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CIHRM Annotated Bibliography
Annotated Bibliography
Ali Shah, S. A., Uddin, I., Aziz, F., Ahmad, S., Al-Khasawneh, M. A., & Sharaf, M. (2020). An Enhanced
Deep Neural Network for Predicting Workplace Absenteeism. Complexity, 1–12.
https://doi.org/10.1155/2020/5843932
One of the key factors for organizational success and sustainability is employee commitment.
Organizations rely on their employees to devote a certain number of hours per month to their
work, which reflects their punctuality and attendance. However, absenteeism is a costly and
pervasive problem that affects both the productivity and the revenue of organizations. When
hiring new employees, organizations lack a reliable way to assess their future punctuality and
attendance behavior.
In this paper, the authors present Neural Networks and Deep Learning algorithms that can predict
how punctual and regular employees will be at their workplace. They compare the performance
of the proposed method with traditional machine learning techniques on the task of predicting
employee absenteeism. This method can help organizations to identify the factors that influence
employee absenteeism and to select the most suitable candidates for their jobs, which can reduce
the cost of hiring inefficient or habitually absent employees and improve the productivity and
performance of the organization.
Beef. (2020). Workplace dating: Pitfalls and policies.
https://doi.org/https://go.openathens.net/redirector/liberty.edu?url=https://www.proquest.com/
trade-journals/workplace-dating-pitfalls-policies/docview/2342984548/se-2
The purpose of this journal article is to discuss the rising issues involving workplace
relationships. It is not uncommon for employees to develop romantic relationships in the
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workplace. However, these romances can sometimes cause problems, especially when they
involve a manager and a subordinate. This can lead to accusations of bias, favoritism, or coercion
from other employees. Workplace romances can affect productivity, morale, and even legal
issues. Therefore, it is important for employers to have clear policies and guidelines on how to
handle them. As more and more employers recognize the negative impact of workplace dating on
their productivity and profits, they are implementing and enforcing policies that prohibit or
regulate romantic relationships among co-workers. These fraternization policies aim to prevent
conflicts of interest, favoritism, harassment, and discrimination that may arise from workplace
dating. They also protect the employer from potential legal liabilities and reputational damage
that may result from such relationships.
Hegland, T. A., & Berdahl, T. A. (2022). High Job Flexibility And Paid Sick Leave Increase Health Care
Access And Use Among US Workers. Health Affairs, 41(6), 873-21.
https://doi.org/10.1377/hlthaff.2021.01876
This study examined how job flexibility, both in terms of informal arrangements and formal
policies such as paid sick leave, influenced health care access and use among Us workers. Data
was used from a national survey of Us workers who participated in the Medical Expenditure
Panel Survey-Household Component from 2017 to 2019, along with occupational data from the
Occupational Information Network database, version 25.0. The study found that job flexibility
was positively related to health care access and use. For every one-unit increase in job flexibility,
workers were 2.15 percentage points more likely to have an office-based health care visit in the
past year and 2.42 percentage points more likely to have a usual source of care. Having paid sick
leave also increased the likelihood of having an office-based health care visit by 3.83 percentage
points. However, job flexibility and paid sick leave were unevenly distributed across workers.
Policies that enhance job flexibility and provide paid sick leave could improve health care access,
use, and equity for workers.
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CIHRM Annotated Bibliography
Kaufman, G. (2020). Fixing parental leave: The six-month solution... New York University Press.
In her book Fixing Parental Leave, Kaufman (Davidson College) examines how the US lags other
countries in providing adequate support for families, especially in terms of parental leave. She
compares the parental leave policies of the US, UK, and Sweden, and shows how they affect the
well-being of families and the participation of women in the workforce. She also explores how
parental leave is linked to gender equality, and argues that the Swedish model, despite its
effectiveness in reducing gender gaps, is unlikely to be adopted by the US for various reasons.
However, she suggests that the US could learn from the UK model, which has some flaws but
also some advantages over the US system. While many countries have made significant progress
in addressing this crucial issue, the US remains an outlier among the developed nations, failing to
meet the needs and expectations of its citizens. This situation reflects a lack of political will and
social consensus on the importance of gender equality and family well-being.
King, A. T., Gontarz, J., & Wei, H. (2020). Employee engagement and absenteeism: A step towards
improving patient care. Nursing Forum, 3, 356–361. https://doi.org/10.1111/nuf.12435
A growing body of research suggests that authentic leadership, employee engagement, and lower
burnout levels are closely linked. However, the impact of employee engagement on absenteeism
among nursing staff is not well understood. This article presents how leadership strategies based
on engagement were applied to reduce absenteeism in a general surgery unit at a community
hospital in the Southeast Community Hospital. The goal of this Quality Improvement project was
to reduce absenteeism by using an employee engagement approach over a period of 5 months.
Employee attendance software was used to monitor absences before the intervention and after the
intervention. Out of the 32-unit employees, 67% were included in the data analysis as they
worked during both the pre- and post-intervention periods. There were 51 staff absences before
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CIHRM Annotated Bibliography
the intervention, compared with 37 absences after the intervention, resulting in a decrease in
absenteeism. These findings imply that burnout is associated with absences, which can affect
patient care.
