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1
Goby, Valerie Priscilla, Catherine Nickerson, and Emily David. "Interpersonal communication and diversity climate: promoting workforce localization in the UAE." International Journal of Organizational Analysis 23, no. 3 (July 13, 2015): 364–77. http://dx.doi.org/10.1108/ijoa-09-2014-0796.
Анотація:
Purpose – This paper aims to identify the rudiments of an organizational communication framework which can serve as a facilitator of a positive diversity climate, which, in turn, could enhance the integration of locals into the expatriate-dominated workforce of the United Arab Emirates (UAE). As UAE citizens constitute a small minority of the workforce, the local style of communication is not, ipso facto, the dominant one in organizations. Design/methodology/approach – The study elicited 458 Emirati respondents’ narratives of positive and negative workplace communication experiences. The authors identified emerging themes to highlight the key features of interpersonal interactions likely to foster or hinder a supportive diversity climate. Findings – The critical incidents reported are interpreted in terms of UAE cultural traditions, more specifically, the communication patterns valued by local workers. Research limitations/implications – Outside of the Arabian Gulf, there are perhaps no other national workforces that are so multicultural that local communication strategies are overshadowed. This research is, therefore, a pioneering attempt to re-establish a preference for indigenous communication practices to facilitate the workforce localization policies that are present in many Gulf countries. Practical implications – The communication preferences identified could inform the implementation of an organizational communication model centered around indigenous communication preferences, including the communication strategies that would be most effective for organizational leadership to use. At the same time, this could contribute to the creation of a positive diversity climate that, in turn, could decrease levels of attrition among Emirati employees and enhance workforce localization. Originality/value – This study represents an innovative attempt to construct a communication model around which a positive diversity climate can coalesce and, in so doing, it serves as an initial contribution to the management of diversity within the context of Arabian Gulf workplaces.
2
Pozharskaya, Elena, Ludmila Shukshina, and Nelya Deberdeeva. "Interpersonal relationships and sociallypsychological climate in the workforce." Theoretical and practical aspects of Management, no. 11 (November 2020): 216–25. http://dx.doi.org/10.46486/0234-4505-2020-11-216-225.
3
Yasmeen, Aiza, Mansoor Ahmad, Muhammad Mustafa Raziq, and Muhammad Laeeq Khan. "Structural empowerment, cultural diversity, and interpersonal conflict: Evidence from international NGOs in Pakistan." International Journal of Cross Cultural Management 20, no. 2 (February 13, 2020): 125–39. http://dx.doi.org/10.1177/1470595820904391.
Анотація:
This article examines the relationship between structural empowerment and interpersonal conflict. We examine whether this relationship is moderated by cultural diversity. Although there is some understanding of conflicts in an organization, there is little understanding concerning how conflicts may arise because of structural empowerment. We propose that structural empowerment is positively associated with interpersonal conflict and that this relationship is contingent upon cultural diversity. We draw on survey evidence from 351 employees of international nongovernmental organizations in Pakistan. Our results reveal significant positive relationships among cultural diversity, structural empowerment, and interpersonal conflict and show that where the organization is characterized by a high cultural diversity, the relationship between structural empowerment and interpersonal conflict is stronger, and vice versa. We contribute by offering the first of empirical evidence on the issue using the collectivist context of Pakistan and further extending the research scholarship by offering a contingency of cultural diversity to the structural empowerment and interpersonal conflict relationship. Our study suggests for the managers, a clearer understanding of the roles and responsibilities of the workforce as well as developing a proper socialization process through which a conducive environment for the culturally diverse workforce can be developed.
4
Hedrick, Jason A., Greg Homan, and Jeff Dick. "Analysis of Workforce Skills in High School Graduates: Self Report of High School Seniors in Northwest Ohio." Journal of Youth Development 10, no. 1 (March 1, 2015): 119–31. http://dx.doi.org/10.5195/jyd.2015.424.
Анотація:
Analysis of workforce competencies at the conclusion of high school graduation are discussed in this paper. Researchers sampled over 875 graduating seniors from 16 high schools within six counties throughout Northwestern Ohio. Results highlight future career and educational goals of these young people and a self-report of skills based on the SCANS competencies and basic foundation skills. When evaluating Foundation Skills of Personal Qualities, Basic Skills, and Thinking Skills, students indicated highest ratings in Personal Qualities and overall lowest ratings in Basic Skills. A series of five Workforce Competencies were also evaluated, including Using Resources, Using Information, Using Technology, Interpersonal Skills, and Working in Systems. Highest ratings for Competencies were reported in Interpersonal Skills and lowest in Using Resources.
5
van der Borg, Wieke E., Petra Verdonk, Linda Dauwerse, and Tineke A. Abma. "Work-related change in residential elderly care: Trust, space and connectedness." Human Relations 70, no. 7 (February 10, 2017): 805–35. http://dx.doi.org/10.1177/0018726716684199.
Анотація:
Increasing care needs and a declining workforce put pressure on the quality and continuity of long-term elderly care. The need to attract and retain a solid workforce is increasingly acknowledged. This study reports about a change initiative that aimed to improve the quality of care and working life in residential elderly care. The research focus is on understanding the process of workforce change and development, by retrospectively exploring the experiences of care professionals. A responsive evaluation was conducted at a nursing home department in the Netherlands one year after participating in the change program. Data were gathered by participant observations, interviews and a focus and dialogue group. A thematic analysis was conducted. Care professionals reported changes in workplace climate and interpersonal interactions. We identified trust, space and connectedness as important concepts to understand perceived change. Findings suggest that the interplay between trust and space fostered interpersonal connectedness. Connectedness improved the quality of relationships, contributing to the well-being of the workforce. We consider the nature and contradictions within the process of change, and discuss how gained insights help to improve quality of working life in residential elderly care and how this may reflect in the quality of care provision.
