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

Renu Singh

Evaluating the efficient and effective techniques of Workers Participation In Management is the challenges of the organization to cope up with the changing environment. Organization support provides accountability and responsibility to each employee of the organization. As the communication channel develops the workers involvement and trust towards management and the employees to continue with the satisfaction and cooperation in the system. As the whole productivity of the employee depend on the involvement and organization support with the smooth communication channel regulated in the organization. The trust and loyalty between management and employee creates environment of satisfaction and belongingness. The efficient relationship of management and employees deliver productivity and growth of the organization. Workers Participation at all level in the organization provide open culture and climate. Industrial democracy leads to the satisfaction with upward movement towards efficiency and productivity of the Learning organization. Workers Participation In Management Tools as works committee, Joint Management Council, Board representative, Shop Floor Etc is the way of creating j9b as well as physical security to each employee. How each variable as Management committee, Organization Support, communication Effectiveness, Trust between worker and management, workers involvement effect the workers Participation in management is the focus of the research analysis. WPM will provide social justice and economic prosperity to each employee.

Anna Kasperczuk, Michał Ćwiąkała, Ernest Górka et al.

This study investigates the role of employee motivation as a critical factor in effective business management and explores how financial and non-financial motivators shape engagement and performance. Based on a quantitative survey of 102 employees, the research analyzes differences in motivation levels across gender, age, and work experience, as well as the perceived effectiveness of various motivational tools. The findings indicate that financial incentives, particularly bonuses for achieving targets, are the most influential motivators, while non-financial factors such as flexible work schedules, additional leave, career development opportunities, and workplace atmosphere also play a crucial role in enhancing motivation. Significant variations in motivation were observed, with men, older employees, and those with longer tenure reporting higher levels. The study also reveals that work-life balance initiatives substantially increase motivation, highlighting the importance of combining financial and non-financial strategies to achieve optimal results. The results provide actionable insights for managers seeking to design effective motivation systems, showing that tailored, multifaceted approaches can improve employee satisfaction, retention, and organizational performance. Future research could explore cultural and sectoral differences and examine the evolving importance of motivational factors in remote and hybrid work environments.

Muhammad Hamid Raza Mookadam, Ridewaan Hanslo

Adoption of agile practices has increased in IT workforces. However, there is a lack of comprehensive studies in the African context on employee performance when implementing agile practices. This study addresses this gap by exploring employee performance in agile environments for IT workforces in South Africa. An interpretivist mono-method qualitative approach was used, with the use of interviews as a research strategy. Seventeen semi-structured interviews were conducted with agile practitioners from various roles. Our results indicated that agile practices influence employee performance significantly, with participants reporting on aspects which included planning, communication, employee development and well-being, collaboration, team culture and progress. Additionally, our results reported obstacles when using agile practices that included adoption, team engagement, leadership and instilling an agile mindset. Agile practices influence employee performance in IT workforces by fostering improved team dynamics, enhanced collaboration, improved efficiencies, risk management, planning, continuous improvement, learning, personal development and well-being. Conclusively, our findings suggest that if agile challenges are addressed and additional support is provided, employee performance can be significantly improved.

Felix Gnisa, Philipp Frey

The ecological and digital transformation presents companies with the challenge of changing business models and innovation paths. The dual system of industrial relations in Germany has so far offered few opportunities for trade unions and works councils to have a say in these processes of corporate strategic change. In recent years, however, approaches to strategic co-determination have developed that enable works councils to influence business models and production strategies. This article examines the potential of these approaches to steer the ecological and digital transformation in the interest of workers. Based on 15 interviews with 25 experts in 7 companies, it uses three cases in the automotive supply industry and the retail sector to reconstruct the organisation of strategic co-determination and the conflicts surrounding its direction in the companies. The article concludes that the cases analysed indicate a local reconfiguration of industrial relations, because ecological and digital upheaval situations are used by works councils to expand economic democratic participation. The orientation of these institutions is contested above all along the lines of whether they are bodies of corporatist co-management or employee-driven interest politics.

