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Littérature scientifique sur le sujet « Autonomy in the workplace »

Auteur : Grafiati

Publié le 8 mars 2025

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Articles de revues sur le sujet "Autonomy in the workplace"

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Zhalifunnas, Muhammad Shafwan, Resekiani Mas Bakar et Abdul Rahmat. « Increasing Well-being in the Workplace : The Role of Job Autonomy ». International Journal of Research and Scientific Innovation X, n^o XI (2023) : 159–66. http://dx.doi.org/10.51244/ijrsi.2023.1011012.

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Detrimental behavior in the workplace such as turnover, absenteeism, and loss of productivity is a sign that employees have low well-being in the workplace. Employee well-being plays a crucial role in the company’s sustainability. One of the factors that can affect workplace well-being is job autonomy. This study aimed to determine the effect of job autonomy on workplace well-being. This study used a quantitative regression analysis. Respondents were 322 employees with accidental sampling technique. The results of this study indicated that there was a positive and significant effect of job autonomy on workplace well-being. The higher the job autonomy, the higher the well-being in the workplace. This study proves that job autonomy can increase the well-being of employees in the workplace. Companies are advised to give autonomy at work to increase well-being in the workplace.

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Kim, Deuk Hwan, Joon Won Lee, Won Souk Eoh, Yun Ho Lee et Chung Dong Im. « A Study on the Job Satisfaction of Workers in Specialized Safety Management Agency : Focus on the safety environment, job autonomy, and workplace culture ». Forum of Public Safety and Culture 28 (30 mars 2024) : 105–19. http://dx.doi.org/10.52902/kjsc.2024.28.105.

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On November 30, 2022, the government also unveiled the “Serious Accidents Reduction Roadmap,” emphasizing collaboration between safety management agencies and private accident prevention agencies, and governance for a safe and healthy workplace. This study, based on Article 17, Paragraph 5 of the Industrial Safety and Health Act, involves 361 workers in workplaces with 50 to 300 regular workers who have delegated safety management tasks to safety management agencies. The study aims to improve job satisfaction by enhancing the working environment of workers performing safety management tasks through high-quality safety management technical guidance, inspection, and other services. Using the KOSS basic form of KOSHA GUIDE H-67-2022, “Guidelines for Measuring Job Stress Factors,” the research method involved surveying workers in four areas and 18 items. The study hypothesized that job environmental factors significantly influence job satisfaction, with safety environment, job autonomy, and workplace culture reconstructed as independent variables and job satisfaction as the dependent variable. The results showed that job environmental factors explained 46.1% of job satisfaction (R² = 0.461). The regression model was appropriate at F = 101.788 ( =0.001). The impact of job environmental factors on job satisfaction revealed significant positive effects for safety environment (β = 0.126, p < 0.01), job autonomy (β = 0.332, p < 0.001), and workplace culture (β = 0.381, p < 0.001). The relative impact indicated that workplace culture, job autonomy, and safety environment ranked in descending order. The study concluded that improving job environmental factors in safety management entrusted workplaces through specialized technical guidance and inspections positively impacts job satisfaction. Urgent attention from individuals, institutions, and the government is necessary, alongside institutional improvements, to prevent and reduce industrial accidents in safety management entrusted workplaces.

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Littman-Ovadia, Hadassah, Lior Oren et Shiri Lavy. « Attachment and Autonomy in the Workplace ». Journal of Career Assessment 21, n^o 4 (8 février 2013) : 502–18. http://dx.doi.org/10.1177/1069072712475282.

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Li, Jiacheng. « How and When Humble Leadership Impact Employees Well-Being : A Moderated Mediation Model ». Lecture Notes in Education Psychology and Public Media 1, n^o 1 (26 décembre 2021) : 226–33. http://dx.doi.org/10.54254/lnep.iceipi.2021203.

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This study aimed to explore how humble leadership affects employees autonomy need satisfaction and workplace well-being, and whether employees prevention regulation focus can moderate the association between humble leadership and autonomy need satisfaction. A questionnaire survey finally produced 222 valid cases. According to the results, humble leadership significantly impacts employees workplace well-being through autonomy need satisfaction, and employees prevention regulatory focus amplify the positive relationship between humble leadership and autonomy need satisfaction. The current research is extended in terms of humble leadership and workplace well-being.

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Melzer, Silvia Maja, et Martin Diewald. « How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces ». Social Sciences 9, n^o 9 (10 septembre 2020) : 156. http://dx.doi.org/10.3390/socsci9090156.

