Bibliografie tematiche / Meaningful workplace

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Letteratura scientifica selezionata sul tema "Meaningful workplace"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 6 febbraio 2022

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Articoli di riviste sul tema "Meaningful workplace"

Smids, Jilles, Sven Nyholm e Hannah Berkers. "Robots in the Workplace: a Threat to—or Opportunity for—Meaningful Work?" Philosophy & Technology 33, n. 3 (1 novembre 2019): 503–22. http://dx.doi.org/10.1007/s13347-019-00377-4.

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Abstract The concept of meaningful work has recently received increased attention in philosophy and other disciplines. However, the impact of the increasing robotization of the workplace on meaningful work has received very little attention so far. Doing work that is meaningful leads to higher job satisfaction and increased worker well-being, and some argue for a right to access to meaningful work. In this paper, we therefore address the impact of robotization on meaningful work. We do so by identifying five key aspects of meaningful work: pursuing a purpose, social relationships, exercising skills and self-development, self-esteem and recognition, and autonomy. For each aspect, we analyze how the introduction of robots into the workplace may diminish or enhance the meaningfulness of work. We also identify a few ethical issues that emerge from our analysis. We conclude that robotization of the workplace can have both significant negative and positive effects on meaningful work. Our findings about ways in which robotization of the workplace can be a threat or opportunity for meaningful work can serve as the basis for ethical arguments for how to—and how not to—implement robots into workplaces.

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Ball, Jane. "Meaningful work: a reflection on ‘Occupation Workplace’". Journal of Visual Art Practice 13, n. 1 (2 gennaio 2014): 61–84. http://dx.doi.org/10.1080/14702029.2014.945838.

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Riivari, Elina, Virpi Malin, Päivikki Jääskelä e Teija Lukkari. "University as a workplace: searching for meaningful work". Teaching in Higher Education 25, n. 3 (30 dicembre 2018): 286–304. http://dx.doi.org/10.1080/13562517.2018.1563061.

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Chamberlain, Jeanette G., e Andrew G. Sparber. "Cancer: Are Support Groups Meaningful in the Workplace?" AAOHN Journal 34, n. 1 (gennaio 1986): 10–13. http://dx.doi.org/10.1177/216507998603400103.

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Allan, Blake A., Elliot A. Tebbe, Lauren M. Bouchard e Ryan D. Duffy. "Access to Decent and Meaningful Work in a Sexual Minority Population". Journal of Career Assessment 27, n. 3 (14 febbraio 2018): 408–21. http://dx.doi.org/10.1177/1069072718758064.

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People who identify as sexual minorities consistently face barriers to decent and meaningful employment, especially when coupled with additional constraints such as low socioeconomic status or marginalization experiences. Drawing from the psychology of working theory as our theoretical framework, this study examined the relations of economic constraints (social class) and marginalization (negative sexual minority workplace climate) to work volition, decent work, and meaningful work with a sample of working adults identifying with sexual minority identities. Consistent with hypotheses, social class and workplace climate indirectly predicted decent work, via work volition, and workplace climate also directly predicted decent work. Decent work and work volition were each direct predictors of meaningful work and decent work partially mediated the relation of work volition to meaningful work. Results highlight the importance of advocacy and adequate workplace supports for sexual minority individuals.

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Ismail, Norhayati, e Chitra Sabapathy. "Workplace Simulation". Business and Professional Communication Quarterly 79, n. 4 (20 agosto 2016): 487–510. http://dx.doi.org/10.1177/2329490616660814.

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In the redesign of a professional communication course for real estate students, a workplace simulation was implemented, spanning the entire 12-week duration of the course. The simulation was achieved through the creation of an online company presence, the infusion of communication typically encountered in the workplace, and an intensive and integrated approach to task design. An analysis of students’ and tutors’ perceptions of the changes shows higher student engagement, with the redesigned course resulting in learning that is both relevant and meaningful to workplace communication, which has implications for the teaching and learning of professional communication skills in higher education.