Hajar Mohammadi, Ismaeel Mazrooi Nasrabadi, Zahra Sadeqi Aranni

Purpose: The purpose of this research was to identify, modeling and scenario analysis of the acceptance factors of the Internet of Things in the supply chain of Iranian businesses. Methodology: To conduct this research, we used both qualitative and quantitative strategies combined. The statistical population in both stages consisted of experts; besides, judgmental and snowball sampling methods were used. In the first stage, acceptance factors were identified through semi-structured interviews. In the second stage, using fuzzy cognitive mapping approach, the acceptance factors were modeled, and the scenario was analyzed. Findings: The results of the first phase show 58 factors of Internet of Things acceptance, which are categorized into 17 sub-themes and 5 main themes. The second-stage results show that the theme of expertise enjoys the highest degree of influence, then the theme of technology readiness comes next. Also, the overlapping of forward and backward scenarios indicates the importance of expertise and technological readiness. Originality: Since there is little understanding of the factors affecting the acceptance of the Internet of Things at the supply chain level of Iranian businesses, this research has been able to add to the literature of this field and to fill the gap by identifying, modeling, and analyzing the scenario of these factors. Implications: Changing recruitment and hiring policies to find and hire qualified personnel, using in-service training tools, and having access to a technological roadmap are the most important strategies of the supply chain, which can lead to organizational expertise and readiness.

Ghalib Ahmed Tahir, Murtaza Ashraf

Employee turnover remains a pressing issue within high-tech sectors such as IT firms and research centers, where organizational success heavily relies on the skills of their workforce. Intense competition and a scarcity of skilled professionals in the industry contribute to a perpetual demand for highly qualified employees, posing challenges for organizations to retain talent. While numerous studies have explored various factors affecting employee turnover in these industries, their focus often remains on overarching trends rather than specific organizational contexts. In particular, within the software industry, where projectspecific risks can significantly impact project success and timely delivery, understanding their influence on job satisfaction and turnover intentions is crucial. This study aims to investigate the influence of project risks in the IT industry on job satisfaction and employee turnover intentions. Furthermore, it examines the role of both external and internal social links in shaping perceptions of job satisfaction.

Soheila Sadeghi

The growing integration of Artificial Intelligence (AI) into Human Resources (HR) processes has transformed the way organizations manage recruitment, performance evaluation, and employee engagement. While AI offers numerous advantages, such as improved efficiency, reduced bias, and hyper-personalization, it raises significant concerns about employee well-being, job security, fairness, and transparency. This study examines how AI shapes employee perceptions, job satisfaction, mental health, and retention. Key findings reveal that while AI can enhance efficiency and reduce bias, it also raises concerns about job security, fairness, and privacy. Transparency in AI systems emerges as a critical factor in fostering trust and positive employee attitudes. AI systems can both support and undermine employee well-being, depending on how they are implemented and perceived. The research introduces an AI-employee well-being Interaction Framework, illustrating how AI influences employee perceptions, behaviors, and outcomes. Organizational strategies, such as clear communication, upskilling programs, and employee involvement in AI implementation, are identified as crucial for mitigating negative impacts and enhancing positive outcomes. The study concludes that the successful integration of AI in HR requires a balanced approach that prioritizes employee well-being, facilitates human-AI collaboration, and ensures ethical and transparent AI practices alongside technological advancement.

Mahyar Karimi, Kamyar Seyedkazem Viliyani

Employee's knowledge is an organization asset. Turnover may impose apparent and hidden costs and irreparable damages. To overcome and mitigate this risk, employee's condition should be monitored. Due to high complexity of analyzing well-being features, employee's turnover predicting can be delegated to machine learning techniques. In this paper, we discuss employee's attrition rate. Three different supervised learning algorithms comprising AdaBoost, SVM and RandomForest are used to benchmark employee attrition accuracy. Attained models can help out at establishing predictive analytics.