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Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial sectors and apply random effects multilevel linear analyses. Individual involvement in digitalized work is related to less supervisory bullying for all employees, and for lower qualified employees to less coworker bullying. At the workplace level, when digitalization has advanced, supervisory bullying increases for highly qualified employees. Neither the individual nor the workplace effects of digitalization are explained by mediating factors such as job autonomy, routine or machine work, competency, or psychological or physical stress. Competence and job autonomy prevent the occurrence of bullying, while routine work, psychological stress, and physically demanding work are positively related to bullying. All effects are more pronounced for supervisory bullying than for coworker bullying. Individual involvement with digitalized work seems to change relational dynamics within workplaces and to protect employees from bullying. For highly qualified employees, this is probably related to the gathering of key competencies; for lower qualified employees, it might be linked to working with digital devices. In workplaces where digitalization has progressed, digitalized work may disrupt and change the established work processes and relations and increase the necessity for new coordination and, thus, the occurrence of conflicts.

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Cho, Hyunghoon, et Jusung Jun. « The Structural Relationships between Job Autonomy, Self-efficacy, Learning Agility, and Job Crafting of Workplace Trainers in the Work and Learning Dual System ». Institute of Humanities at Soonchunhyang University 41, n^o 2 (30 juin 2022) : 117–40. http://dx.doi.org/10.35222/ihsu.2022.41.2.117.

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The purpose of this study was to investigate the structural relationship between job autonomy, self-efficacy, learning agility, and job crafting of workplace trainers who participated in a work and learning dual system. The subjects of this study are 223 workplace trainers serving at work and learning dual system participating companies across the country. The analysis of the collected data was conducted using structural equation modeling. The results of this study are as follows. First, the job autonomy of workplace trainers at companies participating in a work and learning dual system has not had a significant direct impact on job crafting. However, self-efficacy and learning agility have been shown to have a significant direct effect on job crafting. It was also confirmed that job autonomy and self-efficacy had a direct impact on learning agility. Second, job autonomy and self-efficacy of workplace trainers have been shown to have an indirect effect on job crafting through learning agility as acuity.

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Lucena Barbosa, Flávia, et Jairo Eduardo Borges-Andrade. « Informal learning behaviors, interaction and workplace autonomy and readiness to learn ». Journal of Workplace Learning 34, n^o 4 (17 décembre 2021) : 388–402. http://dx.doi.org/10.1108/jwl-04-2021-0047.

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Purpose This paper aims to find a measurement model with better evidence of validity, with data extracted from the Program for the International Assessment of Adult Competencies (PIAAC). To test a parsimonious model in which dispositional and workplace context characteristics are predictors of informal learning behaviors (ILBs). Design/methodology/approach The authors performed exploratory and confirmatory factor analyses to improve the fit of the PIAAC data measurement model. Multiple linear regression was used to examine the prediction of ILBs by one dispositional variable (Readiness to Learn) and two workplace context variables (Autonomy and Interaction in the Workplace). Findings A measurement model emerged with 18 items divided into four factors. The three antecedent variables predicted ILBs. Interaction in the workplace resulted in higher scores, and workplace autonomy resulted in lower scores. Research limitations/implications The small number of items for ILBs prevented a more detailed exploration of predictors of different types of these behaviors. ILBs can be stimulated by policies that promote readiness to learn and that encourage the design of environments that require worker interactions and autonomy. Originality/value Few studies on ILBs in the workplace have investigated the prediction of dispositional and contextual antecedents based on a theoretical model. The findings herein were obtained using a diverse sample of countries, occupations and generations, allowing better generalization. The importance of interpersonal relationships in the workplace for predicting ILBs was emphasized.

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Rooksby, Emma, et Natasha Cica. « Managing Electronic Workplace Surveillance to Respect Employee Autonomy ». Philosophy of Management 6, n^o 3 (2008) : 75–85. http://dx.doi.org/10.5840/pom20086322.

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Lagasi, Donna, Cristina Smith et Carol Delgado. « Improving Nurse Satisfaction : Celebrating Autonomy in the Workplace ». Journal of PeriAnesthesia Nursing 28, n^o 3 (juin 2013) : e7. http://dx.doi.org/10.1016/j.jopan.2013.04.022.

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Rarick, Charles A. « Workplace autonomy and industrial democracy : The equity solution ». International Journal of Value-Based Management 1, n^o 2 (juin 1988) : 91–96. http://dx.doi.org/10.1007/bf03184885.

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Thèses sur le sujet "Autonomy in the workplace"

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Myers, Meghan Elizabeth. « PLEASE TELL ME WHAT TO DO : CHALLENGING ASSUMPTIONS ABOUT AUTONOMY, BUREAURACY, AND SATISFACTION IN THE WORKPLACE ». The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1235167338.

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Touaiti, Balsam. « Emotional labor in the workplace : impact on individual and organizational health ». Electronic Thesis or Diss., Aix-Marseille, 2023. http://www.theses.fr/2023AIXM0015.

