Academic literature on the topic 'Psychological aspects of Downsizing of organizations'
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Journal articles on the topic "Psychological aspects of Downsizing of organizations"
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Watts, Roderick J., and Robert T. Carter. "Psychological Aspects of Racism in Organizations." Group & Organization Studies 16, no. 3 (September 1991): 328–44. http://dx.doi.org/10.1177/105960119101600307.
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Shabat, Manal Elsayed. "Early retirement incentive programs as a human resources restructuring strategy in public sector." Review of Economics and Political Science 5, no. 1 (January 13, 2020): 69–90. http://dx.doi.org/10.1108/reps-06-2019-0087.
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Purpose The purpose of this paper is to analyze the conceptual framework about human resources downsizing and restructuring and how organizations of the public sector can do that effectively and efficiently. These facts drive to the conclusion that the implementation of early retirement incentives requires the most elaborate planning and execution to be effective, predictable and safe in the long term. Design/methodology/approach This paper adopts an analytical, descriptive methodology approach to describe the basic features of the data by using the descriptive research design. Data have been collected through different sources, which include secondary data, to introduce the theoretical literature of the subject as books, journals, articles, published working papers and referred previous studies related to the same subject. Findings Downsizing process is a deliberate administrative process that includes, but is not limited to, workforce reduction and is primarily aimed at achieving efficiency in public organizations. The definition of workforce downsizing may be narrowed to reducing the number of workers, or more likely to refer to general efforts to restructuring human resources in public organizations, Early Retirement Incentive Programs (ERIP) represents a viable alternative for organizations seeking to reduce staff. For the ERIP to be successful, the program coordinator must understand the business objectives and goals that the organization is trying to obtain. Originality/value Human resources strategies concerning downsizing public administration workforce should be more appropriate to those who leave the organization and those who stay at work, reducing the negative psychological, administrative and economical effects. This could be achieved through a strategy called early retirement incentive programs.
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Bhattacharyya, Sanghamitra, and Leena Chatterjee. "Organizational Downsizing: From Concepts to Practices." Vikalpa: The Journal for Decision Makers 30, no. 3 (July 2005): 65–78. http://dx.doi.org/10.1177/0256090920050306.
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Downsizing is currently one of the most popular strategies being used by organizations in an effort to survive and compete in the current business scenario. Existing literature in the area has broadly focused on the following three issues: Why do organizations downsize? What are the consequences of downsizing on the individual and the organization as a whole? What are the strategies that can be adopted for successful downsizing? While imperatives for downsizing have been considered from economic, institutional, strategic, ideological, and arational perspectives, suggestions for successful downsizing strategies have repeatedly reinforced the importance of adopting a planned, long-term, and people-oriented approach to implementation. The bulk of empirical research, however, appears to have focused on the consequences of downsizing both at the individual and organizational level. Given that downsizing today has achieved the status of an institutionalized norm, the relevant question is not so much whether or why organizations should downsize, but rather, how best to implement the process in a way which will enable organizations to accrue benefits and effectively manage the negative consequences of such an exercise. A review of literature reveals that a planned approach to the implementation process would lead to sustained and long-term benefits to the organization. Drawing from change management theories as well as related theories in organizational learning, theory of business, and business model innovations, this paper has attempted to identify issues that need to be addressed at each stage of downsizing in order to ensure effective implementation. At one level, this would imply a need to question the very rationale for downsizing in terms of whether it really is the best alternative under the existing situation. At another level, assuming that downsizing has been accepted to be the most viable option, and given that any successful planned change would need to be handled as a multi-stage activity, this would include : reframing of the existing mental models and assumptions about the business extensive communication with employees at each stage managing the needs and expectations of survivors, victims, and implementers themselves planning for employability initiatives for employees helping employees to renegotiate their existing psychological contract with the organization. This would necessitate bringing about a change in the mindsets and attitudes of the people involved in the exercise. Moreover, a downsizing exercise would also need to be implemented as a part of an overall corporate renewal package rather than as an isolated strategy on its own. Suggestions for future research in this area, especially in the Indian context, have been identified with a view to adding to the existing body of knowledge and also facilitating greater understanding on the part of practitioners in handling a downsizing exercise.
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Tovmasyan, Gayane. "The Role of Managers in Organizations: Psychological Aspects." Business Ethics and Leadership 1, no. 3 (2017): 20–26. http://dx.doi.org/10.21272/bel.1(3).20-26.2017.
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Witkowski, Stanisław A., and Bogna Bartosz. "Psychological and organisational aspects of age management in organisations." Management 21, no. 1 (May 24, 2017): 81–94. http://dx.doi.org/10.1515/manment-2015-0081.
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Summary In article we present selected issues of age management in organizations. They pointed to the lack of rationale for the discriminatory policies of some companies to employees aged 50+. Attention of managers was paid to the problem of age management in organizations, conditioned by an increase in the number of employees 50+. In Poland, currently there are employed approx. 31% of workers in this group (64 years old). While in EU countries the employment rate for workers aged fifty years and older more than 50%. The article discusses the specifics of the development processes and changes in the phase of middle and late adulthood, characterizing the population of employees and pointing to the “strengths” of the group. Age management in the context of both pathology and positive practices was presented. Referring to the data the benefits of age management were indicated.
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Kaplunenko, Yaryna. "Psychological First Aid: Experience of International Organizations." Psychology and Psychosocial Interventions 3 (March 3, 2021): 36–41. http://dx.doi.org/10.18523/2617-2348.2020.3.36-41.
