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1
Bočková, Kateřina, and Daniel Lajčin. "Home Office and Its Influence on Employee Motivation." 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, no. 1 (October 8, 2021): 3. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(3).
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There are several variants and various modifications of forms of work outside the office. Some companies use, enable or even prefer working from home in the form of a home office. In practice, we often encounter different views on this form of work, both in terms of positive benefits and negatives and risks. In practice, there is probably no uniform view of this issue, both on the part of employers and management and employees. Working from home in the form of a home office shows certain specifics and places specific and different demands on both employees and employers compared to "traditional" work in the office or in another place designated by the employer to perform work. The problem may be not only the decision itself whether to allow and whether to use work from home for employees, but also the decision on which job positions and with what job description are suitable for the mentioned form of work performance. The place of work most likely has a significant effect on the motivation of employees and management. The question is whether and under what conditions positive motivation prevails, or negative motivation, i.e. demotivation. In the presented work, we focus on the advantages and disadvantages, i.e. the risks of the mentioned type of work, especially in the area of employee motivation. In this paper we summarize the development and current theoretical information on this issue and then compare it with current practice. In the following practical part, we will examine the perception of differences in employees, between working in the office and home office, focusing on the mentioned area of motivation. Keywords: Demotivation, Home Office, Leadership, Management, Motivation.
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Eaglebarger, Sue. "Engaging employees beyond the office freebies." Strategic HR Review 16, no. 3 (June 12, 2017): 112–16. http://dx.doi.org/10.1108/shr-03-2017-0015.
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Purpose The purpose of this paper is to focus on the key roles played by both human resources and internal communications in developing, implementing and measuring employee engagement strategies and activities. Although the management practice has been widespread since the early 2000s, many are still confused or skeptical of engagement. Design/methodology/approach This paper aims to define engagement and its importance with regard to attracting and keeping top talent, highlighting Aon Hewitt’s behavioral model and Gallup’s research. Findings Recognizing that employee engagement is a key performance indicator, this paper highlights how Lawson Products is creating growth and sustainability with its number-one asset, employees. Originality/value By considering the opportunities Lawson Products is providing for its employees to do meaningful work, to learn, to be involved without being micromanaged and to make an impact, readers will take away proven ideas to draw and engage today’s top talent.
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Riani, Evicenna Naftuchah, and Ratih Indraswari. "COVID-19 Prevention Practices for Employees who Work From Office (WFO)." Jurnal PROMKES 9, no. 1 (March 30, 2021): 44. http://dx.doi.org/10.20473/jpk.v9.i1.2021.44-49.
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Background: COVID-19 pandemic in Indonesia has not ended yet. Since the New Habit Adaptation, previously known as the New Normal, employees have started return to work in offices. At the end of July 2020, the addition of new cases received a large number of contributions from employees working in the office, raising a new cluster known as the office cluster. Objective: This study aimed to analyze the association between characteristics and practice of preventing the transmission of COVID-19 among employees in Purwokerto, Central Java. Methods: This is a quantitative study with a cross-sectional design. Online data collection was conducted in early August 2020. The variables were the respondents’ characteristics (gender, age, occupation, and income) and the practice of COVID-19 prevention among employees in the office (wearing a mask, maintaining physical distance, handwashing, opening doors and windows for air circulation). Fifty-seven employees started working in offices in Purwokerto who were involved in this research. Results: Most respondents were adults (82.5%), women (70.2%), working as private employees (77.2%) with an income above the minimum wage (73.7%). Almost all respondents have widely adopted the practice of washing hands (86%) and using masks (98.2%) since the pandemic’s emergence. However, many employees were unable to perform physical distancing (26.3%), stayed away from the crowd (29.8%), opened workspace doors/windows (56.1%), and tried to work outdoor (86%). There is no association between characteristics and prevention practice. Private companies need to tighten their health protocols and monitoring. They should provide rewards and punishments for employees who did not obey the regulation. Also, local governments need to supervise all companies in their area to enforce health protocols seriously.
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Ayoko, Oluremi B., and Neal M. Ashkanasy. "The physical environment of office work: Future open plan offices." Australian Journal of Management 45, no. 3 (May 27, 2020): 488–506. http://dx.doi.org/10.1177/0312896220921913.
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Different configurations of the physical environment of office work are rapidly changing the way office workers behave and perform at work. In particular, organisations today are progressively accommodating their employees in open plan offices (OPOs). In this article, we focus on the OPO and discuss its future and implications for research and practice. Specifically, we build on recent advances in the field to propose that new OPO configurations will require new forms of work behaviour involving new processes and practices, and new research approaches. In addition, we discuss possible areas of work that OPO environments of the future might affect; for example, work design, interpersonal processes, noise and distractions, human resource management (HRM) practices and leadership. Along these lines, we suggest future research directions and make recommendations to navigate the intersection of organisational behaviour (OB) and OPO research and practice. JEL Classification: M19
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Roline, Alan C. "Defamation by Action May “Speak as Loudly as Words”." Public Personnel Management 26, no. 4 (December 1997): 497–504. http://dx.doi.org/10.1177/009102609702600406.
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Imagine yourself as the human resource manager in the following scenario: You have just notified one of your employees that he is going to be terminated due to a conflict of interest which the employee has repeatedly refused to resolve. In accordance with usual company practice, you instruct his immediate supervisor to accompany the employee to his office to pack up his personal belongings and escort him out the main entrance. Neither you, nor the supervisor say anything to anyone regarding the reason for the employee's termination.
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Kashtanova, YEkatyerina, Vasiliy Svistunov, V. Abdullina, and A. Gubina. "Distance Labor Trends in Digitalization." Management of the Personnel and Intellectual Resources in Russia 9, no. 5 (December 21, 2020): 68–74. http://dx.doi.org/10.12737/2305-7807-2020-68-74.
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Rapidly spreading around the world, the coronavirus instantly changed the usual way of life of mankind. Employers are forced to massively transfer their employees to remote work mode. Humanity has entered one of its most global experiments: will employees who have experienced a new work model return to the office version? Which of the long-standing myths about remote work have already lost their relevance? How do modern digital tools transform the attitude of employers and employees to remote work? What does remote work change in the company's HR management practice? We have tried to answer at least some of these questions in this article, based on personal experience of remote work and studying the practices of remote labor relations in Russia and abroad.
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Филипова, Ирина, and Irina Filipova. "Settlement of Labour Disputes through Mediation: Current Status of Legislation, its Practical Application and Development Perspectives." Journal of Russian Law 4, no. 6 (May 30, 2016): 0. http://dx.doi.org/10.12737/19769.
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Russian legislation envisages the possibility of using mediation in labour disputes. At the same time, in practice mediation in labour disputes is rarely used. In legal literature, different reasons of this situation are identified: reluctance of the parties to pay for mediation, distrust of the mediator, absence of demand for mediation. It is important to understand that an employee is usually the initiator of a labour dispute. The author of this article believes that scarce application of mediation in the settlement of labour disputes lies in the high level of employees’ guarantees and rights in the Russian labor law and civil procedural law. First of all, the Labour Code provides plenitude of employee´s rights. If the employer violates these rights, the employee can go to court; the court will require the employer to restore the employee’s violated rights. Secondly, the employee is exempt from payment of judicial expenses. Thirdly, the employee may apply to the State Labour Inspectorate and the Prosecutor´s Office. Thus, the employee does not need the mediation procedure. It is more useful for employers, but employers have little knowledge about mediation. Foreign experience shows that for successful implementation of mediation in practice it is necessary to introduce the concept of mediation in labour legislation.
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Irvine, Dlamini Phakamani, and Mdletshe Bonga Blessing. "Employee’s Perception on Workplace Gossip in the South African Public Sectors: The Implication on Job Performance." Journal of Management and Strategy 10, no. 3 (March 27, 2019): 48. http://dx.doi.org/10.5430/jms.v10n3p48.
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Gossip is pervasive in any working environment. Sketching upon the existing and scant body of research knowledge surrounding the subject of gossip, the current qualitative study undertaken critically assessed how the employees protrude themselves after being victims of gossip in a workplace. This study examined the influence of workplace gossip on the job performance of employees within selected municipalities in South Africa. The researcher intended to establish the likeliest behaviour of municipality employees towards their job performance in the event of encountering workplace gossip. Interviews with twenty-five office workers were conducted and data documented and analyzed. The heuristic of this study was to equip managers or those in practice with an in-depth understanding about office gossip, by providing a new dimension about the influence workplace gossip on job performance and employees self-efficacy. Moreover, the study necessitated an in-depth understanding of several reactions that emanates from employees behavioral patterns when affected by office gossip. The study uncovered a substantial outcome, such that if gossip is work-related, rather than non-work-related, employees are more likely to improve their performance. However, unremittingly exposure to gossip can have a negative impact on employee’s self-efficacy.