6
Ivanova, Olga. "SOCIAL-DEMOGRAFICANDCULTURALDIVERSITYINTHE WORKFORCE: RISKS AND OPPORTUNITIES." Scientific Research of Faculty of Economics. Electronic Journal 9, no. 4 (December 28, 2017): 52–70. http://dx.doi.org/10.38050/2078-3809-2017-9-4-52-70.
Анотація:
Social-demographic and cultural diversityis an important trend in the modern labor market and has a significant impact on social and labor relations within heterogeneous groups. The research in this area has ambiguous results. Positive effects (opportunities) are associated with a diversity of knowledge, perspectives and approaches to problem-solving within the group, which stimulates creativity and creates a favorable environment for innovation. Negative effects (risks) arise as a result of segregation in the labor market, as a backfire to anti-discrimination measures, and as a result of intra-group conflicts that reduce the group performance and satisfaction with teamwork. Diversity can exist not only on the interpersonal (intra-group) level, but also on the intrapersonal level. Intrapersonal diversity that results from diverse life and professional experience contributes to the accumulation of human and social capital, boosts creativity, and helps individuals to interact effectively with other members of the working group.
7
Aurangzeb, Kamleshwer Lohana, Nazia Bibi, Ishtiaq ur Rehman, and Shahida Habib Alizai. "IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL CULTURE: A CASE OF UNIVERSITIES OF PAKISTAN." Humanities & Social Sciences Reviews 9, no. 3 (May 19, 2021): 433–41. http://dx.doi.org/10.18510/hssr.2021.9344.
Анотація:
Purpose of the Study: The present research was undertaken to determine the impact of workforce diversity taxonomy like diversity climate, value, organizational justice, and identity on various dimensions of organizational culture.
Methodology: A sample of 117 university teachers selected from the university and higher educational institutions in Pakistan. Convenient sampling techniques were used to collect the data through a Google survey, using workforce diversity.
taxonomy inventory and organizational culture questionnaire. Data analyzed by using a t-test to compare the mean scores of various dichotomized groups to see the effect of workforce diversity taxonomy on organizational culture with the help of the SPSS package.
Principal Findings: Results revealed that workforce diversity taxonomy like diversity climate, value, organizational justice, and identity significantly influenced organizational culture and its various dimensions. Perceived high and low respondents’ workforce diversity taxonomy differed significantly on organizational culture.
Applications of the study: This study can formulate strategies to improve workforce diversity in universities and higher educational institutions in emerging economies like Pakistan.
Novelty/Originality of this study: The present research contributes to the literature on perceived workforce diversity taxonomy and organizational culture in terms of autonomy, trust, communication, transparency, interpersonal relation, decision making, and overall organizational culture, particularly in university and higher educational institution’s teachers.
8
Dogar, Muhammad Nadeem. "Breach of psychological contract: impact on workforce motivation and organizational sustainability." Emerald Emerging Markets Case Studies 10, no. 1 (January 2, 2020): 1–20. http://dx.doi.org/10.1108/eemcs-01-2019-0005.
Анотація:
Learning outcomes This case study aims to expect the following learning outcomes. A better understanding of the nature of a psychological contract being developed by employees in non-profit organizations, especially working in the areas of social development and the impact of this contract on employee commitment. Enhanced understanding of conflict of interest (personal versus public) in social development organizations and its implications. Identification of issues of task conflict versus interpersonal conflict and its impact on organizational functions. Identification of dynamics of exclusion of internal stakeholders from organizational strategic decision-making process along with its impact on organizational performance and sustainability. Devising a mechanism to avoid such conflicts in social development organizations, in particular, and organizations in general. Case overview/synopsis This case highlights five issues as follows: it identifies and discusses conflict of interest between privileged class possessing decision-making positions in the board of directors and implementers working at the grassroots level at ANMOL (a non-governmental organization working for poor girls education in Baluchistan-hub of China–Pakistan Economic Corridor); it discusses the basis for formulation of psychological contracts and impact of its violation on stakeholder’s commitment and motivation; it discusses the implications of difference of opinion of both stakeholders regarding organizational vision and possible drawbacks of converting task conflict into interpersonal conflict on individuals, organization and end-users; it explores implications of exclusion of key stakeholders from organizational decision-making and its impact on organizational smooth working and sustainability; and it suggests a mechanism to avoid conversion of task conflict into interpersonal conflict and smooth functioning of an organization. Hence, this case discusses theories of conflict of interest between top-leadership and workforce, psychological contract and implications of its breach on employee motivation and organizational sustainability in the context of social development organizations. Complexity academic level This case provides sufficient material to be discussed at master level courses (management sciences – master of business administration (MBA) level) such as human resource management (dynamics of psychological contract and conflict resolution), leadership and change management in social development organizations (social enterprises). Supplementary materials Teaching Notes are available for educators only. Subject code CSS 7: Management Science.
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Hansen, Anne, Zinta Byrne, and Christa Kiersch. "How interpersonal leadership relates to employee engagement." Journal of Managerial Psychology 29, no. 8 (November 4, 2014): 953–72. http://dx.doi.org/10.1108/jmp-11-2012-0343.
