Career Trends
Asynchronous Session
Needs Assessment and Satisfaction of Staff’s Welfare and Benefit services at Faculty of Burapha University, Thailand View Digital Media
Poster Session Wethaka Klinwichit, Ploypun Klinwichit, San Klinwichit
The purpose of the research is to survey satisfaction of welfare and benefit services of staff working in Faculty of Medicine, Burapha University, and explore those welfare and benefit needs which were not fulfilled by the organization. The analytic descriptive survey including 529 responding participants were stratified random sampling from 760 of populations, it is conducted by a questionnaire. The data were analyzed by using frequency, percentage and standard deviation. It revealed that: 1) The overall satisfaction of welfare and benefit services of staff was in a medium level (Xbar 3.07, SD 0.69). The most satisfaction were health and wellbeing services (Xbar 3.48, SD 0.62) such as providing vaccination services in risk groups (Influenza/Covid-19 vaccines) and group health insurance. The least satisfaction were recreation services (Xbar 2.74, SD 0.75) such as the last year that facing COVID-19 situation caused of no sports competitions to build relationships between personnel or organizing party activities for various occasions. 2) Need assessment of staff’s welfare and benefit services classified by aspects and type of personnel found that in economic aspects; academic staff needs the extra payouts in shortage branch positions and supporting staff needs the subsidy for their children's education. All type of staff needs the provident fund welfare arrangements in career stability aspects, the organizing training to enhance knowledge and skills in each department in education aspect, an event to congratulate those who have outstanding achievements in recreation and the continuing group health insurance in health and wellbeing aspect.
Technological Maturity for Work in Flexible Employment Models: The Human Capital Experiences in the "New Normal" View Digital Media
Paper Presentation in a Themed Session Maayan Nakash, Dan Bouhnik
This study puts a spotlight on the human capital (HC) experiences regarding the enablers and inhibitors associated with working in flexible employment models with the COVID-19 pandemic outbreak. A web-based questionnaire, which we distributed in the first year of the pandemic, was answered by 716 employees and managers from four Israeli government ministries. We find that 70.39% of the respondents testified that they agree strongly (N=267) or completely agree (N=237) that many organizational digital efforts have been made to provide connectivity ability to information systems (IS) for remote work. More than half were working at the time of answering the survey in a non-traditional employment model, i.e., fully remote work or hybrid work. Of them, 30.06% (N=145) reported that technical difficulties made it difficult for them to continuously connect to the organization's IS. We found that only 11.31% of all participants completely disagree (N=26) or agree slightly (N=55) that the technology is mature enough to allow remote work. The results further reveal that according to 80.45% of the participants (N=576), the COVID-19 crisis accelerated organizational processes for knowledge sharing. But 23.74% reported great (N=123) or very great difficulty (N=47) in sharing knowledge with their colleagues during COVID-19. The current study offers significant insights into changes in management of organizational culture, especially in times of crisis. Considering the results, we provide a window of opportunity for a better understanding of the experiences of HC in the dynamic organizational reality, with a view to the future of work.
Sustainable Career Expectations: Employees' Perspective View Digital Media
Paper Presentation in a Themed Session Ruta Salickaite
Uncertainty about the future, changing working conditions, and blurred boundaries between work and private life have led researchers and workers worldwide to take a keen interest in sustainable careers. However, there is still no consensus on what kind of career can be characterized as sustainable: some scholars emphasize the dialogue between companies and employees; others add sustainable career features such as continuous learning, security, and matching the job to the individual's skills, interests, and values; and others mention the possibility for the employee to "pause" and recover. Furthermore, the understanding of sustainable careers from the perspective of the employees themselves remains ambiguous. The aim of this paper is therefore to explore to what extent the concept of sustainable careers is known to employees and what associations and expectations it raises. For this purpose, data were captured through semi-structured interviews with employees. The study uncovered a notable lack of awareness regarding the term "sustainable careers" among the respondents. Interestingly, despite this unfamiliarity, many interpretations shared by the participants aligned closely with established definitions of sustainable careers provided by researchers. This contradiction highlights the need for a more comprehensive exploration of employee perceptions to enrich our understanding of sustainable careers in practice. This research explores what employees consider essential for a sustainable career, revealing valuable perspectives on topics such as work-life balance, professional development job security, etc. These insights are also relevant for organizations, as by understanding employees' expectations and aligning them with organizational strategies, companies can build sustainable career trajectories.
Conversing in the Shadow of Echoes – a Scale Development and Validation of the Dark Side of Organizational Internal Communication View Digital Media
Paper Presentation in a Themed Session Elena Sinitsyna, Amitabh Anand
This study aims to develop and validate the scales on the dark side of internal communication that capture a more nuanced perception of ineffective, manipulative, and miscommunication from the employee perspective. We also examine this scale's effects on employee outcomes (such as employee loyalty and quiet quitting). We developed the dark side of the internal communication scale through qualitative interviews and a review of relevant literature. Statistical techniques such as confirmatory factor analysis, convergent validity, and nomological validity were performed on the newly produced scales. We also examined the predictive validity effects of these scales on employee loyalty and quiet-quitting using participants from Hungary. Our scale development resulted in a 15-item measuring three dimensions of the dark side of internal communication. After several statistical examinations, the scale exhibited robust psychometric properties and is reliable and valid. This study empirically supported the new phenomenon of studying the dark side of IC, and the scale can be used to measure employee outcomes, the effectiveness of organizational communication, etc.
Integrating and Extending BRT, TAM, and IRT to Explain the Antecedents of ChatGPT Adoption in Higher Education View Digital Media
Paper Presentation in a Themed Session Muhammad Zafar Yaqub
This paper examines the factors influencing the adoption of ChatGPT, a ubiquitous Generative Intelligence-driven instrument, among research scholars. The theoretical lens through which the hypothesized relationships have been visualized were behavioral reasoning theory (BRT), the technology adoption model (TAM-2), and the innovation resistance theory (IRT). After performing PLS-based structural equation modeling on the data collected from 400 informants studying at higher education levels, it has been found that perceived ease of use, perceived usefulness, and social influence are positively associated. In contrast, tradition, risk, and usage barriers negatively influence the intention to use ChatGPT. The first three factors have been enumerated as ‘reasons for’ whereas the latter three have been labeled as ‘reasons against’ adopting ChatGPT. Besides integrating three leading innovation adoption/resistance theories and extending them to a higher education context, thereby enriching scholarly discourse and opening new avenues for future researchers, the study provides valuable insights to practitioners and policymakers in academia to facilitate a constructive usage of ChatGPT among students, especially those pursuing higher studies.