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Nengsih, Inda Ayu, and Herman Herman. "Strategi Pelayanan Izin Praktek Doketer Pada Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu (DPMPTSP) Kota Pekanbaru." ASKETIK 3, no. 2 (December 25, 2019): 163–75. http://dx.doi.org/10.30762/ask.v3i2.1568.
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The purpose of this study is to develop a strategy for the practice of permission to practice a doctor at the Office of Investment and Integrated Services One Door (DPMPTSP) Pekanbaru City. This type of research is using descriptive research type with a qualitative method using the SWOT analysis instrument to obtain answers whether it influences the doctor practice permit service strategy at the Office of Investment and One Stop Integrated Services (DPMPTSP) Pekanbaru City. The types of data used in this study are primary and secondary data relating to this research. Sources of data in the study were respondents who provided information related to this study, namely the Head of the Management Division of doctor and employee practice licenses as well as doctors who administered the doctor's practice permit. Data collection techniques carried out by observation, interviews and documentation. The sampling technique is census for employees and purposive sampling for doctor respondents. The strategy that must be carried out by Pekanbaru City DPMPTSP is maximizing employee utilization, innovating in the field of public services, showing commitment to work, improving service quality, providing education and training to employees, providing motivation, strengthening coordination and communication, utilizing technological developments and and so on, where the aim is maximum service to the community specifically to the doctor's practice permit service.
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Wang, Zhiqiang, and Yong Han. "Establishing spirituality in the workplace." Human Resource Management International Digest 24, no. 4 (June 13, 2016): 5–7. http://dx.doi.org/10.1108/hrmid-10-2015-0167.
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Purpose Explores, from an insider’s perspective, human resource’s (HR’s) critical role in establishing spirituality practice at the Guangxi Institute of Public Administration, for enhancing academics and administrative staff’ intrinsic satisfaction. Design/methodology/approach Describes the various forms of spiritual human resource management (HRM) practice that the Guangxi Institute of Public Administration applied in the workplace. Findings Reports that various forms of spiritual HRM practice could improve the organizational productivity through employees’ engagement; for example, increased use of initiative, helping each other, making constructive suggestions for team work, reducing individuals level of workload and conflict resolution. Practical Implications Explains that HR managers could develop a highly committed and productive workplace through designing various forms of spiritual HRM practice, including connecting employees with nature by building natural featured campus and bringing in plants at workplace, encouraging employees to take exercise and/or breaks to develop their physical and spiritual wellness, celebrating important milestones and achievements, organizing informal teams to get to know each other better (hobbies, likes and dislikes), decorating office with employee-made art, acknowledging employees’ creative expression and promoting feelings of egalitarianism. Originality/value Offers interesting details of spiritual HRM practice, from an insider’s perspective, in a Chinese context.
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Shabarov, D. V., V. A. Gubin, and V. A. Mayorov. "Social Attitudes to Public Prosecution: Theory and Practice." Bulletin of Kemerovo State University 21, no. 4 (December 31, 2019): 1050–59. http://dx.doi.org/10.21603/2078-8975-2019-21-4-1050-1059.
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The research featured the approaches to the study of social attitudes to public prosecution. The results were used as the theoretical basis for the development and testing of the complex of diagnostic measures "Representation of Public Prosecution". The complex consisted of projective techniques aimed at identifying social attitudes to public prosecution. The proposed complex is an integral part of the Comprehensive Program for the Training of Newly Hired Prosecutors of the Prosecutor's Office of the Russian Federation. The program was developed on the basis of the St. Petersburg Prosecutor's Office by V. A. Gubin and D. V. Shabarov in 2019. It identifies interests and predisposition to various types of prosecutorial activities. The program makes it possible to create an individual vocational and educational route in the framework of training newly hired prosecutors. It also determines the professional orientation and social settings of the new employees, their system of ideas about the environment of prosecutorial activities, their self-esteem and ability to perform this activity, the degree of professional value orientations, and interest in professional activity. The methods may be useful for district prosecutors that mentor young specialists in various institutions and form an individual training plan. In addition, the presented methods can be of some help to those employees of bodies and institutions of the prosecutor's office who decided to change the type of supervisory activity. The article describes an analysis of one of the methods of the Complex, namely the Projective methodology "20 definitions of the concept of "prosecutor's office". It was developed and successfully tested in practice by V. A. Gubin and D. V. Shabarov in 2019. The methodology identifies the cognitive component of social representations of prosecutorial activity.
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Ślusarczyk, Wojciech. "Pozycja społeczno-zawodowa farmaceutów pracowników w Polsce (1918–1939) – teoria a praktyka." Kwartalnik Historii Nauki i Techniki, no. 2 (2021): 69–86. http://dx.doi.org/10.4467/0023589xkhnt.21.014.13712.
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Socio-professional Position of Pharmacy Employees in Poland (1918–1939) – Theory and Practice The article aims to depict the socio-professional position of pharmacy employees in the Second Polish Republic (1918–1939) and the factors which influenced their status. In the interwar period, reforms of the pharmacists’ education system were implemented, the office of the provincial pharmaceutical inspector was introduced, and bills were adopted to settle the particulars of the profession. Thus, the foundations were created to depart from the former semi-artisanal character of pharmaceutical practice towards an academic and independent profession. This had a positive impact on the social and professional position of pharmacy employees. In theory, they were equal to their employers and representatives of other liberal professions. However, the reforms had awakened their ambitions and expectations. The reality was different, especially during the great economic crisis (1929–1933/35). The salaries of professional pharmacy personnel, especially in the eastern provinces, were not high. Instead of sufficient remuneration, people were still offered – as in the 19th century – housing and board at a pharmacy. The burning problem was unemployment, and the employers did not respect the working time regulations. All this frustrated the employees. Their presumably high socio-professional status was not always reflected in real life.
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Saragih, Romat, and Arif Partono Prasetio. "Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support." GATR Journal of Management and Marketing Review 5, no. 1 (March 3, 2020): 74–83. http://dx.doi.org/10.35609/jmmr.2020.5.1(7).
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Objective - Telecommunication companies need their people to engage in their activities to achieve organizational goals. So, employee engagement became a crucial aspect of a company that struggles to win the competition. Some literature shows that human resource practice affects employee engagement. The present study examines the impact of perceived organizational support as a mediator on the relationship. Methodology/Technique - Data were collected from a branch office of the biggest telecommunication company in Bandung during May 2019. The questionnaires were distributed through the human resources department for four weeks. We analyze 112 valid responses by using SPSS and Macro Process. Findings - By conducting regression with bootstrapping we found that perceived organizational support mediates the relationship between effective human resources practice and employee engagement. The result suggests that a telecommunication company should practice good human resources practice including proper recruitment, training & development, reward, career advancement, and employee relation so that the employees can perceive its support and increase their engagement. Novelty – This finding provides the implication that good management of human resources practice and perceived organizational support can increase employee engagement. Type of Paper - Empirical Keywords: Employee Engagement, Human Resource Practice, Perceived Organizational Support. JEL Classification: M12, M19
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Prasetyanto, Harwan Ony. "Development of Job Rotation Model for Performance Improvement of Employees of East Java I Regional Office of Directorate General of Customs and Excise." Airlangga Development Journal 4, no. 1 (May 21, 2020): 1. http://dx.doi.org/10.20473/adj.v4i1.19332.
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Job rotaion in public service agencies is a common practice. Job rotations are implemented in order for employees to gain new experience, learn new things that can ultimately improve the skills, competencies and performance that are beneficial for the organization. The Directorate General of Customs and Excise (DJBC) of Republic of Indonesia applies the homebase (within the city of residence) and non-homebase (far from the city of residence) job rotation models in an effort to improve employee experience, skills, competencies and performance and meet the organization’s specific goals. This study aimed to identify the degree of engagement and performance of DJBC East Java I Regional Office employees who have experienced both homebase and non-homebase job rotation models. The study used qualitative methods with a number of informants selected purposively based on their age range and homebase and non-homebase job rotation experience. The results showed that non-homebase job rotation that was originally intended to provide employees with experience, knowledge, skills and improvement is not accompanied with strong employee engagement nor a high degree of work performance. Personal and family problems, unexpected financial expenditure and the process of adaptation in the new workplace have prevented the non-homebase employees from developing optimum engagement and job performance
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Sabharwal, Meghna, Helisse Levine, Maria D’Agostino, and Tiffany Nguyen. "Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government." American Review of Public Administration 49, no. 4 (December 12, 2018): 482–94. http://dx.doi.org/10.1177/0275074018817376.