Анотація:
Purpose – The purpose of this paper is to examine organizational identification as an underlying mechanism for how perceptions of interpersonal leadership are related to employee engagement, and its relationship with commitment and job tension. Design/methodology/approach – A sample of 451 full-time employees at an international firm completed a web-based survey. Findings – Organizational identification mediated the relationship between perceived interpersonal leadership and engagement, which mediated the relationship between perceived interpersonal leadership and commitment. Engagement mediated the relationship between identification and job tension. Research limitations/implications – Limitations include cross-sectional data. Strengths include a large field sample. Implication is that leaders who encourage employees’ identification with the organization may also encourage their engagement. Practical implications – Interpersonal leadership characteristics can be developed, and are positively related to employees’ identification, commitment, and engagement, which are negatively related to job tension. Social implications – Interpersonal leaders are positively associated with employees’ engagement; high engagement has been related to positive employee health and well-being. A healthy workforce translates into a healthy society. Originality/value – This study is one of the few to examine the underlying mechanisms through which leadership relates to engagement.
10
Bedwell, Wendy L., Stephen M. Fiore, and Eduardo Salas. "Developing the Future Workforce: An Approach for Integrating Interpersonal Skills Into the MBA Classroom." Academy of Management Learning & Education 13, no. 2 (June 2014): 171–86. http://dx.doi.org/10.5465/amle.2011.0138.
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Geuens, Nina, Peter Van Bogaert, and Erik Franck. "Vulnerability to burnout within the nursing workforce-The role of personality and interpersonal behaviour." Journal of Clinical Nursing 26, no. 23-24 (June 28, 2017): 4622–33. http://dx.doi.org/10.1111/jocn.13808.
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Suhartono, Entot, and Zaky Machmuddah. "Kontribusi Intrapersonal Skills dan Interpersonal Skills Terhadap Kesiapan Kerja Pada Mahasiswa Perguruan Tinggi “X”." JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL 12, no. 1 (April 30, 2020): 38. http://dx.doi.org/10.24114/jupiis.v12i1.15185.
Анотація:
Empirically proving the relationship between intrapersonal skills and interpersonal skills to work readiness in "X" college students is the aim of this study. The method used in this research is survey. The population in this study were all "X" college students. The sample used in this study was "X" college final semester students. Purposive sampling with accidental sampling is a sampling technique used in this study. Multiple linear regression in the SPSS 15.0 version program is used as a data processing tool. Obtained 185 respondents in this research. Simultaneous test results show that intrapersonal skills and interpersonal skills significantly affect work readiness for "X" college students. Partially intrapersonal skills and interpersonal skills, both of them significantly affect the work readiness of "X" college students. The implication of this research is the importance of education related to soft skills because this greatly contributes to students preparing themselves when joining the workforce.
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Spratlen, Lois P. "Interpersonal Conflict Which Includes Mistreatment in a University Workplace." Violence and Victims 10, no. 4 (January 1995): 285–97. http://dx.doi.org/10.1891/0886-6708.10.4.285.
Анотація:
In order to provide detailed documentation of faculty and staff experiences of perceived mistreatment, this article reports the findings of an institutional survey of mistreatment. From a random sample of 1,585 (11%) of one university’s workforce, 810 (51%) responses were received. Of the total responses, 187 (23%) met criteria used to define cases of perceived workplace mistreatment. Equal proportions of women and men reported incidents of mistreatment. Mistreatment was perceived to come from coworkers as well as superiors. For the sample as a whole, job satisfaction was severely affected by experiences of mistreatment. The highest proportion of reported mistreatment was 38% for professional staff (at-will employees), followed in order by 25% for classified staff (covered by civil service protection), and 11% for faculty. These findings indicate that mistreatment occurs at all levels in institutions of higher education. The negative consequences of mistreatment for individuals in the workplace, as well as for the institution as a whole, are substantial.
14
Vessey, Judith A., Rosanna Demarco, and Rachel Difazio. "Bullying, Harassment, and Horizontal Violence in the Nursing Workforce The State of the Science." Annual Review of Nursing Research 28, no. 1 (December 2010): 133–57. http://dx.doi.org/10.1891/0739-6686.28.133.
Анотація:
In the complex health care workplace of nurses, intra/interprofessional ideals intersect with the expectations of patients, families, students, and coworkers in a context of managed care environments, academia, and other health care enterprises. Integral to quality assessment, management, and assurance is collegial and respectful communication. Decades of reported descriptive and anecdotal data on intra/inter professional and on client communication, describe the antithesis of these ideals. Specifically, increasing frequency and rates of persistent bullying, harassment, or horizontal violence (BHHV) have shown to yield detrimental effects on workplace satisfaction, workforce retention, and the psychological and physical health of nurses as well as implied effects on quality of patient care and risk of poor health outcomes. Persistent BHHV among nurses is a serious concern. In advancing the science of description and explanation to a level of prevention intervention, explanatory models from biology, developmental psychology, intra/interpersonal interactionism are described along with theoretical explanations for the prevalence of BHHV in nurse workplaces. Making the connection between explanatory models and creative solutions to address BHHV through multiple levels of behavioral influence such as individual, environmental, interpersonal, and cultural contexts is key to advancing the science of the relationship between professional behavior and client/family/community health care outcomes.
15
Tang, Ningyu, Xingshan Zheng, and Chiyin Chen. "Managing Chinese diverse workforce: toward a theory of organizational inclusion." Nankai Business Review International 8, no. 1 (March 6, 2017): 39–56. http://dx.doi.org/10.1108/nbri-03-2016-0010.