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The turbulent shocks of recent decades—man-made and natural disasters, political instability, pandemics, and military conflicts—highlight the need for psychosocial support for victims. To plan and train those who can provide it, a number of guidelines have been developed at the global and national levels, within international medical organizations that can minimize the impact of the crisis and start the recovery process. The article presents the definition of the concept of Psychological First Aid (PFA), describes the key aspects, structure, time limits, and principles of activity; a description of three leading models of first psychological assistance in the context of international medical organizations: the World Health Organization (WHO), Doctors Without Borders (Médecins Sans Frontières, MSF), and the Johns Hopkins Center for Public Health Preparedness, USA. The RAPID model of first aid and key competencies for psychosocial workers involved in helping victims are described. The principles and techniques of PFA meet four basic standards: they are based on the results of research of risks and resilience after injury; they are practical and suitable for use in the “field”; they meet the age characteristics of development; they take into account cultural differences. The chronogram of mental reactions to a stressful event and the provision of PFA to victims within international medical organizations is divided into four phases which should be taken into account in the organization of psychosocial support. The RAPID model is based on five aspects designed to alleviate acute stress: Rapport and Reflective listening; Assessment of needs; Prioritization; Intervention; Disposition. If control over bodily reactions, emotions, and thoughts in the victims are restored, the narrative of the event is completed and accompanied by appropriate reactions, emotions are accepted, self-esteem and self-confidence are restored, and a sense of the future appears, we can say that the person has successfully adapted to the traumatic event and is ready to move on.
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Leontev, Mikhail. "Socio-psychological aspects of innovation behavior of workers in construction organizations." MATEC Web of Conferences 251 (2018): 05021. http://dx.doi.org/10.1051/matecconf/201825105021.
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The ability for introduction of innovation, improve products, services and work processes is becoming increasingly important for the construction industry today. This paper focuses on the personal and socio-psychological characteristics of innovation: employee attitudes toward innovations, the degree of employee involvement in innovation activity, personal motivation and incentives. It was found that the innovative behavior of workers in construction organizations is positively influenced by: participative leadership style, support of employees’ innovative behavior on the part of management, external business contacts, innovative results, successful practice of introducing innovations in the firm (enterprise). These factors, combined with material incentives, the desire for self-realization, the involvement of employees in all stages of the innovation process, create a suitable environment for the innovative activity of employees.
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Handayani, Erna, Heru Kurnianto Tjahjono, and Akhmad Darmawan. "Uniqueness of psychological contract in a faith-based organization (FBO)." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 6 (October 26, 2020): 58–64. http://dx.doi.org/10.20525/ijrbs.v9i6.912.
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This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.
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Behery, Mohamed, Salam Abdallah, Mohammed Parakandi, and Sai Kukunuru. "Psychological contracts and intention to leave with mediation effect of organizational commitment and employee satisfaction at times of recession." Review of International Business and Strategy 26, no. 2 (June 6, 2016): 184–203. http://dx.doi.org/10.1108/ribs-01-2014-0013.
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Purpose The purpose of this paper is to understand the implications of psychological contract on employees’ intention to leave and their relationship with employee commitment and satisfaction. The study focuses on measuring these attributes in the United Arab Emirates’ (UAE) multicultural workforce. Design/methodology/approach Data were collected from a total of 373 employees from government, semi-government and private organizations covering different hierarchical levels across various industries. Structural equation modeling was used to test the predicted relationship. Findings The study reveals that the relational component of psychological contracts plays a significant role in developing strong employer–employee relationships and reducing employee intentions to leave the organization. The study has also demonstrated the partial mediation effect of organizational commitment and employee satisfaction between the independent and dependent variables. Finally, our finding stresses the moderating effect of gender and citizenship demographics on the relationships between the independent and dependent variables. Research limitations/implications A limitation of this study was the fact that data collection was conducted in the context of economic crisis which is accompanied by downsizing of organizations. Another factor being the survey is restricted to the UAE which limits the generalizability of the results outside the region. Originality/value As little is known about the potential effect of psychological contracts on the intention to leave in the Middle Eastern context, this paper is expected to provide empirical evidences that will make significant contributions to the employee engagement literature in the Middle Eastern contexts.
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Rao, Indu. "Psychological Contract for Human Development and Organizational Sustainability." Business Perspectives and Research 9, no. 3 (March 1, 2021): 415–26. http://dx.doi.org/10.1177/2278533721989832.
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Organizations can sustain different efforts toward human development, and employee–employer relationships can sustain the organizations to work toward their purpose. However, contemporary organizations are facing unprecedented challenges as a result of COVID-19, intensified globalization, increasingly diversified workforce, and continuous technological advancements, thereby impacting the way businesses and people are managed. Most of the work has transitioned to online, and employees are working from home due to pandemic situations. Organizations need to manage the emerging, complex employee–employer relationships in this new order of the world for the purpose of human development as well as organizational sustainability. In the absence of frequent employee–employer meetings at physical workplaces and the transition of the workspace into virtual workstations, we need to look at new ways of initiating and sustaining employee–employer relationships. In this conceptual article, we propose that different types of psychological contracts, like relational and transactional contracts, can contribute to these goals. Through a conceptual analysis of relevant literature, we first examine different aspects of the psychological contract—its types, antecedents, and consequences of different types of contract on organizations. Sustainable human development is related to organizational sustainability. We propose that a relational psychological contract may help in sustainable human development as well as organizational sustainability, whereas a transactional psychological contract moderates the relationship between sustainable human development and organizational sustainability.