Alireza Nafissi, Seyed Hossein Akhavan Alavi, Ali Maleki

Purpose: Authors intended to identify the main bases of local development and present a framework for better understanding of its theoretical process from the perspective of the activists in the community-based development process in Iran.            Methodology: This qualitative research used the Grounded Theory method. Data were collected from deep interviews with community-based development activists in five successful case studies in Iran and then were analyzed. Findings: The results, validated by respondent validation and triangulation methods, demonstrate that local development with a community-based approach is appreciated by Iranian activists more of a human and social phenomenon than an economic, political, and environmental issue. Results also show that human capital is identified by concepts like accountability, proactiveness, and psychological empowerment rather than the common indicators emphasized by international organizations. Moreover, social capital and participation are evaluated by such concepts as positive relations, collective actions, positive norms, bridging social capital, and by institutionalization and mobilization of national resources. The final theoretical framework of the article shows that both human capital and social capital not only enhance local participation which can improve economic, political, and environmental indicators, but also are themselves promoted through the reinforcing loops and consequently can enable the ongoing running of the development engine. Originality: Despite the considerable literature existing on community-based development, the authors could not reach any published article involving relations among fundamental concepts of community-based development in Iran, nor did they come across a general understanding of its process by the relevant activists. The suggested framework in this paper well supports the understanding of the process.

Ali Ghafari, Gholam Reza Hashem Zadeh Khorasghani

Background & Purpose: Organizational ambidexterity refers to the ability of organizations to perform conflicting and contradictory activities. This concept is important in innovative technology-based organizations, because these organizations need to combine creativity and innovation with efficiency and productivity. As a technology-based organization, ACECR needs a duality to commercialize its innovative products and services. The aim of the current research is to design an ambidexterity development model of technology-oriented organizations to commercialize innovative products. Methodology: The research strategy is based on foundational data theorizing, and the data analysis method of the current research is the Strauss and Corbin’s systematic method (systematic model), and the data collection was done with the interview tool. In the qualitative phase, 16 interviews were conducted with the experts of technological organizations of ACECR and four additional interviews were also conducted to achieve theoretical saturation. In the quantitative phase, the descriptive-survey research method was used, and in this phase, the data collection tool was a questionnaire. Findings: Organizational ambidexterity management has been identified as a central category in this research, and its subcategory concepts include ambidexterity structure management, innovative culture management, and ambidexterity process management, which constitute the central category. The causal conditions in this research include ambidexterity management and leadership, ambidextrous human resources are multifaceted structures. On the other hand, the bases include organizational ambidextrous culture, upstream documents, and Jihadi culture. Also, the strategies resulting from the foundation's data theorizing model include designing two-way human resources processes, designing a technology commercialization model, designing an organizational two-way evaluation system, and designing a resource allocation system. On the other hand, institutional communication in the field of science and technology and the environment of organizational ambivalence as intervening and ultimately value-creating factors, completing the technology chain, organizational development, and management of organizational contradictions, the consequences of identifying and explaining the factors affecting organizational ambidexterity in the direction of commercialization which have been in technology-based organizations. Conclusion: The management of organizational ambidexterity plays a significant role in the success of commercialization of technology-based organizations. Management of structure, culture, and dual processes are key factors affecting organizational duality. Also, conditions such as ambidextrous management and leadership, ambidextrous human resources and multifaceted structures affect this process. Consequently, it is suggested that organizations focus on strategies such as the design of dual commercialization processes and models to provide the necessary ground to achieve duality and successful commercialization. It is necessary to conduct more studies in this area.

