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

Tiancheng Wang, Krishna Sharma

We develop an iterative framework for economic measurement that leverages large language models to extract measurement structure directly from survey instruments. The approach maps survey items to a sparse distribution over latent constructs through what we term a soft mapping, aggregates harmonized responses into respondent level sub dimension scores, and disciplines the resulting taxonomy through out of sample incremental validity tests and discriminant validity diagnostics. The framework explicitly integrates iteration into the measurement construction process. Overlap and redundancy diagnostics trigger targeted taxonomy refinement and constrained remapping, ensuring that added measurement flexibility is retained only when it delivers stable out of sample performance gains. Applied to a large scale public employee retirement plan survey, the framework identifies which semantic components contain behavioral signal and clarifies the economic mechanisms, such as beliefs versus constraints, that matter for retirement choices. The methodology provides a portable measurement audit of survey instruments that can guide both empirical analysis and survey design.

Davoud Haghkhah, Roghaiyeh Hasanzadeh

Purpose: This study aimed to investigate the impact of perceived ethical leadership model on employee turnover, considering the moderating role of organizational inertia and the mediating role of benevolent rule breaking in government organizations. Methodology: This descriptive-survey research was conducted on 291 employees of a government organization in Tabriz, selected through simple random sampling. We applied correlational method and structural equation modelling (SEM) to test the hypotheses and the conceptual model.   Findings: The results indicate that ethical leadership has a significant and negative impact on employee turnover. Furthermore, benevolent rule breaking plays a mediating role in this relationship, while organizational inertia moderates the effects of ethical leadership on employee turnover. Originality: This study contributes to the existing literature by providing empirical evidence on the complex relationships between ethical leadership, employee turnover, organizational inertia, and benevolent rule breaking in the context of government organizations. The findings offer valuable insights for managers seeking to reduce employee turnover and foster a positive organizational climate. Recommendations: Government organizations are encouraged to promote ethical leadership practices, manage organizational inertia effectively, and create a supportive environment that encourages benevolent rule breaking. These strategies can help to improve employee retention and enhance organizational performance.

Manizhe sabzi, Yusef mohammadi mogadam, mohsen Mohammadian saravi et al.

Purpose: Smart governance is an inevitable choice for dealing with complex social environment in the modern era. It can enable optimal use of the capacities of all departments of Tehran Municipality in a crisis. Therefore, the present study aimed to formulate the principles of optimal smart governance in urban management. Methodology: In terms of objective, the present study was applied and in terms of type, it was qualitative applying a semi-structured interview tool. Participants included university professors familiar with municipality rules and smart governance topics (besides, having published articles in these fields) and senior managers of Tehran Municipality familiar with smart governance topics. They were selected to theoretical saturation. To obtain the validity and reliability of the data, we used both participant review method and Brown and Clark (2007) approach. Findings: Results show that the themes network of smart governance in urban management include smart efficiency, smart participation, transparency based on communication technology, rule of law, smart accountability, and smart justice. Based on these themes, the writers have developed a model for smart governance in urban management. Originality: So far, none of the studies conducted in Iran have focused on formulating the principles of smart governance in urban management. Whereas this study presents the framework of comprehensive smart governance in urban management in Tehran Municipality from the experts' perspective. Recommendations: It is suggested that Tehran Municipality set high-level standards in the field of smart governance and encourage self-monitoring culture in municipal activities.

Rohith Vaidyanathan, Srinath Srinivasa, Praseeda et al.

Digital public infrastructures (DPIs) represent networks of open technology standards, applications, services, and digital assets made available for the public good. One of the key challenges in DPI design is to resolve complex issues of consent, scaled over large populations. While the primary objective of consent management is to empower the data owner, ownership itself can come with variegated morphological forms with different implications over consent. Questions of ownership in a public space also have several nuances where individual autonomy needs to be balanced with public well-being and national sovereignty. This requires consent management to be compliant with applicable regulations for data sharing. This paper addresses the question of representing modes of ownership of digital assets and their corresponding implications for consensual data flows in a DPI. It proposes a set of foundational abstractions to represent them. Our proposed architecture responds to the growing need for transparent, secure, and user-centric consent management within Digital Public Infrastructure (DPI). Incorporating a formalised data ownership model enables end-to-end traceability of consent, fine-grained control over data sharing, and alignment with evolving legal and regulatory frameworks.

