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Journal articles on the topic 'Meaningful workplace'
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Smids, Jilles, Sven Nyholm, and Hannah Berkers. "Robots in the Workplace: a Threat to—or Opportunity for—Meaningful Work?" Philosophy & Technology 33, no. 3 (November 1, 2019): 503–22. http://dx.doi.org/10.1007/s13347-019-00377-4.
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Abstract The concept of meaningful work has recently received increased attention in philosophy and other disciplines. However, the impact of the increasing robotization of the workplace on meaningful work has received very little attention so far. Doing work that is meaningful leads to higher job satisfaction and increased worker well-being, and some argue for a right to access to meaningful work. In this paper, we therefore address the impact of robotization on meaningful work. We do so by identifying five key aspects of meaningful work: pursuing a purpose, social relationships, exercising skills and self-development, self-esteem and recognition, and autonomy. For each aspect, we analyze how the introduction of robots into the workplace may diminish or enhance the meaningfulness of work. We also identify a few ethical issues that emerge from our analysis. We conclude that robotization of the workplace can have both significant negative and positive effects on meaningful work. Our findings about ways in which robotization of the workplace can be a threat or opportunity for meaningful work can serve as the basis for ethical arguments for how to—and how not to—implement robots into workplaces.
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Ball, Jane. "Meaningful work: a reflection on ‘Occupation Workplace’." Journal of Visual Art Practice 13, no. 1 (January 2, 2014): 61–84. http://dx.doi.org/10.1080/14702029.2014.945838.
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Riivari, Elina, Virpi Malin, Päivikki Jääskelä, and Teija Lukkari. "University as a workplace: searching for meaningful work." Teaching in Higher Education 25, no. 3 (December 30, 2018): 286–304. http://dx.doi.org/10.1080/13562517.2018.1563061.
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Chamberlain, Jeanette G., and Andrew G. Sparber. "Cancer: Are Support Groups Meaningful in the Workplace?" AAOHN Journal 34, no. 1 (January 1986): 10–13. http://dx.doi.org/10.1177/216507998603400103.
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Allan, Blake A., Elliot A. Tebbe, Lauren M. Bouchard, and Ryan D. Duffy. "Access to Decent and Meaningful Work in a Sexual Minority Population." Journal of Career Assessment 27, no. 3 (February 14, 2018): 408–21. http://dx.doi.org/10.1177/1069072718758064.
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People who identify as sexual minorities consistently face barriers to decent and meaningful employment, especially when coupled with additional constraints such as low socioeconomic status or marginalization experiences. Drawing from the psychology of working theory as our theoretical framework, this study examined the relations of economic constraints (social class) and marginalization (negative sexual minority workplace climate) to work volition, decent work, and meaningful work with a sample of working adults identifying with sexual minority identities. Consistent with hypotheses, social class and workplace climate indirectly predicted decent work, via work volition, and workplace climate also directly predicted decent work. Decent work and work volition were each direct predictors of meaningful work and decent work partially mediated the relation of work volition to meaningful work. Results highlight the importance of advocacy and adequate workplace supports for sexual minority individuals.
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Ismail, Norhayati, and Chitra Sabapathy. "Workplace Simulation." Business and Professional Communication Quarterly 79, no. 4 (August 20, 2016): 487–510. http://dx.doi.org/10.1177/2329490616660814.
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In the redesign of a professional communication course for real estate students, a workplace simulation was implemented, spanning the entire 12-week duration of the course. The simulation was achieved through the creation of an online company presence, the infusion of communication typically encountered in the workplace, and an intensive and integrated approach to task design. An analysis of students’ and tutors’ perceptions of the changes shows higher student engagement, with the redesigned course resulting in learning that is both relevant and meaningful to workplace communication, which has implications for the teaching and learning of professional communication skills in higher education.
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Pradhan, Rabindra Kumar, and Lalatendu Kesari Jena. "Workplace Spirituality and Employee Job Behaviour." Paradigm 20, no. 2 (December 2016): 159–75. http://dx.doi.org/10.1177/0971890716670721.
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Effective employee job behaviour is often driven by suitable work environment that continually provides a meaningful job assignment throughout one’s professional career. Recent researches in organizational studies have strengthened the notion of workplace spirituality for creating meaningful job, delight, contentment and hope at work that generate employee engagement, and organizational commitment. Such type of job behaviour is expected to produce better job performance of employees while deriving higher productivity of the organization. Keeping this in view, the present study was designed to examine the role of workplace spirituality in employee job behaviour through the construct of employee engagement and organizational commitment. The findings revealed that factors of workplace spirituality significantly and positively influence job behaviour dimensions. It also reported that workplace spirituality has significant effects on vigour and affective commitment. The meaningful work dimension of workplace spirituality was found to be significant predictors of employee engagement and organizational commitment. The study has a number of implications for academicians and human resource (HR) professionals for devising suitable mechanisms to create individual–organization fitment interventions.
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Singh, Jasmeet, and Vandana Gambhir Chopra. "Workplace Spirituality, Grit and Work Engagement." Asia-Pacific Journal of Management Research and Innovation 14, no. 1-2 (March 2018): 50–59. http://dx.doi.org/10.1177/2319510x18811776.
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Workplace spirituality and grit are gaining momentum among researchers, academicians and business professionals. While workplace spirituality is an extrinsic factor which refers to a supportive working environment, grit is an internal factor which refers to passion and perseverance. The aim of this article is to examine the impact of workplace spirituality and grit on work engagement. Data were collected using standardised questionnaires from 275 full-time employees working in various government, private and public–private organisations in Delhi-NCR, India. Correlational analysis showed a positive correlation between components of workplace spirituality (inner life, meaningful work and community) and components of work engagement (attention and absorption) and between components of grit (consistency of interest and perseverance) and components of work engagement (attention and absorption). Hierarchical multiple regression analysis showed that meaningful work, consistency of interest and perseverance significantly predicted work engagement after controlling for gender, age, tenure and educational qualification. This implies that organisations should hire employees with high grit and provide them with meaningful work to enhance their engagement. Practical and theoretical implications, along with the limitations of the study, are discussed.
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Cemaloğlu, Necati, and Ayhan Duykuluoğlu. "Relationship Between Teachers’ Workplace Friendship Perceptions and Conflict Management Styles." International Education Studies 12, no. 9 (August 29, 2019): 42. http://dx.doi.org/10.5539/ies.v12n9p42.
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It can be put forward that workplace friendship has impact on some organizational variables such as organizational commitment, job satisfaction and intentions to leave the job (Morrison, 2005, pp. 152-153). The preferences of the employees can also be influenced by their perceptions about workplace friendship. In this study, it was aimed to find out the predictive levels of employees’ workplace perceptions for their preferences about the conflict management styles. The research was designed as a descriptive survey model. The scales of “workplace friendship” and “Rahim Organizational Conflict Management” were utilized as data collection tools. The correlations among and predictive levels of sub-dimensions of workplace friendship scale for the conflict management styles were analyzed by means of multiple regression analysis. At the end of the analyses, it was found out that the variable of friendship prevalence is a meaningful predictor of conflict management style of integrating, friendship opportunity is a meaningful predictor of compromising style, and friendship prevalence and friendship opportunity variables together are the meaningful predictors of avoiding style.
