Hilton Bali Resort is one of the hotels implementing Green Employee Relations. Hilton Bali Resort is concerned with employee performance by providing various employee activities that impact ...environmental performance. However, until now, the implementation of green employee relations has yet to be fully implemented at Hilton Bali Resort. This research aims to analyze the implementation of green employee relations and to find out how green employee relations can support environmental performance at Hilton Bali Resort. This research uses a qualitative approach with data analysis techniques, the Miles and Huberman Interactive model, which consists of data reduction, data display, and conclusion drawing/verification. Collecting data is done by interviewing the Human Resources Manager and Learning and Development Manager, doing direct observation, and validating by documentation. There are three green employee relations practices that Hilton Bali Resort has implemented, and three green employee relations practices still need to be executed perfectly. Every function of green employee relations has aided environmental performance. All parts of green employee relations can support the planet indicator: involving green practices, introducing green whistleblowing and helplines, training union representatives, joint consultations in resolving environmental issues, providing sharing programs, and recognizing unions. The profit indicator also has yet to be assisted by all functions of green employee relations. The suggestion through this research is that Hilton Bali Resort can implement the other green employee relations practices that have not been fully implemented by Hilton Bali Resort, namely introducing green whistleblowing and helplines, joint consultations in resolving environmental issues, and recognizing the union as a key stakeholder.
The purpose of this study was to determine whether there were employee engagement constructs embedded within a mandatory standard employee job satisfaction checklist given annually to Chinese hotel ...workers. Data were obtained from 13,573 employees working at 882 Chinese economy hotels. An exploratory factor analysis discovered four employee engagement constructs, namely: organizational commitment, perceptions of employee conditions, coworker relations, and supervisor-employee relations. Among these, perceptions of employment conditions and supervisor-employee relations were highly correlated. Subsequent hierarchical regression analyses revealed a model that strongly explained the variance in perceived employment conditions. These findings produced a meaningful way for hotel companies to gain a better understanding of how to improve employee engagement and improve employees' working conditions.
The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both ...social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.
This paper attempts to distinguish the deceptive practice completed by the Nissan. It additionally endeavors to analyze the effect of these exploitative practices on their individual worker ...execution, their representative relations, organization validity, and on the general public. Exercises can be gained from these encounters and preventive measures can be connected crosswise over global fringes to improve business lead in other creating economies. The present research paper is conceptualized and depends on contextual investigation examination so as to discover the effect of Nissan's deceptive practices on the partners. It was discovered that because of Nissan's obliviousness of security individuals lost the trust in Nissan vehicles and decided on different autos. Consequently the brand notoriety of Nissan's was smashed.
As the war for talent intensifies, there is growing evidence that a company's corporate social responsibility activities comprise a legitimate and compelling way to attract and retain good employees. ...To burnish their social responsibility credentials and thereby attract and retain talent, CEOs of companies such as Home Depot, Delta Air Lines and SAP recently pledged to deploy millions of employee volunteers on various community projects. But few organizations have figured out how to use CSR properly as part of their employee engagement efforts. They fall short of communicating their CSR intentions and initiatives to their employees and tend to keep CSR decisions in the hands of senior managers. At the same time, they fail to understand which CSR initiatives work best to excite which groups of employees. When used properly, CSR can strengthen employees' engagement by creating the feeling that they are part of a larger corporate mission and that the company shares their values, and by helping them enhance their own social connections. This article draws on recent studies to confirm that CSR can yield substantial returns for both employees and the company. The research demonstrates that CSR initiatives can fulfill employees' needs and motivate them to identify strongly with their employers. Using frequent verbatims from study participants, the article portrays the challenges that companies face in making the most of their CSR strategies internally. The authors then recommend five practical steps that can help business leaders increase CSR's effectiveness as a lever for talent management, acquisition, and retention.
Employee relation has emerged as a major point of concern for human resource practitioners. This paper investigated all the possible variables affecting employee relations in the organization through ...an extensive literature review. A review framework was adopted to fulfill the research objectives of the proposed study. The implications of mediating and moderating variables will be helpful for the manager in building the values and culture by developing the relation of employer-employer. Previous studies have found occasional constructs on the employee relation for a sustainable organization. These study insights on the important variables help in building a strong relationship with employee and employer for sustainable growth. This study focuses on the variables of employee relation which gives strength to employee-employer relations in line with sustainability.
The growth of precarious work since the 1970s has emerged as a core contemporary concern within politics, in the media, and among researchers. Uncertain and unpredictable work contrasts with the ...relative security that characterized the three decades following World War II. Precarious work constitutes a global challenge that has a wide range of consequences cutting across many areas of concern to sociologists. Hence, it is increasingly important to understand the new workplace arrangements that generate precarious work and worker insecurity. A focus on employment relations forms the foundation of theories of the institutions and structures that generate precarious work and the cultural and individual factors that influence people's responses to uncertainty. Sociologists are well-positioned to explain, offer insight, and provide input into public policy about such changes and the state of contemporary employment relations.
Research summary: In this paper we adopt a core-periphery approach to specify the direct and indirect effects of social capital on organizational performance. We suggest that social capital deriving ...from stable task relationships between organizational members has a direct positive effect on organizational performance. Said effect depends, in both strength and functional form, on whether actors involved in stable dyads are located at the core or at the periphery of the organization. We also argue that core and peripheral social capital affect performance indirectly by moderating the organization's ability to leverage its human capital to improve performance. Results from a 48-year study of the National Basketball Association support our arguments and bear important implications for strategic human resource practices and organizational performance in competitive settings. Managerial summary: Stable work relationships among employees generate trust, more efficient work routines, common understanding and thus higher organizational performance. These benefits depend on the location of such stable relationships in the organization. Relational stability among core organizational members has an immediate, strong impact on performance, an effect that plateaus as stability grows. Stable relationships between core and peripheral members have instead a weaker, yet linear effect on performance. The location of stable relationships is also critical to leverage the talent of core employees, whose contribution to performance is stronger when relational stability is high in the organizational core, yet hindered by stable relations between core and periphery. Such findings provide relevant implications for strategic human resource management, in particular for choices regarding team composition and managing stars.
What is the social responsibility (SR) an organization has to its employees? Seasoned experts have observed that existing SR literature predominantly emphasizes external SR to society while largely ...overlooking internal SR towards organizational employees. This can be misleading when nonprofit organizations (NPOs) provide labor-intensive social services, where the quality of labor inputs directly affects the desired outcomes. This study examines the relationship between the institutionalization of SR structures (SR vision and strategic plans, ethical codes, and SR units) and internal SR as measured by employee relations, using multi-level theoretical approaches. The findings suggest that the presence of SR structures in NPOs leads to improved relationships between employers and employees, manifested through enhanced compensation, working conditions, and employee protection programs. However, structural properties marginally affect NPOs in comparison to for-profit organizations.
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