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The federal government lags behind in progressive civil rights policies in regard to universal workplace antidiscrimination laws for lesbian, gay, bisexual, and transgender (LGBT) Americans. The slow progress matters to inclusionary workplace practices and the theory and practice of public administration generally, as recognition of LGBT rights and protection are constitutive of representative bureaucracy and promoting social equity. This study examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Using the Office of Personnel Management’s inclusion quotient (IQ), and 2015 Federal Employee Viewpoint Survey (FEVS), we identify links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals. We also examine the impact of agency type on LGBT turnover rates based on Lowi’s agency classification type. Key findings suggest that LGBT employees express higher turnover intentions than those that identify as heterosexuals/straight, and LGBT employees who perceive their agencies as redistributive or communal are less likely to experience turnover intentions. However, an open and supportive workplace environment had a positive impact on turnover, suggesting that to implement effective structural change in an organization’s culture of inclusion, public sector managers must do more than merely “talk the talk.” This finding is also suggestive of LGBT employees’ desire to avoid the stigma of being LGBT and hide their identities. Institutions must heed the invisible and visible identities of their employees to be truly inclusive. Workplace practices that acknowledge the invisible and visible identities of their employees are a positive step toward real workplace inclusion.
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Lin, Jia-Hua, Carisa Harris-Adamson, Stephen Bao, David Rempel, Lora Cavuoto, Michelle M. Robertson, and Meg Honan. "Alternative Workstations: Magic Pills for Office Worker Health?" Proceedings of the Human Factors and Ergonomics Society Annual Meeting 61, no. 1 (September 2017): 460–64. http://dx.doi.org/10.1177/1541931213601595.
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Routine office or computer work are of public health concerns due to their sedentary nature. Sit- stand desks may be prescribed for employees based on medical or ergonomic factors. Sit-stand or active workstations, either assigned to individual workers or made available in “unassigned” office areas are also making inroads into the workplace with the goal of reducing sedentary work, varying (alternating) work postures, improving productivity, or accommodating workers with musculoskeletal symptoms. This diverse panel will present recent research and practice findings and invite audience participation in a discussion of this trending topic. Studies examining the effects of sit-stand or active workstations on physiological and cardiovascular outcomes will be reported. The effects on movement patterns, performance and productivity will also be examined. Real workplace interventions and examples of practices will be presented. The goal is to provide a forum to share our understanding about the benefits and limitations of various office workstation designs and discuss research needs.
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Blumenfeld, Stephen, Gordon Anderson, and Val Hooper. "Covid-19 and Employee Surveillance." New Zealand Journal of Employment Relations 45, no. 2 (December 14, 2020): 42–56. http://dx.doi.org/10.24135/nzjer.v45i2.28.
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While working from home is not a new concept, the advent of the Covid-19 pandemic has, for many in the workforce, rendered it the ‘new normal’, concomitant with enhanced use of workplace surveillance technologies to monitor and track staff working from home. Even prior to the global pandemic, organisations were increasingly using a variety of electronic surveillance methods to monitor their employees and the places where they work, whether it be in an office building or remotely. This technology traverses various facets of the work environment, including email communications, web browsing, the use of active badges for locating and tracking employees, and the gathering of personal information by employers. The application of these technologies, nevertheless, raises privacy concerns, which are exacerbated when work is undertaken in employees’ own homes, a phenomenon that has become more prevalent due to Covid-19. This article addresses the issue of electronic workplace monitoring, its implications for employees’ privacy and the role of collective bargaining in addressing this emergent practice, which has also been given new impetus during the pandemic.
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Lada, Alexey. "Legal basis for the use of digital technologies for monitoring remote workers in the digital economy." SHS Web of Conferences 106 (2021): 02007. http://dx.doi.org/10.1051/shsconf/202110602007.
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The article discusses the legal basis for the use of digital technologies in labor relations. Digital technologies can be used both in the performance of work, for example, the work of remote workers, and in the control of employees. When monitoring employees, including remote workers, the use of digital technologies and public information and telecommunications networks by the employer comes first. Moreover, the use of digital technologies by the employer when monitoring remote workers is the only means of control. The author examines the legal regulation of the implementation of such means of control over employees as video surveillance, an automated system for monitoring and recording working hours, monitoring sites that an employee visited from his office computer during working hours, checking correspondence in corporate e-mail, listening to telephone conversations, using billing programs, and provides examples from court practice. The author identifies the defects of legal regulation in these areas and suggests ways to improve the legislation.
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Mansyur, Lusman, Jeni Kamase, Syahrir Mallongi, and Lukman Chalid. "An Examination of the Mediating Role of Employees' Job Satisfaction on the Relations between the Work Motivation, Leadership Style, Competence and Employees' Performance." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 7, no. 2 (May 29, 2017): 232. http://dx.doi.org/10.21013/jmss.v7.n2.p13.
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<div><p><em>The purpose of this study was to analyze the direct influence of work motivation, leadership style and competence on job satisfaction, and the same direct influence on employee performance, analyze the direct effect of job satisfaction on the performance and analyze the influence not directly work motivation, leadership style and competence through job satisfaction on employee performance. This study has performed on the Regional office of Kopertis IX Sulawesi using 125 employees as a sample. The Data from the questionnaires were analyzed using Structural Equation Model using AMOS assistance 18. The study found that work motivation is a negative and significant effect on job satisfaction. Application of motivation in the form of existence, connectivity and growth is still low, but the motivation needed to improve employee satisfaction. Competence is a positive and insignificant effect on employee performance. Employee competence is still not oriented towards the innovation and technology in influencing employee performance improvement. Competence is a positive and insignificant effect through job satisfaction on employee performance. Competence practice adapted to the needs of work at the moment, these conditions have an impact on the low level of job satisfaction perceived by employees so that the cause of employee performance</em></p></div>
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Schoenhoff, Deborah D., Timothy W. Lane, and Charles J. Hansen. "Primary Prevention and Rubella Immunity: Overlooked Issues in the Outpatient Obstetric Setting." Infection Control & Hospital Epidemiology 18, no. 09 (September 1997): 633–36. http://dx.doi.org/10.1086/647688.
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AbstractObjective:To determine the knowledge of rubella immune status among practicing obstetrician-gynecologists in the United States and of rubella immunity policies covering healthcare workers in the obstetric-care office setting.Design:Mailed survey questionnaire, August through December 1994.Setting:Physicians from multiple-practice sites including private office, public institution, university or teaching hospital, and closed panel health maintenance organization settings.Participants:3,302 practicing obstetrician-gynecologists, chosen by a systematic random sample from the AMA national physician database.Main Outcome Measures:Participants were defined as rubella immune if they reported knowledge of prior rubella vaccination or positive antibody titer. Knowledge of a policy for documenting rubella immunity among employees in the office-based practice setting also was assessed.Results:Questionnaires were returned from 50% (1,666) of the 3,302 surveyed, and 96% (1,599) were evaluable. Approximately 20% (304/1,599) of the responding obstetrician-gynecologists did not have knowledge of documented rubella immunity, and the majority of office-based practices did not require documentation of rubella immunity in the following groups: physicians, 66% (723/1,094); office nurses, 62% (666/1,070); and other office staff, 69% (728/1,063). Sixty-two percent (993/1,599) of responding physicians had individual rubella serologies performed, with 916 known to be positive, 53 reported negative, and 24 reported unknown. Fifty-seven percent (918/1,599) reported receiving monovalent rubella vaccine or trivalent measles-mumps-rubella vaccine. Multiple logistic regression analysis revealed the following to be independent predictors of positive immune status among respondents: female gender (odds ratio [OR], 2.4; 95% confidence interval [CI95], 1.8-3.1), medical school graduation since 1980 (OR, 2.6; CI95, 2.0-3.3), providing obstetric or fertility services (OR, 1.5; CI95, 1.2-1.9), and group practice setting ≥5 physicians; OR, 1.2; CI95, 1.1-14).Conclusions:Nationally, nearly one of every five practicing obstetricians may not have documented rubella immunity, and the majority of office-based practices have no system for assuring such immunity. Rubella immunity should extend beyond the hospital setting, with consideration for requiring rubella immunity as a condition for employment. Methods for effective implementation and documentation of current guidelines need to be addressed, particularly in the office setting.
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Osiński, Zbigniew. "Information literacy of Polish state administration officials in the context of the concept of "good governance"." Journal of Information Literacy 15, no. 2 (June 8, 2021): 4. http://dx.doi.org/10.11645/15.2.2778.