Dissertations / Theses on the topic "Psychological aspects of Downsizing of organizations"
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Calderone, Wilma K. "Survivor reactions to organizational downsizing: The influence of justice perceptions and the psychological contract." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4714/.
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The present study examined the relationships of organizational justice and the psychological contract with four outcome variables in a downsizing context. Multinational data were gathered from survivors representing a variety of organizations and industries. The main focus of the current study examined the relationships between survivors' perceptions of procedural, interpersonal, and informational justice and organizational commitment, job satisfaction, turnover intentions, and trust in management. Correlational data indicated that procedural, interpersonal, and informational justice all demonstrated significant correlations with the outcome variables with interpersonal justice demonstrating higher correlations with the outcome variables than procedural justice. Additionally, the results of two structural models indicated that, although both models fit the data equally well, interpersonal justice was the dominant predictor of the outcome variables. Finally, moderated multiple regression analyses indicated that the psychological contract did not act as a moderator on the relationships between the justice and the outcome variables. However, supplemental confirmatory factor analysis suggested that the justice variables might act as a mediator of the psychological contract - outcome variable relationships. Possible explanations of the results as well as implications for practice and future research are provided.
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Chipunza, Crispen. "Factors influencing survivor qualities after downsizing." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1219.
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Today organisations all over the world have to cope with the ever-increasing rate of local and global change. Those in developing countries have to cope with the inefficiencies engendered by state-led economic, developmental and political strategies, such as new government regulations. These have had an impact on the management of human resources and are exemplified by an increasing adoption of strategies meant to reduce pressure on costs and margins. An increasing popular management response to these challenges has been to engage in some form of organisational restructuring such as downsizing. Often employees who remain (survivors) after downsizing are not given much attention, yet the achievement of new strategic goals depends on the survivors having positive attitudes, relentless commitment and high motivation. Research indicates that employees who are motivated and committed contribute vastly to the financial-bottom-line of the organisation. Therefore, downsizing organisations should continuously search for ways to increase such qualities among their survivors. The objective of this study was to identify the factors that influence the attitudes, commitment and motivation of survivors in a developing economy with a volatile environment. To achieve this objective, a theoretical survivor quality model was presented. In order to present the model, firstly, a literature survey on the importance of survivor quality in terms of attitudes, commitment, and motivation among survivors was conducted. Secondly, literature survey pertaining to the drivers of survivor quality was done, and thirdly, literature dealing with strategies to deal with survivor quality was surveyed. The theoretical survivor quality model was used to compile the research instrument that determined the attitudinal, commitment and motivational levels of survivors, how the three constructs are related after downsizing, as well as the factors influencing the observed levels. The questionnaire was randomly distributed among survivors in the selected manufacturing organisations in Zimbabwe. The empirical results obtained from the study showed that survivors in a developing economy with a volatile environment had moderate levels of attitudes, commitment ad motivation. Two categories of factors were identified as important in influencing these levels. They were downsizing strategy and demographic factors. The downsizing strategy factors were communication and victim support, while education, age, and number of years employed emerged as the demographic factors. The study further highlighted that older survivors with less education contributed more to the moderate levels of attitude, commitment and motivation observed. The study highlights that these variables must be taken into consideration when implementing downsizing in an economically volatile environment in order to manage survivor quality. A further point emanating from the study is that prior to downsizing, organisations should adopt effective communication strategies throughout the process. The key factors identified as influencing survivor quality in this study were integrated into the survivor quality model which can be used by other organisations in a similar context to manage survivor quality in order to increase their efficiency, effectiveness, iv and competitive advantage after downsizing.
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Davids, Marwan. "The relationship between retrenchment, organisational commitment, absenteeism and labour turnover in an information technology call centre." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
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Until recently South Africa experienced an economic decline, however, despite the current positive trends, many large corporations are compelled to reduce personnel costs. Retrenchments have therefore become an increasingly common occurrence within South Africa. This has had an impact on the level of organisational commitment, absenteeism and turnover. Studies support the link between the levels of organisational commitment of employees, absenteeism and subsequently labour turnover. There is a relative lack of research in South African organisations into the influence of retrenchments on employees within call centre environments that have undergone retrenchments. The aims of this study was therefore to identify the levels of organisational commitment amongst call centre employees who survived a retrenchment that occurred in 2001.
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Rinkwest, Shani Lucille. "The interrelationships among job insecurity, locus of control, sense of coherence and organisational commitment of survivors of downsizing." Thesis, University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
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Downsizing is one of the most common organisational reactions to organisational change. The effects of global competition, mergers, and the privatisation of public sector companies, among others, are forcing organisations in South Africa to resort to workforce reduction. The purpose of the present study was to address the lack of research on the impact of downsizing on survivors. Specifically, the study examined the interactive effects of job insecurity, locus of control and sense of coherence on the organisational commitment of survivors.
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Mabaso, Fulufhelo Given. "Rationalizing downsizing with long-term profitability : an empirical focus in South African context." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/850.