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Pradhan, Rabindra Kumar, e Lalatendu Kesari Jena. "Workplace Spirituality and Employee Job Behaviour". Paradigm 20, n. 2 (dicembre 2016): 159–75. http://dx.doi.org/10.1177/0971890716670721.

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Effective employee job behaviour is often driven by suitable work environment that continually provides a meaningful job assignment throughout one’s professional career. Recent researches in organizational studies have strengthened the notion of workplace spirituality for creating meaningful job, delight, contentment and hope at work that generate employee engagement, and organizational commitment. Such type of job behaviour is expected to produce better job performance of employees while deriving higher productivity of the organization. Keeping this in view, the present study was designed to examine the role of workplace spirituality in employee job behaviour through the construct of employee engagement and organizational commitment. The findings revealed that factors of workplace spirituality significantly and positively influence job behaviour dimensions. It also reported that workplace spirituality has significant effects on vigour and affective commitment. The meaningful work dimension of workplace spirituality was found to be significant predictors of employee engagement and organizational commitment. The study has a number of implications for academicians and human resource (HR) professionals for devising suitable mechanisms to create individual–organization fitment interventions.

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Singh, Jasmeet, e Vandana Gambhir Chopra. "Workplace Spirituality, Grit and Work Engagement". Asia-Pacific Journal of Management Research and Innovation 14, n. 1-2 (marzo 2018): 50–59. http://dx.doi.org/10.1177/2319510x18811776.

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Workplace spirituality and grit are gaining momentum among researchers, academicians and business professionals. While workplace spirituality is an extrinsic factor which refers to a supportive working environment, grit is an internal factor which refers to passion and perseverance. The aim of this article is to examine the impact of workplace spirituality and grit on work engagement. Data were collected using standardised questionnaires from 275 full-time employees working in various government, private and public–private organisations in Delhi-NCR, India. Correlational analysis showed a positive correlation between components of workplace spirituality (inner life, meaningful work and community) and components of work engagement (attention and absorption) and between components of grit (consistency of interest and perseverance) and components of work engagement (attention and absorption). Hierarchical multiple regression analysis showed that meaningful work, consistency of interest and perseverance significantly predicted work engagement after controlling for gender, age, tenure and educational qualification. This implies that organisations should hire employees with high grit and provide them with meaningful work to enhance their engagement. Practical and theoretical implications, along with the limitations of the study, are discussed.

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Cemaloğlu, Necati, e Ayhan Duykuluoğlu. "Relationship Between Teachers’ Workplace Friendship Perceptions and Conflict Management Styles". International Education Studies 12, n. 9 (29 agosto 2019): 42. http://dx.doi.org/10.5539/ies.v12n9p42.

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It can be put forward that workplace friendship has impact on some organizational variables such as organizational commitment, job satisfaction and intentions to leave the job (Morrison, 2005, pp. 152-153). The preferences of the employees can also be influenced by their perceptions about workplace friendship. In this study, it was aimed to find out the predictive levels of employees’ workplace perceptions for their preferences about the conflict management styles. The research was designed as a descriptive survey model. The scales of “workplace friendship” and “Rahim Organizational Conflict Management” were utilized as data collection tools. The correlations among and predictive levels of sub-dimensions of workplace friendship scale for the conflict management styles were analyzed by means of multiple regression analysis. At the end of the analyses, it was found out that the variable of friendship prevalence is a meaningful predictor of conflict management style of integrating, friendship opportunity is a meaningful predictor of compromising style, and friendship prevalence and friendship opportunity variables together are the meaningful predictors of avoiding style.

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Musa, Faridah, Norlaila Mufti, Rozmel Abdul Latiff e Maryam Mohamed Amin. "Project-based Learning: Promoting Meaningful Language Learning for Workplace Skills". Procedia - Social and Behavioral Sciences 18 (2011): 187–95. http://dx.doi.org/10.1016/j.sbspro.2011.05.027.

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Più fonti

Tesi sul tema "Meaningful workplace"

Yeoman, Ruth. "Meaningful work and workplace democracy". Thesis, Royal Holloway, University of London, 2012. http://repository.royalholloway.ac.uk/items/ea817e4d-0555-d0e4-73d8-f95a9d058d77/9/.