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The article presents the results of research on information literacy (IL) of employees of selected state administration offices, those in which the concept of improving the quality of work, named "good governance", has been implemented. The first aim of the study was to determine the components of IL necessary for state administration employees and the deficiencies occurring in this respect. Another goal was to develop research methods and techniques which would be useful to achieve the first aim and to identify challenges of this study. The research was conducted in two stages. The first of them, carried out at the Lublin Provincial Office in Poland, was aimed at determining the information needs of individual official positions, identifying the IL essential for officials and the shortcomings in this regard. At this stage, the following research methods have been used: analysis of cards describing individual job positions in the office, the method of mapping knowledge in the office and the method of focused group interview. The second stage of the research was carried out in five provincial offices. This time, the main goal was to check whether the questionnaires developed by Polish researchers to study the information culture (the system of human attitudes towards information) of various social groups could be effectively used to study the IL of officials. It was assumed that the information culture of staff determined their ability to undertake information activities, including untypical ones, expected from them in line with the concept of "good governance".
The conclusion reached was that IL of employees was underestimated in the current practice of state administration. A set of components of the information skills useful for working in various office job positions have been developed. It was reported that the information culture of the studied group was characterised by an optimistic perception of their own skills and their professional usefulness. Studies have shown that obtaining conclusive results indicating the level of specific information skills in the office environment is often not possible for reasons beyond the control of a researcher. Traditional IL testing methods are assumed to fail there. This is due to the Dunning-Kruger effect (Kruger & Dunning, 1999), as well as constraints imposed by the way offices function and decisions of the management of the office. It seems that achieving more precise results requires establishing close cooperation with the management of an examined group. Undertaking such research is necessary in the context of implementing the concept of "good governance" and a model of one of the methodologies has been presented in the article.
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Oscher, Steve. "THE FATE OF A LEGENDARY PRACTICE." Muma Case Review 1 (2016): 1–18. http://dx.doi.org/10.28945/3531.
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Calvin T. Jones, DMD slammed the door to his office, walked to his desk, and glared at the diplomas on his wall. UNC at Chapel Hill (Magna Cum Laude), University of Florida (Doctor of Dentistry), all those awards for service and achievement. So perfect, and yet he thought.....how could my career have fallen into total chaos? As Calvin reached for his bottle of Tums, he reflected on the events that brought him to this crossroad in his career. In the months prior to his graduation, Calvin had reviewed the American Dental Association’s suggested questions for new dentists interviewing to enter the practice of dentistry: Who is the patient population? What kind of care will I be providing? What is the practice’s experience with employee dentists? Why are they hiring now? How is compensation calculated? How long do dentists typically stay in this position? Is there an opportunity for an equity ownership? It was that last question...the opportunity for a “piece of the pie”, that Calvin allowed himself a wry smile. Dr. Albert S. Waxman was a legend in the Florida dental community. A frequent speaker at UF, Calvin was honored when Dr. Waxman, after a Dental School reception, invited Calvin to visit his office in Tampa. His professors were excited to hear that Al Waxman had taken an interest in one of their top students. Two weeks later, Calvin visited the Hyde Park Family Dentistry Center and was impressed by the facility, the location, the employees, and most importantly, Dr. Waxman. As the meeting ended, Calvin was surprised when Dr. Waxman extended an offer to join his practice after graduation. Everything he had hoped for was falling into place. He accepted Dr. Waxman’s offer the next day. After seven years, Dr. Waxman offered and Calvin accepted, a 50% interest in the practice. As an equal partner, Calvin expected that he would be able to introduce new ideas and opportunities into the dental practice. Yet, with each suggestion there appeared to be more resistance from Dr. Waxman. Employees became divided in their loyalties. The practice administrator Calvin had been responsible for hiring was now viewed as the devil incarnate by Dr. Waxman. What happened? How did things go so wrong? As Calvin returned to the present, his anger started to build, first at himself, then Dr. Waxman, and finally at this mess of a business relationship. A few moments ago, Dr. Waxman informed him that he wanted to dissolve their business relationship. Was there still a way to salvage the relationship? What could Dr. Calvin Jones do?
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Rovniak, Liza S., Marc A. Adams, Christopher N. Sciamanna, Lan Kong, Nicole Sullivan, Sara Costalas, Melissa Bopp, and Ashley Kuzmik. "Effects of Bluetooth-Enabled Desk Ellipticals on Office Work Performance: Rationale, Design, and Protocol for a Randomized Trial With Overweight and Obese Adults." JMIR Research Protocols 9, no. 1 (January 14, 2020): e16275. http://dx.doi.org/10.2196/16275.
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Background Workplaces that provide opportunities for physical activity without requiring extra time for activity could help counteract the obesity epidemic. Desk ellipticals can contribute to activity-supportive workplace environments; however, the feasibility of engaging employees in pedaling ellipticals during simultaneous office work has not been well evaluated. Objective We aim to present the rationale and methods from an ongoing randomized trial with overweight and obese employees that will evaluate (1) the effects of pedaling a compact desk elliptical on work performance and (2) the influence of different incentive types and schedules on desk pedaling quantity. Methods Overweight and obese medical center employees are being recruited in dyads for a 2 (gift card type: healthier food vs Amazon) by 3 (gift card schedule: immediate incentive contingent on individual pedaling quantity; immediate incentive partially contingent on dyads’ joint pedaling quantity; and delayed noncontingent pedaling incentive) cluster randomized within-subjects factorial trial. All participants receive a Bluetooth-enabled desk elliptical for 4 weeks and access to a mobile app that provides real-time pedaling feedback. The primary aims are to assess (1) change in employee work performance from pre- to postelliptical installation via employee and supervisor ratings and (2) effects of gift card type and schedule on quantity of objectively measured desk pedaling completed. Results Data collection is ongoing. We expect to complete main outcome analyses in 2020. Conclusions This trial represents one of the earliest attempts to assess the effects of desk pedaling and pedaling-incentive types in real-world offices. It could help bridge the research-to-practice gap by providing evidence on whether desk pedaling can be sustained without compromising work performance. International Registered Report Identifier (IRRID) DERR1-10.2196/16275
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Moon, Ruth. "Getting into living rooms: NGO media relations work as strategic practice." Journalism 19, no. 7 (February 17, 2017): 1011–26. http://dx.doi.org/10.1177/1464884917691542.
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Research on the publicity strategies of non-governmental organizations suggests that they seek out coverage from the news media. In so doing, they typically adopt traditional news values, thus adapting to the institutional demands of journalism in ways potentially harmful to organizational goals. This study suggests that, while employees do court news coverage through events and strategies designed to capture media attention, they do so strategically. The research presented here draws on institutional theories of organizational behavior to understand the strategic behaviors undertaken. Through participant observation and document analysis of the media relations office at World Vision US, a key player among international development non-governmental organizations, I find evidence that media relations employees engage in strategic practices of bargaining and compliance. These behaviors allow them to work within and beyond given institutional parameters to accomplish organizational goals not aligned with traditional news values.
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Emmons, Paul. "Diagrammatic Practices: The Office of Frederick L. Ackerman and "Architectural Graphic Standards"." Journal of the Society of Architectural Historians 64, no. 1 (March 1, 2005): 4–21. http://dx.doi.org/10.2307/25068122.
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The office of Frederick Ackerman (1878-1950) was the source of the first modern architectural handbook, Architectural Graphic Standards (1932), which was intended as a radical manifesto. Basing his practice on the economic critique of "conspicuous consumption" by Thorstein Veblen (1857-1929), Ackerman was a leader of the technocratic movement. Ackerman directed his employees to develop factual architectural data. The authors of Graphic Standards, Charles Ramsey (1884-1963) and Harold Sleeper (1893-1960), worked at Ackerman's firm, and it was for Ackerman's projects that the first versions of the handbook's plates were drawn. Graphic Standards reflected Ackerman's technocratic approach to architecture, whereby he isolated functional facts from appearance, which was understood as self-expression. In its use of diagrams, Graphic Standards reflected the view that such schematic representations were the transparent rendering of facts. Yet, as seen in some of the plates of Graphic Standards, even the most reductive diagrams inevitably include expressive elements. Through many editions, Graphic Standards has been widely hailed as the "bible" of architectural practice, and it is paradoxical that Ackerman's radical practice became the basis of today's normative commercial practices. The attempt to separate functional fact from aesthetic self-expression was an impossible project, but Ackerman's efforts to achieve a modern architecture that was derived from the nature of its use and construction to replace the design of novelties remain a significant achievement.
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Dittmer, Jason. "Theorizing a More-than-Human Diplomacy: Assembling the British Foreign Office, 1839-1874." Hague Journal of Diplomacy 11, no. 1 (November 27, 2016): 78–104. http://dx.doi.org/10.1163/1871191x-12341319.
