Current Issue : January-March Volume : 2023 Issue Number : 1 Articles : 6 Articles
The COVID-19 pandemic crisis and the governmental measures taken to limit its spread have led to significant contractions in GDP at the EU level and appropriate labour market adjustments. Obviously, the COVID-19 crisis has had effects on the labour market, by increasing the unemployment rate, especially among young people, income inequalities and, implicitly, the poverty rate. Thus, this paper aims to investigate how the EU member states can be clustered according to their labour market performances expressed through variables like unemployment rate, poverty rate, GINI coefficient, the minimum wage and the ratio of total COVID deaths over total confirmed cases. The cluster analysis was carried out for the year 2020 and led to the formation of five groups within the EU states that have implemented the minimum wage. Within each group, we noticed that some imbalances in labour market and welfare variables may negatively affect the COVID death rate. In the case of states with higher incomes, lower unemployment, but also with lower income inequalities, the incidence of COVID deaths is lower....
The paper deals with research where communication skills and Machiavellianism of employees in the workplace in terms of selected socio-demographic data were determined. The research was carried out by a questionnaire focused on the analysis of communication skills of employees and the detection of Machiavellianism in employees within a selected sample of respondents. There were specified mutual differences in socio-demographic characteristics. Based on the goal, four hypotheses were formulated. The questionnaire that focused on research was carried out in the form of two methodologies: Questionnaire of communication skills, and CASEDI questionnaire. The results of the research show there are statistically significant differences in selected attributes of communication skills and Machiavellian manifestations in employees in terms of residence. Also, the assumption that there exist statistically significant differences in selected attributes of communication skills and Machiavellian manifestations in employees in terms of marital status has been confirmed. By examining statistically significant differences in terms of gender in selected attributes of communication skills and Machiavellian manifestations in employees, there were not recorded any statistically significant difference in any of the selected attributes....
This paper discusses the findings of an exploratory study that intended to evaluate the success of an Academic Portal, Secretaria Online, from the perspective of staff members. This study used a questionnaire based on the information systems success model of DeLone and McLean. This paper presents the consolidated results of the answers from 109 staff members (93 faculty and 16 non-faculty staff). The results of this study allow us to understand the critical role of Secretaria Online in ISCAP's activities; however, they also show that several aspects need to be improved....
In recent years, various scholars and professionals have paid attention to the study’s reward system and employee performance, but this study focuses on the evaluation of intrinsic reward and employee performance in deposit money banks in Akure, Ondo State. Based on this premise, the study examined the effects of intrinsic reward on employees’ performance in DMBs in Ondo State. The objectives of the study are to examine the influence of intrinsic reward on employee performance in DMBs with respect to job autonomy, praise and recognition, challenging work, and promotion on employee performance in Akure, Ondo State. The survey method was used to collect data, and the collected data was carefully analyzed using descriptive statistics, multiple linear regression, and ANOVA for hypothesis testing. The study shows that only promotion (=0.444, p = 0.05) as a variable of intrinsic reward has the significant and highest effect on employees’ performance as compared to bonuses and fringe benefits. Also, praise and recognition (=0.442, p = 0.05) have the significant and highest effect on employees’ performance. The study concludes that amidst all the intrinsic rewards adopted by the organization, praise and recognition increase employee performance more than others used in DMBs. The study suggests that workers should be given more difficult tasks to bring out their best, that staff should be promoted when they deserve it, and that employees should get more benefits like health care, a place to live, clothes, and free lunch to encourage them to work harder....
The aim of the research was to examine the differences and connections in assessing people's life satisfaction in terms of selected socio-demographic indicators. Two hypotheses examined the differences between men and women in assessing selected attributes of employee satisfaction, and correlations between age and selected attributes of employee satisfaction. Empirical data were obtained by the questionnaire method by standardized Life Satisfaction Questionnaire. The research sample consisted of 133 respondents, of which 84 (63,2%) were women, and 49 (36,8%), were men. The average age of the respondents was 39,856 years. According to the results, women are more satisfied with the length and quality of time-out or the duration of holidays available additionally to employment. When assessing the life satisfaction of the employees of a particular company, there was a gender difference, and the men expressed their dissatisfaction with the financial situation, whether it was the number of wages, financial remuneration, or employee benefits. The results confirmed that employees of older generations are less concerned about their employment and the feelings they have, and in case of problems, they are less interested in the possibilities of how to solve them....
In today’s world, an enormous number of challenges emerged that are closely linked to the accelerated and disruptive expansion of new technologies, along with the COVID-19 crisis. As information technologies (IT) have become an integral part of the new world, they impact all segments of life. Yet, paradoxically to a certain extent, IT constantly challenged itself, as a function, it continuously transformed to the next development phase - reinventing itself and its potential to change, while simultaneously keeping the business continuity. Under such circumstances, employees in the IT sector are significantly affected and, thus, it is of utmost importance to explore the role of the human resources (HR) department in the transformation journey of internal IT. This paper aims to present a case study of such a transitioning model - going from established IT shared service to transforming it into an IT competence centre. As it impacts employees, the paper presents a portfolio of practical initiatives and discusses how HR could facilitate this journey, including employer branding. Particular emphasis is placed on a number of proposals and recommendations on how to support the transformation from a shared service centre to a competence centre. In addition, the paper outlines the impact of such a transformation on business, from an investment perspective, as well as through return on investments (ROI) via init synergizing, freeing and reallocating the resources....
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