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My thesis examines moral and political responses to the character of work through critical evaluation of the work we do to sustain a stable social order suitable for human acting and being. My original contribution rests upon my application of Wolf s (2010) distinct bipartite value of meaningfulness (BVM) to the structure of action in work, which integrates the objective and subjective dimensions of meaningfulness when subjective feelings of attachment are united. to an assessment of the objective worthiness of the object. Work which is structured by the BVM is a fundamental human need, because it addresses our inescapable interests in autonomy, freedom, and social recognition, which are met when work is non-alienated, non-dominated and dignified. To realise the BVM, each person must possess the capabilities for objective valuing and affective attachment, in addition to their equal status as eo-authorities in the realm of value. Being able to participate in creating and sustaining positive values through meaning-making alleviates concerns that meaningful work is a perfectionist ideal which undermines autonomy. But meaning-making gives rise to interpretive differences over values and meanings which often remain as pre-political potentials unless brought into public deliberation through deliberative practices. I argue that realising the BVM in work requires a politics of meaningfulness generated by a system of workplace democracy, where democratic authority at the level of the organisation is combined with agonistic democratic practices at the level of the task. Furthermore, capability justice requires the satisfaction of two principles ~ the principle of egalitarian meaning, such that all persons must be able to experience their work as meaningful, and the threshold of sufficient meaning, such that work is sufficiently meaningful when constituted by the values of autonomy, freedom and social recognition. I conclude that the relevant capabilities for meaningfulness are realised, indirectly, through institutional guarantees for the Capability for Voice. Ruth Yeoman Abstract

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Brogden, Deborah I. "Factors that facilitate a meaningful cultural immersion experience and personal and professional growth". Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1221295.

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Cultural diversity is affecting every aspect of society today and nurses need to be able to provide culturally competent care to remain relevant, and useful, within the current climate. Cultural immersion experiences are one of the teaching strategies that have been incorporated in an attempt to prepare nurses to be culturally competent in practice. However, there are only a few research studies that have been conducted, within the discipline of nursing, to empirically document the process and outcomes of a cultural immersion experience. Thus, the purpose of this study was to examine factors that facilitate a meaningful cultural immersion experience during a nursing program, as well as the short-term effects of such experiences on personal and professional growth and cultural awareness. The theoretical framework for the study was Leininger's theory of Culture Care Diversity and Universality.This study identified factors that were relevant and important in facilitating a meaningful cultural immersion experience within the categories of situational predetermining factors, modifying factors, and transitional factors (adjustment strategies). Situational predetermining factors identified as relevant included prior personal and professional experiences, prior attitudes and values, preparation before departure, andprior cultural knowledge. Modifying factors identified as relevant included the perception of living in another world, and being "stuck there," as well as the type of location, type of nursing experience, and people met on site. Transitional factors identified as relevant included social support from classmates and the use of coping responses such as humor, self-reliance, personal strength/faith, as well as adjustment of communication style to be able to talk with host-nationals. Finally, personal and professional growth and changes in cultural awareness were identified as outcomes of the immersion experience. Further research on the process and outcomes of cultural immersion is needed to continue to generate a base of nursing knowledge related to cultural immersion, and to assist nurse educators in the planning and execution of such experiences.
School of Nursing

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Ledin, Monica. "Jag vill kunna ge dem en meningsfull fritidsverksamhet : En kvalitativ studie som belyser fritidspedagogers möjlighet att bedriva en meningsfull pedagogisk fritidsverksamhet". Thesis, Södertörns högskola, Lärarutbildningen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30012.