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This article emphasizes the more-than-human nature of foreign policy formation and diplomatic practice, as found in an examination of nineteenth-century Parliament Select Committee testimony regarding the intersection of everyday bureaucratic practice and the material context of the British Foreign Office. These records indicate both how the changing world of diplomacy at this time (including new states and communication technologies) materially impacted the Foreign Office, as well as the affective atmosphere experienced by its employees, through an excess of paper. Debates over how the new Foreign Office ought to be built reveal concerns about the circulation of paper, bodies, light and air in a drive for efficiency. These historical materialities speak to our understanding of contemporary changes occurring within the world of diplomacy, including the rise of digital technologies and the new skills needed among diplomats, as well as inform our understanding of the exercise of power within assemblages.
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J. Cole, Raymond, Amy Oliver, and Aiste Blaviesciunaite. "The changing nature of workplace culture." Facilities 32, no. 13/14 (September 30, 2014): 786–800. http://dx.doi.org/10.1108/f-02-2013-0018.
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Purpose – The purpose of this paper is to determine how the unprecedented developments in information and communications technologies now permit a variety of forms of remote working and the subsequent shifting of spatial and temporal boundaries between home, office and city. It examines the changing context within which knowledge-based work is conducted with the specific objective of understanding how the blurring of the distinction between the domains of “work” and “leisure” is influencing the notion of workplace culture. It offers a framework that organizes the key issues in a legible form. Design/methodology/approach – The paper draws on concepts, theories and ideas in workplace, information and communications technology and green building literature and restructures them to formulate an emerging set of key issues, trends and relationships. Findings – The paper identifies possible implications for both the changing nature of the workplace in current green building practice and understanding the notion of workplace within different national cultural contexts. It outlines implications for employees, employers and facilities managers. Research limitations/implications – The work represents an initial attempt to bridge across issues not immediately evident in several bodies of literature. While several other issues may also have bearing on the work, the findings with regards to the blurring of work and leisure have significant theoretical and practical implications. Practical implications – As the “workplace” now embraces a wide range of possibilities that extend beyond the domain of the “office” to the home and to a host of “hot-spots” in public venues available within the city, the broader framing has significant consequence for comfort provisioning and other services in the office buildings and facilities management. Originality/value – The paper’s originality derives from emphasizing the potential positive and negative consequences for employers, employees and facilities managers associated with the blurring of work and leisure.
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Yahya, Nurul, and Fitri Damayanti. "Faktor-Faktor yang Mempengaruhi Whistleblowing Intention dengan Retaliasi Sebagai Variabel Moderasi." Akuntabilitas 14, no. 1 (June 26, 2021): 43–60. http://dx.doi.org/10.15408/akt.v14i1.20803.
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Whistleblowing is an implementing regulation by employees regarding information that is believed to violate the law, practice or professional statement, or related to procedural errors, violations, authority, or endangering the public and work safety. The purpose of this research to examine the effect of machiavellian nature, professional commitment, and seriousness of the offense to the whistleblowing intention of tax employee with moderated by retaliation variables. This research was conducted on tax employees who work at Pratama Tax Office in South Jakarta region and Bekasi with 95 respondents. The data processing methods used by researcher are the multiple regression and moderate regression analysis. The results of this research showed that machiavellian nature, commitment professional and seriousness of the offense has significant effect toward the whistleblowing intention both partially and simultaneously. Furthermore, retaliation can’t be a moderating for machiavellian nature and commitment professional toward the whistleblowing intention. But the retaliation can be a moderating for seriousness of the offense toward the whistleblowing intention.
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Mende, Christian Daniel, and Yustina Erti Pravitasmara Dewi. "Pengaruh Manajemen Talenta terhadap Employee Engagement dan Work From Home sebagai Variabel Moderasi." Jurnal Administrasi Bisnis 10, no. 1 (February 8, 2021): 45–56. http://dx.doi.org/10.14710/jab.v10i1.36055.
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The work from home phenomenon due to the pandemic triggers doubts on the governance of employee talent, including efforts to maintain its attachment or called employee engagement. Reduced direct interaction between employees or between leaders and employees leads to doubts on attachment to the organization, especially if it is associated with employees in Generation Y. Generation Y is expected to show the same employee engagement between working in the office or when doing its work from home. This research aims to test the relationship of talent management to employee engagement generation Y with work from home as a moderation variable. The sampling technique was accidental sampling of 201 Generation Y employees in Indonesia who practice work from home were involved as research samples. Data analysis techniques used analysis based on SEM (Structural Equation Model) with an evaluation of measurement and structural models for hypothesis testing. The results of this study indicate that talent management has a significant and positive effect on generation Y employee engagement and work from home has no significant and positive effect on the relationship between talent management and generation Y employee engagement.Fenomena work from home akibat pandemi mendorong terjadinya perubahan pada tata kelola karyawan, termasuk mempertahankan keterikatannya atau disebut dengan employee engagement. Karyawan yang memiliki keterikatan dengan organisasinya dikenali dengan perilaku sadar, waspada yang secara emosi terhubung dengan organisasi dan berkomitmen melakukan perannya dengan kemampuan terbaiknya. Generasi Y diharapkan menunjukkan employee engagementnya ketika melakukan pekerjaannya dari rumah. Penelitian ini bertujuan untuk menguji hubungan manajemen talenta terhadap employee engagement generasi Y dengan work from home sebagai variabel moderasi. Sebanyak 201 karyawan Generasi Y di Indonesia yang mempraktikkan work from home terlibat sebagai sampel penelitian. Teknik analisis data menggunakan analisis berbasis SEM (Structural Equation Model) dengan evaluasi model pengukuran dan struktural untuk uji hipotesis. Hasil penelitian ini menunjukkan manajemen talenta berpengaruh signifikan dan secara positif terhadap employee engagement generasi Y dan work from home berpengaruh tidak signifikan dan secara positif terhadap hubungan antara manajemen talenta dan employee engagement generasi Y.
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Risher, Howard. "How Much Should Federal Employees Be Paid?" Public Personnel Management 34, no. 2 (June 2005): 121–40. http://dx.doi.org/10.1177/009102600503400201.
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The General Schedule (GS) salary system is broken. It cannot be repaired. It's no longer meeting the needs of government. No elements of the system are consistent with best practice thinking in salary management. It was designed more than 50 years ago for a very different world of work. At this stage it has no defenders. The Departments of Defense (DOD) and Homeland Security (DHS) have the authorization to develop their own salary systems. They join a growing list of agencies with similar authority—the Federal Aviation Administration, the Internal Revenue Service, Securities and Exchange Commission, and the General Accountability Office. Each of these agencies has argued that the GS system is an impediment to their efforts to accomplish their mission and achieve their strategic goals. The list will continue to grow. The new model for salary management that has been adopted or proposed in these agencies is based on the broadband concept. Within the bands, pay for performance is the basis for managing salaries. That policy change has been the focus of heated debates. While it is effectively a universal practice for white-collar employees in non-government sectors, it represents a radical and difficult change for public agencies. The new model also makes it necessary to rethink the strategy for aligning salaries with prevailing market pay levels. The locality pay concept adopted under the Federal Employee Pay Comparability Act (FEPCA) was never allowed to operate as planned, and probably has lost too much credibility to be resuscitated. It also suffers from a change in the way the Bureau of Labor Statistics (BLS) conducts its salary surveys. The issues and problems associated with linking federal pay to market rates are the focus of this article.
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Cambra-Rufino, Laura, Andrea Brambilla, José León Paniagua-Caparrós, and Stefano Capolongo. "Hospital Architecture in Spain and Italy: Gaps Between Education and Practice." HERD: Health Environments Research & Design Journal 14, no. 3 (February 15, 2021): 169–81. http://dx.doi.org/10.1177/1937586721991520.
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Aim: The research sheds light on the challenges and limitations of Spanish and Italian hospital design by looking at the gaps between education and practice. Background: Hospital design plays an important role in providing high-quality and cost-effective facilities for any healthcare system. Spain and Italy face contemporary challenges (i.e., elderly population, staff retention, and obsolete healthcare facilities) and have similar issues of life expectancy, health expenditure, hospital beds provision, and decentralized tax-financed healthcare systems. Method: A cross-sectional, mixed-method study was used. This involved two different data collection strategies and analysis for each area of investigation: (i) education and (ii) practice. For the former, educational programs were reviewed via a web search; for the latter, an online survey of 53 architectural/engineering offices involved in hospital design was conducted. Results: Hospital design education is limited to 0/58 in Spanish and 2/60 courses in Italian universities, although each country offers three postgraduate courses. The practitioners’ survey shows that even though their offices have a long history of healthcare design, only 48% in Spain and 60% in Italy have received specific university training. Office staff lack employees with medical backgrounds, which hinders any partnership between health and design fields either for design practice or the education fields. Laws, national regulations, technical guidelines, and previous experience are the most useful information sources, while international scientific publications appear underused by practitioners. Conclusions: Italian and Spanish healthcare architecture could be improved by promoting multidisciplinary teams (in practice and education) and improving the education offer by tailoring it to national needs.