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Musa, Faridah, Norlaila Mufti, Rozmel Abdul Latiff, and Maryam Mohamed Amin. "Project-based Learning: Promoting Meaningful Language Learning for Workplace Skills." Procedia - Social and Behavioral Sciences 18 (2011): 187–95. http://dx.doi.org/10.1016/j.sbspro.2011.05.027.
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Kumar, Sunil. "A study of perceived workplace spirituality of school teachers." Psychological Thought 11, no. 2 (October 31, 2018): 212–23. http://dx.doi.org/10.5964/psyct.v11i2.298.
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Teaching as a profession demands calling and commitment beyond human’s limitations. The conscious choices by teachers are leading them toward stress, burnout, and conflicts at personal and professional levels. The aim of present study is to explore the perceived workplace spirituality of school teachers. The information was collected from 243 Indian school teachers. The meaningful work, meaningful life, interpersonal relationship and working environment were extracted as main dimensions of workplace spirituality in schools. The factor structure was validated by using partial least square structure equation modeling. Workplace spirituality was discussed as a measure to overcome issues related to teaching and teachers. This research will lead the future researchers to explore and empirically verify sources of workplace spirituality in classroom settings.
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Yılmaz, Ercan, and Hüseyin Arslan. "Examination of relationship between teachers' loneliness at workplace and their life satisfaction." Pegem Eğitim ve Öğretim Dergisi 3, no. 3 (September 1, 2013): 59–69. http://dx.doi.org/10.14527/c3s3m6.
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This research aims to examine teachers' life satisfaction level and their loneliness at workplace according to some variables. It also aims to find out predictive role and its level of teachers' loneliness at workplace on their life satisfaction. Research is carried out in accordance with relational screening model and 402 primary school teachers who are working in Ankara during 2012-2013 academic year and selected from 35 primary schools by use of disproportionate cluster sampling method constitutes the sample of the research. The data is collected with ''the scales of loneliness at workplace and life satisfaction'' and tested by making use of multiple regression technique. The differentiation levels in terms of teachers' life satisfaction and their loneliness at workplace, their sexes, marital status, attendance to concerted social activities out of school and union membership are analysed using T test. Research findings indicate that while there is not a significant difference between teachers' loneliness level at workplace with respect to marital status in the dimension of emotional deprivation, there is a meaningful diffrence in the dimension of social friendship. Single teachers feel themselves lonelier at workplace than married ones in social friendship dimension. According to marital status variable, life satisfaction levels show significant difference in favor of married teachers. Moreover, between the points of teachers' life satisfaction and the points of their loneliness at workplace in the dimensions of emotional deprivation and social friendship, there is meaningful negative way relationship. It is also inferred that there is a meaningful opposite relationship between emotional deprivation dimension of teachers' loneliness at workplace and social friendship dimension of their life satisfaction.
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van Dam, Karen. "Workplace Goal Orientation." European Journal of Psychological Assessment 31, no. 1 (June 1, 2015): 62–68. http://dx.doi.org/10.1027/1015-5759/a000207.
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A measure for workplace goal orientation was developed and validated across three independent samples. In Study 1 (n = 415), scales for workplace learning, performance, and avoidance goal orientation were developed. Study 2 (n = 511) examined the scales’ associations with dispositional goal orientations and employee achievements. Study 3 (n = 292) investigated the scales’ associations with several workplace characteristics, that is, autonomy, challenging work, and Leader-Member Exchange (LMX). The data were analyzed with confirmative factor analysis and structural equation modeling. Overall, the findings indicate that the scales were reliable, measured distinct constructs, were distinct from measures for dispositional goal orientation, contributed to the prediction of self-reported achievement beyond the effect of dispositional goal orientation, and had meaningful relationships with workplace characteristics. As such, the new measure appears a valuable tool for measuring workplace goal orientation that can be used for theoretical and applied purposes.
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Tayebiniya, Narjes Khatun, and Narges Saeidian Khorasgani. "THE RELATIONSHIP BETWEEN WORKPLACE SPIRITUALITY AND JOB PERFORMANCE AMONG STAFF OF AZAD ISLAMIC UNIVERSITY, IRAN." Humanities & Social Sciences Reviews 6, no. 1 (February 12, 2018): 14–18. http://dx.doi.org/10.18510/hssr.2018.613.
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Purpose: This study aims at specifying the relationship between workplace spirituality and job performance among Isfahan Azad Islamic university's staff.
Methodology: This study is descriptive correlational one conducted in 2015. Research population were all Isfahan Azad University staff, 375 individuals among the 189 ones were accidently and based on the mass of their department, and Cochran sample mass selected. Instruments used in this study were Ashmos (2000)'s 22-item questionnaire of workplace spirituality and Paterson's (1970) 15-item questionnaire of job performance. The stability of these questionnaires in Cronbach's Alpha was computed as 0.88 and 0.83 for workplace spirituality and job performance, respectively. Data extracted in this study was analyzed through multi-regression tests, Pierson correlation coefficient and SPSS software of variance analytical tests.
Main Findings: The results of this study show that there exists a meaningful relation between workplace spirituality (r=0.330), meaningful work (r=0.287), a sense of connection and positive social relations with coworkers (r=0. 298), individual's alignment with the organization's values (r=0.326) and job performance. (P=0.001) in the first step, from among these workplace spirituality dimensions, meaningful work is the best indicator of staff's job performance.
Implications: This study and results can throw light on strategies to be adopted to enhance job performance in University staff.
Originality: This type of study is done first time in University.
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Daniel, Jose Luis. "Workplace spirituality and stress: evidence from Mexico and US." Management Research Review 38, no. 1 (January 19, 2015): 29–43. http://dx.doi.org/10.1108/mrr-07-2013-0169.
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Purpose – The purpose of this article is to study the relationship between three dimensions of workplace spirituality (inner life, meaningful work and sense of community) and work stress in Mexico and the USA. Design/methodology/approach – Structural equation modeling was used as the statistical tool. The technique for conducting the analysis was partial least squared. The total sample size consisted of 304 individuals from both countries. Findings – Results show that for both countries, inner life and sense of community were found to be insignificant. However, meaningful work was found to be negatively and significantly correlated with work stress for both countries. Results suggest that in both countries, when employees conduct meaningful activities, they perceive less stress. Research limitations/implications – For the US sample, an important percentage of individuals were part-time workers. This could have an effect on the perception of workplace spirituality and work stress because the employees do no spend enough time in the workplace. Second, compared to Mexico, the majority of the US sample was collected in the southern part of the country. Practical implications – Results can provide guidance for human resources managers and business specialists to understand the importance of conducting meaningful activities at work to control, manage and prevent stress at work. For instance, rotation at work of employees could be a potential technique for stress reduction. Originality/value – This study contributes by studying samples from two different countries. In addition, it seeks to understand the relationship between workplace spirituality and work stress.
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Wall, Tony, Jayne Russell, and Neil Moore. "Positive emotion in workplace impact." Journal of Work-Applied Management 9, no. 2 (December 4, 2017): 129–46. http://dx.doi.org/10.1108/jwam-07-2017-0017.
