Relevant bibliographies by topics / Social and organizational work environment

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Social and organizational work environment'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Social and organizational work environment"

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Jansson von Vultée, Pia Hannele. "Healthy work environment – a challenge?" International Journal of Health Care Quality Assurance 28, no. 7 (August 10, 2015): 660–66. http://dx.doi.org/10.1108/ijhcqa-11-2014-0108.

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Purpose – In Sweden, leave due to sickness was high during the 1990s. The Swedish Social Insurance Agency was able to decrease sick days in the period between 2000 and 2010 but sick days are rising again in Sweden, mostly due to psychological problems among women and partly due to their work environment. It is important to find methods to identify poor work settings to prevent absenteeism due to sickness. The paper aims to discuss these issues. Design/methodology/approach – The authors created a web questionnaire focusing on the organizational setting and its impact on employee wellbeing – reported as mental energy, work-related exhaustion and work satisfaction. The questionnaire measures good and poor work environment factors to help managers improve organizational settings. The questionnaire was validated qualitatively and quantitatively. Findings – It is possible to measure individual wellbeing in an organizational context at an early stage. The authors followed a company undergoing organizational change and identified groups at risk of developing illness. Practical implications – Managers uncertain about employee mental status can measure employee wellbeing easily and cost effectively to prevent illness. Originality/value – The authors created a method, statistically evaluated, to proactively identify good and poor work environments to promote healthy co-workers.
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Ostryanko, Tetiana. "Readyness of future social workers to work in an inclusive youth environment." Social work and social education, no. 1(6) (April 15, 2021): 212–19. http://dx.doi.org/10.31499/2618-0715.1(6).2021.234206.

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The article analyzes the issue of future social workers' training to work in an inclusive youth environment. The gradual establishment of inclusive values in Ukrainian society requires changes in the behaviour and perception of people with special needs. There is a need to train professionals who can translate change and develop an inclusive environment, including youth. The author identifies organizational and managerial components in the structure of training as one of the main in the work with youth in the conditions of inclusion. In the updated formulation of readiness criteria, some functions and roles perform a social worker in a youth inclusive environment. It is determined that the main content of the managerial criterion is that during the work the social worker could influence the change in the motivation of young people's behaviour, thinking, perception. The structural components of the organizational criterion are staging goals, planning, control, evaluation. Research levels of organizational and managerial readiness for future social workers used: Methodology of L.Umanskaya, O. Lutoshkin "Methodology for detecting the level of the organism. The study of the readiness level for activities in the inclusive youth environment showed that the level of development of communicative and organizational capabilities predominate the average levels determined. This is evidenced that an insufficient level of knowledge is in future social workers to establish contact interaction in the youth environment, also at the level between sectoral cooperation.
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Zhong, Chen-Bo, and Julian House. "Hawthorne revisited: Organizational implications of the physical work environment." Research in Organizational Behavior 32 (January 2012): 3–22. http://dx.doi.org/10.1016/j.riob.2012.10.004.

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Giffords, Elissa D. "An Examination of Organizational Commitment and Professional Commitment and the Relationship to Work Environment, Demographic and Organizational Factors." Journal of Social Work 9, no. 4 (September 15, 2009): 386–404. http://dx.doi.org/10.1177/1468017309346232.

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Allen Milton, Sharlene A., Michael M. Sinclair, and Halaevalu Ofahengaue Vakalahi. "Organizational Identification: Perspectives of Dispersed Social Workers." Advances in Social Work 17, no. 2 (January 30, 2017): 285–303. http://dx.doi.org/10.18060/21014.

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Human service organizations are often challenged to become more efficient while maintaining the quality of their services. As a result, more organizations have restructured, adopting the practice of dispersed work, which allows employees more freedom and flexibility to meet organizational goals outside of the traditional workplace. While dispersed work allows social workers to engage in work activities beyond the traditional office environment, it may also impact their sense of belonging to the organization. Eleven dispersed social workers were interviewed to understand how interaction via new communication technology impacts organizational identification. Overall themes gleaned from this study suggest that although dispersed social workers perceive themselves as having more autonomy and flexibility, they also can feel socially isolated and disconnected from their peers and supervisors, which may negatively impact organizational identification. Despite the enhanced efficiency that technology can bring, human service organizations must strive to understand the unintended consequences of a dispersed workforce.
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Ko, Dong-Woo, and Byung-Gook Kim. "The Self-as-Entertainment Personality Construct: Validation and Application in the Hospitality Context." Social Behavior and Personality: an international journal 43, no. 9 (October 16, 2015): 1519–32. http://dx.doi.org/10.2224/sbp.2015.43.9.1519.