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Thesis (MBA (Business Management))--Stellenbosch University, 2008.ENGLISH ABSTRACT: The purpose of this research is to test the rationale of corporate downsizing as a method of promoting long-term profitability in South African companies. This study is similar to that conducted by Pallian & Shalhoub (2002: 436-447) on US-based companies. The sample consists of 58 JSE-listed companies, which announced their intention to downsize during the period 1995 - 1997. This period gives 10 years after the announcement to study the effect of downsizing on long-run profitability. The original sample consisted of more than 172 companies (listed, non-listed and state-owned companies). 82 of these companies were listed on the JSE, and the rest were state-owned companies, government departments, universities or small companies. Of the 82 listed companies about 24 were delisted from JSE due to number of reasons, including liquidation, winding up and failure to meet the JSE listing requirements. Thus these companies did not survive, despite downsizing. For that reason, the sample was reduced to 58 companies. The financial data for each company was collected for the period 1997-2006. The relationship between the downsizing index and the six financial variables (i.e., ROE, ROI, operating costs, cash flow from operations, earnings per share (EPS) and market share) was explored to study the impact of downsizing actions in long-run financial performance. The findings of this study suggest that downsizing is not in the best interests of financial performance in the long run. There is a very low correlation between downsizing activity and these variables. Where the correlation does exist, it is negative. Downsizing also accounts very little for the variations in these variables. That means if there is an improvement in any of these financial performance variables it could not be explained by the downsizing, but instead by other variables. Thus there are many other factors that organizations need to explore in order to improve their long-run financial performance. These findings also similar those of Pallian & Shalhoub (2002) study. Some authors like Balazas, De Vries & Manfred (2004), and Biratti & Tziner (2004), suggested some ways to prevent downsizing failures, which include: • Giving advance notice, to give the victims a chance to look for employment elsewhere, • Supporting the victims by offering them financial aid, • Counseling support, etc. Despite these measures, downsizing will still reduce the level of trust in the organization, hence the negative impact on the financial performance. It is thus suggested that downsizing should be applied only as a last resort. Based on the findings of this and the US study, downsizing is seen as a painful and costly exercise that does not benefit organizations in the long run. Organizations need to adopt strategic directions which will be able to sustain them in the future. Therefore, as an alternative to the downsizing strategy, the following model by Oosthuizen (2006) is recommended in order to formulate successful business strategy, regardless of the situation the organizations find themselves in. This process is divided into four steps, namely: 1. Strategic intent, which includes defining the vision, mission, goals and objectives of the business. 2. External environment analysis. This includes macro analysis (PESTE) and industrial analysis. 3. Internal environment analysis. This includes analysis of company’s current strategy and its past performance, the value chain and processes (resources, capabilities and competencies). 4. Formulation of business strategy.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om die rationale agter korporatiewe downsizing as metode om langtermyn winsgewendheid in Suid-Afrikaanse maatskappye te bevorder. Dié studie is soortgelyk aan ‘n studie wat op VSA gebaseerde maatskappye deur Pallian & Shalhoub (2002: 436-447) uitgevoer is. Die steekproef bestaan uit 58 Johannesburgse Effektebeurs (JSE) genoteerde maatskappye wat hulle voorneme aangekondig het om tussen 1995 en 1997 te downsize. Dié tydperk laat toe 10 jaar om die uitwerking van downsizing op langtermyn winsgewendheid te bepaal. Die oorspronklike steekproef het uit meer as 172 maatskappye bestaan (genoteerd, nie genoteerd nie en maatskappye in staatsbesit). 82 hiervan was op die JSE genoteer, die res was of in staatsbesit of staatsdepartemente. Van die 82 maatskappye, is omtrent 24 van die JSE verwyder om verskeie redes, insluitend likwidasie, afwikkeling of versuim om aan JSE vereistes te voldoen. Hierdie maatskappye het dus ten spyte van downsizing nie oorleef nie. Om die rede, is die steekproef tot 58 maatskappye verminder. Die finansiële data vir elke maatskappy is vir die tydperk 1997-2006 versamel. Die verwantskap tussen die downsizing indeks en die ses finansiële veranderlikes (d.w.s wins op uitgawes (ROE), wins op belegging (ROI), operasionele kostes, kontantvloei vanaf operasies, verdienste per aandeel (EPS) en markdeel) is ondersoek om die uitwerking van downsizing op langtermyn finansiële verrigting te bepaal. Die bevinding van hierdie studie stel voor dat downsizing nie die belange van langtermyn finansiële verrigting dien nie. Daar is ‘n lae korrelasie tussen downsizing optredes en dié veranderlikes. Waar korrelasies wel bestaan, is hulle negatief. Downsizing verklaar ook min van die wisseling van hierdie veranderlikes. Dit beteken dat as daar ‘n verbetering is in enige van hierdie finansiële verrigtingsveranderlikes, dit nie aan downsizing toegeskryf kan word nie, maar wel aan ander veranderlikes. Daar is dus baie ander faktore wat organisasies behoort te ondersoek om hulle langtermyn finansiële verrigting te verbeter. Hierdie bevindings weerspieël dié van Pallian & Shalhoub (2002) se navorsing. Skrywers soos Balazas, De Vries & Manfred (2004), en Biratti & Tziner (2004), stel sekere metodes voor om downsizing mislukkings te vermy, insluitend: • Om vooruit kennis te gee, sodat slagoffers kans kry om elders indiensneming te soek; • Om slagoffers te ondersteun deur middel van om finansiële hulp aan te bied; • Ondersteunende raadgewing, ens. Ten spyte van sulke maatreëls, sal downsizing steeds die vlak van vertroue in ‘n organisasie verminder en ‘n negatiewe uitwerking op finansiële verrigting tot gevolg hê. Dit word dus voorgestel dat downsizing slegs as laaste toevlug aangewend word. Gebaseer op die bevindings van hierdie en die VSA studie, word downsizing as ‘n pynlik en duur oefening beskou wat organisasies nie in die langtermyn baat nie. Organisasies behoort strategiese rigtings te volg wat hulle in die toekoms sal uithou. Dus, in plaas van die downsizing strategie, word die volgende model deur Oosthuizen (2006) aanbeveel om ‘n besigheidsstrategie te formuleer ongeag die organisasie se omstandighede. Die proses word in vier stappe opgedeel, naamlik: 1. Strategiese bedoeling, wat definering van visie, misie, doel en spesifieke doelwitte van die besigheid insluit. 2. Eksterne omgewingsanalise. Dit sluit in makroanalise en nywerheidsanalise. 3. Interne omgewingsanalise. Dit sluit in analise van maatskappy se huidige strategie, sowel as sy vorige verrigting, die waardeketting en prosesse (hulpbronne, bekwaamhede en beskikthede). 4. Formulering van besigheidsstrategie.
