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Does the Length of Fielding Period Matter? Examining Response Scores of Early Versus Late Responders

Abstract

This article discusses the potential effects of a shortened fielding period on an employee survey’s item and index scores and respondent demographics. Using data from the U.S. Office of Personnel Management’s 2011 Federal Employee Viewpoint Survey, we investigate whether early responding employees differ from later responding employees. Specifically, we examine differences in item and index scores related to employee engagement and global satisfaction. Our findings show that early responders tend to be less positive, even after adjusting their weights for nonresponse. Agencies vary in their prevalence of late responders, and score differences become magnified as this proportion increases. We also examine the extent to which early versus late responders differ on demographic characteristics such as grade level, supervisory status, gender, tenure with agency, and intention to leave, noting that nonminorities and females are the two demographic characteristics most associated with responding early.

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The Influence of Physical Fatigue on Work on a Production Line

Abstract

The purpose of this study is to determine the factors having impacts on the physical fatigue of employees and to analyse its influence on work on a production line. In order to carry out these objectives, a comprehensive research was conducted in a medium enterprise producing processed fruit and vegetable products. Air temperature and humidity tests, employee survey, production line productivity measurements, and other observations were performed. Large variations in temperature and humidity were observed during the analysed period. Analysing the survey results, attention was paid to the declared length of sleeping of employees after each shift, the time when they feel fatigue and the factors that, according to respondents, have the greatest impact on the work performed. Attempts were made to determine the wellbeing of employees and to indicate the disturbing symptoms. Special attention was paid to the negative phenomena felt by respondents. The main factors affecting the physical fatigue of employees were identified and described. We sought to explain the impacts of physical fatigue on work on the production line. Improvements, which should help to reduce fatigue and improve working conditions, have been proposed. The analysis provided interesting information that could be used in various food manufacturing companies.

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Relationship of Ages and Gender of the Employees in Organisations in the Republic of Serbia and Their Job Satisfaction

. & Peeters, V. E. (1982). Differences in job motivation and satisfaction among female and male managers. Human Relations, 35 (2), 101-118. Golembiewski, R. (1977). Testing some stereotypes about the sexes in organizations: differential satisfaction with work? Human Resource Management, 16 (2), 30-32. Gu Z. & Chi, R.S.S. (2009). Drivers of job satisfaction as related to work performance in Macao casino hotels: An investigation based on employee survey. International Journal of Contemporary Hospitality Management, 21 (5), 561- 578

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Classifying Open-Ended Reports: Factors Affecting the Reliability of Occupation Codes

References Andrews, M. 2005. “Who is Being Heard? Response Bias in Open-Ended Responses in a Large Government Employee Survey.” In Proceedings of the Section on Survey Research Methods: American Statistical Association, August, Minneapolis, MN, 3760-3766. Anker, R. 1998. Gender and Jobs: Sex Segregation of Occupations in the World. Geneva: International Labour Office. Barsalou, L.W. 1985. “Ideals, Central Tendency and Frequency of Instantiation as Determinants of Graded Structure in Categories.” Journal of

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In Search of Motivation for the Business Survey Response Task

: Monetary Incentives Improve Response Rates for Company-Sponsored Employee Surveys.” Organizational Research Methods 10: 225-240. DOI: http://dx.doi.org/10.1177/1094428106294687. Ryan, R.M. and E.L. Deci. 2000. “Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions.” Contemporary Educational Psychology 25: 54-67. DOI: http://dx.doi.org/10.1006/ceps.1999.1020. Ryan, G.W. and H.R. Bernard. 2003. “Techniques to Identify Themes.” Field Methods 15: 85-109. DOI: http://dx.doi.org/10.1177/1525822X02239569

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Telework as an Option to Postpone the Retirement for Ageing People?

auditors’ reliance on specialists. International Journal of Accounting Information Systems, 16, 23-41. https://doi.org/10.1016/j.accinf.2014.11.001 Worldat Work. Telework. Trendlines 2009, data from The Dieringer Research Group, Inc. Yamada, A., & Higo, M. (2011). Institutional barriers to work beyond retirement in an aging Japan: Evidence from recent employee survey. Contemporary Japan, 23, 157-186. https://doi.org/10.1515/cj.2011.009

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Understanding the layers of a market-oriented organisational culture

. The tables can be interpreted as indicating the case study companies have values, norms, artefacts and behaviours associated with a market orientation ( Homburg and Pflesser, 2000 ). The employees surveyed can be interpreted as in general agreeing that the values and norms of success , quality and competence , innovation and flexibility , openness to internal communication , appreciation of employees , responsibility of employees , inter-functional cooperation and speed were prevalent in their companies. Similarly, employees in the case study companies

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