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We examined the validity and applicability of the self-as-entertainment (SAE) personality construct in the context of the hospitality industry. Participants were 309 employees at 4-star hotels in the southern region of China. Findings indicated that the 3 dimensions of the SAE construct (environment, mind play, and self) showed acceptable measurement properties and a reasonable fit. SAE–environment had a positive and significant effect on hotel employees' organizational commitment; however, the relationships between organizational commitment and SAE–mind play and between organizational commitment and SAE–self were not significant in this study. Further, SAE–environment and SAE–self were significantly and positively related to hotel employees' service orientation. Future researchers should extend our study to other locations to reveal a more stable view of the SAE construct, and should also investigate the complex nature of hospitality employees' work environments.
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Goedurov, Renold. "Public Sector Organizations: Work Environment, Employee Behavior and Discipline." International Journal Papier Public Review 1, no. 2 (September 28, 2020): 31–36. http://dx.doi.org/10.47667/ijppr.v1i2.17.

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This article discusses the literature review on Public Sector Organizations, especially in the Work Environment, Behavior and Employee Discipline. The external environment refers to the factors and forces that are outside the organization but affect organizational performance. The specific environment is external forces that have a direct impact on decision making. Discipline is the desire and awareness to obey organizational rules and social norms. Therefore, discipline is an important means of achieving goals, therefore discipline development is a very important part of management. Any management in its implementation requires discipline of all members of the organization. Discipline is also said to be a means of training and educating people on rules so that there is compliance and so that they can run in an orderly and orderly manner in the organization. The existence of an attitude of work discipline, the results of employee work will be good and maximum. Of course this will have a positive impact on the sustainability of the company. The work done in a disciplined manner by employees will contribute to the organization.
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Saleem, Zohra, Zhou Shenbei, and Ayaz Muhammad Hanif. "Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture." SAGE Open 10, no. 2 (April 2020): 215824402093588. http://dx.doi.org/10.1177/2158244020935885.

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Employees working across all domains of professions are exposed to workplace violence (WPV). Few researchers have investigated the effects of WPV on employee engagement (EE) and the impact of the work environment and organizational culture on their relationship. The aim of this research is to describe the effect of WPV on EE and clarify the relationship between WPV, work environment, organizational culture, and EE. A cross-sectional study was performed on the data, collected from 178 alumni of a university, currently employed in caring, customer care, managerial, and technology professions in Pakistan. Structural equation modeling (SEM), confirmatory factor analysis (CFA), analysis of variance (ANOVA), and Tukey post hoc tests were employed for data analysis. The results showed that 88.7% of respondents had experienced WPV during the last 12 months. Significant differences existed in the work-related harassment and physical violence reported by occupational groupings. WPV had a significant direct negative effect on EE (β = −.556**), work environment (β = −.440) and organizational culture (β = −.758**). Furthermore, the work environment (β = −.123**) and organizational culture (β = −.157**) have a significant negative effect on EE, and both mediated the relationship between WPV and EE. The results show that employees working in caring and customer care are exposed to considerable risk of WPV. The findings underscore that a supportive work environment and positive organizational culture play a mediating role between WPV and EE among employees.
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McBeath, Bowen, and Michael J. Austin. "Redesigning Schools of Social Work Into Schools of Social Work and Social Justice: Opportunities for Civic and Organizational Renewal in a Justice Reform Environment." Journal of Social Work Education 57, sup1 (May 10, 2021): 224–37. http://dx.doi.org/10.1080/10437797.2021.1912677.

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Otory, Wendy, and David Kiiru. "Work Environment and Job Satisfaction at National Police Service, Kenya." International Journal of Business Management, Entrepreneurship and Innovation 2, no. 4 (November 2, 2020): 33–51. http://dx.doi.org/10.35942/jbmed.v2i4.148.

