Employee Responsibilities and Rights Journal最新文献

Telecommuting has been found to have a profound effect on employee turnover intention. However, the literature is vague in understanding the mechanism through which telecommuting affects employee retention (ER). Grounded on the conservation of resource (COR) theory and social exchange theory (SET), this study examined the impact of telecommuting on ER and fear of COVID-19 and the subsequent impact of fear of COVID-19 on ER. The study also investigated fear of COVID-19 as a mediating mechanism between telecommuting and ER. Data collected from 307 employees working in nonprofit and nongovernmental organisations in Balochistan, Pakistan was analysed using PLS-SEM. The findings showed that telecommuting was positively related to ER while its relationship was negative and significant with fear of COVID-19. Further analyses showed that fear of COVID-19 was negatively related to ER. The findings further revealed that fear of COVID-19 mediated the influence of telecommuting on ER. The overall results demonstrate the importance of telecommuting in strengthening ER and reducing fear of COVID-19. The study provides a tool for policymakers and management practitioners to set up plans for a situation like COVID-19 in the future.

Supplementary information: The online version contains supplementary material available at 10.1007/s10672-023-09448-3.

The purpose of this paper is to examine the mediating role of a public sector organization's perceived strategic agility in relation to employee outcomes in times of crisis. While the need for strategic organizational agility is acknowledged as boosting organizational performance, its value and application for employees are unknown, especially during times of crisis and in the public sector context. We use survey-based quantitative methodology to capture employees' perceptions (n = 5469) of strategic agility in public sector organizations during the COVID-19 crisis and identify the impact on work engagement and well-being. Data analysed using a structural equation modelling approach. Our results suggest that an organization's perceived strategic agility has a positive significant effect on employee work engagement and thus on well-being. Organizational learning, leadership, and aim clarity are factors that positively contribute to public sector organizations' strategic agility. By examining the moderating role of perceived agility, we add to job demands-resources (JD-R) theory by showing that perceived strategic agility serves as an organizational resource that is needed for employees in times of crisis. We conclude that if employees are supported by leaders who sense change, make timely decisions, and act in an agile way, they will experience higher work engagement during a crisis, thus positively contributing to their well-being and organizational performance. This paper contributes to the understanding of organizational agility and discusses the theoretical and practical implications of the results and avenues for future research.

Attaining sustainable competitive advantage in changing paradigms of the business world is possible through highly engaged employees, and holistic well-being is considered one of employee engagement's most important drivers (Ryder, G., & Director-General, I. (2020). World employment and social outlook-trends 2020. World Employment and Social Outlook, 108.). As per the (ILO) International Labour organization's World Employment and Social Outlook report of 2020, there are more than 630 million workforces worldwide. Employers can contribute to reaching the third Sustainable Development Goal (SDG), which is "Good Health & well-being," by implementing effective health and well-being initiatives (Martin, & United Nations- SDG. (2016). Health. United Nations Sustainable Development. https://www.un.org/sustainabledevelopment/health/). The aim of this qualitative research is investigating employee engagement practices from the perspective of holistic well-being initiatives impacting employee engagement. To assess the same, employees from various IT businesses in Bangalore City were contacted to participate in semi-structured, in-depth personal interviews for data collection. The research design employed is Thematic Analysis (Braun and Clarke, Qualitative Research in Psychology 3:77-101, 2006), in which interviews conducted over calls were transcribed and coded, leading to the development of themes. Computer-Assisted Qualitative Data Analysis Software (CAQDAS)-NVIVO has been used for data analysis. A five-dimensional framework of holistic well-being is established through the literature review, forming the analysis parameters. The five dimensions are; Physical, Psychological (Mental & Emotional), Social, Financial, and Spiritual. Then the gathered data were allocated deductively to these five overarching themes. The findings of this study accentuate substantial focus on physical, psychological, and social aspects of well-being with inadequate attention towards the spiritual dimension. A lack of proper balance among the initiatives has come to notice. It is suggested that organizations evaluate the present status of the well-being of employees through specific tools, identify gaps, and formulate strategies that encompass a holistic well-being approach to enhance employee engagement positively.