Анотація:
Purpose This paper aims to apply and integrate the existing literature of inclusion to develop a multi-level theory of organizational inclusion for the more and more diverse workforce. Design/methodology/approach This paper first analyzes the issue of workforce diversity in China, and then reviews the concept of organizational inclusion. After that, this paper develops a multi-level model of organizational inclusion catering to Chinese diversity issue. Findings This paper outlines a series of propositions on how organizational, group, interpersonal and individual factors affect inclusion at both organizational and individual levels, and the consequences of inclusion in the workplace. Originality/value This paper is the first research to discuss the inclusion management in Chinese context. This paper proposes a multi-level theoretical model of organizational inclusion to guide empirical studies on the integration of the diversity in workplace in China.
16
Aslam, Muhammad Zia, Mohammad Nazri Mohd Nor, and Safiah Omar. "THE RELATIVE IMPORTANCE OF CONTEXT AND INDIVIDUAL DIFFERENCES IN PREDICTING PROACTIVE SERVICE PERFORMANCE." Journal of Applied Structural Equation Modeling 4, no. 1 (January 10, 2020): 26–49. http://dx.doi.org/10.47263/jasem.4(1)03.
Анотація:
The current study addresses the gap in how context and individual differences help in developing a proactive workforce in the hospitality industry. Based on the model of proactive motivation and self-determination theory, this study investigates the simultaneous impact of interpersonal leadership and learning goal orientation through the mediating role of employee engagement. The study sample (N =438) is collected from front line hospitality employees in Malaysia. Results of partial least squares structural equation modeling (PLS-SEM) show that both context (i.e., interpersonal leadership) and individual differences (i.e., Learning Goal Orientation) are significant predictors of employee engagement and, in turn, of proactive service performance. Moreover, engagement is found as a significant mediator between both the predictors and the criterion. Interestingly, however, in comparison with interpersonal leadership, learning goal orientation is noticed as a substantial predictor of employee engagement and proactive service performance. Implications of the findings for research and practice are discussed accordingly.
17
Mausehund, Jean, R. Neil Dortch, Paula Brown, and Carl Bridges. "Business Etiquette: What Your Students Don't Know." Business Communication Quarterly 58, no. 4 (December 1995): 34–38. http://dx.doi.org/10.1177/108056999505800407.
Анотація:
Recent developments in the workplace have supported the need for more awareness of business etiquette, especially by new employees entering the workforce. This study was com pleted to determine the current level of etiquette awareness possessed by students enrolled in business communication courses at three AACSB institutions. The findings indicate that students are most concerned with issues related to job interviews, interpersonal relationships, and social issues and least concerned with intercultural issues.
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Stros, Michael, Timothy Heinze, David Říha, Bodo Möslein-Tröppner, Elena Říhová, and Lynn L. K. Lim. "Salesperson authenticity and gender-based perceptions: an international study." Journal of Eastern European and Central Asian Research (JEECAR) 7, no. 1 (March 14, 2020): 137–49. http://dx.doi.org/10.15549/jeecar.v7i1.398.
Анотація:
Mirroring the increasing percentage of women in the professional workforce, the number of females in sales has dramatically risen in recent years. The growth of gender diversity within the world of B-to-B buying and selling requires an examination of potential gender effects associated with interpersonal communications. The latter influences perceptions of authenticity, which in turn, influence sales effectiveness. The current study uses an international sample to review interpersonal communication drivers that are associated with buyer perceptions of salesperson authenticity. Gender differences associated with the processing of body language and the spoken word are particularly examined. Results indicate that, in high-involvement sales situations, female perceptions of salesperson authenticity are highly influenced by salesperson body language. Male perceptions, conversely, are more heavily influenced by the spoken word. Implications for sales training are provided.
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Laine-Frigren, Tuomas. "Psychology and Management of the Workforce in Post-Stalinist Hungary." Slavic Review 78, no. 01 (2019): 103–25. http://dx.doi.org/10.1017/slr.2019.10.
Анотація:
Over recent years, there has been a growing academic interest in the history of psychological disciplines and mental health in the Soviet Union and eastern Europe. This article explores psychological sciences and social planning in post-Stalinist Hungary after 1956. The focus is on the psychology of work as a socially- and historically-situated discourse. The article demonstrates how psychologists started to promote their expertise to reform the practices of management and to “humanize” the conditions of work. They suggested practical remedies for everyday problems of worker motivation and social adjustment and introduced concepts from social psychology to improve the state of interpersonal relations at the workplace. The study argues that the workplace was a particular context in which a post-Stalinist reassessment of the government's ideology was acted out. To elaborate this more fully, both published texts and archival materials are analyzed in the framework of the governmentality thesis, as developed by Nikolas Rose. In this context, the concept of the “human factor” crystallized different but reconcilable interests between psychology experts and party politicians.
20
Sharma, Ekta. "Personality Mapping Wand to Organizational Performance." Journal of Business Theory and Practice 2, no. 1 (January 18, 2014): 13. http://dx.doi.org/10.22158/jbtp.v2n1p13.