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Poor work environment causes major risk to the well-being and quality of staff and job satisfaction. Job satisfaction is crucial to the organizational performance which can be affected by the environmental concerns. This research sought to evaluate the role of work environment on job satisfaction at National Police Service with reference to Directorate of Criminal Investigations Department. The specific objectives of the study included: to determine the effect of organizational justice on employee job satisfaction at National Police Service, to establish the effect of interpersonal conflict on employee job satisfaction at National Police Service, to establish the effect of organizational constraints on employee job satisfaction at National Police Service and to assess the effect of physical environment on employee job satisfaction at National Police Service. The research made use of descriptive research design. The strata included; Chief Inspectors of police, Inspector of police, Police corporal, Police sergeant and Police Constables. The research used the approach of stratified sampling. The target population was 2000 workers, 322 respondents made up the final sample size collected. Primary data was used in the analysis. As part of the primary source, the questionnaires were used as a method of data collection. Content validity was used to determine whether the study questionnaire content contained representative samples of the field to be evaluated. The internal accuracy of the test instrument was calculated using the reliability value of the Cronbach Alpha system of 0.7 and above. The quantitative information gathered was analysed utilizing Descriptive statistics using version 21 of the Social Sciences Statistical Package (SPSS). The study established that that organizational justice, interpersonal conflict, organizational constraints and physical environment was positively related to employee job satisfaction. The study concluded on organizational justice that favorable results are likely to happen when employees perceives organizational justice, meaning that they think their business is fair to them. The research concludes on interpersonal conflict that interpersonal conflict is something that often happens in a group of staff, particularly in a high-pressure scenario such as the workplace. Interpersonal conflict inspires employees’ members to compete. The research concludes that elevated levels of human resources and infrastructure constraints influence job satisfaction of employees on organisational constraints. On the physical environment, the research concludes that an appropriate workplace climate assists to lower the absenteeism rate and can therefore boost the job satisfaction of the staff. The research advises on organizational justice that comprehension of the organization is important to the behavior and decision-making operations of its staff that affect organizational justice. The research recommends that the national police service create measures to control conflict so as to eliminate adverse effects of interpersonal conflict. It can be important for better organizational progress to maintain a good level of interpersonal disagreement. Organizational constraints it is recommended that the National Police Service know how to respond to this constantly changing environment by learning how to manage the dynamics of varied uncertainties, advocating fresh learning and leadership technologies that are both innovative and flexible, and easier to enforce. In the physical environment, the research proposes that the national police department develop a favorable job climate, pay its staff according to industry norms, use suitable reward and recognition programs to demonstrate the organization to its staff, provide training and development possibilities and offer their staff the opportunity to be creative and innovative.
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Dissertations / Theses on the topic "Social and organizational work environment"

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Barham, Mary Ann. "The relationship between internal organizational conflict, authority structure, and the social environment." PDXScholar, 1991. https://pdxscholar.library.pdx.edu/open_access_etds/4116.

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Sze, Pik Shan. "Workplace interactional unfairness and the new media generation : the impacts of social media exposure." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/890.

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Workplace unfairness has been known as one of the influential elements towards workplace behavior. In the last decade, the rise and popularity of social media may have change people's perception of unfairness as well as their affect which may have an effect on their behavioral outcomes. Although research of unfairness on workplace behavior has been examined, little attention has been paid to the effect of social media exposure. Drawing on construal level theory, this research examined the effects of interactional unfairness on employees' behavioral outcomes through negative affect, as well as moderating effect of social media exposure on interactional unfairness and negative affect. Two studies were conducted in China and the United States respectively to enhance the generalization. In Study 1, a two-wave survey of employees and one-wave survey of supervisors were conducted in China and Hong Kong. Hypotheses were tested in hierarchical linear modelling with 147 matched dyad relationships in the sample. In Study 2, a two-wave survey was conducted in the United States. 262 full time employees from a variety of occupations completed an online questionnaire. The results showed negative correlation on social media exposure and construal level. In addition, age was positively significant to construal level and organizational citizenship behavior, and negatively significant to turnover intention on both studies, and negatively significant to negative affect on Study 2. Additional implications for research and practice will be discussed
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Norrman, Emilia. "Den agila förändringsprocessen? : En studie av hur struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-37375.

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The purpose of this study was to broaden the knowledge about organizational change towards an agile organization through exploring how the faktors; structure, culture, agility och psychosocial work environment interacts during this process and how the relationship manifests in practice. To achieve the purpose, the fowling questions guided the way: • In what ways can older organizational structures and organizational culture affect agile organizational change? • What effects on the psychosocial workplace environment may an organizational change towards agile organization generate. This qualitative study with deductive approach was based on an organization where the implementation of the agile form was conducted three years ago. The collection of data was based on three semi-structured interviews with representatives from HR, the union and the research team witch also has conducted a study of the organization. Content analysis was use as a method of preparing the data for the analysis, which was done so though a model based on the theoretical  starting points and previous research that have founded this study. The conclusions drawn by this study shows that parts of the organizations older structure an culture still are present inte the new organization and that they inhibited the anchoring of the new approach and way of working . The same situation applies to the opportunity of improved psychosocial work environment where the dominance of the older organizational form resulted in the opportunities remaining just that - in the areas of the organization where it wasn’t impaired.
Syftet med denna studie är att bredda kunskapen om den agila organisationsförändringen genom att undersöka hur faktorerna; struktur, kultur, agilitet och organisatorisk och social arbetsmiljö interagerar med varandra under processen och hur detta kan te sig i praktiken. För att uppnå syftet användes följande frågeställningar: • På vilka sätt kan äldre organisationsstruktur och organisationskultur påverka en agil organisationsförändring? • Vilka organisatoriska och sociala arbetsmiljökonsekvenser kan en agil  organisationsförändring få? Denna kvalitativa och deduktiva studie utgick ifrån en organisation där tidpunkten för implementeringen av det agila låg tre år tillbaka i tiden. Genom tre semistrukturerade intervjuer med representanter från HR, fack och det följeforskningsteam som också studerat organisationen, samlades det empiriska materialet in. Innehållsanalys användes som metod för bearbetning av materialet inför analysen, vilken gjordes utifrån en analysmodell baserad på de teoretiska utgångspunkter och den tidigare forskning som lagt grunden för arbetet. De slutsatser som kan dras av denna studie visar att delar av organisationens äldre struktur och kultur fortfarande lever kvar i den nya organisationsformen och att dessa hämmat hur väl de nya arbets- och förhållningssätten har förankrats. Detsamma gäller möjligheten till förbättrad organisatorisk och social arbetsmiljö då den äldre organisationsformens dominans gjort att möjligheterna förblev just bara möjligheter - i de delar där denna inte blev direkt negativt påverkad.
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Widgren, Ofelia. "Enhetschef till varje pris : En studie om den organisatoriska och sociala arbetsmiljöregleringen för första linjens chefer inom vård och omsorg." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-78898.