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Basile, Kelly A., and T. Alexandra Beauregard. "Strategies for successful telework: how effective employees manage work/home boundaries." Strategic HR Review 15, no. 3 (June 13, 2016): 106–11. http://dx.doi.org/10.1108/shr-03-2016-0024.
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Purpose This paper aims to identify strategies used by successful teleworkers to create and maintain boundaries between work and home, and to determine how these strategies relate to employee preferences for segmentation or integration of work and home. Design/methodology/approach Forty in-depth, face-to-face interviews were conducted with employees working from home either occasionally (occasional teleworkers), between 20 and 50 per cent of the workweek (partial teleworkers), or the majority of the time (full teleworkers). Findings Teleworkers use physical, temporal, behavioral and communicative strategies to recreate boundaries similar to those found in office environments. Although teleworkers can generally develop strategies that align boundaries to their preferences for segmentation or integration, employees with greater job autonomy and control are better able to do so. Research limitations/implications A limitation of this research is its potential lack of generalizability to teleworkers in organizations with “always-on” cultures, who may experience greater pressure to allow work to permeate the home boundary. Practical implications These findings can encourage organizations to proactively assess employee preferences for boundary permeability before entering a teleworking arrangement. The boundary management tactics identified can be used to provide teleworkers struggling to establish comfortable boundaries with tangible ideas to regulate interactions between home and work. Originality/value This research makes a significant contribution to practitioner literature by applying a boundary management framework to the practice of teleworking, which is being adopted by organizations with increasing frequency.
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Yurtsever, Gülçimen. "Gender-related differences in moral imagination." Social Behavior and Personality: an international journal 38, no. 4 (May 1, 2010): 515–22. http://dx.doi.org/10.2224/sbp.2010.38.4.515.
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In this study gender-related differences in moral imagination were examined. Data were obtained from 241 employees at a bank in Ankara, Turkey. The participants were lower- and middle-level managers, head economist, and workers at the head office. According to t test results, there were differences between females and males in the moral imagination scale and subscales (Yurtsever, 2006). The mean of moral imagination and its subscales for females was higher than that for males. Implications for business practice are discussed.
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Marsiti, A. "Penanaman Nilai-Nilai Karakter sebagai Upaya Meningkatkan Etos Kerja Guru dan Karyawan Menuju Neswa Lembah Sunyi Sekolah Berkualitas." Media Penelitian Pendidikan : Jurnal Penelitian dalam Bidang Pendidikan dan Pengajaran 14, no. 1 (June 25, 2020): 81–89. http://dx.doi.org/10.26877/mpp.v14i1.5981.
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The porpose of this best practice is to improve the work ethics of teachers and employees also the Students spirit in learning which the goal is to improve the quality of learning at SMK Negeri 1 Warureja. The formulation of the problems in this scientific work are: (1) How to improve the work ethic and work hard for teachers and employees of State Vocational School 1 Warureja ?, (2) What is the impact of discipline, and hard work on the work ethic of teachers and employees of State Vocational School 1 Warureja and (3) What are the obstacles that arise in instilling discipline, and hard work in an effort to improve the work ethic of teachers and employees of SMK Negeri 1 Warureja, and how to overcome them? The methode used were coacking, interviews, observation and the instruments used were questionnaire as well as documentation. The results achieved through fostering discipline and hard work in an effort to improve the work ethic of teachers and employees or the learning enthusiasm of students of SMK Negeri 1 Warureja, are: (1) as school residents both teachers and employees have a high work ethic (teacher questionnaire results 4.67; results Employee questionnaire 4.09, and for students having high enthusiasm for learning (student questionnaire results 4.09), (2) as a citizen of the teacher / employee school or students trying to do their duties and obligations as well as possible (results of teacher questionnaire 4.47, employee questionnaire results 4.33, student questionnaire results 4.06) (3) teachers / employees or students have high discipline (teacher questionnaire results 4.44, employee questionnaire results 4.33, student questionnaire results 4.16), and (4) as school residents both teachers / employees have hard work enthusiasm (teacher questionnaire results 4.67, employee questionnaire results 4.66,) and students have a high enthusiasm for learning (student questionnaire results 4.53). (5) Development of disciplined and work training the most effective race against teachers and employees and students is by example. The conclusion of planting the character values as an effort to improve the work ethic of teachers and employees through mechanisms: (1) Preparation, (2) Implementation, and (3) Monitoring. The results achieved through the inculcation of the value of discipline and hard work can improve the work ethic of teachers and employees of SMK Negeri 1 Warureja in the 2019-2020 Academic Year. Recommendations: (1) The Head of the Education Office of Central Java Province, can use the cultivation of discipline and hard work as an effort to improve the work ethic in the ranks of the Department of Education and other Schools, (2) The results of the implementation of the inculcation of disciplined values and hard work practically it can also be used by school principals as an effort to improve the work ethic of teachers and employees as well as efforts to improve the quality of education in general and the quality of learning of SMK Negeri 1 Warureja in particular.
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Davis, M. C., D. J. Leach, and C. W. Clegg. "Breaking Out of Open-Plan: Extending Social Interference Theory Through an Evaluation of Contemporary Offices." Environment and Behavior 52, no. 9 (October 8, 2019): 945–78. http://dx.doi.org/10.1177/0013916519878211.
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Offices are evolving rapidly to facilitate organizational cost reductions and to better support contemporary working practices. We investigate relationships between the design of contemporary offices (physical proximity and breakout areas) and autonomy in predicting individual outcomes (ease of communication, job satisfaction, and well-being). We extend Social Interference Theory to include features of contemporary office design and explicitly explore the moderating role of autonomy. Working in differing office configurations of a global engineering company, 406 employees provided data. Access to breakout areas was strongly related to ease of communication, higher job satisfaction, and well-being. In the absence of breakout areas, employees with higher autonomy were able to better manage the challenges arising from contemporary offices. Practical implications include incorporating breakout areas to enhance employee experience within open-plan offices, using job design to optimize employee experience in open-plan offices, and manager and employee involvement in office design.
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Izbienova, T. A., and M. I. Averyanova. "Balance of working time and rest in remote working conditions." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 1 (December 29, 2020): 17–23. http://dx.doi.org/10.33920/pro-3-2101-03.
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The spread of digital technologies and electronic devices, the natural interest of businesses to save money on creating and equipping jobs, as well as the global COVID-19 pandemic provoked a sharp increase in remote labor for employees. The specifics of the organization of work using digital technologies, in the "home office", required the establishment of special rules for recording working hours in order to protect physical and mental health of employees and review existing legislative approaches to accounting for working hours spent outside of a stationary workplace. The authors, examining Russian legislation and practice of regulation of this issue in European countries, particularly Germany, propose to amend the Labour Code of the Russian Federation, stipulating provisions for the protection of leisure time and health of persons working in the mode of remote operation.
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Kuria, Monicah Wanjiku, and Dr Thomas Mose. "Effect of Green Human Resource Management Practices on Organizational Effectiveness of Universities in Kenya." Human Resource and Leadership Journal 4, no. 2 (August 30, 2019): 1. http://dx.doi.org/10.47941/hrlj.319.
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Purpose: The purpose of this study was to determine the effect of green human resource management practices on organizational effectiveness of Universities in Kenya.Methodology: The study employed descriptive research design targeting a study population of ten universities in Kenya. The selected Universities have approximately 400 employees from the HR office, deans of faculties/schools and senior managers. The study used purposive sampling. Therefore the sample size was 120 respondents who were selected from the selected universities. Semi structured questionnaires were used to collect primary data. The data was presented through tables, charts and graphs. Results: The study revealed that green recruitment and selection, green HR performance management, green training & development and green pay and reward recorded a positive and significant relationship with organizational effectiveness of Universities in Kenya. It is against this back drop that study concluded that during recruitment and selection, the management seeks to employ and recruit staff and personnel that are conversant and ready to apply their skills and expertise to better the ecological surrounding. It was also concluded that the employees recruited are not only left on their own to work out the plan, but are also coached and trained on their specific matters and issues that relate to the environment. The study concluded that motivation of the staff is instrumental as seen from the study findings, it had a higher relationship compared to the other variables. However, the reward system was not that adequate and satisfactory which was evident by delayed rewards/compensations towards the met green standards to the employees and unclear promotional framework.Unique contribution to theory, practice and policy: The study therefore, recommends that the Universities need to be diverse and timely in their motivational strategies as well as meet their compensation obligations towards the employees. Finally, the study recommends initiation of green stakeholders’ involvement initiatives to help in improving the environment, employee health and safety as well as enlargement of the pool of knowledgeable employees and supervisors. These initiatives need to focus on all-inclusivity that is, the management, employees, the community and the natural environment for better societal development.