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Syftet med denna studie är att belysa vilka faktorer i fritidspedagogers arbetsmiljö som har betydelse för dennes hälsa och som möjliggör en meningsfull pedagogisk fritidsverksamhet. I min studie har jag valt att använda mig av en kvalitativ forskningsmetod i form av intervjuer. Jag har valt att utgå från en teori kring begreppet hälsa och en teori som handlar om ramfaktorers betydelse för skolans verksamhet. Resultatet av min studie visar att fritidspedagoger definierar hälsobegreppet som att må bra såväl fysiskt, psykiskt och socialt. Att ha en god hälsa upplevdes som en viktig förutsättning för att klara av och orka med arbetet. Trivselfaktorerna och det kollegiala samarbetet ansågs viktiga för en god hälsa på arbetsplatsen. Stöd och tydlig kommunikation från ledningen ansågs bidra till en god arbetsmiljö. Fritidspedagogerna ansåg att det krävs rätt förutsättningar i form av planeringstid och personalresurser för att en kvalitativ och meningsfull pedagogisk fritidsverksamhet ska kunna bedrivas.

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Oakley, Florence. "Generational differences in the frequency and importance of meaningful work". Thesis, University of Canterbury. Department of Management, 2015. http://hdl.handle.net/10092/10931.

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This thesis aimed to investigate generational differences in the frequency and importance of meaningful work in employees based on the 7 facets of the Map of Meaning. Hypotheses were tested through Analysis of Variance of secondary data. 395 participants self-reported levels of meaningful work on the Comprehensive Meaningful Work Scale. Results indicated that Generation Y had significantly lower levels of meaningful work. Generation Y had significantly lower levels of Unity (importance), Serving (frequency and importance), Expressing full potential (frequency), Reality (frequency and importance) and Inspiration (frequency). Significant differences occurred mainly between Generation Y and Baby boomers, with some significant differences between Generation Y and Generation X and no significant differences between Generation X and Baby boomers. Results showed that overall frequency and importance levels were significantly lower for Generation Y. Overall frequency levels were lower than overall importance levels, which suggests that employees’ desire for meaningful work may not be satisfied. In light of this evidence, it is suggested that to improve organisational outcomes such as engagement, retention and performance, managers should provide opportunities for employees to engage in meaningful work with particular focus on Generation Y. Employees themselves should take responsibility to find meaning in their own work and life because engagement in meaningful activities can lead to satisfaction, belonging, fulfilment and a better understanding of one’s purpose in life.

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Mardegan, Flávia. "Aprendizagem nos locais de trabalho: um estudo a partir das narrativas de profissionais que atuam como consultores comerciais na área de móveis planejados". Universidade Presbiteriana Mackenzie, 2011. http://tede.mackenzie.br/jspui/handle/tede/536.