Melinda, L., Abby, C., & Paula, M. (2019, June 6). Just benefits? Employee benefits and organizational
justice-| Emerald Insight. Discover Journals, Books & Case Studies |JEmerald Insight; Employee
Relations. https://www.emerald.com/insight/content/doi/10.1108/ER-11-2017-0285/full/html
Employee benefits are an important part of the work and employment relations debate, especially
when wages are not increasing much. Previous research has found that unfair benefits can lower
employees' engagement, performance and retention. However, no one has looked at what makes a
benefits system fair or unfair for employees. This paper uses organizational justice theory to
explore how different aspects of an employee benefits system affect employees' fairness
perceptions. This paper is based on a qualitative, inductive case study of the benefits system in a
large finance and insurance company. It uses three sources of data: interviews with the company's
benefits managers, organizational documents and open-text responses from a benefits survey. The
paper identifies three aspects of the benefits system that strongly influence fairness perceptions
including the access and use of benefits; the fairness of benefits to other people; and the
transparency of employee benefits. This study provides insights for organizations and benefits
managers on how supervisors can influence employees' perceptions of benefits usability.
No-Fault Points-Based Attendance Policy May Violate ADA. (2022). HRNews.
,https://go.openathens.net/redirector/liberty.edu?url=https://www.proquest.com/trade-journals/no-
fault-points-based-attendance-policy-may/docview/2754044467/se-2
According to the attendance policy, employees would not receive any occurrence points for
missing work or being late if they had one of the following reasons: 1) they were on short-term
disability leave from AutoZone, 2) they had a leave of absence approved under the Family and
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CIHRM Annotated Bibliography
Medical Leave Act, 3) they had to perform emergency volunteer duties, such as being an
emergency medical technician, firefighter or police officer, or 4) they had approved vacation,
funeral leave, military service, jury duty, hospital stay, work-related injuries or approved leaves of
absence. The EEOC and the defendants both asked the district court to rule in their favor without
a trial. The court did not agree with most of the defendants' requests, especially when it came to
each employee's case. The court also did not accept Autozoners' claim that the attendance policy
matched the essential job function of regular attendance.
Quinby, L. D. (2019). Do Deferred Retirement Benefits Retain Government Employees? Journal of
Policy Analysis and Management, 2, 469–509. https://doi.org/10.1002/pam.22173
The impact of deferred retirement benefits on employee retention in the U.S. public division is
examined in this study. The study focuses on state government employees in Michigan who
experienced a change in their pension plan from a defined‐benefit plan to a defined‐contribution
plan. The study uses a regression discontinuity approach based on the date of hire to compare
employees who were eligible for different pension plans. The results show that the reduction in
deferred benefits led to a small percentage point drop in the likelihood of staying in state
employment for at least 10 years. The likelihood of leaving with several years of service
increased correspondingly. The study also finds that aging professional workers were more
sensitive to the changes in their retirement benefits, while young adult workers did not alter their
labor supply significantly.
Ranta, M., & Ylinen, M. (2023). Employee benefits and company performance: Evidence from a high-
dimensional machine learning model. Management Accounting Research.
https://doi.org/10.1016/j.mar.2023.100876
This model uses new data from social media to study how US companies give different benefits
to their employees and how they relate to various measures of company performance. The most
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CIHRM Annotated Bibliography
common benefits are 401(k), employee discounts, parking, and vision/dental healthcare, while the
least common are free food and family benefits. Powerful machine learning models and
explainable artificial intelligence tools are used to find out that family benefits are often linked to
the happiest employees and the best companies. The results show that companies that grow fast
tend to offer a wide range of benefits to their workers. On the other hand, companies that make a
lot of profit tend to focus on providing a few specific benefits. This model suggests that
companies use rare and attractive benefits to retain and attract high performers. The success of
companies depends largely on how well they execute their strategies, and this requires the
involvement and commitment of employees as key company stakeholders.
Von Bergen, C. W. (2020). Love Contracts in the Workplace. Journal of Organizational Psychology,
20(4), 141-149. https://doi.org/https://go.openathens.net/redirector/liberty.edu?url=https://
www.proquest.com/scholarly-journals/love-contracts-workplace/docview/2468395553/se-2
Workplace romances are a type of interpersonal relationship that occur between two employees of
the same organization who share a mutual sexual attraction, express their feelings for each other,
and acknowledge their relationship as more than just professional and friendly. Workplace
romances can have various benefits and drawbacks for the individuals involved, as well as for the
organization. Some of the possible advantages of workplace romances are increased motivation,
productivity, creativity, and satisfaction at work, as well as enhanced social support and emotional
well-being. However, some of the potential disadvantages of workplace romances are conflicts of
interest, favoritism, nepotism, harassment, discrimination, ethical dilemmas, and reduced morale
and trust among co-workers. Workplace romances can also pose legal risks for the organization if
they result in lawsuits or complaints based on allegations of sexual harassment, hostile work
environment, breach of contract, or violation of policies. To protect themselves from potential
liability for sexual harassment claims, companies may want to consider using love contracts.
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