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Purpose The purpose of this paper is to highlight the role of positive emotions in generating workplace impacts and examine it through the application of an adapted appreciative inquiry process in the context of a work-based project aimed at promoting integrated working under challenging organisational circumstances. Design/methodology/approach The paper adopts a case study methodology which highlights how an organisation facing difficult circumstances (such as austerity measures, siloed cultures, constant threats of reorganisation, and requirement to work across occupational boundaries) adapted an appreciative inquiry intervention/method. Findings This paper found, first, that the utilisation of appreciative inquiry in the context of an adapted work-based project in difficult organisational circumstances generated positive emotions manifest through a compelling vision and action plans, second, that the impacts (such as a vision) can become entangled and therefore part of the wider ecological context which promotes pathways to such impact, but that, third, there are a various cultural and climate features which may limit the implementation of actions or the continuation of psychological states beyond the time-bound nature of the work-based project. Practical implications The paper illustrates how an organisation adapted a form of appreciative inquiry to facilitate organisational change and generated outcomes which were meaningful to the various occupational groupings involved. Originality/value This paper offers new evidence and insight into the adaptation of appreciative inquiry under challenging circumstances in the context of a work-based learning project. It also provides a richer picture of how positive emotion can manifest in ways which are meaningful to a localised context.
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Brini, Mohamed Fares. "Multi-focal Analysis of Workplace Spirituality and Employee Commitment: Exploratory Empirical Assessment." International Journal of Human Resource Studies 11, no. 1 (January 29, 2021): 179. http://dx.doi.org/10.5296/ijhrs.v11i1.18096.
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The purpose of this paper was to examine the contribution of workplace spirituality to employee commitment from a multi-focal perspective at the individual, group and organizational levels. Obtained data from a random sample of 111 Tunisian employees were analysed using PLS-SEM to test the proposed hypothesis of the study. The findings revealed that three-dimensional workplace spirituality (meaningful work, sense of community and organizational values) contributed positively and significantly to multiple commitment levels (individual, group and organization levels). Besides, these spiritual dimensions contributed to more than one level and showed that workplace spirituality framework can provide an expanded contribution to the multiple commitment research. In particular, meaningful work had the largest contribution to all commitment levels and can offer unique approach to manage overall commitment within organizations.
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Iqbal, Qaisar, and Noor Hazlina Ahmad. "Workplace spirituality and nepotism-favouritism in selected ASEAN countries: the role of gender as moderator." Journal of Asia Business Studies 14, no. 1 (January 3, 2020): 31–49. http://dx.doi.org/10.1108/jabs-01-2018-0019.
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Purpose Many scholars of business ethics have emphasised for new research theories and methods that make a substantial contribution to improving business ethical practices and standards globally. This study aims to explore the impact of workplace spirituality and its four dimensions-meaningful at work, transcendence, mindfulness and compassion over the nepotism-favouritism in ASEAN Region. This study also contributes to literature by investigating role of gender over the association of workplace spirituality, and its dimensions with nepotism-favouritism. Design/methodology/approach Data was collected through self-administered questionnaires from employees of the service sector working in Singapore, Malaysia and Myanmar. SPSS and SmartPLS software were used for data analysis. Findings The findings of this study suggest that there is significant negative impact of workplace spirituality on the nepotism-favouritism. Four dimensions-meaningful at work, transcendence, mindfulness and compassion has significantly negative influence on nepotism/favouritism. With change of gender, impact of workplace spirituality and its three dimensions-meaningful at work, compassion and transcendence exhibit varying influence on the nepotism-favouritism, which indicates presence of moderating effect. This study concludes with no moderating impact of gender over the association of mindfulness and nepotism-favouritism. Originality/value This study presents empirical evidence from ASEAN region, which is useful for practitioners to abolish corruption in the context of nepotism-favouritism.
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Kendall, Mumphord Holland, and Martha Hollis. "Workplace Spirituality and the Motivational Impact of Meaningful Work: An Experimental Study." Academy of Management Proceedings 2018, no. 1 (August 2018): 11513. http://dx.doi.org/10.5465/ambpp.2018.11513abstract.
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Saunders, Sara, Bernadette Nedelec, and Ellen MacEachen. "Work remains meaningful despite time out of the workplace and chronic pain." Disability and Rehabilitation 40, no. 18 (May 24, 2017): 2144–51. http://dx.doi.org/10.1080/09638288.2017.1327986.
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McGranahan, Lucas. "Meaningful Labour, Employee Ownership, and Workplace Democracy: A Comment on Weidel (2018)." Journal of Human Development and Capabilities 21, no. 4 (June 28, 2020): 389–97. http://dx.doi.org/10.1080/19452829.2020.1786677.
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Et. al., Mohammed Wamique Hisam,. "Impact of Workplace Spirituality on Organizational Commitment – A Study in an Emerging Economy." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 984–1000. http://dx.doi.org/10.17762/turcomat.v12i4.589.
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Workplace spirituality has emerged as one of the effective mechanisms to induce organizational commitment, job involvement, creativity, innovation and to reduce employee turnover intentions. This has attracted the attention of researchers worldwide, and there have been several studies on the components and effect of workplace spirituality on employee performance in Western nations. The Covid 19 pandemic has led to job losses and pay cuts across industries, leading to an alarming Increase in stress, depression and alcohol and substance abuse among employees. However, hardly any studies have been conducted on workplace spirituality in the Gulf Cooperation Council (GCC) region, leaving a gap in the literature. This study investigates the impact of four dimensions of workplace spirituality namely, meaningful work, inner life, organizational values and sense of community on the organizational commitment of employees working in various organizations in Oman during Covid-19. The study employs survey data collected from 117 respondents across various managerial levels using a structured questionnaire having 20 items. The data has been analyzed using SmartPLS 3 software. The results reveal the impact of the chosen dimensions of workplace spirituality on the organizational commitment of employees. The findings of the study suggest that meaningful work has the highest impact on organizational commitment, followed by inner life and sense of community. Organizational values have been found not to have a significant effect on organizational commitment. Workplace spirituality can have a profound impact on the mental health and wellbeing of employees in these troubled times.
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Hogan, Anthony, Su Mon Kyaw-Myint, Debra Harris, and Harmony Denronden. "Workforce Participation Barriers for People With Disability." International Journal of Disability Management 7 (May 18, 2012): 1–9. http://dx.doi.org/10.1017/idm.2012.1.
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Access to meaningful and equitably paid work is an ongoing issue facing people with disabilities across the world. This article is concerned with the nature and extent of workplace accommodation currently made available in Australia to people with disabilities. The article is based on analysis of theAustralian Survey of Disability Ageing and Carers(2003). The article first ratifies existing findings in the literature that people with disability are less likely to be employed and where employed, are likely to be underemployed and underpaid. Restrictions in the ability to participate in paid work without accommodations were common with the need for accommodation varying from 43% through to 91%, depending on the nature of disability experienced. We identify the possibility that people with disability self-select themselves into workplaces where they can self-accommodate their own access needs. Generally, the extent of workplace accommodations provided were low (12%–27%). Known stratifying factors (gender, ethnicity, and education) exacerbated existing barriers to accessing employment. Workers with higher training needs were less likely to secure employment while people accessing the workplace with the benefit of an advocate were more likely to be in the workforce. Strategies for enhancing employment outcomes are discussed.
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NILSSON, PETRA, H. I. ANDERSSON, GÖRAN EJLERTSSON, and KERSTIN BLOMQVIST. "How to make a workplace health promotion questionnaire process applicable, meaningful and sustainable." Journal of Nursing Management 19, no. 7 (September 29, 2011): 906–14. http://dx.doi.org/10.1111/j.1365-2834.2011.01257.x.
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Loi, Natasha M., and Di Helen Ng. "The Relationship between Gratitude, Wellbeing, Spirituality, and Experiencing Meaningful Work." Psych 3, no. 2 (May 18, 2021): 85–95. http://dx.doi.org/10.3390/psych3020009.