Анотація:
<p><em>The personality of an individual is a clue to his/her interpersonal needs. Identifying the employee personality type might help organizations to map their employees’ needs. Every individual has different needs, if they are fulfilled, s/he is motivated enough to perform. The purpose of the research is to analyze the impact of personality traits on interpersonal needs and using “Personality Mapping” as the tool to analyze these needs.</em></p> <p><em>The research sample for this study is the future workforce, i.e. students enrolled in a business management course. The research measures include the FIRO-B Scale and Big 5 scales. The study reveals that there is a close relationship between personality and interpersonal needs. The interpersonal needs can predict the personality of the individual. All individual have interpersonal needs but all the needs are not dominant. If the dominant need is identified, the organizations can motivate the individual by satisfying his/her dominant need.</em></p> <p><em>The analysis of both i.e. interpersonal needs and the personality can help the organizations to find the Person- job fit and also help them in understanding the motivational aspects of the individual. The predictability of Interpersonal needs from the personality traits gives a clue to the employer about the Job which will best suit the personality of the prospective employee or in other words, which job would satisfy his/her dominant need. Organizational performance is the function of Job Satisfaction and if the needs are satiated, the satisfaction increases and hence the performance.</em></p>
21
Verasamy, Purani, Abdul Halim Abdul Majid, and Noor Asma Jamaluddin. "GENERATIONAL DIVERSITY, PERSONAL ATTRIBUTES AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES OF CORPORATE CONSULTANCIES." Jurnal Manajemen dan Kewirausahaan 22, no. 1 (March 1, 2020): 65–72. http://dx.doi.org/10.9744/jmk.22.1.65-72.
Анотація:
The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).
22
Lee, Changuk, and Kye‐Sung Chon. "An investigation of multicultural training practices in the restaurant industry: the training cycle approach." International Journal of Contemporary Hospitality Management 12, no. 2 (April 1, 2000): 126–34. http://dx.doi.org/10.1108/09596110010309934.
Анотація:
The restaurant industry is dealing with diversity in terms of its workforce, international customers and multinational business operations. Acknowledging diversity through multicultural training is beginning to appear in some restaurant companies. This study investigates how franchised restaurants utilize multicultural training programs from a training cycle approach. The findings indicate that high employee turnover rates are the primary reason that the majority of companies do not have a cultural diversity training program. Companies with a diversity training program report that such training is successful in improving interpersonal cross‐cultural skills.
23
Loudoun, Rebecca, and Keith Townsend. "Implementing health promotion programs in the Australian construction industry." Engineering, Construction and Architectural Management 24, no. 2 (March 20, 2017): 260–74. http://dx.doi.org/10.1108/ecam-09-2015-0140.
Анотація:
Purpose The purpose of this paper is to identify possible agents and levers to trigger the development and implementation of work place health promotion programs (WHPPs) in the Australian construction industry. Unlike most large workplaces and most high-risk workplaces, these programs are rarely found in the construction sector. Design/methodology/approach Qualitative interviews with 80 trades workers and site-based and off-site construction managers are used to reveal perceptions of the impact of WHPPs and ill-health and poor health behaviors on site activities with a view to identifying leverage points to introduce WHPPs in construction. Findings Unhealthy lifestyle behaviors are seen as impacting on sites in three main ways: productivity (broadly defined), safety and interpersonal relations. Results also reveal specific roles and levers for different actors in the supply chain and a clear desire for a collective, industry-based response to identified health problems. Practical implications High levels of chronic diseases in the construction industry means firms within the sector must make a concerted attempt to change patterns of behavior or face significant long-term health implications for their workforce. Reducing levels of health and longevity of the workforce, mean work performance, productivity and participation is likely to decline. Originality/value Although construction workers are recognized as one of the workforces at most risk for life limiting diseases such as Type 2 diabetes and cardiovascular disease, relatively little work has investigated health and well-being considerations for construction workers. This study contributes by investigating possible levers and agents to create healthier workplaces in construction.
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Raja, Muhammad. "Investigating Project Success in Context of Interpersonal Conflicts and Culture at Software Houses." Jinnah Business Review 6, no. 2 (July 1, 2018): 23–33. http://dx.doi.org/10.53369/bllg8233.
Анотація:
I.T industry is playing a vital role in the development of Pakistan. Well developed countries are outsourcing their projects to Pakistan due to economical workforce due to which I.T industry in Pakistan is developing day by day. Along with these developments employees in organizations belong to different backgrounds, cultures and experiences which play a role in determining their personalities. When employees fail to accept or understand the differences in each others personalities, conflicts arise in the workplace due to which team environment gets disturbed, having negative impact on projects. This study explores the reasons behind the Task Conflict, Relationship Conflict along with moderation effect of Organization Culture and their impact on Project Success. The study suggests possible solutions regarding how these conflicts can be minimized and how we can minimize the impact of conflicts on projects; in order to increase the project success rate in I.T industry which is too low according to different surveys performed by well known organizations.
25
Temoor Baig, Humayoun, Iqra Ahmed, Ijaz Ur Rehman, Fiza Ashfaq, and Ahmad Faraz. "Employment Preferences and Self-Perceived Confidence of House-Officers across Dental Teaching Institutions of Lahore." Pakistan Journal of Surgery and Medicine 1, no. 3 (October 16, 2020): e282. http://dx.doi.org/10.37978/pjsm.v1i3.282.
Анотація:
Introduction: Despite progressive statistics, the oral healthcare system suffers from an unevenly distributed workforce, lack of infrastructure, and reduced quality of dental education. As a result, dental graduates have decreased job satisfaction and limited career prospects. This article assesses the perceptions of dental graduates regarding their workforce skills, abilities, and employment preferences.