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Le travail émotionnel est un sujet de recherche populaire parmi les chercheurs de service. Dans cette thèse, nous proposons d'étudier l'impact des antécédents externes et internes au travail sur la santé individuelle et organisationnelle via le travail émotionnel. Dans le premier article, nous soulignons l'interaction entre les facteurs individuels et organisationnels en suggérant que le déséquilibre effort-récompense booste les processus de régulation émotionnelle et qu’il a un effet délétère sur l'engagement organisationnel. Nos résultats de l'étude 1 et de l'étude 2 suggèrent que le travail émotionnel peut expliquer les effets néfastes du déséquilibre effort-récompense et que l'autonomie peut atténuer l'épuisement professionnel. Compte tenu de la complexité des processus émotionnels, nous utilisons une conception à méthodes mixtes pour enquêter sur nos préoccupations dans le deuxième article. Les résultats de l'étude 1 identifient des caractéristiques du travail qui affectent la santé professionnelle et suggèrent des hypothèses. Dans l'étude 2, nous confirmons que le travail émotionnel explique les effets de l’autonomie et la récompense et que l'indulgence culturelle modère certains de ces effets. Dans le troisième article, nous mettons en évidence l'impact des facteurs individuels sur la santé au travail. Nous proposons d'examiner si les compétences transversales stimulent la santé au travail au quotidien. Une conception longitudinale à trois décalages temporels suggère que le travail émotionnel peut expliquer l'influence de la compétence interpersonnelle liée à la pleine conscience et que le soutien organisationnel peut réduire l'épuisement émotionnel
Emotional labor has been an in demand research subject among service researchers. In this thesis, we propose to study the impact of external and internal antecedents in the workplace on individual and organizational health through emotional labor. In the first article, we focus on the interaction between individual and organizational factors. We extend the effort-reward imbalance model by suggesting it boosts the emotional regulation processes and effects deleteriously the organizational commitment. Our results from study 1 and study 2 suggest that emotional labor may explain the adverse effects of effort-reward imbalance and that job autonomy may mitigate burnout. Given the complexity of emotional processes, we use a mixed-methods design to investigate our concerns in the second article. The findings of study 1 identify a number of job features that affect workplace health and suggest hypotheses. In study 2, we confirm that emotional labor may explain the effects of autonomy and reward and that cultural indulgence moderates some of these effects. In the third article, we highlight the impact of individual factors on occupational health. We propose to examine whether transversal competences boost occupational health in everyday-life. A three-time-lagged design suggest that emotional labor may explain the influence of interpersonal competence related to mindfulness and that organizational support can decrease emotional exhaustion

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Priebe, Dennis R. « Does Perceived Wellness Influence Employee Work Engagement ? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables ». The Ohio State University, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838.

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Gronau, Annemarie Imke [Verfasser], et Florian [Akademischer Betreuer] Englmaier. « Autonomy in the workplace : Conceptualization and application of a social psychological construct in organizational economics / Annemarie Imke Gronau ; Betreuer : Florian Englmaier ». München : Universitätsbibliothek der Ludwig-Maximilians-Universität, 2020. http://d-nb.info/1206878193/34.

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Nwoseh-Streeter, Elizabeth. « Strategies for Reducing Corporate Accountants' Turnover Through Implementing Workplace Flexibility ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5763.

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Flexibility in the workplace is no longer perceived as a benefit to employees but as a requirement for organizations to remain competitive. Financial compensation alone may be insufficient to encourage employee retention. The purpose of this qualitative, single case study was to explore the strategies that corporate accounting and finance leaders implement to promote workplace flexibility for increasing accountants' retention. The conceptual framework for this study was Karasek's demand control support framework. The research sample consisted of 6 corporate accounting and finance leaders who had a history of successfully implementing a workplace flexibility program. Data analysis consisted of compiling the data, coding for emergent and a priori codes, disassembling the data into common codes, reassembling the data into themes, interpreting the meaning, and reporting the themes. The major themes from the findings of this study were leadership support and commitment, organization-wide tailored flexibility, clear communication of expectations, trust and cooperation, employee evaluation based on results and deliverables, and the use of technological advances to enhance team collaboration. Organizations and business leaders can use the findings from this study to create competitive advantage by enhancing their existing flexibility policies or to implement formal workplace flexibility policies that may help to reduce the stress and strain that employees experience in attempting to balance their personal and professional life. The implications for social change include creating a balance between employees' jobs and other responsibilities that allows employees to contribute positively to their family and the local community.

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Mateus, Mário João Guerra. « Inteligência emocional, autonomia e bem estar no trabalho : um estudo no negócio segurador ». Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/21878.