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Poor mental wellbeing not only affects an individual and their family, but it also affects the workplace and the society as a whole. Consequently, it is crucial to investigate approaches that can promote a positive mindset in order to enhance wellbeing. This study aimed to explore the association between gratitude, wellbeing, spirituality, and experiencing meaningful work. A sample of 197 participants (69.5% female) completed measures of gratitude, experiencing meaningful work, spirituality, and several wellbeing indices. Gratitude was significantly positively associated with happiness, life satisfaction, flourishing, positive affect, spirituality, and experiencing meaningful work. A mediation analysis revealed that the relationship between wellbeing and experiencing meaningful work was partially mediated by gratitude. Additionally, spirituality did not moderate the relationship between gratitude and experiencing meaningful work. Overall, the findings indicate that fostering a grateful mindset could enhance wellbeing and work engagement, which in turn could lead to the experience of meaningful work.
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Choi, Young-Gun, Kyounghee Chu, and Eun Jung Choi. "The Impact of Video Game Addiction in the Workplace." International Journal of Cyber Behavior, Psychology and Learning 8, no. 2 (April 2018): 1–19. http://dx.doi.org/10.4018/ijcbpl.2018040101.
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There are extensive studies about video game addiction. However, empirical research on this topic in a workplace context is rare. The purpose of this study, is to empirically test how video game addiction affects organizational behaviors and how to attenuate this effect. The SEM analysis of survey data from office workers in South Korea found that both workplace bullying and abusive supervision induces video game addiction in employees, and that employees' video game addiction increases with both work-to-family conflicts and family-to-work conflicts. Furthermore, this study specifically found that the strength of the indirect effect of video game addiction between workplace bullying and work-family conflicts depends on the worker's perceived organizational supports (POS). POS attenuates the negative impacts of workplace bullying and abusive supervision. These results are meaningful because this is the first study to identify the dynamic mediating impact of video game addiction in workplace.
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Sapra, Jayashree, and Ishita Mathur. "Effect of Dimensions of Workplace Spiritualism: Meaningful Work, Sense of Community, Organizational Values and Compassion with Reference to Job Satisfaction." Electronic Journal of Education, Social Economics and Technology 1, no. 1 (August 30, 2020): 10–17. http://dx.doi.org/10.33122/ejeset.v1i1.5.
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Workplace spiritualism (WS), although a newer concept, is seen to have gained tremendous importance in the recent years and is expected to furthermore expand in scope and applicability in future The objective of this research paper is to understand the impact of workplace spiritualism on the degree of job satisfaction of employees with special reference to IT industry. Through this research impact of Workplace Spiritualism on enhancing employee performance was studied. The methodology used was articulating the problem, formulating the hypothesis and collection of facts from survey. An empirical study was carried out to get the results for this research study. A total of 110 completed questionnaires were received. Descriptive Statistics, casual research and correlations were carried out. Four main dimensions used for measuring the spiritualism at the workplace are identified which include meaningful work; sense of community; organizational values as well as compassion. The results of this study showed that all the four dimensions of WS have a significantly strong as well as positive relationship with the level of employee job satisfaction. Sense of community as well as organizational values are the two most important dimensions influencing job satisfaction. The paper recommends that WS should be enhanced in the IT sector since it influences job satisfaction and employee performance. The study would be useful for the policy makers, researchers and HR professionals to understand the importance of WS in IT sector.
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Faro Albuquerque, Isabel, Rita Campos Cunha, Luís Dias Martins, and Armando Brito Sá. "Primary health care services: workplace spirituality and organizational performance." Journal of Organizational Change Management 27, no. 1 (February 4, 2014): 59–82. http://dx.doi.org/10.1108/jocm-11-2012-0186.
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Purpose – The paper aims to study the influence of three dimensions of workplace spirituality (inner life, meaningful work and sense of community) on perceived and objective organizational performance in two primary health care settings: health centres (HCs) and family health units (FHUs), differing in terms of work organization. Design/methodology/approach – Data on workplace spirituality and perceived organizational performance were collected from a sample of 266 health care workers (doctors, nurses and administrative staff). Data on objective performance were obtained from the respective regional health authorities. Multiple regression, GLM, and tests of mediation were carried out. Findings – In both groups, perceived and objective organizational performance are predicted by sense of community. Additionally, FHUs presented significantly higher values in perceived and objective organizational performance, as well as sense of community and meaningful work. Finally, workplace spirituality and sense of community were found to mediate the relationship between work group and perceived and objective organizational performance. Research limitations/implications – The study's limitations include the convenience sample, as well as lack of control for the social desirability effect. Patient satisfaction surveys as well as the inclusion of predictive variables such as leadership should be considered in future studies. Practical implications – Primary health care services, and particularly FHUs, revealed the importance of workplace spirituality. Work teams with higher sense of community had higher performance results, which may therefore be an input in policy decisions regarding primary health care. Originality/value – This study compared the scores of workplace spirituality and perceived and objective organizational performance in two types of primary health care services, in a setting that approximates the quasi-field experiment. Workplace spirituality emerged as significantly mediating the relationship between work unit type and organizational performance.
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Thomas, Benjamin, and Kristen Lucas. "Development and Validation of the Workplace Dignity Scale." Group & Organization Management 44, no. 1 (October 19, 2018): 72–111. http://dx.doi.org/10.1177/1059601118807784.
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As organizational scholars have become critically attuned to human flourishing in the workplace, interest in workplace dignity has grown rapidly. Yet, a valid scale to measure employees’ perceptions of dignity in the workplace has yet to be developed, thereby limiting potential empirical insights. To fill this need, we conducted a systematic, multi-study scale development project. Using data generated from focus groups ( N = 62), an expert panel ( N = 11), and two surveys ( N = 401 and N = 542), we developed and validated an 18-item Workplace Dignity Scale (WDS). Our studies reveal evidence in support of the WDS’ psychometric properties, as well as its content, construct, and criterion-related validity. Our structural models support predictive relationships between workplace characteristics (e.g., dirty work, income insufficiency) and dignity. Moreover, we observed the incremental validity of workplace dignity to account for variance in employee engagement, burnout, and turnover intentions above and beyond the explanatory effects of organizational respect and meaningful work. These results demonstrate the promise of the WDS for organizational research.
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Sischka, Philipp E., Alexander F. Schmidt, and Georges Steffgen. "Further Evidence for Criterion Validity and Measurement Invariance of the Luxembourg Workplace Mobbing Scale." European Journal of Psychological Assessment 36, no. 1 (January 2020): 32–43. http://dx.doi.org/10.1027/1015-5759/a000483.