Javad Madani, Kamran Myhami, Reza Najjari

Background & Purpose: While there are currently many discussions about the impact of Covid-19 and its consequences on work practices and human resource management (HRM), no research has been conducted to explore the effective and efficient management of human resources and big theoretical gaps exist. By knowing the main categories of effective and efficient management of human resources in responsible and decision-making organizations, strategies can be adopted while avoiding its disadvantages. Therefore, the main goal of this research is to identify and prioritize the factors influencing the effective and efficient management of human resources in the Corona Pandemic.Methodology: This research in the point of the purpose is applied, and has used mixed method. In this research, thematic analysis and survey methods were used respectively. In the qualitative part, the participants includes the influential actors of Administrative and Recruitment Affairs Organization in the field of human resources. 13 experts were selected and interviewed using the purposeful sampling method, which is one of the qualitative sampling methods. In the quantitative part, the probability sampling method was used in a systematic way. Finally, 31 people answered the questionnaires. Structural equation modeling method and Smart PLS4 software were used for data analysis.Findings: After examining the interviews, 80 codes were identified, from which 80 primary codes, 15 basic themes, 7 organizing themes, and 3 global themes were extracted. In the quantitative part, all the themes have obtained values higher than the acceptable limit, and the appropriateness of the themes (indices) of the model indicates the appropriateness of the measurement model.Conclusion: In uncertain conditions caused by Covid-19, for the effective and efficient management of human resources in the organization, it is necessary to focus on the three principles: “intelligence and flexibility of organizational processes”, environmental and psychological empowerment of the organization and preparation of the necessary infrastructure”, and “management, improvement, promotion, ability and capabilities of human resources.”

Esmaeil Mazroui Nasrabadi

Purpose: Fourth-generation technologies with their wide range of applications and benefits have been employed in various fields. This development has also occurred in the field of healthcare. The development of 4th generation healthcare requires prominent competencies in managers of the field, which has not yet been investigated. The present study tried to identify these competencies and provide a model in this regard. Methodology: The research was conducted in both qualitative and quantitative stages. The statistical population of the research was comprised of academicians and healthcare sector experts. The sampling method was judgmental and snowball, and the sample size was 18 in the first stage and 10 in the second. The data collection tools were semi-structured interviews and researcher-made questionnaires. Thematic analysis and fuzzy total interpretive structural modelling were applied to analyse the data. Findings: The results of the first stage included 36 competencies among which 10 were main competencies. However, the results of the second stage show that ‘technological skills’, ‘updated general knowledge’, ‘personality traits’, and ‘technical skills’ are the most fundamental competencies. Originality: The competencies of healthcare 4.0 managers were investigated for the first time in this research. From among 36 competencies, 15 were identified and were presented for the first time. Also, it is the first time the interpretive structural model of the competencies has been applied for healthcare 4.0 managers. Implications: To enhance managerial competencies, in-service training, knowledge management system to acquire and disseminate knowledge, field trips and visiting top hospitals in the world, problem-solving and decision-making courses for managers, and upgrading the human resources management system to improve recruitment and coaching processes are recommended for healthcare managers.

Jose Aurelio Medina-Garrido, Jose Maria Biedma-Ferrer, Maria Bogren

The study of work-family conflict (WFC) and work-family policies (WFP) and their impact on the well-being of employees in the tourism sector is increasingly attracting the attention of researchers. To overcome the adverse effects of WFC, managers should promote WFP, which contribute to increased well-being at work and employees' commitment. This paper aims to analyze the impact of WFP accessibility and organizational support on well-being directly and by mediating the organizational commitment that these policies might encourage. In addition, we also study whether these relationships vary according to gender and employee seniority. To test the hypotheses derived from this objective, we collected 530 valid and completed questionnaires from workers in the tourism sector in Spain, which we analyzed using structural equation modeling based on the PLS-SEM approach. The results show that human resource management must consider the importance of organizational support for workers to make WFP accessible and generate organizational commitment and well-being at work.

Jose Aurelio Medina-Garrido, Jose Maria Biedma-Ferrer, Antonio Rafael Ramos-Rodriguez

Purpose: To assess the impact of the existence of and access to different work-family policies on employee well-being and job performance. Design-methodology-approach: Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector. Findings: The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance. Originality-value: This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by employee well-being. In this sense, we posited and tested an unpublished theoretical model where the concept of employee well-being gains special relevance at academic and organizational level due to its implications for human resource management.