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Investigou-se a relação entre a inteligência emocional de traços e o bem-estar no trabalho, controlando o efeito da autonomia no trabalho. A amostra foi constituída por 171 trabalhadores de uma empresa de seguros e recolhida através de um processo de amostragem não-probabilístico por via de questionários de autorrelato. Os resultados atestam a existência de uma correlação positiva fraca entre a inteligência emocional de traços e o bem-estar no trabalho. Verificou-se também uma correlação positiva moderada entre a autonomia no trabalho e o bem-estar no trabalho. Cumpridos três dos quatro pressupostos do teste de mediação entre variáveis de Baron e Kenny, corroborou-se a existência de mediação parcial por parte da autonomia no trabalho sobre a relação entre a inteligência emocional de traços e o bem-estar no trabalho. Discutiu-se as implicações práticas e teóricas dos resultados observados, bem como as suas limitações, apresentando-se sugestões para investigação futura; Emotional Intelligence, Workplace autonomy and Workplace Well-being: A study in the insurance business. Abstract: The relationship between trait emotional intelligence and workplace well-being was investigated, controlling the effects of workplace autonomy. The sample consisted of 171 employees of an insurance company and was collected using a non-probabilistic sampling process with self-report questionnaires. The results indicate the existence of a positive and weak correlation between trait emotional intelligence and workplace well-being. A positive and moderate correlation between workplace autonomy and workplace well-being was also found. Three of the four assumptions of the mediation test between variables, from Baron and Kenny, suggested the existence of a partial mediation of the variable workplace autonomy over the correlation between trait emotional intelligence and workplace well-being. The practical and theoretical implications of these results were discussed, as well as the limitations of the study. Suggestions for future research were outlined.

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Jalali, Färnam, et Elvira Sigrén. « Generation Z tar plats : Vad driver deras inre motivation i arbetslivet och hur kan ledare främja den ? » Thesis, Stockholms universitet, Management & ; Organisation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-165982.

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Improved standard of living has been followed by demographic changes and increased retirement age. Hence today’s organizations manage a diverse workforce of four generations, each of them with its own distinct attributes. Likewise, tomorrows organizations will consist of a generational diversity of five to six generations. Most research on generations has focused on characteristics and attitude differences. Drawing on the crucial and continual work of motivation - a journey without an end - this qualitative research study examined the most recent generation currently entering the labor force, Generation Z, and their workplace motivation. More specifically, the study explored if, and how, the generation is influenced by intrinsic motivation and its three basic needs of autonomy, competence and relatedness with regards to Self-Determination Theory and transformational leadership. Leaders role in promoting autonomy, competence and relatedness were analyzed at. The findings are based on semi-structured interviews with seven employees from Generation Z and three leaders. Our results showed that Generation Z is clearly impacted by and requesting intrinsic motivation in work life. In particular, the need for competence and a higher level of disloyalty towards the employer were portrayed. Furthermore, the strong demand for feedback among the generation was disclosed, suggesting more time-consuming measures from leaders.

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Axford, Beverley, et n/a. « Professional work in the new work order : a sociological study of the shift from professional autonomy based in expertise to professional accountability based in performativity ». University of Canberra. Professional & ; Community Education, 2002. http://erl.canberra.edu.au./public/adt-AUC20061010.111412.

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'Profession' and 'professional' are shifting signifiers that have taken on a range of new meanings in the past two decades as professional occupations have been reshaped by moves to 'flexible' (deregulated and decentred) work processes and work practices. The role of modern professions was significant in terms of the democratic elements of the professionalising project. But how do moves away from the modern bureaucratically-structured professions, and a professional ideal based on the concept of universal service, impact on graduates currently entering professional employment domains in which new 'performativity-based' management regimes are replacing the older control structures? This study draws on a range of sociological literature to explore both the structural and discursive changes in the meaning of profession practice. The study also draws on a number of research projects, including materials from focus group interviews of final year undergraduate students, recruitment brochures, ABS (Australian Bureau of Statistics) statistical analyses and DEST (Australia: Department of Employment, Science and Training) graduate destination studies, and policy documents. These materials are used to argue that the employment destinations of those with professional qualifications and credentials are now more stratified and more diverse and no longer necessarily coupled with a lifelong career. In addtion, the new management regimes that accompany the move to more flexible work processes and work practices are changing how those in professional work locations construct their sense of themselves as professional practitioners. Changes in the nature of professional work, and in the structural and discursive location of professional workers, have implications for education and training institutions. These institutions not only prepare workers for these occupational domains but are the main conduits through which access to work in the restructured labour markets is mediated. The study concludes by drawing attention to the need for educational research to be anchored in a 'sociology of employment' that is able to provide a more critical account of the relationship between education and training and entry into high status/low status employment domains.