Methodology: This was a cross-sectional, questionnaire-based study targeting House-Officers from various randomly selected dental teaching institutes of Lahore. The study tool was a modified version of the questionnaire used by Manakil and George [13] and assessed the perceptions of dental graduates regarding their workforce skills and preferences. This study aimed to evaluate self-perceived confidence of new dental graduates, and investigate the relationship between gender perceptions.
Results: The sample size was of 256 House- Officers. Most participants were confident in their skills and abilities with 167 (65.4%) individuals confident in workforce integration, 166 (64.8%) confident in their patient management skills, 154(60.2%) confident in their interpersonal skills and 163 (63.7%) confident in their leadership abilities. Mentorship was considered to be crucial by 207 (80.9%) individuals. Two hundred and thirty-three (91%) individuals were willing for an additional year of internship and 174 (68%) participants chose a city-based employment. The government sector was the most preferred for employment by 122 (47.7%) individuals whereas research was least preferred. Conclusion: It is imperative that career development and mentorship programs are put into practice, incentives are provided to work in rural areas and research culture is promoted.
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Omoankhanlen, Joseph Akhigbe, and Adamu Momodu Mutairu. "Human Resource Management Practices and Workplace Deviant Behaviour of Manufacturing Firms in Rivers State, Nigeria." European Journal of Business and Management Research 6, no. 2 (April 27, 2021): 203–10. http://dx.doi.org/10.24018/ejbmr.2021.6.2.814.
Анотація:
The nexus between human resource management practices and workplace deviant behaviour in manufacturing companies in Rivers State, Nigeria, was investigated in this study. The sample was conducted in a cross-sectional manner. This study looked at 470 staff from six manufacturing companies. In order to minimize bias in sample case collection, this analysis utilized a simple random sampling method. The primary data was collected using a questionnaire that was provided to each respondent. The spearman rank order correlation coefficient was used to analyze the results. According to the findings, human resources management practices (compensation and employee relations) had a negative significant relationship with both interpersonal and organizational deviant behaviour, with the exception of compensation and interpersonal deviance, which had no significant relationship. It was determined that an efficient human resource management practice in terms of compensation and employee relations is critical in reducing the occurrence of deviant behaviour by manufacturing employees. As a result, the study proposed that manufacturing company management improve workforce relations by caring for workers' well-being and maintaining industrial cohesion, which would further minimize individual and corporate deviant conduct.
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Gore, Paul A., Wade C. Leuwerke, and John D. Krumboltz. "Technologically Enriched and Boundaryless Lives." Counseling Psychologist 30, no. 6 (November 2002): 847–57. http://dx.doi.org/10.1177/001100002237758.
Анотація:
Computers and other communication technologies have irrevocably changed the nature of work, the workforce, and interpersonal relationships. This article suggests that these changes have resulted in a blurring of the distinction between life roles and an increase in feelings of meaningless and isolation. The authors argue that the dissolution of boundaries between life roles and the emotional sequelae of the digitization of our culture support a paradigm that reintegrates counseling and vocational psychology. Future counseling psychologists will be better equipped to provide services to clients whose lives are enriched and complicated by technology only if counseling psychology educators are able to provide them with the knowledge and skills to do so.
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Cillo, Valentina, Alexeis Garcia-Perez, Manlio Del Giudice, and Francesca Vicentini. "Blue-collar workers, career success and innovation in manufacturing." Career Development International 24, no. 6 (October 3, 2019): 529–44. http://dx.doi.org/10.1108/cdi-11-2018-0276.
Анотація:
Purpose The purpose of this paper is to contribute to the understanding of the relationship between employees’ knowledge and organisational performance. Design/methodology/approach Using a structural equation model, feedback received from 237 blue-collar workers from multinational high-tech manufacturing enterprises in Italy was studied to understand, from a dynamic capabilities perspective, the role of soft skills in the career success of production workers. Findings The results of the analysis indicate a positive relationship between workers’ commitment to develop their soft skills and their career success, as well as a positive relationship between an organisation’s approach to both knowledge exploration and knowledge exploitation and the prospects for career success of blue-collar workers. Research limitations/implications The research has both theoretical and practical implications, as any efforts by researchers and practitioners to find effective ways to motivate the workforce will be likely to lead to a positive attitude towards learning and, ultimately, to improved business performance. Originality/value The originality of the paper is the focus on the personality and interpersonal attributes of workforce – blue-collar workers – and how they can affect business performance in highly innovative contexts.
29
Carpenter, Peter G., John A. Fleishman, and John S. Western. "Job Intentions and Job Attainment: Young People's Career Beginnings." Australian Journal of Education 33, no. 3 (November 1989): 299–319. http://dx.doi.org/10.1177/168781408903300308.
Анотація:
The relationship between young Australians' intentions to enter the full-time workforce immediately following completion of secondary school and their success in doing so is examined. In addition, the effects of particular social structures and academic resources on these intentions are considered. Recent theoretical developments in the conceptualisation of the relationships between attitudes and behaviour, the intention to perform the behaviour and the behaviour itself underline the argument. The analysis reveals that, while youths' own intentions do predict behaviour, they are not a sufficient cause of this behaviour. The expectations of key figures in the interpersonal environment, youths' own attitudes, their prior academic performance and their experience of unemployment all assist in explaining career beginnings.
30
Waters, Leland, and Nina Tumosa. "PARTNERING IN GERIATRICS WORKFORCE ENHANCEMENT PROGRAMS: MODELS TO ENHANCE COLLABORATION AND ENGAGEMENT." Innovation in Aging 3, Supplement_1 (November 2019): S807. http://dx.doi.org/10.1093/geroni/igz038.2972.