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Lindbo, Tracy Lynn. "Modeling retiree reciprocity in organizations." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1664.
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Jensen, Ingrid. "Determining employee communication satisfaction in a utility : a case study." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/2312.
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Thesis (MTech (Public Relations Management))--Cape Technikon, 2004.This case study set out to determine the extent to which communication satisfaction exists amongst the employees of a Gauteng based utility. This is important firstly, because employees influence the quality of external relationships and secondly, employees are critical stakeholders in organisational goal achievement. The Utility has a critical, strategic, public function in supplying potable water daily to about 12 million people in Gauteng. The Utility's Corporate Business Plan for the period 2003 to 2008 expressed the strategic intent to transform the organisation into a customer orientated organisation. This transformation is underpinned by, inter alia, Organisational Culture Change. The improvement of internal communication was amongst the initiatives undertaken by the Company to promote an organisational culture more reflective of its values. The management communication issue of not knowing whether communication satisfaction exists amongst the employees of The Utility militates against the effectiveness of The Utility's internal communication. In turn, the effectiveness of its internal communication impacts on the organisation's intentions of affecting an organisational culture change and transforming into a customer orientated organisation. To determine the extent to which communication satisfaction exists is therefore important in the facilitation of such a culture change. The study was positioned in the communication domain, more specifically the sub-domain of management communication. The meta-theoretical framework of the study was the Excellence theory of public relations and communication management. The literature study clarified the major concept of communication satisfaction, as well as its constructs. The second concept of the study, relating to supervisory communication skills, was also described.
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Crain, Tori Laurelle. "The Crossover Effects of Supervisor Work-Family Positive Spillover on Employee Sleep Deficiency: Moderating Effects of Family Supportive Supervisor Behaviors (FSSB)." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/895.
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The majority of literature on the work-family interface has focused on, and provided evidence of, the conflict associated with engagement in both work and family roles (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). Research examining the positive aspects of work and family participation remains limited. The current study investigated how work-family positive spillover is transferred between members of the supervisor-employee dyad and subsequently how this affects employee sleep outcomes. It was hypothesized that work-to-family affective positive spillover experienced by supervisors would crossover to employees and increase their experiences of work-to-family affective positive spillover. In turn, this would allow for better employee sleep. It was also proposed that these relationships would depend on the level of employee perceptions of family-supportive supervisor behaviors (FSSB), such that higher levels of FSSB would result in higher levels of employee positive spillover and better employee sleep. As part of a larger study, survey data were collected in a sample of 696 workers supervised by 180 managers in the information technology sector. Contrary to expectations, results indicated that supervisor positive spillover was negatively related to employee positive spillover. Furthermore, FSSB moderated the association between supervisor positive spillover and employee sleep duration, such that the relationship between supervisor positive spillover and employee sleep duration was positive under high levels of FSSB, but negative under low levels of FSSB. Again, this finding was contrary to expectations. Alternative explanations are discussed.
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Thomas, Samantha. "Training intervention for volunteers supporting victims of intimate partner violence in South Africa." Thesis, Rhodes University, 2019. http://hdl.handle.net/10962/65079.
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Intimate Partner Violence continues to be a significant social problem in South Africa, requiring a systematised and effective response at multiple levels. The organisation at the centre of this research offers crisis intervention to victims of intimate partner violence, providing basic psychological support, legal information and referrals. The volunteer crisis interventionists are exposed to numerous in-depth accounts of violent and distressing victimisation, making them more vulnerable to vicarious traumatisation. Through this work, their prior assumptions about personal safety, the trustworthiness of other people, and basic justice in the world, are challenged. The challenge to these assumptions increases the likelihood of countertransference victim blaming responses, as it is often easier to hold the client responsible for the tragic event than for the support worker to transform their own assumptions about safety and justice. This victim blaming response is supported by the dominant patriarchal ideology which frequently seeks to maintain the systems of oppression, excusing the perpetrator and placing responsibility on the victim. It was therefore clear that in order to do this work effectively, volunteers needed to be trained to identify their countertransference reactions and emotional responses, as well as undergo a critical re-assessment of their ideas relating to intimate partner violence and victimisation. Using an Intervention Research paradigm, this research designed and developed a training programme based on transformative learning theory, moving away from traditional information models of training to a focus on emotional skills and critical self-insight. The phases of the intervention refined the intervention in order to ensure that the research objectives were met and that the programme could be easily replicated. The evaluation of each phase showed an increased capacity for critical insight, and evidence for a transformative shift in the trainees understanding and approach to intimate partner violence.