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Abstract. Workplace mobbing has various negative consequences for targeted individuals and are costly to organizations. At present it is debated whether gender, age, or occupation are potential risk factors. However, empirical data remain inconclusive as measures of workplace mobbing so far lack of measurement invariance (MI) testing – a prerequisite for meaningful manifest between-group comparisons. To close this research gap, the present study sought to further elucidate MI of the recently developed brief Luxembourg Workplace Mobbing Scale (LWMS; Steffgen, Sischka, Schmidt, Kohl, & Happ, 2016 ) across gender, age, and occupational groups and to test whether these factors represent important risk factors of workplace mobbing. Furthermore, we sought to expand data on criterion validity of the LWMS with different self-report criterion measures such as psychological health (e.g., work-related burnout, suicidal thoughts), physiological health problems, organizational behavior (i.e., subjective work performance, turnover intention, and absenteeism), and with a self-labeling mobbing index. Data were collected via computer-assisted telephone interviews (CATI) in a representative sample of 1,480 employees working in Luxembourg (aged from 16 to 66; 45.7% female). Confirmatory factor analyses revealed scalar MI across gender and occupation as well as partial scalar invariance across age groups. None of these factors impacted on the level of workplace mobbing. Correlation and receiver operating characteristic (ROC) analyses strongly support the criterion validity of the LWMS. Due to its briefness while at the same time being robust against language, age, gender, and occupational group factors and exhibiting meaningful criterion validity, the LWMS is particularly attractive for large-scale surveys as well as for single-case assessment and, thus, general percentile norms are reported in the Electronic Supplementary Materials.
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Lombard, Maria. "Control, Communication, and Knowledge-Building in Asian Call Centers." Communication & Language at Work 3, no. 3 (December 3, 2014): 64. http://dx.doi.org/10.7146/claw.v1i3.16565.
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Communication within international call centers can be significantly complicated by breakdowns that result from multiple layers of corporate language. This case study explores training sessions and documentation developed and delivered by an American team responsible for training international call center workers located in the Philippines. Findings show that attempts to standardize and control workplace language can limit meaningful two-way communication, leaving workers to both question what they are told and invent new ways of communicating. Recommendations are presented in this study for a workplace writing model that can overcome language differences through authentic interaction.
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Sarkar, Ayatakshee, and Naval Garg. "“Peaceful workplace” only a myth?" International Journal of Conflict Management 31, no. 5 (February 22, 2020): 709–28. http://dx.doi.org/10.1108/ijcma-11-2019-0217.
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Purpose Though violence is very much prevalent in modern organizations, unfortunately, researchers and practitioners have given very little attention in creating an organizational culture based on nonviolence. The purpose of this paper is to explore the relationship between individual spirituality and non-violence work behaviour. It also investigates the mediating role of four constructs of psychological capital (hope, optimism, resilience and self-efficacy). Design/methodology/approach Collected data is subjected to rigorous reliability, validity and common method biasness tests. Further mediation is analyzed with the help of hierarchical regression, Sobel test and bootstrapping estimates. Findings The results show that all four dimensions of psychological capital partially mediate the relationship of individual spirituality and non-violent behaviour at the workplace. The practical and theoretical implications of the study are also discussed. Research limitations/implications Although the study produces significant results, it has certain limitations, too, which can be addressed in future research. Firstly, as psychological capital is a state like construct, the responses of the participants may vary from time to time, leading to biases. Secondly, the study is confined only to manufacturing, IT/ITES and financial institutions. It can be duplicated to other sectors as well to assess its generality. Future researchers may adopt both quantitative and qualitative methodology to explore the field. Even experimental research may help to understand these work behaviours. Although the study has been conducted in business organization the purpose is not to limit it to the workplace context. It is relevant to all sectors and across all domains. Practical implications The findings have revealed individual spirituality as a significant predictor of nonviolence behaviour at the workplace. Thus managers, leaders, policymakers or organizational development practitioners need to facilitate spirituality at the workplace and introduce spiritual-based interventions such as meditation, yoga and several other mindfulness practices. Even organizational training, which is considered to be essential to human resource development, needs to develop a spiritual development program and also to examine the impact of such programs on organizational outcomes (Dent et al., 2005). Organizational interventions that facilitate mindfulness practices, yoga and meditation will enhance nonviolence communication through empathy and compassion-based listening, meaningful dialogues, through connecting employees with universal human values/needs. Social implications The primary objective of the study is to foster conflict prevention in society rather than conflict resolution. With the help of the study, the authors understand the importance of spiritual intervention and its impact on the elevation of people's values, beliefs and attitudes. Major organisations such as Apple, Google, Amazon, Microsoft and Facebook have already started to develop spiritual interventions at their workplace. It is an excellent time to capitalize on India's rich spiritual tradition that honours unity in diversity. Besides, an organization's facilitation to connect to employee’s actions with spiritual values can overcome cultural conditioning that triggers violence and help in making a more meaningful place to work. Thus, impacting the society from a macro perspective. Originality/value This is one of the pioneer studies that tried to unlock the “black-box” of mechanism through which individual spirituality impacts non-violent work behaviour.
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Abdul Latiff, Noraidah. "The Effect of Workplace Spirituality on Employee Performance." Issues and Perspectives in Business and Social Sciences 1, no. 1 (July 14, 2021): 22–27. http://dx.doi.org/10.33093/ipbss.2021.1.3.
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Employees in the 21st century seek a work environment which allows them to find a sense of purpose at work, within an atmosphere filled with respect and courteous interactions between the employees and their surroundings. The spiritually-oriented work environment is crucial because it shapes employees’ behaviour at the personal level and eventually, improves employee performance. In this paper, a theoretical framework which explains how the spiritual work environment (inner self, community and meaningful work) improves employee performance is presented. This framework can be a reference for organisations in gauging their spiritual work environment, and subsequently incorporating spiritual elements at work as a way to influence employee performance. In return, it contributes to the long-term survival and success of the organisation.
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Cockburn-Wootten, Cheryl. "Hospitality, professionalism and meaningful work." Hospitality Insights 3, no. 2 (December 3, 2019): 3–4. http://dx.doi.org/10.24135/hi.v3i2.61.
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What does it mean to be a professional? What sort of values, knowledge and relationships do we consider essential to become a professional? How does thinking about what professionalism is and could become contribute to the work and organisation of hospitality?
This brief insight will provide a synopsis of a conceptual article that endeavoured to open up our understandings and opportunities for the concept of professionalism within hospitality [1]. The article was a conceptual discussion piece, aiming to critically examine understandings of being professional and what it could become for the hospitality sector. An organisational communication perspective was adopted to highlight how wider social discourses, relationships and language communicate and construct particular ways of being for understanding self, communities and organisations within society. The article also highlights the role of communication to achieve identification for the sector. The hospitality industry has been plagued by negative media attention around the tensions between low pay and finding the right staff with the required skills [1]. Previous research has illustrated that many graduates and prospective employees do not envisage the sector as a legitimate job or long-term career prospect [2]. To reverse these problems, a consideration of the meaning of work and aiming for professionalism in the sector has been identified as one possible solution.
The concept of work can be communicated and interpreted in different ways. Perhaps your first thought of ‘work’ is that ‘it pays the bills and has to be done’ – so an element of compulsory drudgery is associated to this first thought. It is fair to say then, that the concept of work can include both negative and positive aspects. Considering the concept more broadly, we can see this negative association is not always the case. The work involved in maintaining and doing certain leisure activities, such as dog training and gardening is not always exclusively negative. Within the concept of work there are certain conditions that negate the negative association. In Cockburn-Wootten’s [1] conceptual article, this argument was made to change the association and avoid traditional disciplinary managerial tactics. She discusses previous organisational communication research that has identified that certain workplace cultures develop employees who enjoy their job, gain strong identification and commitment, and feel their work provides meaning and dignity to their lives [3]. The conceptual article argues that a critical communication perspective highlights opportunities to reconsider professionalism for the sector – identifying hospitality as meaningful, valued and more than just work.