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This essay will study the working environment of heads of units in a health and social care organization. The working environment that will be focused on in the essay is the psychosocial. My interest in the subject evolved from a rapport that The Swedish Work Environment Authority preformed. The rapport displayed a supervision that took place in the years 2015–2017. The supervision investigated the psychosocial working environment of the heads of units in several workplaces in Sweden. This rapport was analyzed alongside with legislation and literature that regulates the working environment to get an understanding of problems in this area. The aims of this essay are therefore to identify problems in the working environment within the heads of units and do that with an equality perspective.    The result of this essay has shown that there is a lot of shortage with the environmental work of the heads of units. These shortages consist of the employee not getting enough resources to deal with the high demands of the work assignment. This leads to negative psychosocial health risks. The legal framework of the subject places high requirements on the employers. But nevertheless, the employers work with the preventive environmental work is insufficient and a contributory to this is the construction of the working environmental law as a frame law.
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Jönsson, Sandra. "Client work, job satisfaction and work environment aspects in human service organizations /." Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.

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Leung, Sau-kuen. "Organizational climate in Hong Kong secondary schools." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17605088.

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Gerling, Martina, and Saskia Pettersson. "Kollegialt stöd i socialarbetares psykosociala arbetsmiljö : En litteraturstudie om det relationella arbetets betydelse." Thesis, Malmö universitet, Malmö högskola, Institutionen för socialt arbete (SA), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-39636.

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Organizations within the field of social work readily use systematic and technical tools in order to manage risk and safety when operating in a preventative work manner. The approach taken when managing both risk and safety is largely informed by an instrumental perspective. The relational factor to be considered here is co-worker support and its relevance in social workers' psychosocial work environments. However, this factor is not as clearly visible in risk prevention work ongoing in social work organizations. Therefore, the aim of this study is to examine the significance of co-worker support and its impact on social workers' psychosocial work environments. The main research questions are: What does co-worker support consists of? What factors are needed to create co-worker support? Finally, what is the significance co-worker support has on social workers' psychosocial work environments?  The results show that co-worker support is significant in social workers' psychosocial work environments as it leads to better work outcomes and working efficiency. Furthermore, social workers within organizations with greater co-worker support experienced a higher degree of job satisfaction and positive health outcomes. What became clear is that organizational leadership and managers are responsible for creating a psychosocial work environment where the conditions necessary to create co-worker support are present.
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Wickliff, Tanya Verniece Dugat. "An empirical study of the relations between leadership, social support networks, task autonomy and emotions in a technical work environment." Texas A&M University, 2005. http://hdl.handle.net/1969.1/3074.

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The world in which we live is hyper-dynamic with multiple inputs, outputs and expectations. As it relates to the fast pace of corporate America, customers want products and services within a tighter market window, with no defects and for lower costs. Stakeholders insist that managers do more with less human and financial resources yet more aggressive technological and sales goals. These realities translate into a more complex work environment in that the emotional toll of pending economic outcomes act to motivate or paralyze the very engine designed to produce the desired outcomes the employees. The body of work presented in this dissertation directly addresses the empirical relationship between the perceptions of the work context factors of leadership, task autonomy and social support networks with respect to the positive and negative emotions of the employees of the engineering firm that participated in this study. The empirical results from this research indicate that a positive and significant interrelationship does exist among the factors examined in this study. The employees studied included 249 middle to upper level managers of whom 78.7% were men and 21.3% were women. The range of years of experience for the participants varied from new hire to more than 20 years. Homogeneity of Variance tests confirms the validity of comparative analysis for the segmented data population. Multivariate statistics were used to address the four research questions. The strongest correlations occurred for the subgroups of women and non-managers with respect to the relationship of social support networks and positive emotions. Until now, there has been no empirical research linking the social support networks factor directly to emotions.
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Hansson, Ann-Sophie. "Determinants of Individual and Organizational Health in Human Service Professions." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8715.

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Rylander, Anna. "Making sense of knowledge work." Doctoral thesis, Stockholm : Skolan för teknik och hälsa, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-620.