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Director, Dana L. "The Impacts of Change in Governance on Faculty and Staff at Higher Education Institutions: A Case Study of OHSU." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/1490.
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In the early 1990s, Oregon Health and Science University leadership examined the political and economic landscape and determined it needed a new operational model to survive and thrive. In 1995 OHSU separated from the state higher education system and became a public corporation, with goals of increased efficiency, customer-focus, ability to attract world-class researchers and physicians, and salaries commensurate with an urban academic health center.
This research examines the internal impacts when universities undergo significant change, using OHSU's governance change as a case study. Central is the question: what effect(s) did OHSU's decision to become a unique public corporation have on specific employee groups? This study looks at two groups and their perceptions of the change: faculty, and union-represented staff.
The author interviewed the leadership team who led the transition, reviewed historical and organizational documents and archives, and examined quantitative data such as tuition, state funding, research, and salaries. Interviews were then conducted with longtime and former employees to obtain employee perceptions. Finally, the study compares employee perceptions about process, culture, and job satisfaction, to the goals established by the leadership.
The results of this study reveal that, while there were internal and external challenges, the transition to a public corporation was successful according to the perceptions of most employees when compared to the goals. After the transition, OHSU did become more efficient and more nimble for a time, able to recruit world-class employees and pay competitive salaries. Staff felt empowered and some faculty felt it made OHSU a better institution. However, some faculty felt that OHSU's transition to the public corporation eventually led to increased bureaucracy, as well as to the loss of shared governance, tenure practices, and other cultural norms inherent to academic institutions.
By examining OHSU's transition and the impacts on employee groups, this study provides insight to other universities contemplating this type of change. While each institution is unique, understanding the impacts to these key stakeholders can help universities plan for and implement significant governance change.
Books on the topic "Psychological aspects of Downsizing of organizations"
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King, Deborah A. Learning to live with downsizing: Seven powerful lessons for building a bridge to tomorrow. Marietta, Ga: EMI Pub., 1996.
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Gordon, Rochelle H. Climb a fallen ladder: How to survive (and thrive) in a downsized America. New York: Hatherleigh Press, 1997.
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Back to work: Create new opportunities in the wake of job loss. Chicago: Moody Pub., 2009.
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Reinventing your career: Surviving a layoff and creating new opportunities. Chicago: Northfield Publishing, 1996.
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Farber, Henry S. Have employment reductions become good news for shareholders?: The effect of job loss announcements on stock prices, 1970-97. Cambridge, MA: National Bureau of Economic Research, 1999.
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Surviving a layoff: A week-by-week guide to getting your life back together. Avon, Mass: Adams Business, 2009.
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Cameron, S. Effects of downsizing on RNs and RNAs in community hospitals. Hamilton, Ont: Quality of Nursing Worklife Research Unit, McMaster University, 1994.
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Healing the wounds: Overcoming the trauma of layoffs and revitalizing downsized organizations. San Francisco: Jossey-Bass, 2009.
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Stein, Howard F. Euphemism, spin, and the crisis in organizational life. Westport, Conn: Quorum Books, 1998.
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Noer, David M. Healing the wounds: Overcoming the trauma of layoffs and revitalizing downsized organizations. San Francisco: Jossey-Bass, 2009.
Find full textBook chapters on the topic "Psychological aspects of Downsizing of organizations"
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Briukhovetska, Oleksandra. "PROFESSIONAL TOLERANCE OF LEADERS AS A FACTOR IN THE DEVELOPMENT OF EDUCATIONAL ORGANIZATIONS." In SOCIETY DEVELOPMENT: SOCIAL, ECONOMIC AND PSYCHOLOGICAL ASPECTS, 177–99. KROK Univerdity, 2019. http://dx.doi.org/10.31732/sd-177.
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Wang, Victor X. "Learning Organizations vs. Static Organizations in the Context of E-HRM." In Encyclopedia of Human Resources Information Systems, 617–22. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch090.
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Electronic human resource management (e-HRM) may mean that human resource management must now embrace electronic provisions. The environments that today’s managers work in have changed. The methods through which human resource managers choose to ameliorate an organization have changed. With the current technological revolution taking place, management methods can be catered to electronically. Although applying e-based solutions to human resource management is important, managers must have a clear view of what learning and static organizations may entail in order to add the electronic effect to ameliorate management. Without in-depth knowledge of learning organizations vs. static organizations, e-HRM would become an empty term. In today’s organizations, corporate leaders use strategies such as “downsizing,” “restructuring,” and “merging” in an effort to prevent an organization from collapsing or going bankrupt. Such organizations that go through these processes wish to say goodbye to their past, which may qualify them as what we call static organizations. To depart from static organizations, today’s organizations must strive to become what we call learning organizations in order to remain competitive in a global economy (Petty & Brewer, 2005). Learning organizations are drastically different from static organizations in terms of structure, atmosphere, management philosophy, decision making, and communication. Addressing these indispensable aspects may lead to the rise or fall of an organization in today’s competitive global economy.
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Chernenko, Oleksandr. "PSYCHOLOGICAL-PEDAGOGICAL ASPECTS OF FORMATION OF PROFESSIONAL ADAPTATION IN STUDENT-MANAGERS TO WORKING CONDITIONS IN TRADING ORGANIZATIONS." In Paradigms of the Modern Educational Process: Opportunities and Challenges for Society (1st ed.), 44–56. Primedia eLaunch LLC, 2019. http://dx.doi.org/10.36074/pmepocs.ed-1.04.