Arthur Capozzi

Political advertising on social media has fundamentally reshaped democratic deliberation, playing a central role in electoral campaigns and propaganda. However, its systemic impact remains largely theoretical or unexplored, raising critical concerns about institutional fairness and algorithmic transparency. This paper provides the first data-driven analysis of the relationship between direct democracy and political advertising on social media, leveraging a novel dataset of 40,000 political ads published on Meta in Switzerland between 2021 and 2025. Switzerland's system of direct democracy, characterized by frequent referenda, provides an ideal context for examining this relationship beyond standard electoral cycles. The results reveal the sheer scale of digital campaigning, with 560 million impressions targeting 5.6 million voters, and suggest that greater exposure to "pro-Yes" advertising significantly correlates with referendum approval outcomes. Demographic microtargeting analysis suggests partisan strategies: Centrist and right-wing parties predominantly target older men, whereas left-wing parties focus on young women. Regarding textual content, a clear pattern of "talking past each other" is identified; in line with the issue ownership theory, parties avoid debating shared issues, preferring to promote exclusively owned topics. Furthermore, the parties' strategies are so distinctive that a machine learning model trained only on audience and topic features can accurately predict the author of an advertisement. This article highlights how demographic microtargeting, issue divergence, and tailored messages could undermine democratic deliberation, exposing a paradox: Referenda are designed to be the ultimate expression of the popular will, yet they are highly susceptible to invisible algorithmic persuasion.

David Ellerman

The usual formulas for the fair market valuation of a firm at time $t$ include the profits accruing to the shares at time $t$ from the use of wage or salaried labor in the future. But in employee-owned firms or partnerships, the future worker-members or partners are the residual claimants at those future times, so in those cases, the future residuals do not accrue to the current shareholder/residual-claimants. Hence any `fair market valuation' of an employee-owned firm or partnership that assumes those future residuals accrue to the current shareholder/residual-claimants is inappropriate. Keywords: fair market valuations, residual claimants, property rights, personal rights, Miller-Modigliani valuations.

Mrinmay Sen, Shruti Aparna, Rohit Agarwal et al.

Federated Learning (FL) is a learning mechanism that falls under the distributed training umbrella, which collaboratively trains a shared global model without disclosing the raw data from different clients. This paper presents an extensive survey on the impact of partial client participation in federated learning. While much of the existing research focuses on addressing issues such as generalization, robustness, and fairness caused by data heterogeneity under the assumption of full client participation, limited attention has been given to the practical and theoretical challenges arising from partial client participation, which is common in real-world scenarios. This survey provides an in-depth review of existing FL methods designed to cope with partial client participation. We offer a comprehensive analysis supported by theoretical insights and empirical findings, along with a structured categorization of these methods, highlighting their respective advantages and disadvantages.

Guy Major, Jonathan Preminger

Purpose Employee ownership (EO) and profit sharing have numerous benefits. Employee Ownership Trusts (EOTs) are proliferating, but EO could grow faster by harnessing “non-interfering”, risk-sharing investment. Companies with common ownership (such as EOTs) are at risk, longer-term, from inadequate equity, which could lead to under-investment, slower growth or demutualisation. Other private businesses are also held back by substantial gaps in non-interfering, risk-sharing investment. Design/methodology/approach Existing financial instruments do not meet these challenges. We design a viable alternative, balancing the needs of entrepreneurs, workers and investors. Findings “Protected profit” sharing between workers and investors achieves this balance: guaranteed “base” pay is capped at a pre-agreed average level; profit-sharing pay and payments to loans, bonds or shares are all agreed fractions of “protected profit” (= revenue – non-pay costs – base pay costs). This aligns interests between workers, entrepreneurs and investors, and together with restricted voting rights, solves the principal-agent/risk-control problems, allowing reward-/risk-sharing equity investment. Practical implications Sharing protected profit allows sustainable employee/trust (or entrepreneur) control, while increasing liquidity, reducing the risk of “degeneration” and expanding the range of firms that can transition sustainably to control for/by employees. It also enables private firms in general to attract capital, boosting productivity and growth. Social implications Our mechanism removes the “need” for exorbitant executive pay (a driver of inequality), is compatible with Islamic finance and will catalyse business, thus civic, democratisation. Originality/value “Protected profit” sharing prevents whoever controls a company from unilaterally raising wages at the expense of investors, while protecting and incentivising everyone in the firm.

