried to play a significant role by identifying and prioritizing the effective factors to reach this end. This study is unique in its contribution to create a native citizen’s charter by combining theoretical studies, experts’ thoughts as well as the society’s perspectives. As a result, the findings of this research can improve transparency in government accountability by playing a role as a reference for theoretical and practical knowledge on the promotion of state agencies’ services and supporting citizens’ rights. Implications: According to the obtained model and the presented factors affecting the establishment of the citizen’s charter in the public sector of Iran and in order to successfully deploy the charter, the executives are expected to do their best firstly, to upgrade the citizen’s development and awareness through utilizing capacities and plausible services, and secondly, improve the personnel’s willingness and the organization’s capabilities.

Valentin Zieglmeier, Maren Gierlich-Joas, Alexander Pretschner

Increasingly digital workplaces enable advanced people analytics (PA) that can improve work, but also implicate privacy risks for employees. These systems often depend on employees sharing their data voluntarily. Thus, to leverage the potential benefits of PA, companies have to manage employees' disclosure decision. In literature, we identify two main strategies: increase awareness or apply appeal strategies. While increased awareness may lead to more conservative data handling, appeal strategies can promote data sharing. Yet, to our knowledge, no systematic overview of appeal strategies for PA exists. Thus, we develop an initial taxonomy of strategies based on a systematic literature review and interviews with 18 experts. We describe strategies in the dimensions of values, benefits, and incentives. Thereby, we present concrete options to increase the appeal of PA for employees.

Nanang Adie Setyawan, Hadiahti Utami, Bayu Setyo Nugroho et al.

This study set out to determine what motivated SMEs in Semarang City to undertake green supply chain management during the COVID-19 and New Normal pandemics. The purposive sampling approach was used as the sampling methodology in this investigation. There are 100 respondents in the research samples. The AMOS 24.0 program's structural equation modelling (SEM) is used in this research method. According to the study's findings, the Strategic Orientation variable significantly and favourably affects the Green Supply Chain Management variable expected to have a value of 0.945, and the Government Regulation variable has a positive and strong influence on the variable Green Supply Chain Management with an estimated value of 0.070, the Green Supply Chain Management variable with an estimated value of has a positive and significant impact on the environmental performance variable. 0.504, the Strategic Orientation variable with an estimated value of has a positive and significant impact on the environmental performance variable. 0.442, The Environmental Performance variable is directly impacted positively and significantly by the Government Regulation variable, with an estimated value of 0.041. This significant positive influence is because SMEs in Semarang City have government regulations, along with government support for facilities regarding efforts to implement the concept of environmental concern, causing high environmental performance caused by the optimal implementation of Green supply chain management is built on a collaboration between the government and the supply chain's participants.