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Koranteng, Felix Nti. "Towards a Student Security Compliance Model (SSCM)." In Research Anthology on Business Aspects of Cybersecurity, 363–75. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3698-1.ch017.
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Users are considered the weakest link in ensuring information security (InfoSec). As a result, users' security behaviour remains crucial in many organizations. In response, InfoSec research has produced many behavioural theories targeted at explaining information security policy (ISP) compliance. Meanwhile, these theories mostly draw samples from employees often in developing countries. Such theories are not applicable to students in educational institutions since their psychological orientation with regards to InfoSec is different when compared with employees. Based on this premise, the chapter presents arguments founded on synthesis from existing literature. It proposes a students' security compliance model (SSCM) that attempts to explain predictive factors of students' ISP compliance intentions. The study encourages further research to confirm the proposed relationships using qualitative and quantitative techniques.
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Taştan, Seçil. "White-Collar Criminals and Organizational Criminology." In Advances in Library and Information Science, 296–322. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6310-5.ch016.
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From a multidisciplinary view, this chapter presents a conceptualization of white-collar criminality and enables understanding the psychological, organizational, and situational motives behind white-collar crimes. This chapter is noteworthy for integrating environmental, psychological, and situational factors influencing the white-collars to engage in crimes in organizations. Specifically, in the study, organization-based situational variables such as perceived ethical climate and opportunities for rule bending are examined among potential antecedents of white-collar crimes. This study enhances organizations to recognize their code of conducts and ethical climate aspects and helps to understand the causes of rule bending and criminal behaviors among white-collars. Further, the chapter provides implications for the practice and the academics regarding the importance of developing effective business ethics codes, prevention issues, and creating a strong ethical climate.
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El-Ayouti, Marwa, and Sherif Kamel. "Job Satisfaction in the Information and Communication Sector." In Managing Globally with Information Technology, 206–25. IGI Global, 2003. http://dx.doi.org/10.4018/978-1-93177-742-1.ch016.
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The information and communication technology industry is growing worldwide, penetrating all sectors and services. Therefore, organizations are formulating different formulas and mechanisms to provide a competitive and challenging working environment to attract the best human resources around the globe to join their infrastructure build-up in terms of humanware. Egypt, as a developing country, has been investing heavily in building its information and communication technology infrastructure with a focus on human resources. However, many organizations are continually faced with various challenges to keep their key human resources due to the emerging offerings and opportunities at various levels locally, regionally and internationally. This chapter presents the findings of a research that was conducted in Egypt in 2001 with a primary objective to understand the overall level of job satisfaction among employees in the ICT sector in Egypt. The research aimed at identifying the major factors that affect their satisfaction and highlighting the driving forces leading to the “brain drain” of skilled ICT professionals to jobs overseas. The research assesses the major aspects affecting job satisfaction and ranks them by importance. Moreover, the empirical evidence illustrates the willingness of ICT professionals to seek job opportunities abroad, and the major forces leading to brain drain. Within the scope of the research, job satisfaction is studied as a function of four groups of job aspects, namely, economic, social, training and development, and psychological aspects. Economic aspects cover variables such as pay, rewards and benefits. Social aspects include relationships with colleagues, teamwork and working conditions. Training and development covers the amount of training received by employees and their access to technologies. Psychological aspects include factors such as interest and scope of work, challenges and disciplinary procedures. The survey was conducted among ICT professionals employed in key ICT companies operating in Egypt, as well as companies in other sectors including financial institutions including organizations from the private sector, governmental organizations and multinational firms. The research is important to assess the problems faced by many organizations in Egypt due to the brain drain of its skilled ICT professionals to jobs overseas due to clearer career paths and advancement opportunities, better access to new technologies and higher pay. Respectively, the findings of the research represent important guidelines for various organizations to be able to retain its ICT skilled professionals in Egypt and similar environments.
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Tompkins, Michael A. "Cognitive-Behavioral Therapy for Hoarding Disorder." In Handbook of Private Practice, 687–90. Oxford University Press, 2017. http://dx.doi.org/10.1093/med:psych/9780190272166.003.0056.
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Hoarding disorder is a fascinating psychological problem. Because it is a low-insight condition, few individuals seek treatment for the condition. The author of this chapter encourages mental health professionals who wish to develop a niche practice in the treatment of hoarding disorder to broaden their expertise to include not only cognitive-behavioral therapy but also consultations to family members and to agencies who work with people who hoard; to develop or to participate on hoarding taskforces in their communities; and to educate communities by making presentations to organizations who may serve people who hoard. Guidance is provided on the training needed to enter this practice niche, the business aspects of this type of practice, and the joys and challenges of this work. Resources are provided for those interested in pursuing this niche area of practice.
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Williams, Michael. "Returning Home with Glory." In Returning Home with Glory. Hong Kong University Press, 2018. http://dx.doi.org/10.5790/hongkong/9789888390533.003.0006.
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Remittances, letters, qiaokan, visits, and the sending of bones have been discussed in the Chapter 5, as were the organizations and practices that facilitated these. In this chapter is examined the less tangible, often psychological aspects, such as the motivations that lay behind the tangible elements. Underpinning the remittances and stores, the families in the qiaoxiang, and the years of effort in the destinations was the necessity to earn an income. The nature of these incomes, what these incomes meant to those in the qiaoxiang, and the jobs that secured these incomes are discussed. Considerations of income are incomplete, however, without also considering what was done with the money and why. The second part of this chapter will therefore discuss the role of prestige and social status in the establishment and maintenance of the qiaoxiang links.