Анотація:
Abstract To achieve their healthcare system transformational goals to improve care for older adults, Geriatrics Workforce Enhancement Programs (GWEPs) facilitate the building of strong relationships among academia, community-based organizations, and primary care networks. Each GWEP develops strategies to formalize collaborations and build sustainable networks to meet program goals while addressing partner needs. Unique models from four GWEPs addressing stakeholder engagement are described, and factors facilitating collaboration are explored. One GWEP achieves mutual goals by collaborating with statewide coalitions that have a history of successful partnerships. Another GWEP achieves programmatic goals through an “all-in” interprofessional model called the Plenary. A third GWEP has capitalized on a shared complex outcome that requires multi-level stakeholder engagement to support aging in place. The final GWEP has coopted the resource exchange model as a conceptual foundation in order to enhance collaboration. Themes emerging from these four models include: (1) the enhancement of interpersonal relationships through communication, trust, and engagement; (2) the importance of commitment to the overall partnership itself; (3) the critical component of resource sharing and synergy across projects; and (4) strategies for sustainability in the face of changes and challenges across healthcare systems. Given the complex nature of person-centered interventions in geriatrics, it truly takes a village to develop and provide services for a heterogeneous, targeted population. This symposium emphasizes key elements of the structures and processes of these transformational GWEP villages.
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Needham, Catherine. "The Spaces of Personalisation: Place and Distance in Caring Labour." Social Policy and Society 14, no. 3 (July 18, 2014): 357–69. http://dx.doi.org/10.1017/s1474746414000281.
Анотація:
The cluster of reforms to English social care associated with personalisation mark a break with recent thinking about what spaces are considered relevant and appropriate for people with an assessed social care need. The promise of personalisation from a spatial perspective appears to be twofold: expanding the physical spaces that are available to people, while at the same time contracting interpersonal spaces between people and those who support them to emphasise attentiveness and particularism. However, there is a danger that personalisation is much more variable in its impacts. The physical spaces for some are expanding while for others they contract, and these opportunities are likely to be unequally distributed in ways that overlay other forms of inequality. The attentiveness and particularism promised by personalisation is again patchily distributed, with wide variation in the quality of support planning and person-centred care. For the formal care workforce, the two concepts of space (physical environment and interpersonal closeness) intersect as physical spaces shape the capacity to deliver attentive, responsive care. The article brings these concepts together through a discussion of ‘caring labour’ at the intersection of the physical and emotional aspects of space.
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Newell, Jason M. "An Ecological Systems Framework for Professional Resilience in Social Work Practice." Social Work 65, no. 1 (December 8, 2019): 65–73. http://dx.doi.org/10.1093/sw/swz044.
Анотація:
Abstract The cumulative effects of chronic work-related stress pervasively and persistently affect the well-being of the human services workforce. As a preventive measure, the ongoing commitment to self-care strategies and resources is essential in maintaining a healthy and resilient professional quality of life. This article describes a holistic approach to cultivating professional resilience through the ongoing practice of self-care. A model for self-care using an ecological systems framework with activities across the biological, interpersonal, organizational, familial, peer-related, spiritual, and recreational aspects of the biopsychosocial self is proposed. Within this model, emphasis is placed on the role of compassion satisfaction and vicarious resilience as key components to fostering meaningful and rewarding careers for social workers.
33
Haney, Julie M., and Wayne G. Lutters. "Cybersecurity advocates: discovering the characteristics and skills of an emergent role." Information & Computer Security 29, no. 3 (March 22, 2021): 485–99. http://dx.doi.org/10.1108/ics-08-2020-0131.
Анотація:
Purpose Cybersecurity advocates safeguard their organizations by promoting security best practices. This paper aims to describe the skills and characteristics of successful advocates. Design/methodology/approach This study involved 28 in-depth interviews of cybersecurity advocates. Findings Effective advocates possess not only technical acumen but also interpersonal skills, communication skills context awareness and a customer service orientation. Practical implications Non-technical skills are deemphasized in cybersecurity training, limiting career progression into the cybersecurity advocate role for existing security professionals and those from other disciplines. This paper suggests improvements for professional development that encourage greater security workforce diversity. Originality/value To the best of the authors’ knowledge, this study is the first to define and enumerate competencies for the role of cybersecurity advocate.
34
Wienanda, Wahyu Kartika, Nur Endah Nugraheni, and Erlin Estiana Yuanti. "Kompetensi dan Interaksi Kompetensi Lulusan D-III Bahasa Inggris Minat Profesi Administrasi Bisnis dan Hubungan Masyarakat." JLA (Jurnal Lingua Applicata) 1, no. 2 (March 31, 2018): 138. http://dx.doi.org/10.22146/jla.35207.
Анотація:
Concrete and practical competencies matching the workforce needs have an essential role in constructing the employability of the graduates, especially during MEA era where the graduates are expected to compete internationally. To accommodate this purpose, D-III English SV-UGM provides a number of professional concentrations for the students, including Business Administration (BA) and Public Relation (PR) to give them practical skills that are applicable in the workforce. In light of this circumstance, the present research aims at remapping the graduate competencies to be mastered by the students of D-III English concentrating on BA and PR and revealing the intersections of the competencies. Library study, questionnaire administration, and interview were conducted to obtain the data from the stakeholders. The results show that the graduates concentrating in BA are highly expected to give excellent service to the clients and customers, to maintain documents and letters, and have a good archival knowledge. Meanwhile, the graduates with PR concentration should be able to have good communication skills and understanding about the computer and media use. Furthermore, the graduates from both concentrations are expected to perform Occupational Health and Safety Environment, and have a good interpersonal skill to enable them to work effectively with their colleagues.