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Made available in DSpace on 2016-03-15T19:25:38Z (GMT). No. of bitstreams: 1 Flavia Mardegan.pdf: 6734833 bytes, checksum: 44c550451932b8eb4d4d20a9673e242b (MD5) Previous issue date: 2011-09-19
This research aim to a basic matter: how planed furniture commercial consultants learn individually and collectively work processes required to the practice of their professional tasks? General objective is to comprehend the manner that individuals (planned furniture commercial consultants) have learned and learn the practice of their professional tasks, inside organizations that manufacture, sell and give assistance in the home furniture sector. To achieve this objective it was established three specified objectives: (a) indentify, describe and comprehend individual processes that this group of people uses to learn their professional tasks; (b) describe and analyze social interactions role inside organizational environment, as well context influence in learning development; (c) describe and analyze personal route from this group of people in this organization type. Research base theories and concepts are: learning which occurs in work sites in collective level; and significant learning in individual level. It was used narrative analysis of life history as a research method under descriptive and interpretative focus. Data were collected through interviews performed with five consultants. Results reveal the relation between formal and informal learning, in collective level, as well the need of a significant learning in order to new knowledge be retained in individual level. Narratives analysis revealed seven main types of informal learning, as following: a) in diary activities; b) in social interactions; c) by means of leadership; d) self-directed; e) reflection; f) observation and g) through errors. It was also identified occurrence of conditions in a manner to acquired learning that was significant to study participants. It is considered that work presented a contribution in the academic sphere to promote a theoretical complementarity between two sectors of knowledge, business management and education.
Esta pesquisa está orientada por uma questão básica: como os consultores comerciais de móveis planejados aprendem individual e coletivamente - os processos de trabalho necessários ao exercício de suas tarefas profissionais? Seu objetivo geral é compreender de que maneira os indivíduos (consultores comerciais de móveis planejados), aprenderam e aprendem o exercício de suas tarefas profissionais, dentro de organizações que fabricam, vendem e prestam assessoria na área de móveis residenciais. Para atender este objetivo foram estabelecidos três objetivos específicos: (a) identificar, descrever e compreender os processos individuais que este grupo de pessoas utiliza para aprender suas tarefas profissionais; (b) descrever e analisar o papel das interações sociais dentro do ambiente organizacional, bem como a influência do contexto no desenvolvimento da aprendizagem; (c) descrever e analisar as trajetórias pessoais deste grupo de pessoas, nesse tipo de organização. As teorias e conceitos que embasam a pesquisa são: a aprendizagem que ocorre nos locais de trabalho no nível coletivo; e a aprendizagem significativa no nível individual. Como método de pesquisa, utilizou-se a análise de narrativas da história de vida profissional, sob um enfoque descritivo e interpretativo. Os dados foram coletados por meio de entrevistas, realizadas com cinco consultores. Os resultados revelam a relação entre a aprendizagem formal e informal, no nível coletivo, bem como a necessidade de um aprendizado significativo para que o novo conhecimento seja retido, no nível individual. A análise das narrativas revelou sete tipos principais de aprendizagem informal, a saber: a) nas atividades diárias; b) nas interações sociais; c) por meio da liderança; d) autodirigida; e) reflexão; f) observação e g) por meio dos erros. Identificou-se também a ocorrência de condições para que a aprendizagem adquirida fosse significativa para os participantes do estudo. Considera-se que o trabalho apresentou uma contribuição na esfera acadêmica, por promover uma complementaridade teórica entre dois campos de conhecimento, a administração de empresas e a educação.

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Steenkamp, P. L. (Petrus Leonard). "A meaningful workplace : from theory development to applicability". Thesis, 2012. http://hdl.handle.net/2263/27963.

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Employees experience a loss of meaning in the workplace as a result of fragmentation and alienation (Casey, 2002). This seems to be the result of a change in the way in which people view their world and their experiences in the world, including their place of work. The purpose of the study was to investigate the loss of meaning at work. The investigation indicated a variety of factors as described by Terez (2000), Casey (2002), and Chalofsky (2010). The problem is not a singular problem which can be discussed in isolation, but tends towards a problem-complex, which relates to negative work-life-experiences and that result in the alienation of the individual from the self, work, the organization and others at work. The purpose of the study: “A meaningful workplace: From theory development to applicability” is to construe a meaningful workplace model through the identification and description of the constitutive dimensions which construe the underlying theoretical base. It was purposefully structured within the Organizational Behaviour domain, to indicate the applicability of the construct and its underlying theoretical base, in management practice in organizational settings. This purpose was pursued along the boundary lines of three objectives: To conceptualize the constitutive elements of the construct: meaningful workplace; to expand (develop) the theoretical base of the construct meaningful workplace and to present evidence for the existence of the construct based on empirical evidence from the world of work. The study follows a qualitative research methodology consisting of a constructivist approach, utilizing two data gathering methods, and interpreted from a phenomenological perspective with a consistent focus on the lived experience of people at work. Two data gathering methods were utilised. Firstly a literature review, of formal scholarly publications was undertaken to identify the constitutive dimensions of the construct. The research followed the lead of the Meaning of Work Project Team (1987), Terez (2000), and Chalofsky (2010), and others. Secondly three empirical data sets were investigated. The first data set consisted of the annual research results of the CRF Institute in relation to the “Best employer to work for”. The second data set consisted of information gleaned from verbatim responses in an exit interview report, being made available for the study. The third data set consists of Repertory Grid interview data. Results of the research indicate that the construct meaningful workplace is an emerging construct in literature and that the tenets exist as an ideal in the lived experience of employees. The study contributes to the expansion (development) of the underlying theory of a meaningful workplace while simultaneously also providing a parallel understanding of human behaviour at work.
Thesis (PhD)--University of Pretoria, 2012.
Human Resource Management
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Samuels, Shereen. "Beyond diversity management : a pluralist matrix for increasing meaningful workplace inclusion". 2013. http://hdl.handle.net/10170/644.