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Books on the topic "Social and organizational work environment"

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Advances in occupational, social, and organizational ergonomics. Boca Raton: CRC Press, 2011.

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Organization in a changing environment: Unionization of welfare employees. Albany: State University of New York Press, 1986.

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Bradley, Gunilla. Computers and the psychosocial work environment. London: Taylor & Francis, 1989.

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Publishing, Edward Elgar, ed. Managing intensity and play at work: Transient relationships. Cheltenham: Edward Elgar Pub. Ltd., 2013.

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Handbook of employment and society: Working space. Cheltenham, Glos, UK: Edward Elgar, 2010.

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Women's work, men's cultures: Overcoming resistance and changing organizational cultures. Houndmills, Basingstoke, Hampshire, UK: Palgrave Macmillian, 2011.

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Sias, Patricia M. Organizing relationships: Traditional and emerging perspectives on workplace relationships. Thousand Oaks: Sage, 2009.

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Wendy, Parkin, ed. Sex at work: The power and paradox of organisation sexuality. Brighton: Wheatsheaf, 1987.

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Wendy, Parkin, ed. Sex at work: The power and paradox of organisation sexuality. New York: St. Martin's Press, 1995.

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Jeff, Hearn. Sex at work: The power and paradox of organisation sexuality. London: Prentice Hall/Harvester Wheatsheaf, 1995.

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Book chapters on the topic "Social and organizational work environment"

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Thompson, Neil. "The organizational context." In Theorizing Social Work Practice, 139–54. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-1-137-01416-0_9.

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Thompson, Neil, and Sue Thompson. "The Organizational Context." In The Social Work Companion, 108–23. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-50218-6_8.

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Bratton, John, Peter Sawchuk, Carolyn Forshaw, Militza Callinan, and Martin Corbett. "The social nature of work." In Work and Organizational Behaviour, 39–68. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-36602-2_2.

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Knippenberg, Daan van, and Michael A. Hogg. "Social Identifications in Organizational Behavior." In The Self at Work, 72–90. New York, NY: Routledge, [2018] | Series: SIOP organizational frontiers series: Routledge, 2017. http://dx.doi.org/10.4324/9781315626543-4.

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Loue, Sana. "Approaches to Organizational Structure and Financing." In SpringerBriefs in Social Work, 39–50. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-13539-7_3.

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Tann, Ken, and Oluremi B. Ayoko. "A social semiotic approach to the physical work environment." In Organizational Behaviour and the Physical Environment, 214–31. Routledge, 2019. http://dx.doi.org/10.4324/9781315167237-12.

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Syme, S. Leonard. "Social Epidemiology and the Work Environment." In THE PSYCHOSOCIAL WORK ENVIRONMENT: Work Organization, Democratization and Health, 21–31. Routledge, 2020. http://dx.doi.org/10.4324/9781315223490-2.

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Chakraborty, Tanusree, and Madhurima Ganguly. "Crafting Engaged Employees Through Positive Work Environment." In Advances in Human Resources Management and Organizational Development, 180–98. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7799-7.ch011.

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The chapter focuses on the positive aspects of the work environment and attempts to throw light on how in organizations different perspectives of positive work, positive social connections, positive culture leads with a more satisfying work environment and engaged employees. Beginning with an understanding of the definitions of employee engagement, the chapter takes the reader through the pillars of positive work environment, through the significance of fulfilling relationships at work, leading to greater employee engagement, importance of hope, efficacy, resilience, and optimism (HERO), and communication in enhancing employee engagement and to a greater organizational oeuvre. The chapter has tried to cogitate that a culture of employee engagement can be built, and it should be fabricated through the tenacious efforts of managers and leaders in the organization. Thus, the chapter highlights that employee engagement should in itself become the culture of any organization, and the role of positive work environment towards building this culture is indispensable.
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"Socio-Cultural Factors and the Work Environment." In Asian Women in Corporate America, 97–127. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4384-9.ch005.

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Employees are affected not only by internal organizational environments but also by external ones such as family, community, and society. Social and cultural factors affect how employees are viewed by others in the organization as well as how they respond to their work environments. Immigrants, in particular, are affected by their acculturation processes. Thus, when employees negotiate organizational workplaces, they need to factor in the influence of socio-cultural forces. Stereotyping is one way in which the external environment is manifest in workplaces. It has been found to be persistent, influential, and deeply impactful on careers. Stereotypes are affected by social and cultural factors, and in turn, they affect workplaces by shaping employees' perceptions and experiences. At the same time, the external environment can also present positive attributes for employees, for instance by being a source of social and emotional capital.
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"Participatory Organizational and Technological Innovation in Fragmented Work Environments." In Social Thinking—Software Practice. The MIT Press, 2002. http://dx.doi.org/10.7551/mitpress/6308.003.0021.