Adèle Bréart De Boisanger, Wendy Sims-Schouten, Francois Sicard

Assessing employees' well-being has become central to fostering an environment where employees can thrive and contribute to companies' adaptability and competitiveness in the market. Traditional methods for assessing well-being often face significant challenges, with a major issue being the lack of trust and confidence employees may have in these processes. Employees may hesitate to provide honest feedback due to concerns not only about data integrity and confidentiality, but also about power imbalances among stakeholders. In this context, blockchain-based decentralised surveys, leveraging the immutability, transparency, and pseudo-anonymity of blockchain technology, offer significant improvements in aligning responsive actions with employees' feedback securely and transparently. Nevertheless, their implementation raises complex issues regarding the balance between trust and confidence. While blockchain can function as a confidence machine for data processing and management, it does not inherently address the equally important cultural element of trust. To effectively integrate blockchain technology into well-being assessments, decentralised well-being surveys must be supported by cultural practices that build and sustain trust. Drawing on blockchain technology management and relational cultural theory, we explain how trust-building can be achieved through the co-production of decentralised well-being surveys, which helps address power imbalances between the implementation team and stakeholders. Our goal is to provide a dual cultural-technological framework along with conceptual clarity on how the technological implementation of confidence can connect with the cultural development of trust, ensuring that blockchain-based decentralised well-being surveys are not only secure and reliable but also perceived as trustworthy vector to improve workplace conditions.

Corey Rosen

PurposeThis paper aims to identify the key lessons to learn from the US employee stock ownership plan (ESOP)-model. The lessons are, broad-based employee ownership is difficult to attain and sustain if employees have to use their own money to purchase shares. The paper works better when the shares are held in trust rather than being held individually. Broad-based employee ownership improves corporate performance and employee financial security. Employees care more about how employee ownership affects the stability of their jobs and retirement than having governance rights. If laws require democratic governance there will not be widespread employee ownership. Tax incentives are critical to induce companies and their owners to share ownership.Design/methodology/approachThis paper is based on results from National Center for Employee Ownership research, a review of other research in the field, and the author’s own 45 years of experience in this field.FindingsAbout one-quarter of the private sector workforce in the USA participates in some kind of employee ownership plan. There are 6,700 ESOPs in the USA with 14 million participants. The ESOPs hold over $1.4 trillion in assets. About 6,000 of these plans are in non-listed companies and the companies employ about two million people. Public companies ESOPs generally own under 10% of company stock; private company ESOPs usually own at least 30% of the stock and a majority of the plans own 100% of the stock. Most of these companies have between 20 and 500 employees.Originality/valueThe article gives a practitioner's overview over the main reasons behind the success of the ESOP model in the USA.

Nazila Mohammadi, Gholamreza Memarzadeh Tehran, Sedigheh Tootian Esfehani

Purpose: This Study was performed to present a model for implementing information technology policies for The Sixth Development Plan based on the neural network approach. Methodology: Based on purpose, this research was applied and used survey method. Questionnaires were administered to collect data. In the factor identification phase, the statistical population consisted of 15 managers of Communication Company, who made the experts pannel. In the testing phase, 260 IT experts comprised the sample. Findings: The factors affecting implementation include two main dimensions of structure and function, as well as ten subsequent dimensions (environment, policy, organization size, culture, technology, human resource development, infrastructure development, plans development, private section development, content provision) are worth of consideration. Results show that the neural network of the best structure consists of one entry layer with 5 entry variables, one hidden layer with 10 neurons, and one outgoing layer with one variable. Originality: Taking conceptology into consideration, and using the mixed approach, we explained the components affecting the implementation of IT consisting of structure and function (both variables). Regarding methodology, modeling through neural networking approach can be considered as another contribution of this research. With regard to application value, this study makes it clear that the best combination for development is realized when all entry variables are considered simultaneously. Besides, the weakest scenario would be when the development of infrastructures is ignored.