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Smit, Sita. « Stress in the workplace the contrasting effects of 10 minutes of listening to Chopin vs. HRV biofeedback on autonomic reactivity and cognitive performance ». Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/2766.

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Srinivasan, Barani Dharan. « Why do considerable number of Swedish workplaces lack daylight ? Effects of obstruction angles in achieving required daylight in Swedish workplaces ». Thesis, KTH, Ljusdesign, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-280023.

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Contribution of daylight to employees in terms of health, productivity, and overall wellness in the office spaces are undeniable. Apart from the psychological and biological benefits of employees, embracing daylight in office spaces increases the energy-efficiency of the building which leads to the sustainable development of a city. However, a considerable number of employees in Sweden lack daylight in their workspaces according to a report by the Swedish Work Environment Authority [Arbetsmiljöverket (Swedish)] (Lowden, 2019). Professionals like Architects, Lighting Designers, and students of architecture and lighting design across Sweden were asked their opinions pertaining to lack of daylight in a considerable number of office spaces in Sweden based on their experience through online questionnaires/ interviews to get to know the overview of this subject. Out of all the possible reasons, window design and economy were the two macro factors according to them that influenced daylight in an office building in Sweden but often, obstruction angle in a building due to urban densification is overlooked when it comes to daylight in an office building. This thesis discusses the influence of obstruction angles with an illustrated office building in Stockholm. Diva for Rhino was the software used for the modelling and daylight simulation.

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Livres sur le sujet "Autonomy in the workplace"

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Nordhause-Janz, Jürgen, et Ulrich Pekruhl. Arbeiten in neuen Strukturen ? : Partizipation, Kooperation, Autonomie und Gruppenarbeit in Deutschland. München : Hampp, 2000.

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Lindley, Richard. Autonomy. London : Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-18428-6.

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Sellers, Mortimer, dir. Autonomy. Dordrecht : Springer Netherlands, 2008. http://dx.doi.org/10.1007/978-1-4020-6490-6.

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Frankel, Paul Ellen, Miller Fred Dycus 1944- et Paul Jeffrey, dir. Autonomy. Cambridge, England : Cambridge University Press, 2003.

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Frawley, Suzanne. Workplace. Dublin : University College Dublin, 2002.

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Muhoho, Njoki. Workplace. Nairobi : Macmillan Kenya, 2007.

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Miles, Thurlow, Moss Peter, Forster Richard et Workplace, dir. Workplace. Sunderland : Art Editions North, 2004.

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Irie, Kay, et Alison Stewart, dir. Realizing Autonomy. London : Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230358485.

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Matheson, Jonathan, et Kirk Lougheed. Epistemic Autonomy. New York : Routledge, 2021. http://dx.doi.org/10.4324/9781003003465.

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Hexmoor, Henry, Cristiano Castelfranchi et Rino Falcone, dir. Agent Autonomy. Boston, MA : Springer US, 2003. http://dx.doi.org/10.1007/978-1-4419-9198-0.

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Chapitres de livres sur le sujet "Autonomy in the workplace"

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Mitchell, Laura. « Dignity and Naïve Autonomy ». Dans Rethinking Dignity in the Workplace, 69–94. London : Routledge, 2025. https://doi.org/10.4324/9780429279515-4.

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Alidadi, Katayoun. « Cultural diversity in the workplace ». Dans Personal Autonomy in Plural Societies, 115–26. Abingdon, Oxon ; N.Y., NY : Routledge, 2018. | Series : Law and anthropology : Routledge, 2017. http://dx.doi.org/10.4324/9781315413617-8.

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Karlsson, Jan Ch. « Dignity and Autonomy at Work ». Dans Organizational Misbehaviour in the Workplace, 3–18. London : Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230354630_1.

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Yeoman, Ruth. « Overcoming Alienation : Irreducible Autonomy and Phronetic Techne in a Practical Rationality of Caring ». Dans Meaningful Work and Workplace Democracy, 68–95. London : Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_4.

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Silvera, Rachel. « Imagining a New Gender Contract for Labour ». Dans A New Gender Equality Contract for Europe, 43–63. Cham : Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-59993-4_3.

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AbstractThe purpose of this chapter is to show how, for the future of Europe, more than ever, the issues of work are central to the renewal of feminism, even if this cause is sometimes relegated to the background in debates in society. As long as women do not have full economic autonomy, as long as gender inequalities at work and in life are not really curbed, the European project of a fair and egalitarian society will be in vain. Admittedly, the European foundation is solid and constitutes an inescapable point of support. But the reality—real equality in the workplace—is still a long way off. Each crisis, and in particular that linked to Covid-19, has revealed all the inequalities suffered by women, particularly in the workplace. The aim of this chapter is to look back at the current trends and challenges facing women in the workplace, and to sketch out the contours of a genuine feminist democratisation of work.