‘Professionalism’ is an ambiguous term, but certain principles are always seen as essential in any of its definitions; these include trust, knowledge, ethics and character (ethos) [1]. Professionalism secures certain employment conditions, such as a higher level of autonomy, status in the wider community and collegiality, and importantly, employees regulate themselves to these values. Professionalism provides employees with “a sense of dignity in work, through self-worth, status and meaning” [1]. Communicating the values, practices and qualifications deemed the essential characteristics of a professional are crucial to achieve this sense of meaning for employees [1]. Effective organisational employee training, on-the-job support processes, clear ethical expectations and values need to be embedded to help create identification with the concept of professionalism. All this has typically seen business outcomes such as committed employees, lower turnover rates, and attracting prospective staff with the right skills – all of which contribute to an authentic and excellent hospitality service climate.
To conclude, the article calls for critical consideration about professionalism’s contribution to the work and organisation of hospitality. Importantly, to achieve identification with the sector, we need a deeper understanding about the role of communication “to reconstruct individuals” and create meaningful work [1]. Suggestions in the article include a consideration of the how managers facilitate (or not) the workplace culture. Secondly, greater collaboration and dissemination of knowledge, for instance between academics and industry practitioners, would enhance the sector. Rarely does this happen in a reciprocal manner, for example with industry role models working with and within academia [4]. A final note is that being critical aware and reflective, particularly as we educate the next generation of managers, opens us up to the possibilities for ethical transformations that can tackle the current depressing turnover and employment conditions.
Read the original article here: 10.1386/hosp.2.2.215_1
Corresponding author
Cheryl Cockburn-Wootten can be contacted at: cwootten@waikato.ac.nz
References
(1) Cockburn-Wootten, C. Critically Unpacking Professionalism in Hospitality: Knowledge, Meaningful Work and Dignity. Hospitality & Society 2012, 2 (2), 215–230. https://doi.org/10.1386/hosp.2.2.215_1
(2) Gebbels, M.; Pantelidis, I. S.; Goss-Turner, S. Towards a Personology of a Hospitality Professional. Hospitality & Society 2019, 9 (2), 215–236. https://doi.org/10.1386/hosp.9.2.215_1
(3) Lammers, J. C.; Garcia, M. A. Exploring the Concept of “Profession” for Organizational Communication Research: Institutional Influences in a Veterinary Organization. Management Communication Quarterly 2009, 22 (3), 357–384. https://doi.org/10.1177/0893318908327007
(4) Cockburn-Wootten, C.; McIntosh, A. J.; Smith, K.; Jefferies, S. Communicating across Tourism Silos for Inclusive Sustainable Partnerships. Journal of Sustainable Tourism 2018, 26 (9), 1483–1498. https://doi.org/10.1080/09669582.2018.1476519
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Aboobaker, Nimitha, Manoj Edward, and Zakkariya K.A. "Workplace spirituality and employee loyalty: an empirical investigation among millennials in India." Journal of Asia Business Studies 14, no. 2 (January 2, 2020): 211–25. http://dx.doi.org/10.1108/jabs-03-2018-0089.
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Purpose The purpose of this paper examines the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs, than other generations. Design/methodology/approach This descriptive study was conducted among a sample of 308 employees, working in private sector organizations in India. Self-reporting questionnaires were administered among the respondents, who were selected through a purposive sampling method and structural equation modeling was done to test the hypotheses. Findings The three dimensions of workplace spirituality had varying influences on the outcomes variables. Alignment with organizational values was positively related to all dimensions of employee loyalty, whereas the sense of community had a positive association with intention to stay and benefit insensitivity while meaningful work indicated positive influence only on benefit insensitivity. The findings, in general, suggest that employees’ experience of workplace spirituality has significant positive influence on their loyalty toward the organization. Originality/value This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality and employee loyalty, particularly in the context of millennials, who form 50 per cent of the workforce and reportedly exhibit higher turnover intentions. The study gains relevance in the context of reports about monetary/non-monetary preferences among millennial employees and that the generation is not too keen in working with teams, but would rather prefer working in an organization, which provides space for self-actualization in individual growth. Implications for their experience of workplace spirituality and outcomes are elaborated, thus striving to fill a gap in the existing literature.
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Pradhan, Rabindra Kumar, Lalatendu Kesari Jenar, and Cesar Merino Soto. "WORKPLACE SPIRITUALITY IN INDIAN ORGANISATIONS: CONSTRUCTION OF RELIABLE AND VALID MEASUREMENT SCALE." Business: Theory and Practice 18 (May 3, 2017): 43–53. http://dx.doi.org/10.3846/btp.2017.005.
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The purpose of the paper was to develop and validate a comprehensive tool for measuring workplace spirituality. On the basis of literature, feedback from academic and industry professionals, a heuristic framework along with a scale on workplace spirituality was proposed and a questionnaire was developed. The instrument obtained empirical views from experts on its dimensions and statements. Content validity ratio (CVR) of the instrument was carried out and the retained items were taken for field survey. Three hundred and sixty one executive respondents employed in manufacturing and service organisations in Indian subcontinent responded to the 44 items scale assessing different facets of spirituality at workplace. This helped to validate the factors of workplace spirituality and optimize the contents of the proposed instrument with the help of structural equation modelling. Exploratory factor analysis revealed four distinct factors that constitute the new instrument of workplace spirituality: spiritual orientation, compassion, meaningful work, and alignment of values. Reliability analysis reported high level of internal consistency of the total scale (α = .78) and the five subscales (α’s ranging from .75 to .87). Finally, 30 items were retained with four important factors of Workplace Spirituality Scale.
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Ahmad, Zulaiha, Nurwahida Fuad, Muhammad Faiz Noor Ramlee, Ahmad Nizan Mat Noor, and Syazwani Ya. "INCREASING THRIVING AT WORK THROUGH WORKPLACE SPIRITUALITY AMONG GOVERNMENT SERVANT IN PENANG, MALAYSIA." International Journal of Politics, Public Policy and Social Works 3, no. 8 (March 1, 2021): 01–10. http://dx.doi.org/10.35631/ijppsw.38001.
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Creating sustainable performance emerged as a crucial issue for any profit and non-profit organization. In this complex and competitive environment, organizations should play a better role in encouraging their employees to thrive at work. Existing evidence from various industries confirmed that thriving at work contributed to organizational performance and helps to mitigate problems such as stress and turnover. This study relied on the socially embedded model to unravel the connection between meaningful work, sense of community, organizational values, and thriving at work. Survey data were gathered from government officers attached from four local government institutions in Malaysia. The analysis employed in the study were Descriptive, Pearson correlation, and Multiple Regression. The study found that thriving positively relates to meaningful work. However, the results surprisingly revealed that a sense of community and organizational values were not significantly related to thriving at work. Interpretations of results, implications, and future research are discussed. Thus, this study will benefit organizations as well as academic researchers.
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Cholilah, Indah Roziah. "WORKPLACE WELL-BEING BERKONTRIBUSI DALAM MENINGKATKAN ENGAGEMENT KARYAWAN (STUDI LITERATUR)." Jurnal Al-Tatwir 6, no. 1 (October 31, 2019): 77–88. http://dx.doi.org/10.35719/altatwir.v6i1.6.