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Despite rapidly burgeoning diversity in the Canadian workforce, and demonstrable gains to be made as a result of increasing inclusion, organizations still struggle to create meaningfully inclusive workplaces. The traditional diversity management model has largely failed to fix this longstanding problem. A variety of research has identified successful strategies for increasing inclusion across disciplines such as social psychology, critical management studies, systems theory, and universal design. However, these overlapping strategies, as well as the commonalities of underlying structure, go unseen due to ideological and disciplinary siloing. Working from a foundation of theoretical pluralism, I present two linked ideas in this paper. First, I propose and justify a shift in language from the counter-productive <italic>diversity management</italic> towards <italic>meaningful inclusion</italic>. Second, using multi-disciplinary research I identify successful, broadly-applicable strategies for enhancing meaningful inclusion in the workplace, and describe an <italic>inclusion matrix</italic> of best practices that creates a practical road map organizations can use to enhance meaningful inclusion.

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Yen, Wan-Hsuan, e 嚴萬軒. "The Influence of Meaningful Work in Workplace Subjective Well-being: Mediation Effect of Organizational Commitment and Moderated Mediation Effect of Personal Religiosity". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/6ezgzr.

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Morley, Jeffrey Gordon. "Meaningful engagement in RCMP workplaces : what helps and what hinders". Thesis, 2003. http://hdl.handle.net/2429/14935.

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This study investigated what helps and what hinders RCMP officers in being meaningfully engaged in their work. Experiencing workplace engagement is becoming increasingly meaningful and important for both workers and employers in the new economy. The study is important to the field of counselling, and related fields such as organizational psychology, in terms of both theory and practice, as it concretely expands our understanding of the experience of workplace engagement for workers. In this study, the participants consisted of 14 male RCMP officers and 11 female RCMP officers. Participants were all posted in the Greater Vancouver area at the time of the study, although officers had previously been posted at a variety o f locations throughout Canada. Officers were individually interviewed using a semi-structured, open-ended interview consistent with Flanagan's (1954) Critical Incident Technique. In total, 370 critical incidents were elicited from the 25 participants. Critical incidents helping officers experience meaningful engagement in their work totaled 197. Critical incidents hindering officers in experiencing meaningful engagement in their work totaled 173. The critical incidents were then grouped into 19 categories based on the nature of the incident and the meaning the incident held for the officer. To address reliability in categorizing incidents, two independent judges categorized a sampling o f incidents. In both cases judges agreed with the researcher's categorization in over 90% of incidents. Four participants were also presented with their own critical incidents, and asked to categorize them. Again participants agreed with the researcher's categorization in over 90% of incidents. The main categories identified in this the study were supervision, police incidents, perceived organizational support, transfer, personal circumstances, and peers. In each of these categories both helping and hindering critical incidents were identified by participants. This study provides a detailed description and analysis of the critical incidents that help or hinder RCMP officers in being meaningfully engaged in their work.

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Libri sul tema "Meaningful workplace"

Yeoman, Ruth. Meaningful Work and Workplace Democracy. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587.

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Mayhew, Carver Miriam, a cura di. Making diversity meaningful in the boardroom. San Francisco, Calif: Jossey-Bass, 1997.

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Kennedy, Debbe. Diversity breakthrough! action dialogues: Meaningful conversations to accelerate change. San Francisco: Berrett-Koehler Communications, 2000.

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Yeoman, Ruth. Meaningful work and workplace democracy: A philosophy of work and a politics of meaningfulness. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2014.

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Chalofsky, Neal. Meaningful workplaces: Reframing how and where we work. San Francisco, CA: Jossey-Bass, 2010.

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Chalofsky, Neal. Meaningful workplaces: Reframing how and where we work. San Francisco, CA: Jossey-Bass, 2010.

