Kaur Mandeep, Sinha Rajendra, Chaudhary Vijesh, Sikandar M A, Jain Vipin, Gambhir Vinima, Dhiman Viney
MMIM, Maharishi Markandeshwar Deemed to be University, Ambala, India.
Central University of Himachal Pradesh, India.
Mater Today Proc. 2022;51:764-769. doi: 10.1016/j.matpr.2021.06.229. Epub 2021 Jun 18.
Employee loyalty is a complex, multifaceted construct that has been defined through numerous perspectives, including philosophical and psychological. This article, we studied the impact of wage recession on employee loyalty, the same was studied by Linz et al, 2013. We decided to study employee loyalty during this pandemic period. Based on this the study objectives are framed to determine the various dimensions of employee loyalty, the impact of wage recession on loyalty and problems faced by employees those who work from home. The study population is college teachers and ITians. In these two sectors adopted a change in their working mode (i.e work from home) and faced wage recession. ITians don't face many issues since it is not new for them but for the teaching community, work from home is an entirely new concept. Teachers try to learn to work in a new platform like google meet, zoom app, cisco Webex meet and give assignments online and conduct exams in virtual mode, leading them to prepare themselves for a changing environment. The work from home created more stress for teachers but for ITians the family intervention and network issues created more stress. Apart from these issues, the employer also reduces the payment from 10% to 50%. Both are the major contributors of employee loyalty. A questionnaire was designed based on the suggestions of HR managers. The data was collected through the virtual mode from 96 professors and 74 ITians in and around Chennai. We measured the key factors which affect employee loyalty like salary, treatment by organization, career focus, job involvement, job satisfaction, wellbeing and work recognition. The study findings revealed that pay reduction does not affect loyalty much. Lack of communication creates more work stress among the employees. This virtual mode of working increased more working hours and responsibility but poor recognition by employers. Our study results reveal that most of the respondents have moderate loyalty and if the work of employees continues to be unrecognized which may decrease the loyalty in future.
员工忠诚度是一个复杂、多面的概念，人们从众多角度对其进行了定义，包括哲学和心理学角度。在本文中，我们研究了工资下调对员工忠诚度的影响，林茨等人在2013年也进行过同样的研究。我们决定研究疫情期间的员工忠诚度。基于此，确定了研究目标，以探究员工忠诚度的各个维度、工资下调对忠诚度的影响以及居家办公员工所面临的问题。研究对象是大学教师和信息技术行业人员。这两个行业都采用了新的工作模式（即居家办公），并面临工资下调的情况。信息技术行业人员面临的问题不多，因为这对他们来说并不新鲜，但对于教师群体而言，居家办公是一个全新的概念。教师们努力学习在新平台上工作，如谷歌会议、Zoom应用程序、思科网讯会议，在线布置作业并以虚拟模式进行考试，这促使他们为不断变化的环境做好准备。居家办公给教师带来了更多压力，但对信息技术行业人员来说，家庭干扰和网络问题带来了更多压力。除了这些问题，雇主还将薪酬降低了10%至50%。这两者都是影响员工忠诚度的主要因素。根据人力资源经理的建议设计了一份问卷。通过虚拟方式从钦奈及其周边地区的96名教授和74名信息技术行业人员那里收集了数据。我们测量了影响员工忠诚度的关键因素，如薪资、组织待遇、职业关注、工作投入、工作满意度、幸福感和工作认可度。研究结果显示，薪资降低对忠诚度的影响不大。沟通不畅在员工中造成了更多的工作压力。这种虚拟工作模式增加了工作时长和工作量，但雇主的认可度较低。我们的研究结果表明，大多数受访者的忠诚度处于中等水平，如果员工的工作继续得不到认可，未来忠诚度可能会降低。