Hamid Zare, Abbas Nargesian, Hamidreza Cheraghi

Background & Purpose: Rapid environmental changes require organizations to apply adaptive changes for survival and growth. Creating the fields of employee adaptation to respond to the demand and requirements of unstable environments is one of the main challenges of today's organizations and the existence of resource governance. Human resources in organizations, while maintaining the independence of departments, also creates an environment for interaction and cooperation between units. The main goal of this research is to present the governance model of human resources in government organizations (social security organization). Methodology: This research is of a qualitative, interpretive, and inductive type, and the approach of a single case study was implemented with the homogeneity analysis method. In the search process, only studies that answer the research question are desired. Finally, using the criterion sampling method axis, studies were selected that were related to the question or purpose of the research. Findings: After investigating the results of the reviewed selected studies,14 subcategories in the form of 4 main forms of senior managers, line managers, human resource professionals, and employees were identified. which are defined along with concepts such as playing the role of a transformative leader, policy making. These subcategories construct the model of governance human resources in the social security organization. Conclusion: According to the interviews conducted at two levels of managers and experts, concepts such as playing the role of a transformative leader, playing an active and superior role in human resources committees, creating a balance between stability and innovation, developing individual and organizational insight and communication transparent between units, complete the final model. Also, the category of human resources professionals plays the most important role in the social security organization.

Daeun Lee, Harjinder Singh Lallie, Nadine Michaelides

Despite the rapid rise in social engineering attacks, not all employees are as compliant with information security policies (ISPs) to the extent that organisations expect them to be. ISP non-compliance is caused by a variety of psychological motivation. This study investigates the effect of psychological contract breach (PCB) of employees on ISP compliance intention (ICI) by dividing them into intrinsic and extrinsic motivation using the theory of planned behaviour (TPB) and the general deterrence theory (GDT). Data analysis from UK employees (\textit{n=206}) showed that the higher the PCB, the lower the ICI. The study also found that PCBs significantly reduced intrinsic motivation (attitude and perceived fairness) for ICI, whereas PCBs did not moderate the relationship between extrinsic motivation (sanction severity and sanctions certainty) and ICI. As a result, this study successfully addresses the risks of PCBs in the field of IS security and proposes effective solutions for employees with high PCBs.

Keisuke Kokubun, Yoshiaki Ino, Kazuyoshi Ishimura

Design/methodology/approach We compared the awareness of 813 people in Wuhan city from January to March 2023 (Wuhan 2023) and 2,973 people in East and South China from February to May 2020 (China 2020) using responses to questionnaires conducted at Japanese local subsidiaries during each period. Purpose As the coronavirus pandemic becomes less terrifying than before, there is a trend in countries around the world to abolish strict behavioral restrictions imposed by governments. How should overseas subsidiaries change the way they manage human resources in response to these system changes? To find an answer to this question, this paper examines what changes occurred in the mindset of employees working at local subsidiaries after the government's strict behavioral restrictions were introduced and lifted during the COVID-19 pandemic. Findings The results showed that the analytical model based on conservation of resources (COR) theory can be applied to both China 2020 and Wuhan 2023. However, the relationship between anxiety, fatigue, compliance, turnover intention, and psychological and social resources of employees working at local subsidiaries changed after the initiation and removal of government behavioral restrictions during the pandemic, indicating that managers need to adjust their human resource management practices in response to these changes. Originality/value This is the first study that compares data after the start of government regulations and data after the regulations were lifted. Therefore, this research proposes a new analytical framework that companies, especially foreign-affiliated companies that lack local information, can refer to respond appropriately to disasters, which expand damage while changing its nature and influence while anticipating changes in employee awareness.

Tayebe sadat Mirmoeini, Reza Taghvaei, Kambiz Hamidi et al.