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Kendal, Evie. « The Transhuman in the Workplace : Maximising Autonomy and Avoiding the Tyranny of Optimisation ». Dans Transhumanism : Entering an Era of Bodyhacking and Radical Human Modification, 103–26. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14328-1_7.

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Gagné, Marylène, et Devasheesh Bhave. « Autonomy in the Workplace : An Essential Ingredient to Employee Engagement and Well-Being in Every Culture ». Dans Cross-Cultural Advancements in Positive Psychology, 163–87. Dordrecht : Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-9667-8_8.

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Maio, Valerio. « Smart Factory, dignità del lavoratore ed intelligenza artificiale come forma di autoapprendimento ». Dans Studi e saggi, 783–803. Florence : Firenze University Press, 2024. https://doi.org/10.36253/979-12-215-0507-8.48.

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This article analyzes the impact of machine learning in the smart factory on the worker’s safety, freedom and dignity. First, the worker's enhancement is investigated starting from the evaluation of the psychological and moral impact of these devices. Therefore, cobots and automatic systems are studied that allow algorithmic management of working relationships, also for the need to contrast algorithmic opacity. Finally, this essay argues about the need for a general rule that introduces: a generalized right to human supervision for all automated decisions in the employment relationship; a general ban on the use of inductive and manipulative technologies in the workplace, also in the perspective of the impact on the autonomy of workers by the trend towards the gamification of work.

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Dent, Mike. « Hospitals and New Ways of Organising Medical Work in Europe : Standardisation of Medicine in the Public Sector and the Future of Medical Autonomy ». Dans Workplaces of the Future, 204–24. London : Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-26346-2_11.

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La Ganza, William. « Learner autonomy – teacher autonomy ». Dans Learner and Teacher Autonomy, 63–79. Amsterdam : John Benjamins Publishing Company, 2008. http://dx.doi.org/10.1075/aals.1.08la.

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Actes de conférences sur le sujet "Autonomy in the workplace"

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DOLLIJA, Elda, et Manjola ÇOLLAKU. « FURXHI Gentisa HAPPINESS IN THE WORKPLACE ». Dans Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2021. http://dx.doi.org/10.31108/7.2021.19.

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The nature of workplace has dramatically changed in the new area of economy. Nowadays employeers are investing for better workplace environment. The organizational culture and cimate must encourage the employees to flourish and be their best selves. The perfect workplace is supposted to make the employees happy by giving the people flexibility and autonomy as to where and how they work, built on a culture of growth and trust. That is because happines in the workplace is like a symbiotic relationship which offers mutual benefits to both employees and employers. Key words: employee happiness; workplace; productivity; well being

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Zlatić, Vladimir. « Remote employee performance management : The NEAR / EARN model proposal ». Dans XIX International May Conference on Strategic Management – IMCSM24 Proceedings. University of Belgrade, Technical Faculty in Bor, 2024. http://dx.doi.org/10.5937/imcsm24064z.

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An important consequence of communication technology accelerated development is remote work, which in recent years, especially with the outbreak of the Covid-19 crisis, has become more the rule than the exception in all sectors. Apart from the inevitable changes in labor law and the definition of the very concept of employment, remote work as a specific way of organizing work also opens up other issues, such as effective remote employee performance management. Through a systematic review of the relevant literature, a theoretical framework (model) for remote employee performance management was conceived. The proposed model identifies four basic determinates of remote employee performance: workplace environment, job autonomy, employee reward system & nurturing employee development. As a mediating variable, the model identifies job satisfaction along with work-life balance and occupational well-being. The name of the model represents an acronym made of the keywords (Environment, Rewards, Autonomy & Nurturing): NEAR / EARN, which is clearly related to its very idea - how to keep (physically distant) employees "close" (within the organization), i.e. how to "earn" their loyalty and retain them. Herzberg's Two-Factor Theory and Job Demands-Resources Model, developed by Baker and Demerouti, make the theoretical foundation of the model.

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Barata, João, et Rui Miguel. « Fashion Designers' Creativity inside Organizations & ; Job Satisfaction – A case study ». Dans 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003319.