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Conference papers on the topic "Social and organizational work environment"

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Rakićević, Zoran, Jovana Rakićević, and Bojan Balaž. "Examining Internal Environment for Corporate Entrepreneurship: Evidence from Serbian Public Sector." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.49.

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In today’s fast-changing, turbulent and highly competitive business environment, internal entrepreneurship, i.e. intrapreneurship is seen as an instrument for established organizations to provide a fast response to new business challenges and opportunities. It is especially demanding and challenging to encourage intrapreneurship in the public sector organizations where, compared to the private sector, there is a much greater diversity of objectives to be fulfilled, as well as a greater conflict between profit and social responsibility; less flexibility in the decision-making process; and where financial incentives for improvements are much smaller. This paper examines the level of internal environment development for internal entrepreneurship in the public sector of the Republic of Serbia, as well as the differences in the tendency towards internal entrepreneurship among three categories of public organizational systems (public institutions, public administration, and public enterprises). For this purpose, Corporate Entrepreneurship Assessment Instrument (CEAI) developed by Kuratko, Hornsby, and Covin (2014) is used as a research tool developed for diagnosing organization’s internal environment for entrepreneurship through five dimensions: top management support, work discretion/autonomy, rewards/reinforcement, time availability, and organizational boundaries. The Survey sample covers 126 employees from Serbian public sector organizations.
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Ivanova, Galina. "SOCIAL NETWORKS OPPORTUNITIES FOR SUSTAINABLE AGRIBUSINESS DEVELOPMENT." In AGRIBUSINESS AND RURAL AREAS - ECONOMY, INNOVATION AND GROWTH 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ara2021.112.

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Social networks are increasingly contributing to sustainable development of agribusiness organizations in today`s conditions. Building networks that work through interactions between business organizations is influenced by current realities, where the business environment is rapidly changing. Relationships between agribusiness organizations in social network could impact of economic development on each individual organization. They lead to improve development of the entire network and higher efficiency.
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Bretos, Ignacio, Millán Díaz-Foncea, Clara Sarasa, Alla Kristina Lozenko, and Carmen Marcuello. "Social entrepreneurship as a tool for promoting critical, paradoxical learning in the field of business organization and management: An experiment from the University of Zaragoza." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.10996.

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There is a growing interest in examining subversive interventions by scholars that may involve the production of new subjectivities, the constitution of new organizational models, and the linking of these models with current social movements. This paper presents the case of the Social Economy Lab (LAB_ES), created in the Faculty of Economics and Business of the University of Zaragoza in 2017. In particular, we discuss the main experiences and interventions made from the LAB_ES around three areas of work: (1) the space of collective work; (2) the space of participation for the university community; and (3) the space of collective research. The study reflects the possibilities of including the study of alternative organizations in the education agenda. These organizations are guided by principles that include democracy, equality, emancipation and environmental sustainability. Likewise, the results and interventions of the LAB_ES are discussed not only to foster critical thinking among the students, but also to provide this group with skills for starting up alternative projects of organization and management outside the university. Finally, some key conclusions are drawn about the role of the LAB_ES as a space for collective research and collective production of critical knowledge about business organization and management, through the involvement of different actors.
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Setyaningrum, Retno, Avinash Pawar, and Anggi Pujiono. "The Influence of Work Motivation, Career Development, and Work Environment on Organizational Citizenship Behavior (A Case of Mold Manufacturing Unit of PT. Bumimulia Indah Lestari, The Branch of Cikarang)." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2303070.

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Vieira, Andreia, Rafael Siza, Adriano Simões, Luis Braga, and Bruna Ferreira. "EHS: Web System for Management of Processes Related to Improvement of Work Quality of Life." In Workshop sobre Aspectos da Interação Humano-Computador na Web Social. Sociedade Brasileira de Computação (SBC), 2018. http://dx.doi.org/10.5753/waihcws.2018.3901.

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Organizations are giving greater attention to workers' quality of life, seeking to implement measures related to health, safety and the environment. However, to implement these measures, it is necessary to follow standards defined by the Ministry of Labor. Due to the rigidity of standards and the amount of information needed to file in audits, companies spend a lot of time and effort. In this context, EHS was proposed, a web system that integrates information on health, occupational safety and environmental processes. The system aims to manage the information in a way that facilitates audits and helps management to take decisions and implement preventive measures in the company.
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Kralj, Danijela, Irena Istenič, and Nevenka Šestan. "Skupaj za prijazno, vključujoče in varno delovno okolje." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.33.