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Human resources are the most important factor in achieving organizational goals. However, sometimes some kinds of problems ranging from work pressure, low-paying salary, conflicts with colleagues, lack of organizational attention and appreciation, also bullying are often faced by these human resources, especially employees. Such problems can trigger stress on these employees. Therefore, the existing employees need to be perceived significant, not only from physiological aspects but also their psychological aspects. Individuals who are physiologically and psychologically secure will have better skills in determining attitudes, behavior and making decisions.
Well-being is more than just happiness and pleasure. Well-being or a feeling of comfort in the workplace (workplace well-being) includes health which covers physiological and psychological symptoms related to the medical context. Prosperous employees will influence their personal growth, life goals, dynamic relationships establishment with the surrounding environment and the ability to make positive social contributions. Employees who have high prosperity level at work will become more cooperative, punctual, efficient, have low chance of slacking off and can work longer hours at the company. Employees will be more enthusiastic in working, displaying high dedication and being able to concentrate fully in carrying out their duties and responsibilities. The well-being felt by employees will create positive emotional situations for their work, and become more meaningful. In the end, employees will become more emotionally attached to their workplaces.
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Ganassin, Gabriela Schiavon, Guilherme Oliveira de Arruda, Mayckel da Silva Barreto, Magda Lúcia Felix de Oliveira, and Sonia Silva Marcon. "Men’s perceptions on educational intervention participation at workplace." Revista Brasileira de Enfermagem 72, no. 4 (August 2019): 880–88. http://dx.doi.org/10.1590/0034-7167-2017-0921.
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ABSTRACT Objective: todescribe the application of educational intervention performed with working men and identify, according to their perceptions, the main results obtained. Methods: a descriptive and exploratory research, of qualitative nature, developed in a municipality of Southern Brazil, with 35 metallurgists. Data were collected between March and June 2014, through the recording of the operating groups and participant observation. Transcripts and field diaries were submitted to content analysis. Results: participants intensified their interest in the search for health information, and some of them managed to implement changes in lifestyles, especially in relation to eating habits and sedentarism, and the support of the group was perceived as motivating for the changes. Final considerations: health education activities that embrace meaningful themes for participants and are built by a cohesive group whose members support each other, favor lifestyle modification.
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Busse, Ronald, Seungwoo Kwon, Hans-Arno Kloep, Koustab Ghosh, and Malcolm Warner. "Toward a “Meaningful Self” at the Workplace: Multinational Evidence From Asia, Europe, and North America." Journal of Leadership & Organizational Studies 25, no. 1 (May 9, 2017): 63–75. http://dx.doi.org/10.1177/1548051817709009.
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Järvensivu, Anu. "Multiple jobholders and workplace learning: understanding strange attractor careers." Journal of Workplace Learning 32, no. 7 (August 26, 2020): 501–12. http://dx.doi.org/10.1108/jwl-04-2020-0051.
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Purpose Multiple jobholders’ workplace learning is an under-researched theme, although it offers possibilities to add knowledge of learning at several workplaces at a time. The purpose of this study is to explore the career development and workplace learning of Finnish multiple jobholders with university degree. Design/methodology/approach The qualitative extreme case study of “elite multiple jobholders” was based on 45 in-depth interviews, which were analysed by abductive content analysis using the chaos theory of careers (CTC). Findings This study showed that elite multiple jobholders were attracted by meaningful jobs, which were significant, had broader purposes or offered possibilities for self-realization and self-development, whereas they criticized paid work organizations. They tried to anticipate the future working life and labour markets and adjusted their careers to them by educating and by choosing jobs with learning possibilities. However, they saw themselves as constructers of the future, which left them at vulnerable position concerning the institutional setting. They organized their work flexibly with different contracts and their professional identities were networked. Research limitations/implications This study is limited in Finns with university degree. Future research should inspect multiple jobholders with lower degree educations, in different contexts and with other methodologies. Originality/value This study gives an example of applying CTC as a holistic framework to study how individual careers emerge contextually and how they are recursively connected to work organization and working life changes. Possibilities to understand fractals are offered.
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Nichols, Jane L. "The Influence of Coworker Justice Perceptions on Worksite Accommodations and the Return to Work of Persons with Disabilities." Journal of Applied Rehabilitation Counseling 39, no. 3 (September 1, 2008): 33–39. http://dx.doi.org/10.1891/0047-2220.39.3.33.
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This literature review explores research on coworker justice perceptions regarding workplace accommodation necessary in the employment of persons with disabilities. A review of rehabilitation counseling and organizational psychology literature yielded meaningful research acknowledging the importance of coworker's attitudes pertaining to accommodations of employees with disabilities. Research findings suggest that the behaviors of workplace employees are influenced by their feelings of fairness. In the organizational literature the term justice is equivalent to fairness. Research indicates that disability characteristics, organizational factors and coworker perceptions regarding the procedural fairness of accommodations may impact the successful implementation of accommodations for persons with disabilities and are/actors which deserve further exploration and study.
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Smith, Leighton L. "High Technology and Manufacturing: Work Physiology Improvements via the Ergonomic Simulation Analysis System." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 38, no. 10 (October 1994): 664–67. http://dx.doi.org/10.1177/154193129403801027.
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This article describes an ergonomic analysis tool called the Ergonomic Simulation Analysis System (ESAS). This system is used in conjunction with computer graphic simulation software. The ESAS integrates work physiology ergonomic models and indexes with manufacturing workplace simulation. It enables engineers and analysts to extract from the simulation sequences robust and meaningful ergonomic analyses in lifting and in repetitive motion activities. The system is simple to operate, allows analysts to execute its functions in a seamless manner when using other software, provides robust results with very little setup time investment, and provides effective and readily assimilated visual products of candidate workplace designs and work methods.
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Rucker, Michael Raymond. "Workplace wellness strategies for small businesses." International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 55–68. http://dx.doi.org/10.1108/ijwhm-07-2016-0054.
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Purpose The purpose of this paper is to identify strategies used within small- to mid-size organizations that run effective workplace wellness programs, and remedy a current research gap that exists in the available academic literature regarding this topic. Design/methodology/approach Data were collected from four organizations in the form of case studies. Similarities, differences and patterns between different cases were explored, and thematic analysis was used to identify and explain meaningful commonalities between the programs studied. Findings The analysis revealed five overarching common concepts: innovation, company culture, employee-centric, environment, and altruism. Under these five concepts, 19 common themes were identified that represent common workplace wellness strategies. Research limitations/implications A relatively small number of participants were included in the study, which could be viewed as a limitation of the qualitative approach. Practical implications This study identified several strategies used by small- to mid-sized businesses (SMBs) with effective and viable workplace wellness programs and could help inform the practices of other small businesses. The study’s findings could also be applied to broader theory in organizational and social psychology. Social implications Strategies from this study potentially could be used to help improve the well-being of employees in SMBs. Originality/value The study challenges some of the established views on workplace wellness and provides a better understanding of the unique attributes of successful SMB programs, especially when compared to the attributes of workplace wellness programs operating in larger enterprises.
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Gilewicz, Alexandra. "A More Perfect Pickering Test: Janus v. AFSCME Council 31 and the Problem of Public Employee Speech." University of Michigan Journal of Law Reform, no. 53.3 (2020): 671. http://dx.doi.org/10.36646/mjlr.53.3.more.