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Creativity leads to innovation hence to new ways to be more competitive in the current economic situation. Fashion brands and organizations have been improving this magic formula since decades and studies on organizational creativity have bloomed. Originally published in 1939, the Hawthorne experience from Roethlisberger and William (2003), highlighted the importance of the workers’ job satisfaction (JS) to augment the levels of productivity inside organizations (Judge et al., 2001; Őnday, 2016). Regardless of how satisfied a given fashion designer is, one cannot deny that the level of JS will provoke a wave of behaviors and attitudes which will influence every element within the organizational system. In this study, validated correlations are presented to prove and showcase the importance of the fashion designers’ JS, and how it is connected to micro and macro contexts inside the workplace. The 114 (n=114) valid answers to an enquiry aiming to understand the role of different variables influencing the fashion designers’ self-perceived creativity (SPC) inside the organizations, unveiled several and statistical relevant correlations connecting different organizational contexts with workers’ JS. Organizational climate and culture (OCC) and SPC showcased strong correlations with JS (Barata & Miguel, 2022) as well as individual motivation (IM), as suggested by Amabile (1997) when referring that creativity has much to do with loving the work one does and Judge et al., (2001) regarding the role of passion to predict JS. The group climate (GC) presented a moderate influence in the JS rates (Rs=0,547) once group climate can influence trust, autonomy, safety, behaviors, workflow, among other topics within the working teams. As stated in the theory, models and instruments to measure organizational creative climate and innovation (e.g., Amabile & Pratt, 2016; Blomberg & Kallio, 2017; Ekvall, 1996), well defined goals and criteria for excellence (GCE) are correlated to JS in a positive moderate sense (Rs=0,472). The existence of resources (RE) within the workplace are directly linked to increased JS; they are correlated in a moderate and positive way (Rs=0,514) as they are tied to the perception and feeling of how far one’s creative developments may reach (T. M. Amabile & Pratt, 2016; Andriopoulos & Lewis, 2010; Epstein et al., 2013; Woodman et al., 1993).Considering the positive correlations (0 to 1), the study provides clear evidence of unidirectional symbiotic ratio between JS, IM, SPC, OCC, GC, GCE and RE.

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Forgács-Fábián, Sára. « etention of Millennials in the Voluntary Sector : How Can Organizations Not Only Engage but Also Retain This Emerging Generation ? » Dans New Horizons in Business and Management Studies. Conference Proceedings. Corvinus University of Budapest, 2021. http://dx.doi.org/10.14267/978-963-503-867-1_08.

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Why do emerging generations stay active in a voluntary organization? The number of volunteers is increasing in Hungary, one reason is the obligatory community service in secondary schools. There is an emerging generation who has experience in volunteering, however there is a little knowledge about why they sustain voluntary work. Although previous studies elaborate on the retention of volunteers from a general perspective, further research is needed in this specific area. This study aims to examine younger generations’ (Millennials, GenY) retention in nonprofit voluntary organizations by conducting a single case study at Amigos for Children Foundation, in Hungary. Adopting a grounded theory approach, the study aims to build theory on the topic by combining two streams of literature with primary data: sustained volunteerism and expectations of younger generations towards their workplace. Based on prior literature review and qualitative research, findings suggest that organizations should focus on two main areas to keep younger generations motivated. (1) Organizational factors in which volunteering happens are flexible framework for daily operations, flat organization, involvement in decision making and opportunity for shaping the organization. (2) What the volunteer gets in exchange for the prosocial activity: positive feedback, recognition, strong community, opportunity for social and professional development, autonomy, responsibility, mutual trust. An important finding of the study is that younger generations are conscious about the values and the organization itself they work or volunteer at. Further, one of the most important factors for them is the community they do prosocial activity with. Overall, the current study develops propositions on organizational factors to retain younger generations in voluntary organizations.

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Thalmann, Daniel. « Autonomy ». Dans ACM SIGGRAPH 2005 Courses. New York, New York, USA : ACM Press, 2005. http://dx.doi.org/10.1145/1198555.1198675.

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Rogers, Ralph V. « Autonomy ». Dans the 25th conference. New York, New York, USA : ACM Press, 1993. http://dx.doi.org/10.1145/256563.257058.

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Reza Emad, Gholam, et Mehrangiz Shahbakhsh. « Digitalization Transformation and its Challenges in Shipping Operation : The case of seafarer’s cognitive human factor ». Dans 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002505.

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Industry 4.0, as the most disruptive industrial revolution, is reshaping the industries by coupling the cyber to the physical systems. The current digitalization has its root in digitization introduced by Industry 3.0, where it made a foundation for gradual industrial migration to Industry 4.0. Respectively, Shipping 3.0 introduced automation and computerized systems onboard ships and paved the way for entering Shipping 4.0. In turn, the ultimate goal of Shipping 4.0 is full autonomy through the implementation of autonomous shipping. The introduction of autonomous shipping not only modifies the maritime workplaces but also changes the jobs’ definitions and the role of seafarers as the human element in the system. However, the journey to Shipping 4.0 will take the shipping industry to different steps before ships become fully autonomous. International Maritime Organization (IMO) defined these steps in four degrees from traditional to smart shipping. This implies that, at the same time, seafarers’ role and the required skills and competencies to gradually evolve with the ship's transition to the next degree. The review of literature about Industry 4.0 shows that so far, the focus of researchers and the industry is mainly on the innovation in technology and its implementation on ships. However, the role of the human and the cognitive human factor in the process is yet to be investigated. This paper aims to explore the effects of adaptation of digitalization in the shipping industry with a focus on the human element and cognitive human factor. The paper illustrates how the innovation and technological development of Industry 4.0 is changing the shipping industry and evolving human operators’ roles, responsibilities, and training needs.