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The situation we are experiencing on a global level and in the domestic environment confirms long-standing warnings that human and planetary survival requires radical changes in the way we think and respond to the demanding problems and challenges of today's society. The COVID19 epidemic has further exacerbated the deterioration. There is too much intolerance, even towards those who, in their moral and professional obligation to humanity and the medical profession, risk their own lives to save the lives and health of others. As social and personal hardships intensify, the dark forces of human character accumulate and destroy interpersonal and social relationships. Due to the increasingly serious consequences, such as psychological and physical violence, discrimination and exclusion in the workplace, a comprehensive and inclusive (integrated, integrative) model of an inclusive and safe work environment is being established worldwide. Inclusive practices have a positive effect on productivity by improving organizational climate and employee motivation, commitment and adherence to business ethics and values of the organization, while reducing turnover and risk of deviance. Therefore, they are often mentioned as the starting point for integrated and connected, integrated business, applicable business ethics and integrity, sustainable social responsibility, and achieving sustainable development goals in the era of new technologies and Industry 4.0. Thus, as part of a tertiary research project, in January 2020 we organised a seminar with a workshop for UKCL employees on a friendly, inclusive and safe working environment. The findings and conclusions are presented in this paper.
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Katans, Edgars, and Irena Katane. "Evaluation of IT Companies as Learning Organizations from the Programmers’ Perspective." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.011.

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The modern social science faces a new synergetic and social-ecological paradigm and the respective approaches in research activity. The synergetic approach allows for the investigation of a learning IT company as a “living” system, a synergic organization notable for its teamwork and team learning to ensure the introduction of innovations in the company and, along with that, a sustainable development and competitiveness of the company in a constantly changing environment. In its turn, the social-ecological approach allows a researcher to focus his attention on a continuous professional development of an individual programmer or a team of programmers by mutual cooperation and interaction with the whole IT company representing the environment of their professional activity and continuous learning. A learning organization has certain traits or indicators, which can be used for the evaluation of IT companies. The authors have developed a methodology for the evaluation of learning IT companies, which has been approved during the experimental research: a case study. 102 programmers working for various Latvian IT companies participated in the study. The aim of the study: to analyse the IT companies where the research participants work, evaluating them as learning organizations, as well as to assess the informational awareness and knowledge of the programmers about the continuous professional development and career growth possibilities at the respective companies. Among the 19 indicators (traits) of evaluation of a learning organization, the following three traits are the most typical ones for the IT companies where the research participants are working: (1) friendly atmosphere and mutual support within a company, cooperation when working as a team, sharing their knowledge, skills, competencies and experience while performing their work duties; (2) a company is trying to ensure its sustainable development and competitive ability; (3) self-education and continuous learning of a company to improve its activity and to diversify the variety of the target groups along with a continuous improvement of its products and services.
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Albers, Albert, Christian Sauter, Thomas Maier, Martin Geier, and Jens Ottnad. "Academic Engineering Design Education in a Realistic Environment." In ASME 2009 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/detc2009-87425.

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The objective of academic education for mechanical design engineers is to convey qualifications which are necessary for product development in an industrial environment. The goal of the work described here is to improve engineering design education and to provide a more active learning experience. Design students should be familiarized with modern methods and technologies which they will most likely encounter during their future career. Design cannot be taught sufficiently in lectures alone [1, 2] and requirements on graduates in product development are continuously increasing. Not only professional skills but also social skills as well as proficiency with new technologies and methodologies become increasingly important [3]. For meeting these requirements the Karlsruhe Education Model for Product Development (KaLeP) [4] was developed at the Institute of Product Development (IPEK) at the University of Karlsruhe in Germany. In this contribution we present KaLeP, the role of modern design tools like CAD/PDM and wikis in education, the course projects for Machine Design and Integrated Product Development including training concept as well as the technical and organizational environment in which these courses take place.
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Antonova, Katya. "PHYSICAL AND PSYCHO-SOCIAL RISKS FOR EMPLOYEES IN THE CONDITIONS OF DIGITALIZATION." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.46.

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The new working conditions related to digitalization are a prerequisite for the emergence of new risks in the work environment. The aim of the author in this report is to consider some of the physical and psychosocial risks associated with the new nature of work and on this basis to propose measures to improve the conditions for safety and health at work in organizations.
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C MacKrell, Dale. "Win-Win-Win: Reflections from a Work-Integrated Learning Project in a Non-Profit Organization." In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3467.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] This paper reports on the educational aspects of an information systems work-integrated learning (WIL) capstone project for an organization which operates to alleviate homelessness in the Australian non-profit sector. The methodology adopted for the study is Action Design Research (ADR) which draws on action research and design research as a means for framing a project's progress. Reflective insights by the project stakeholders, namely, students, academics, and the non-profit client, reveal a curriculum at work through internal features of the organization; personal features of the participants and features of the external environment. Preliminary findings suggest that students in a WIL project for a non-profit are highly engaged, especially when they become aware of the project’s social value. As well, the improvement of professional skills and emotional intelligence by students is more likely in real-life practice settings than in other less authentic WIL activities, equipping graduates for the workforce with both strong disciplinary and generic skills. Win-win-win synergies through project collaboration represent worthwhile outcomes to education, industry and research.
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Reports on the topic "Social and organizational work environment"

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Barham, Mary. The relationship between internal organizational conflict, authority structure, and the social environment. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6000.