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Achmad Sani Supriyanto, Vivin Maharani Ekowati, Abd. Haris, Budi Eko Soetjipto, Rudi Harianto, and Muchlis Yahya. "The Effect of Organizational Citizenship Behavior on Job Satisfaction Mediated with Spiritual Leadership." International Journal of Business and Society 21, no. 2 (July 21, 2020): 737–48. http://dx.doi.org/10.33736/ijbs.3286.2020.
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This study aims to determine the direct effect of Organizational Citizenship Behavior on job satisfaction mediated with spiritual leadership. Data were randomly selected from 115 employees of Bank Jatim Syariah in the central office, Surabaya, and analyzed using the Partial Least Square. The study shows that Organizational Citizenship Behavior has a direct effect on job satisfaction with spiritual leadership. The practice of OCB has the ability to shape the subordinate mindset to be always responsible for their work. Organizational citizenship behavior underlies the leadership pattern to commit to workload.
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Muslichah, Muslichah, and Sobikhul Asrori. "The Effect of Transformational Leadership Style on Job Satisfaction with Trust-In-Leader as Intervening Variable." Journal of Innovation in Business and Economics 2, no. 02 (December 31, 2018): 61. http://dx.doi.org/10.22219/jibe.v2i02.6580.
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This research was aimed to analyze direct and indirect effects of transformational leadership style on job satisfaction. The population of research included all employees at the Local Secretariat Office of Pasuruan Indonesia, which was counted for 170 persons. A questionnaire was distributed to this population, and 151 questionnaires were returned, which thus resulting in a response rate of 88.82%. Data analysis procedure is path analysis facilitated by a PLS computer software. Results indicated that: 1) There is a direct, positive and significant effect of transformational leadership style on job satisfaction; 2) There is a direct, positive, and significant effect of transformational leadership style on trust-in-leader; 3) There is a direct, positive, and significant effect of trust-in-leader on job satisfaction; 4) Trust-in-leader mediates the effect of transformational leadership style on job satisfaction. Given all these findings, this research not only has a good implication on practice but also to the literature concerning the effect of both transformational leadership style and trust-in-leader on job satisfaction. It is also expected that this research provides information that can be used as guidance by the Local Secretariat Office in Pasuruan City Indonesia when it decides to improve employee’s job satisfaction.
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Ho, Hsuan-Fu, and Tien-Ling Hu. "Consolidating the University Career Service System in Taiwan." International Education Studies 10, no. 11 (October 29, 2017): 148. http://dx.doi.org/10.5539/ies.v10n11p148.
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The university graduate unemployment rate reached a record high of 6% in 2009 in Taiwan; paradoxically, business managers complained that they could not find enough qualified employees. The mismatch between knowledge taught in universities and the requests of the job market has been criticized as the main reason for the escalation of the university graduate unemployment rate. To alleviate the aforementioned crisis, this research endeavored to identify the major career services that should be provided by universities, calculate the relative importance of each career service, and determine which department should be responsible for what career services. The analytic hierarchy process (AHP) was adopted as the major research method, and a self-developed questionnaire was administered to 30 university faculty and 50 students. The results indicated that real work place practice and internships were rated as the most important career service that should be carried out by universities immediately. Moreover, the career center and academic department office are the most important offices in accomplishing the career services.
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Hassanain, Mohammad A., and Ali Al‐Mudhei. "Business continuity during facility renovations." Journal of Corporate Real Estate 8, no. 2 (April 1, 2006): 62–72. http://dx.doi.org/10.1108/14630010610679871.
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PurposeThe objectives of this paper are to identify and rate the importance levels of the factors that may affect business continuity during partial renovation of office buildings while being occupied. The paper also proposes a checklist of measures to carry out in order to reduce the impact of renovation works on business continuity.Design/methodology/approachThe authors have analyzed the published literature for the purpose of reviewing the reasons for renovating the workplace, and aspects of planning and scheduling renovation works in occupied facilities. A sum of 24 elements that may affect business continuity during partial renovations of open‐plan office buildings while being occupied were identified. These factors were classified under four categories, including functional, technical, behavioral, and management practice factors. The authors then developed a questionnaire to rate users' perception of importance to each of the identified 24 elements and conducted a survey to evaluate the importance of these elements on business continuity in two office buildings.FindingsThe importance levels of each of the elements were analyzed and reported. The authors also developed a checklist of measures to carry out to reduce the impact of renovation works on business continuity in office buildings.Originality/valueFacilities during their life cycle may be renovated to restore or upgrade the functionality of their building elements, or to suit a new function. Renovation works could negatively affect businesses continuity and decrease levels of productivity due to their impact of the technical systems in the building, and the time spent on relocating employees to temporary facilities until the renovations are completed. However, in some cases renovation works could be performed without the need for relocating employees, or the business to be stopped. The paper provides a practical value to building owners and facility managers intending to undertake renovation works during the life cycle of their buildings.
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Stetz, Thomas A., and Todd L. Chmielewski. "Efficiency Ratings and Performance Appraisals in the United States Federal Government." Industrial and Organizational Psychology 9, no. 2 (June 2016): 270–75. http://dx.doi.org/10.1017/iop.2016.10.
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As industrial–organizational (I-O) psychologists and longtime employees, we have developed and implemented appraisal systems and have been subjected to and have subjected others to appraisals. We have thus viewed performance appraisals from all angles, seeing the good, the bad, and the downright ugly. We believe that all of the points discussed by Adler et al. (2016) about retaining or eliminating performance ratings have merit and address the realities of the current state of affairs in performance appraisal practice and research. However, as Wiese and Buckley (1998) point out, organizations survived quite well for centuries without formal appraisal systems, which raises the question, “Why do formal performance appraisal systems exist?” One inescapable yet surprisingly undiscussed reason is that it is a legal and/or regulatory mandate for 4,185,000 U.S. federal government employees (Office of Personnel Management, 2015a). Eliminating performance ratings for these workers would literally require an act of Congress.
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Di Giacomo, Nadia, James Guthrie, and Federica Farneti. "Environmental management control systems for carbon emissions." PSU Research Review 1, no. 1 (April 13, 2017): 39–50. http://dx.doi.org/10.1108/prr-10-2016-0004.
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Purpose This paper aims to focus on a global consulting company and examine how it struggled to establish an effective environmental management control system for carbon emissions for its employees’ air travel. The organisation was motivated to reduce its carbon emissions both to comply with regulation and to enhance or maintain corporate reputation. Design/methodology/approach The paper takes a case study approach, examining internal and external documents as well as conducting interviews with senior staff. Findings The case study investigates how Beta’s management implemented a system to reduce carbon emissions. The organisation focused on air travel, but the study finds that employee travel preferences did not radically change. Rather than reduction in carbon emissions, as planned by head office, air travel carbon emissions actually increased during the period, and, as a consequence, the reported reduction targets were significantly adjusted downwards to meet the new realities. Practical/implications The study has implications for both policy and practice for organisations seeking to improve their sustainability performance. Originality/value The study responds to calls in the literature to undertake research to identify how management practices might reduce negative sustainability impacts, as there is little evidence of what management practices and accounting tools are being adopted, particularly in relation to carbon emissions from air travel. The paper adds to the creation of new accounting, giving visibility to carbon emission management through case study analysis.
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Marselli, Aldila, and Sri Endah Wahyuningsih. "Legal Protection Of Contract Employees Agreement In The Implementation Of Certain Time In Kendal (National Land Agency)." Jurnal Akta 5, no. 2 (June 15, 2018): 491. http://dx.doi.org/10.30659/akta.v5i2.3221.