Kishankumar Bhimani, Khushbu Saradva

This research study explores the new dynamics of employee-organi-zation relationships (EOR) [6] using advanced data science methodologies and presents findings through accessible visualizations. Leveraging a dataset pro-cured from a comprehensive nationwide big employee survey, this study employs innovative strategy for theoretical researcher by using our state-of-the-art visual-ization. The results present insightful visualizations encapsulating demographic analysis, workforce satisfaction, work environment scrutiny, and the employee's view via word cloud interpretations and burnout predictions. The study underscores the profound implications of data science across various management sectors, enhancing understanding of workplace dynamics and pro-moting mutual growth and satisfaction. This multifaceted approach caters to a diverse array of readers, from researchers in sociology and management to firms seeking detailed understanding of their workforce's satisfaction, emphasizing on practicality and interpretability. The research encourages proactive measures to improve workplace environ-ments, boost employee satisfaction, and foster healthier, more productive organ-izations. It serves as a resourceful tool for those committed to these objectives, manifesting the transformative potential of data science in driving insightful nar-ratives about workplace dynamics and employee-organization relationships. In essence, this research unearths valuable insights to aid management, HR profes-sionals, and companies

Yulin Yu, Longqi Yang, Siân Lindley et al.

The COVID-19 pandemic has accelerated digital transformations across industries, but also introduced new challenges into workplaces, including the difficulties of effectively socializing with colleagues when working remotely. This challenge is exacerbated for new employees who need to develop workplace networks from the outset. In this paper, by analyzing a large-scale telemetry dataset of more than 10,000 Microsoft employees who joined the company in the first three months of 2022, we describe how new employees interact and telecommute with their colleagues during their ``onboarding'' period. Our results reveal that although new hires are gradually expanding networks over time, there still exists significant gaps between their network statistics and those of tenured employees even after the six-month onboarding phase. We also observe that heterogeneity exists among new employees in how their networks change over time, where employees whose job tasks do not necessarily require extensive and diverse connections could be at a disadvantaged position in this onboarding process. By investigating how web-based people recommendations in organizational knowledge base facilitate new employees naturally expand their networks, we also demonstrate the potential of web-based applications for addressing the aforementioned socialization challenges. Altogether, our findings provide insights on new employee network dynamics in remote and hybrid work environments, which may help guide organizational leaders and web application developers on quantifying and improving the socialization experiences of new employees in digital workplaces.

Mohammadali Ahmadi Shapourabadi, Seyedeh Leyla Mottaghi

Purpose: The purpose of this study is to evaluate the actions and results of the rural development policies and their effects on the efficiency and effectiveness of the rural development policy in the Sixth Development Plan and to apply the lessons learned in the Seventh Development Plan. Methodology As to the purpose, the present research was applied and in terms of methodology, it was descriptive. In the general methodological framework of the research, to study the goals, outputs and consequences of sustainable rural development policies, policy monitoring method was used in order to monitor and evaluate the rural development policy in accordance with the Five-Year Sixth Development Plan. The statistical population of the research included the bills and laws of budgets and programs as well as reports on the performance of government and parliament in the field of rural development on the one hand, and critical and evaluation researches on rural development programs, on the other hand. In this regard, directional content analysis based on the above documents was used in the framework of policy monitoring method. Findings: Evaluation of rural development policy's performance in development programs focusing on the Sixth Development Plan shows that despite the success in the outputs, in terms of their consequences, they do not correspond to the predetermined goals. Besides, the evaluation of actions and outputs of rural development policies indicate a serious imbalance between the ratio of employment and production credits to physical, service and infrastructure credits, as well as incompatibility of objectives and elements of rural development policy with bills and laws. In addition, findings of the experiences in the field of critique and evaluation of rural development programs, the lack of a comprehensive approach in designing a model for rural development and finally, the lack of a specialized and efficient agent for supporting rural development policy are all the main sources of failure in reaching the desired objectives and tasks of the rural development policies in the Sixth Development Plan. Originality/Value: In addition to exposing a theoretical gap in the investigated area, this research has also explained the evaluation framework of the rural development policy based on the components of sustainable rural development. From a practical point of view, using the policy analysis method, it has provided the possibility for evaluating the performance of the rural development policy based on the latest implementation measures in the development plans.