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Goswami, Saheli, and Jung Ha-Brookshire. Work Environment and Personal-Organizational Fit What are Those? : Preparing Students to Find Their Most Suited Employers. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1518.

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.
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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, June 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambiguity, role conflict, social support, perceived organizational support, job satisfaction, and burnout). • Leaders’ use of emotion regulation strategies (cognitive reappraisal and cognitive defusion) mitigated the impact their cognitive distortions had on burnout, specifically. • Attempting to suppress emotional responses was relatively ineffective compared to the other two emotion regulation strategies (cognitive reappraisal and cognitive defusion). These insights suggest that certain emotion regulation strategies may be helpful in ameliorating the deleterious effects of cognitive distortions on leaders’ burnout. The current paper provides an overview of the different cognitive distortions and emotion regulation strategies explored and includes advice on what leaders can do to more effectively notice and manage cognitive distortions that emerge during distressing situations. "
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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National report 2009-2019 - Rural NEET in Hungary. OST Action CA 18213: Rural NEET Youth Network: Modeling the risks underlying rural NEETs social exclusion, December 2020. http://dx.doi.org/10.15847/cisrnyn.nrhu.2020.12.

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In Hungary, NEET Youth are faced with many problems: social exclusion; lack of opportunities (e.g., education, health, infrastructure, public transport, labour market conditions); low so-cio-economic status; and, a lack of relationships outside the enclosed settlements. In Hungary, the most frequent risk factors are: a socio-economically disadvantageous envi-ronment; low levels of education and schooling problems; lack of proper housing; financial problems; learning difficulties; dissatisfaction with the school; socio-emotional disorders; delinquency; health problems; homelessness; and, drug or alcohol abuse. NEET Youth are fa-cing with this multi-dimensional difficulties, regional disparities and a lack of proper services.The general employment statistics have been improving in Hungary since 2010. The emplo-yment rate of the 15-39-year-old population has increased from 53.0% to 62.5% between 2009 - 2019. The employment rate improved in every type of settlement/area. The improve-ment can be attributed to the community work in the marginalised regions micro-regions and settlements. The NEET rate shows a considerable improvement of nearly 40% between 2009 and 2019 in the urban environment for all age groups. A slight improvement can be detected in the towns and urban environment, which amounts to 25% for all age groups between 2009 and 2019. However special services and targeted programmes are required to make a diffe-rence for NEET Youth.
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Gender mainstreaming in local potato seed system in Georgia. International Potato Center, 2020. http://dx.doi.org/10.4160/9789290605645.

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This report presents the study findings associated with the project “Enhancing Rural Livelihoods in Georgia: Introducing Integrated Seed Health Approaches to Local Potato Seed Systems” in Georgia. It also incorporates information from the results of gender training conducted within the framework of the USAID Potato Program in Georgia. The study had three major aims: 1) to understand the gender-related opportunities and constraints impacting the participation of men and women in potato seed systems in Georgia; 2) to test the multistakeholder framework for intervening in root, tuber, and banana (RTB) seed systems as a means to understand the systems themselves and the possibilities of improving gender-related interventions in the potato seed system; and 3) to develop farmers’ leadership skills to facilitate women’s active involvement in project activities. Results of the project assessment identified certain constraints on gender mainstreaming in the potato seed system: a low level of female participation in decision-making processes, women’s limited access to finances that would enable their greater involvement in larger scale potato farming, and a low awareness of potato seed systems and of possible female involvement in associated activities. Significantly, the perception of gender roles and stereotypes differs from region to region in Georgia; this difference is quite pronounced in the target municipalities of Kazbegi, Marneuli, and Akhalkalaki, with the last two having populations of ethnic minorities (Azeri and Armenian, respectively). For example, in Marneuli, although women are actively involved in potato production, they are not considered farmers but mainly as assistants to farmers, who are men. This type of diversity (or lack thereof) results in a different understanding of gender mainstreaming in the potato seed system as well. Based on the training results obtained in three target regions—Akhalkalaki, Akhaltsikhe, and Marneuli—it is evident that women are keen on learning new technologies and on acquiring updated agricultural information, including on potato production. It is also clear that women spend as much time as men do on farming activities such as potato production, particularly in weeding and harvesting. However, women are heavily burdened with domestic work, and they are not major decision-makers with regard to potato variety selection, agricultural investments, and product sales, nor with the inclusion of participants in any training provided. Involving women in project activities will lead to greater efficiency in the potato production environment, as women’s increased knowledge will certainly contribute to an improved production process, and their new ideas will help to improve existing production systems, through which women could also gain confidence and power. As a general recommendation, it is extremely important to develop equitable seed systems that take into consideration, among other factors, social context and the cultural aspects of local communities. Thus, understanding male and female farmers’ knowledge may promote the development of seed systems that are sustainable and responsive to farmers’ needs and capacities.
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