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Reforms in the field of employment law is done with the purpose to improve and enhance the quality of labor and personnel welfare. Reformation in the field of employment law begins with the issuance of Act No. 21 of 2000 concerning Trade Union / Labor United. Then followed with the release of Act No. 13 of 2003 on Manpower. Problems in this reasearch: (1) To identify and analyze the Implementation of the Employment Agreement in the Specific Time (PKWT) At the National Land Agency of Kendal. (2) To identify and analyze the forms of legal protection for workers at National Land Agency of Kendal with the Specific Time of Work Agreement (PKWT). The results of this study are: (1) Implementation of the Employment Agreement in the Specific Time (PKWT) at the Land Office of Kendal by implementing probation on each worker who recruits including contract workers. Which it is not supposed to apply probation at a certain time and labor agreements remain to be done if the employment agreement becomes null and void. (2) The legal protection of workers / laborers at Specific Time Work Agreement (PKWT) inemployeein practice has not run optimally, given the frequent violations, because of the vagueness of the rules on the implementation of the Employment Agreement for specific time periods, in providing protection against labor law for employees in the Land Office of Kendal.Keywords: Legal Protection; Labor Contract; the National Land Agency.
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De Bruyne, Evi, and Marion Beijer. "Calculating NWoW office space with the PACT model." Journal of Corporate Real Estate 17, no. 2 (May 11, 2015): 122–33. http://dx.doi.org/10.1108/jcre-12-2014-0032.
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Purpose – The purpose of this paper is to illustrate the working of the PACT calculation model, a tool to determine office space dimensions. New ways of working (NWoW) seem to have become a fixed value in facility management (FM) practice in The Netherlands today. Stimulated by new technological possibilities, companies are rethinking their office environments to make workplaces more flexible and their use “activity related”. However, this requires a different approach to quantify the needed space and determine the types of workplaces to fit organizations’ processes. The PLaces and ACTivities (PACT) calculation model allows (facility) managers to gain an insight in the number and type of spaces needed, modulated by different scenarios and fitting to the organization and its work processes. Design/methodology/approach – This article mainly aims to present the PACT model: an office space calculation tool. A case study is presented and calculated to compare an actual work environment of an organization to the PACT calculated results. As input for the model, data were used that were available before the work environment changes in 2007. Additionally, one scenario of a different workplace use is calculated which helped to visualize the accuracy and validity of the model. Findings – When comparing the post hoc PACT calculated space to the real-life work environment, the number of calculated workplaces and the ratio to the number of employees do not seem to differ strongly. However, substantially less meeting space is calculated by the model, and some elements might require more testing to verify it completely. The scenario calculation shows that the model output changes to adapt to a more flexible work process. Originality/value – Even though calculation and simulation models for office space are available, the described model puts together many different elements to provide a more holistic calculation. Elements like, for instance, absence, activities and occupational choices are combined.
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Alfiya, Evi, and Mohammad Heykal. "Analisa Pengendalian Internal Terhadap Pembiayaan Mudharabah Studi Kasus Pembiayaan Mudharabah Bank Syariah Mandiri Cabang Kebon Jeruk." Binus Business Review 5, no. 1 (May 30, 2014): 194. http://dx.doi.org/10.21512/bbr.v5i1.1209.
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The purpose of this research is to determine the financing procedure of PT. Bank Syariah Mandiri of Kebon Jeruk Branch runs in accordance with the procedures and objectives of the company that are set and to determine the appropriateness of accounting calculation of mudharaba and journal entries based on mudharaba PSAK 105, as well as internal control procedures to determine the portion of financing based on the COSO standards. The method used is a literature study to obtain basic theory that is applied to the evaluation of the problem and also a field study with observation, interviews, and a collection of documents administrative staff financing, accounts officer, back office officer as the staff SDI. These results indicate that the procedure is carried out on the financing of PT. Bank Syariah Mandiri has been in accordance with the practice and application of recording and journalizing of financing applied by PT. Bank Syariah Mandiri of Kebon Jeruk Branch not in accordance with PSAK 105, because there are still some things that have not been applied correctly. The authors' findings related to inadequate segregation of duties, the authors recommend that companies look for new employees for the position of legal officer, staff SDI and IT coordinator. Overall, the authors concluded that the company has been designing and implementing five components of internal control over financing.
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Knapp, Michael C., and Carol A. Knapp. "Hard Times and Harder Choices: An Instructional Case Focusing on Ethical Responsibilities of CPAs in Public Practice." Issues in Accounting Education 19, no. 4 (November 1, 2004): 529–38. http://dx.doi.org/10.2308/iace.2004.19.4.529.
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CPAs in public practice often find themselves facing challenging, if not troubling, ethical dilemmas. In this case, you have an opportunity to “step into the shoes” of Thomas Forehand, the owner of a small accounting firm. After spending several years working in a major metropolitan area, Forehand and his wife decided that they wanted a different lifestyle for themselves and their children. Unfortunately, a nationwide recession has cost Forehand many of his clients and forced him to lay off two of his six employees. Desperate for new clients, Forehand must decide whether to accept an unusual but lucrative engagement proposed by a new client who suddenly appeared in his office one day. Eventually, the client explains the true nature of the engagement. At this point, Forehand must decide what to do. In this case, you will play the role of Forehand and decide what you would have done had you been in his shoes.
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Казакова, М., M. Kazakova, Т. Шурмина, and T. Shurmina. "Business Game as a Tool of Recruitment in Retail Organizations." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (November 14, 2018): 49–55. http://dx.doi.org/10.12737/article_5bd1cd4652f996.53534609.
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The article is devoted to the problems of attracting personnel to vacancies of mass positions in the companies of the retail sphere of activity. In particular, the results of the research of the practice of attracting sales and service office specialists in the largest retail of mobile communications, whose management faced problems of high staff turnover and insufficient staffing, are presented. The study showed that the reason for these negative phenomena lies in the sources used to attract staff, namely: traditional job-resources do not create a sufficient flow of candidates so that the financial costs of many of them are not appropriate. On the basis of the survey of sales staff the authors developed a number of recommendations of practical importance: a portrait of the real applicant of the company, identified alternative sources of attracting the target audience of candidates. As the main development, the scenario of business game for participation in career events in various educational institutions is proposed. It will allow to distinguish retail from similar companies-employers, presented at the job fair, as well as to assess the potential employees according to the required competencies in practice, which is impossible to do in the framework of interviews of the traditional format. The implementation of this development requires minimal financial costs and can be carried out in any telecommunication organizations in the retail sector.
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Hussain, Sadam, and Arifa Bano Talpur. "Impact of Ethical Leadership and Mediating Effect of Organization Culture on Employees Performance: A Case of SSGC Zonal Office District Jacobabad Sindh, Pakistan." European Journal of Business and Management Research 6, no. 2 (March 31, 2021): 127–33. http://dx.doi.org/10.24018/ejbmr.2021.6.2.810.
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Ethical Leadership plays a vital role in every organization and is always seen as a positive perspective both in research and in practice and predicts the relation of employee performance and mediating role of organizational culture.
The present research is conducted in a domestic public listed company named Sui Southern Gas Company (SSGC). The research was conducted for the purpose of evaluating the role of ethical leaders, followers who act and behave ethically, this paper presumes the high and low levels of ethical leadership and would show the positive and negative aspects of executives over employee performance and how organizational culture mediates and is affected by ethical leaders. In this paper primary resources were used, for the primary purpose, the questionnaire was spread to know the impacts of ethical leadership on employee performance and how organization culture mediates within SSGC.
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Kusuma Wardhani, Pudyastuti. "Implementation of Government Regulation Number 11 of 2017 in The Making Transparency Candidate Recruitment of Civil Servants in Custody in The Formation of Position Guard Regional Office Ministry of Justice And Human Rights of Central Java." Jurnal Daulat Hukum 1, no. 2 (June 9, 2018): 551. http://dx.doi.org/10.30659/jdh.v1i2.3333.
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Implementation of Recruitment CPNS ideal and transparent according to Regulation No. 11 Of 2017 is the presence of Planning Phase Phase Announcement Jobs Stage Applying Stage Selection Selection Result Announcement. Best Criteria for Carers Formation Resistivity employess employess must have a stock that is as well able to practice martial rules are rules which should not be violated in accordance with Government Regulation No. 11 of 2017 on Civil Service Management. Recruitment obstacles in the implementation employess employess are determining criteria to be spelled out in the system of administration of an application the Selection CAT whose implementation in BKN only have a few units of computers alone is not proportional to the number of applicants who apply,Physical criteria employess formation detainee guards should be done by the competent authorities Observation Physical and skills tested by the examiner should be done by an expert interview. Efforts are being made in resolving these obstacles are Selection of administration should be carried out independently with the online system by providing value criteria that are not limited to academic Exams CAT is done online with the preparation by the recipient employees ooportunity should be tested by the parties who have expertise in physical testing and competent to do so Implementation does not have Standard Operating (SOP) that is in determining the best criteria for the formation of candidates for Civil Servants guard prisoners.Keywords: Employess Recruitment Guard Prisoner.