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Chalofsky, Neal. Meaningful workplaces: Reframing how and where we work. San Francisco, CA: Jossey-Bass, 2010.

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Meaningful workplaces: Reframing how and where we work. San Francisco, CA: Jossey-Bass, 2010.

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22 Keys To Creating A Meaningful Workplace. Adams Media Corporation, 2000.

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22 Keys to Creating a Meaningful Workplace. Adams Media Corporation, 2002.

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Capitoli di libri sul tema "Meaningful workplace"

Silver, Seth R., e Timothy M. Franz. "What Is a Workplace Covenant?" In Meaningful Partnership at Work, 9–26. New York: Productivity Press, 2021. http://dx.doi.org/10.4324/9781003181477-2.

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Silver, Seth R., e Timothy M. Franz. "Other Applications for Workplace Covenants". In Meaningful Partnership at Work, 97–108. New York: Productivity Press, 2021. http://dx.doi.org/10.4324/9781003181477-9.

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Cardador, M. Teresa. "Vocational Interests and Meaningful Work". In Vocational Interests in the Workplace, 142–64. 1 Edition. | New York : Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9781315678924-8.

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Yeoman, Ruth. "Introduction". In Meaningful Work and Workplace Democracy, 1–7. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_1.

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Yeoman, Ruth. "Conceptualising Meaningful Work as a Fundamental Human Need". In Meaningful Work and Workplace Democracy, 8–38. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_2.

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Yeoman, Ruth. "Proliferating Meaningful Work: Meaning-Making and an Ethic of Care". In Meaningful Work and Workplace Democracy, 39–67. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_3.

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

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Yeoman, Ruth. "Confronting Domination: Freedom and Democratic Authority". In Meaningful Work and Workplace Democracy, 96–122. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_5.

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Yeoman, Ruth. "Restoring Dignity: Social Recognition in Practical Identity Formation". In Meaningful Work and Workplace Democracy, 123–53. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_6.

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Yeoman, Ruth. "‘The Inner Workshop of Democracy’: Agonistic Democratic Practices and the Realisation of Emancipatory Potentials". In Meaningful Work and Workplace Democracy, 154–84. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137370587_7.

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Atti di convegni sul tema "Meaningful workplace"

Oberprieler, Kerstin. "The Design of Meaningful Workplace Environments through Gamification". In CHI PLAY '18: The annual symposium on Computer-Human Interaction in Play. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3270316.3270601.

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Etherton, J. "A Comparison of Machine Risk Acceptance Results Among Trained Users of ANSI B11-TR3". In ASME 2006 International Mechanical Engineering Congress and Exposition. ASMEDC, 2006. http://dx.doi.org/10.1115/imece2006-13683.

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Abstract (sommario):

The ANSI guideline on machine risk assessment, B11-TR3, describes risk assessment as an iterative process. This implies that protective measures of varied levels of technology can be successively evaluated until a risk that is acceptable is attained. The theories of risk acceptance are many. Reducing risk to a level that is agreed to be 'as low as reasonably practicable' (ALARP) is said to give focus to making a decision about when risk has been adequately reduced. Main (2004) says that "Although the concept of acceptable risk is becoming more commonly adopted throughout the world, a single level of acceptability cannot be universally applied. Acceptable risk is a function of many factors, and is specific to a company, culture, and time-era." Fischhoff et al. (1981) have argued that "the risk associated with the most acceptable option is not acceptable in any absolute sense. One accepts options, not risks, which are only one feature of options." This paper describes risk assessment groups in five manufacturing workplaces and discusses training that led to acceptable risk decisions for a hazardous machine system in each workplace. The composition of the five teams in this study ranged from a team with just a single engineer to teams involving several workplace personnel. The applied preventive measures ranged from measures that were tailored to meet corporate safety goals to measures that evolved from the local risk assessment team's ingenuity. The paper concludes with suggestions on how to make the risk acceptance concept meaningful in the training of future machine risk assessment teams.

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"Remaining Connected with our Graduates: A Pilot Study". In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.

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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.

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