Background & Purpose: Generally, long-term activities in unappropriated work environment would result in employee burnout and job turnover. In this condition, Employee Resilience attracted scholars’ attention and refers to employee ability for continue activities in unappropriated situation. Also, Human resource functions as set of programs that managers can use, have important role for employee resilience. Since most of health care personnel works on unappropriated situation, this research has been conducted to propose a novel Resilience Human Resource Management Functions (RHRMF) model with a focus on public health care system. Methodology: The current study uses a mixed qualitative-quantitative research approach. In the qualitative phase, 14 semi-structured interviews have been carried out with a research statistical population including human resource managers and experts of health care organizations by snowball sampling method based on theoretical saturation. Finally, the conceptual framework of the RHRMF model has been developed based on a thematic analysis. In the quantitative phase, the proposed model has been validated based on the Structural Equation Modeling. Findings: After analyzing the interviews, 18 subsidiary themes as well as five main themes were identified as Resilience Human Resource Functions including workforce relations, compensation, recruitment, development, and performance management. Conclusion: With a GOF value of 0.529, the Structural Equation Modeling indicates acceptaed validity and a strong modelling fit for the outcomes of the proposed model.

Katharina Weitz, Chi Tai Dang, Elisabeth André

Companies' adoption of artificial intelligence (AI) is increasingly becoming an essential element of business success. However, using AI poses new requirements for companies and their employees, including transparency and comprehensibility of AI systems. The field of Explainable AI (XAI) aims to address these issues. Yet, the current research primarily consists of laboratory studies, and there is a need to improve the applicability of the findings to real-world situations. Therefore, this project report paper provides insights into employees' needs and attitudes towards (X)AI. For this, we investigate employees' perspectives on (X)AI. Our findings suggest that AI and XAI are well-known terms perceived as important for employees. This recognition is a critical first step for XAI to potentially drive successful usage of AI by providing comprehensible insights into AI technologies. In a lessons-learned section, we discuss the open questions identified and suggest future research directions to develop human-centered XAI designs for companies. By providing insights into employees' needs and attitudes towards (X)AI, our project report contributes to the development of XAI solutions that meet the requirements of companies and their employees, ultimately driving the successful adoption of AI technologies in the business context.

Yingkai Li, Aleksandrs Slivkins

Participation incentives is a well-known issue inhibiting randomized controlled trials (RCTs) in medicine, as well as a potential cause of user dissatisfaction for RCTs in online platforms. We frame this issue as a non-standard exploration-exploitation tradeoff: an RCT would like to explore as uniformly as possible, whereas each "agent" (a patient or a user) prefers "exploitation", i.e., treatments that seem best. We incentivize participation by leveraging information asymmetry between the trial and the agents. We measure statistical performance via worst-case estimation error under adversarially generated outcomes, a standard objective for RCTs. We obtain a near-optimal solution in terms of this objective: an incentive-compatible mechanism with a particular guarantee, and a nearly matching impossibility result for any incentive-compatible mechanism. We consider three model variants: homogeneous agents (of the same "type" comprising beliefs and preferences), heterogeneous agents, and an extension that leverages estimated type frequencies to mitigate the influence of rare-but-difficult agent types.

Felix R. FitzRoy, Michael A. Nolan

PurposeThe purpose is to review the effects of employee participation (EP) in decision-making, ownership and profit on job quality, worker well-being and productivity, and derive policy recommendations from the findings.Design/methodology/approachThe authors summarise results of “declining labour power”, plus theoretical arguments and empirical evidence for the benefits of EP for job quality, satisfaction and productivity.FindingsWorker well-being and job satisfaction are ignored unless they contribute directly to profitability. EP is needed to remedy this situation when employers have market power and unions are weak. The result can be a rise in both productivity and well-being.Research limitations/implicationsThe chief issue here is that there are data limitations, particularly on the well-being effects of participation.Practical implicationsLots of encouraging examples in many countries need legislative help to multiply.Social implicationsIt is quite possible that there could be major implications for welfare and employment.Originality/valueThe authors make the case for public sector subsidies for employee buyouts and new cooperative start-ups, as well as legislation for works councils and profit sharing.