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Gebhardt, Christoph, Roman Rädle et Harald Reiterer. « Integrative workplace ». Dans CHI '14 : CHI Conference on Human Factors in Computing Systems. New York, NY, USA : ACM, 2014. http://dx.doi.org/10.1145/2559206.2581186.

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Mathur, Akhil, Marc Van den Broeck, Geert Vanderhulst, Afra Mashhadi et Fahim Kawsar. « Quantified Workplace ». Dans MobiSys'15 : The 13th Annual International Conference on Mobile Systems, Applications, and Services. New York, NY, USA : ACM, 2015. http://dx.doi.org/10.1145/2753497.2753500.

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Arakawa, Yutaka. « Augmented Workplace ». Dans AHs '20 : Augmented Humans International Conference. New York, NY, USA : ACM, 2020. http://dx.doi.org/10.1145/3384657.3385334.

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Rapports d'organisations sur le sujet "Autonomy in the workplace"

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Oosterom, Marjoke, Lopita Huq, Victoria Flavia Namuggala, Sohela Nazneen, Prosperous Nankindu, Maheen Sultan, Asifa Sultana et Firdous Azim. The Gendered Price of Precarity : Voicing and Challenging Workplace Sexual Harassment. Institute of Development Studies, juin 2022. http://dx.doi.org/10.19088/ids.2022.030.

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There is a strong belief that employment is a crucial avenue for the empowerment of young women, through income, greater autonomy, and bargaining power within the family. However, experiences of workplace sexual harassment undermine these potential gains. This qualitative study among agro-processing factory workers and domestic workers in Uganda and Bangladesh demonstrates that sexual harassment is widespread in both formal and informal workplaces, while domestic workers are particularly vulnerable to its most severe forms.

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Stilwell, Daniel J. Riverine Autonomy. Fort Belvoir, VA : Defense Technical Information Center, septembre 2013. http://dx.doi.org/10.21236/ada598152.

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Nilsson, Nils, Pat Langley et Daniel Shapiro. Strong Autonomy for Physical Domains. Fort Belvoir, VA : Defense Technical Information Center, août 1997. http://dx.doi.org/10.21236/ada336225.

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Sandvik, Jason, Richard Saouma, Nathan Seegert et Christopher Stanton. Workplace Knowledge Flows. Cambridge, MA : National Bureau of Economic Research, janvier 2020. http://dx.doi.org/10.3386/w26660.

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Chavez, Jon. Autonomy for Hypersonics Mission Campaign (A4H). Office of Scientific and Technical Information (OSTI), octobre 2019. http://dx.doi.org/10.2172/1572138.

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Stilwell, Daniel J., et Craig A. Woolsey. Sensing and Autonomy for Riverine Vessels. Fort Belvoir, VA : Defense Technical Information Center, septembre 2012. http://dx.doi.org/10.21236/ada573129.

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Simmons, Reid. Contextual Awareness for Robust Robot Autonomy. Fort Belvoir, VA : Defense Technical Information Center, décembre 2013. http://dx.doi.org/10.21236/ada595778.

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Stilwell, Daniel J., et Craig A. Woolsey. Sensing and Autonomy for Riverine Vessels. Fort Belvoir, VA : Defense Technical Information Center, septembre 2011. http://dx.doi.org/10.21236/ada557264.

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Alberts, David S., et Kathy Conley. C2 Approach : Agility, Autonomy (Briefing Charts). Fort Belvoir, VA : Defense Technical Information Center, avril 2015. http://dx.doi.org/10.21236/ada617821.

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Cook, Stephen, et Anna Dietrich. Regulatory Barriers to Autonomy in Aviation. ASTM International, mars 2022. http://dx.doi.org/10.1520/tr3-eb.

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As technology advances and increased automation and autonomy in aviation become ever more within reach, it makes sense to turn our attention to the operational regulatory landscape within which these aircraft will be flown. Technical standards that could be part of the means of compliance for the airworthiness certification of these aircraft are receiving attention within a variety of standards development organizations (SDOs). The operational rules and their implications for autonomous aircraft, however, remain largely unexplored.

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