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Singh, Jagdeep. "Study of Relation between CSR and Employee Engagement in Hotel Industry." In Corporate Social Responsibility in the Hospitality and Tourism Industry, 63–68. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9902-1.ch005.
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Research evidence has shown that there can be no magic formula or set of ‘off the shelf' prescriptions that can be applied in securing employee commitment and involvement towards the organizational goals. Still organizations are trying one or another formula and investing to create a culture of harmony, wellbeing and a productive environment. It has been proved that psychological wellbeing of employees is directly proportional to positive work culture and growth. Positive Psychology focus on wellbeing, satisfaction, hope, optimism, flow and happiness. Its focus is building positive qualities in life and work rather than repairing negative aspects. One of these attributes is Employee Engagement. CSR is an emerging field which has garnered increased attention in recent years; a development which displays a changing mindset about the role and responsibilities of the businessmen and employees toward the society. This paper discusses and proposes a model that positive perception of employees about the CSR initiatives enhances the engagement level of employees.
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Singh, Jagdeep. "Study of Relation Between CSR and Employee Engagement in Hotel Industry." In Corporate Social Responsibility, 1243–49. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6192-7.ch064.
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Research evidence has shown that there can be no magic formula or set of ‘off the shelf' prescriptions that can be applied in securing employee commitment and involvement towards the organizational goals. Still organizations are trying one or another formula and investing to create a culture of harmony, wellbeing and a productive environment. It has been proved that psychological wellbeing of employees is directly proportional to positive work culture and growth. Positive Psychology focus on wellbeing, satisfaction, hope, optimism, flow and happiness. Its focus is building positive qualities in life and work rather than repairing negative aspects. One of these attributes is Employee Engagement. CSR is an emerging field which has garnered increased attention in recent years; a development which displays a changing mindset about the role and responsibilities of the businessmen and employees toward the society. This paper discusses and proposes a model that positive perception of employees about the CSR initiatives enhances the engagement level of employees.
Conference papers on the topic "Psychological aspects of Downsizing of organizations"
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Veleva, Mariya. "THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS." In TOURISM AND CONNECTIVITY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/tc2020.374.
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Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.
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Berulava, Mikhail Mikhailovich. "Psychology of Behavior of Managers in Conflict Situations of Educational Activities." In All-Russian scientific and practical conference with international participation. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-98057.
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The presented article is based on the results of a study of the behavior of leaders of educational organizations and institutions in conflict situations. The main theories that develop ways of solving the problem under study from the standpoint of modern psychology have been determined. The aspects of increasing the competence of managers to resolve conflicts in educational activities are considered, taking into account its fundamentally important components. The results of in-depth study of the phenomena necessary for psychological and pedagogical practice are characterized: individual strategies of behavior; the role of unconscious patterns of behavior; stable attitudes of behavior; hierarchy of scenarios and styles of behavior of educational leaders in conflict situations. Variants of using research materials in the experience of heads of educational organizations and institutions are proposed
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Makalyutin, Vladsilav. "PROBLEMS OF IMPLEMENTATION OF THE MEDIA PROCEDURE IN MODERN RUSSIA." In Current problems of jurisprudence. ru: Publishing Center RIOR, 2020. http://dx.doi.org/10.29039/02032-6/142-152.
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The article is devoted to the study of problematic aspects of the implementation of the mediation procedure in Russia. The author noted that mediation on the path of its development in the country encountered a number of obstacles of a moral, ethical, psychological, economic and legislative nature, the solution and settlement of which requires certain efforts both from the side of society and public organizations, and from the state. Using the method of analytical review of theoretical and practical developments of domestic researchers and legislative documents, the article identifies the following problems of mediation: low legal culture of the population; lack of confidence in this service; lack of awareness of society as a whole, and of citizens in particular, about mediation, its advantages as an alternative to the trial method; the position of the parties that do not want to compromise; the difficulty of choosing a mediator - as a highly professional person; mainly the social foundations for the development of mediation and insufficient state support. These problems are interrelated, therefore, their solution requires an integrated approach.
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Batyukhnova, O. G., A. E. Arustamov, M. Ojovan, S. A. Dmitriev, Z. Drace, and N. A. Arustamova. "Training Activities and Perspectives in the Radioactive Waste Management Area of Moscow SIA “Radon”." In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16131.
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The education service for specialists dealing with radioactive waste was established in Russia (former USSR) in 1983 and was based on the capabilities of two organisations: Moscow Scientific and Industrial Association «Radon» (SIA “Radon”) and Lomonosov’s Moscow State University. These two organizations are able jointly to offer training programs in the science fundamentals, applied research and in practical operational areas of the all pre-disposal activities of the radioactive waste management (RWM). Since 1997 this system was upgraded to the international level and now acts as the International Education Training Centre (IETC) at SIA “Radon” under the guidance of the IAEA. During last 12 years more than 350 specialists from 33 European and Asian countries enhanced their knowledge and skills in RWM. The IAEA supported many specialized regional training courses and workshops, fellowships, on-the-job training, and scientific visits which are additional means to assure development of personnel capabilities. Efficiency of training was analysed at IETC using the structural adaptation of educational process as well as factors, which have influence on education quality. In addition social-psychological aspects were also taken into account in assessing the overall efficiency. The analysis of the effect of individual factors and the efficiency of education activity were carried out based on appraisal results and post-course questioning of attendees.