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n June 2018, the Supreme Court issued its long-awaited—and, for the American labor movement, long-feared—decision in Janus v. AFSCME Council 31. The decision is expected to have a major impact on public sector employee union membership but could have further impact on public employees’ speech rights in the workplace. Writing for the majority, Justice Samuel Alito’s broad interpretation of whether work-related speech constitutes a “matter of public concern” may have opened the floodgates to substantially more litigation by employees asserting that their employers have violated their First Amendment rights. Claims that would have previously been unequivocally foreclosed may now be permitted. This Note proposes a test to allow courts to meaningfully respond to this influx of claims. By explicitly incorporating the “social value” of public employee speech into the Pickering balance test as a factor of equal weight alongside the existing factors—the individual employee’s right to speech and the employer’s interest in operating an effective workplace—courts can make meaningful sense of the doctrinal conflict Janus created while also respecting and promoting the unique role public employee speech plays in public discourse.
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Taneja, Ramni. "Legal Liability for Sexual Harassment in the Workplace: India." International Journal of Discrimination and the Law 7, no. 1-4 (September 2005): 293–314. http://dx.doi.org/10.1177/135822910500700411.
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This article discusses the development of sexual harassment law in a State where most men are steeped in male-supremacist values but remain unaware of their biases. This development has been almost entirely through case law based on the Indian Constitution interpreted in the light of India's international human rights obligations. However, the Indian Penal Code has also been significant in this development, on the one hand expanding the application of sexual harassment laws beyond the workplace to all public places, while on the other hand acting as a brake on the level of damages that might be awarded. While India now has the beginning of a legal mechanism which can redress sexual harassment, there still needs to be a radical transformation in the way women are treated before equality and dignity for all can be translated into a meaningful reality.
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Hirsch, Peter Buell. "Follow the dancing meme: intergenerational relations in the workplace." Journal of Business Strategy 41, no. 3 (April 4, 2020): 67–71. http://dx.doi.org/10.1108/jbs-02-2020-0034.
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Purpose This paper aims to examine whether the stereotypes about intergenerational conflict in the workplace have any validity. Design/methodology/approach This paper is a review of the available academic literature and popular reactions to it. Findings The perception of intergenerational conflict has created its own negative dynamic that is in itself the main source of tension. Research limitations/implications By definition, the review of the literature was selective not comprehensive. Practical implications If companies can begin to understand this dynamic at work they can follow steps to eliminate it. Social implications A better understanding of the absence of meaningful differences in generational attitudes will contribute to better intergenerational collaboration. Originality/value The knowledge that intergenerational differences are small is well established in the literature but, to the author’s knowledge, this is one of the first attempts to explore its popular ramifications.
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Jessiman-Perreault, Geneviève, Amanda Alberga, Fatima Jorge, Edward Makwarimba, and Lisa Allen Scott. "Size Matters: A Latent Class Analysis of Workplace Health Promotion Knowledge, Attitudes, Practices and Likelihood of Action in Small Workplaces." International Journal of Environmental Research and Public Health 17, no. 4 (February 15, 2020): 1251. http://dx.doi.org/10.3390/ijerph17041251.
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Workplace health programs (WHPs) have been shown to improve employee health behaviours and outcomes, increase productivity, and decrease work-related costs over time. Nonetheless, organizational characteristics, including size, prevent certain workplaces from implementing these programs. Past research has examined the differences between small and large organizations. However, these studies have typically used a cut-off better suited to large countries such as the USA. Generalizing such studies to countries that differ based on population size, scale of economies, and health systems is problematic. We investigated differences in WHP knowledge, attitudes, and practices between organizations with under 20 employees, 20–99 employees, and more than 100 employees. In 2017–2018, a random sample of employers from 528 workplaces in Alberta, Canada, were contacted for participation in a cross-sectional survey. Latent Class Analysis (LCA) was used to identify underlying response pattern and to group clusters of similar responses to categorical variables focused on WHP knowledge, attitudes, practices and likelihood of action. Compared to large organizations, organizations with fewer than 20 employees were more likely to be members of the Medium–Low Knowledge of WHP latent class (p = 0.01), the Low Practices for WHP latent class (p < 0.001), and more likely to be members of Low Likelihood of Action in place latent class (p = 0.033). While the majority of workplaces, regardless of size, recognized the importance and benefits of workplace health, capacity challenges limited small employers’ ability to plan and implement WHP programs. The differences in capacity to implement WHP in small organizations are masked in the absence of a meaningful cut-off that reflects the legal and demographic reality of the region of study.
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Otto, Kathleen, and Sabine Schmidt. "Dealing with Stress in the Workplace." European Psychologist 12, no. 4 (January 2007): 272–82. http://dx.doi.org/10.1027/1016-9040.12.4.272.
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Abstract. In an online questionnaire filled out by 217 employees of various organizations, we investigated the implication of belief in a just world (BJW) for work-related cognitions and behavior (e.g., emotional exhaustion), taking central work stressors (e.g., workload), as well as work stress-related resources (e.g., autonomy), into account. We argued that BJW might compensate for the negative effects of the aforementioned stressors on work-related cognitions and behavior. BJW serves adaptive psychological functions such as the following: (1) It helps the individual to interpret the events in his or her life in a meaningful way and, thus, to deal with unjust experiences. In light of this function, we hypothesized that employees with a strong BJW would experience more organizational commitment and report fewer turnover intentions, and that the influence of BJW in these areas exists over and above the influence of central stressors and work stress-related resources. A further adaptive function of BJW is that it (2) provides the individual with trust in his or her own efficacy, as well as in the social environment. Thus, we assumed that those high in BJW would estimate that they perform better in their job and show less sick presence. As a consequence of these two functions, (3) BJW fosters mental health. With respect to mental health, we expected high believers to report less emotional exhaustion and fewer symptoms of depersonalization. Results of hierarchical regression analyses confirmed our hypotheses. We argue, therefore, that BJW should be seen as a psychological resource compensating for stress in the workplace.
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Bhaskar, A. Uday, and Bijaya Mishra. "Putting workplace spirituality in context." Personnel Review 48, no. 7 (November 4, 2019): 1848–65. http://dx.doi.org/10.1108/pr-08-2018-0305.
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Purpose Workplace spirituality (WPS) has emerged as a key concept in management literature but has, thus far, remained inadequately explored in research studies. The purpose of this paper is to draw WPS upon the organizational support theory and WPS literature to develop and test a model. The role of WPS and its moderating effect is examined in its relationship with perceived organizational support (POS), career satisfaction (CS) and turnover intentions (TIs). Design/methodology/approach Using a survey research design, data were collected from 314 respondents to test the proposed model. Serial mediation was tested using the two dimensions of WPS (meaningful work (MW) and sense of community (SC)) as mediators between POS and CS. For moderation, these two dimensions of WPS were used to test the variables of POS and TI. Findings This study found that the relationship between POS and CS is sequentially mediated by the two dimensions of WPS, namely, MW and SC, while WPS is found to enhance CS among employees, it has been found to significantly reduce their TIs by moderating the relationship between POS and TI. Thus, employee TIs are found to be lower when the relationship between POS and MW is stronger. Practical implications The findings of this study will help managers develop strategies and formulate effective interventions that would improve the CS of employees and reduce their intentions to quit, leading to desirable individual and organizational outcomes. Originality/value WPS is a relatively new construct both at the workplace and in academia and to the authors’ knowledge, this is the first study which has examined the role of WPS in the relationship between POS, CS and TIs. By examining how organizational support has a significant influence on the employee in shaping positive work attitudes, the study will contribute to the existing knowledge and address questions hitherto unexplored. The findings of this research will thus have direct implications for the practitioner as well as the manager.