Hamed Mokhtarpour Asl, Mohammad-Javad Kameli

Purpose: This research tries to reach an evaluation model for   sustainable performance of employees in Mostazafeen Foundation Properties and Lands Organization. Methodology: The research method was both quantitative and qualitative. The statistical population in the qualitative section included texts and themes, as well as organizational and academic experts. By applying snowball method as a sampling technique for in-depth interviews, seven organizational experts and seven academic experts were selected. The statistical population in the quantitative part included all employees and managers of this organization, from among of whom 152 individuals were selected as the statistical sample using Krejcie and Morgan table. Also, using Fuzzy Delphi technique, the statistical sample in the validation section of the identified components consisted of 10 academic experts who were selected by purposive judgment method. Then by using confirmatory factor analysis, prioritization of dimensions, components and indicators of the model were tested. Findings: The proposed model contains three dimensions, eight components and twenty one indicators, which can be used as a proper framework for evaluating the sustainable performance of human resources. Besides, the model shows that the highest to the lowest ranks among the dimensions are respectively job quality, success, and sustainable behavior. Originality: The presented model can help develop the existing literature and to identify the characteristics of employees' sustainable performance. Implications: Testing the model showed that among the three main dimensions, sustainable behaviors including citizenship behavior and green behavior of employees have the lowest ranking. Therefore, it is suggested that the managers of the organization make plans to solve this problem.

Mehri Maleki, Gholamreza Memarzadeh tehran,, Parham Azimi

Background & Purpose: The purpose of this study is to design a model to measure employee engagement in the Qazvin Civil Registration Organization. Methodology: This research is applied in terms of purpose and quantitative in terms of the nature of the data. First, by studying the theoretical literature, the factors affecting employee engagement were identified, and based on that, a conceptual model of the research was designed. Then, in order to measure the level of employee engagement, a hierarchical fuzzy inference system was designed. Findings: Factors affecting employee engagement including motivations of social, emotional, and intellectual engagement were identified. The proposed model was used to evaluate the level of employee engagement in the Qazvin Civil Registration Organization and the results show the performance consistent with the reality of the fuzzy inference system. The results showed that in the first level, emotional engagements are the most important factors, and among the following parameters, quality of work life has the greatest impact on the system output. Conclusion: This research provided a multilevel model for measuring the level of employee participation in the organization, which dynamically traces the output variable according to the values of input variables. This template can be used in various organizations to increase employee participation.

Jafar Beikzad, Ghasem Jalilinezhad

Purpose: The aim of this study was to present a model for the impact of e-government’s readiness and trust on quality of services with regard to the mediating role of e-government acceptance from the view point of IT managers and experts of West Azerbaijan agencies. Methodology: The present study was applied in terms of type and descriptive-correlational in terms of method. The statistical population consisted of 314 IT managers and experts of West Azerbaijan Province agencies. Applying stratified random sampling method and Cochran’s formula, 173 individuals were selected. Data were collected by administering questionnaires and were tested using SMART PLS software as well as structural equation modeling to reach the casual model.   Findings: The results of the study show that the following impacts are positive and significant: e-government readiness on e-government acceptance, e-government trust on e-government acceptance, e-government acceptance on quality of e-services, e-government readiness on quality of e-services, and e-government trust on quality of e-services. In addition, e-government acceptance plays a mediating role in the relation between e-government readiness and trust, on the one hand, and quality of e-services, on the other.