35
Reilly, Peter. "Building customer centricity in the hospitality sector: the role of talent management." Worldwide Hospitality and Tourism Themes 10, no. 1 (February 12, 2018): 42–56. http://dx.doi.org/10.1108/whatt-10-2017-0068.
Анотація:
Purpose The purpose of this paper is to consider how talent management can be a strategic lever to enable the development of a customer-centric culture in the hospitality sector. Design/methodology/approach In-depth interviews with HR practitioners within the hospitality industry have been used to explore different approaches to talent management. Findings Changing customer requirements necessitate increased emphasis on customer experience demanding a more skilled workforce, especially stronger in interpersonal skills. Companies are adjusting their attraction, retention and development strategies to deliver a revised understanding of talent. They are focusing on building that capability rather than buying it in. Leadership selection and development is also being adjusted. Practical implications This approach has implications for the skill demands placed on the workforce, for the sort of staff who are hired (chosen on attitude more than technical skills) and how they are trained, assessed and rewarded. Leaders (at all levels) must adjust their style to suit and work in partnership with HR. Originality/value The paper offers the chance for hospitality sector leaders to reflect on how they manage talent, giving them ways to link people management with the drivers of business success. It shows how organisations can meet the challenges of the “experience economy” through attracting and developing the right staff and how talent management policy and practice can be used as a vehicle for culture change and development.
36
Stevenson, John, and Irene Brown. "Australian TAFE Assessment Practices: Confusing Relevance and Responsiveness." Australian Journal of Education 38, no. 2 (August 1994): 118–38. http://dx.doi.org/10.1177/000494419403800203.
Анотація:
There are two contrasting world views discernible in contemporary Australian government skill-formation literature: one which recognises the need for the development of underlying cognitive structures and interpersonal attributes for the workplace; and one which values the development of pre-specified observable skills, as in competency-based training. This study examines TAFE assessment practices across Australia, as an indicator of the extent to which each view is represented in practice. The study found that, for initial vocational courses, some practices accord more with the latter world view than with the former; but, for non-vocational courses, there was a greater balance in approaches to assessment and relatively more emphasis on assessing some increasingly important workplace attributes. The implications of some current practices are that TAFE graduates entering the workforce may be inept when required to adapt, solve problems or innovate.
37
Rodwell, John, and Angela Martin. "The importance of the supervisor for the mental health and work attitudes of Australian aged care nurses." International Psychogeriatrics 25, no. 3 (November 19, 2012): 382–89. http://dx.doi.org/10.1017/s1041610212001883.
Анотація:
ABSTRACTBackground: The work attitudes and psychological well-being of aged care nurses are important factors impacting on the current and future capacity of the aged care workforce. Expanding our understanding of the ways in which the psychosocial work environment influences these outcomes is important in order to enable organizations to improve the management of human resources in this sector.Methods: Using survey data from a sample of 222 Australian aged care nurses, regression analyses were employed to test the relative impact of a range of psychosocial work environment variables derived from the demand-control-support (DCS) model and organizational justice variables on satisfaction, commitment, well-being, and depression.Results: The expanded model predicted the work attitudes and well-being of aged care nurses, particularly the DCS components. Specifically, demand was related to depression, well-being, and job satisfaction, job control was related to depression, commitment, and job satisfaction, and supervisor support and interpersonal fairness were related to well-being. The contributions of informational and interpersonal justice, along with the main and interaction effects of supervisor support, highlight the centrality of the supervisor in addressing the impact of job demands on aged care nurses.Conclusion: Psychosocial variables have utility beyond predicting stress outcomes to the work attitudes of nurses in an aged care setting and thus present further avenues of research for the retention of nurses and improved patient care.
38
Kirk-Brown, Andrea, and Pieter Van Dijk. "Safe to Engage: Chronic Illness and Organisational Citizenship Behaviours at Work." International Journal of Disability Management 6, no. 1 (August 1, 2011): 1–9. http://dx.doi.org/10.1375/jdmr.6.1.1.
Анотація:
AbstractThe aim of this study is to extend current models of employee work engagement to include chronic illness in order to better understand and predict workforce participation for the chronically ill. Using a sample of 604 participants, the current study examined the relationship between work engagement, perceptions of psychological safety at work and the performance of organisational citizenship behaviours for employees with chronic illness (N = 92) compared to a referent group of general employees (N = 512). Results indicate that for chronically ill employees, psychological safety partially mediates the relationship between engagement and the performance of organisational citizenship behaviours. These results suggest that the development of a workplace environment characterised by feelings of safety, interpersonal trust and mutual respect will foster the performance of engaged work behaviours for a group of employees vulnerable to the experience of a reduced sense of personal efficacy in the workplace and consequent premature retirement.
39
Warwick-Booth, Louise, Ruth Cross, James Woodall, Rhiannon Day, and Jane South. "Health Champions and Their Circles of Influence as a Communication Mechanism for Health Promotion." International Review of Social Research 3, no. 2 (June 1, 2013): 113–29. http://dx.doi.org/10.1515/irsr-2013-0013.
Анотація:
Abstract: Health Champions are a growing component within the British public health workforce and their roles are now emphasised within the coalition’s Government’s public health strategy. However, there is the need for further exploration of the way in which Health Champions use interpersonal communication within their roles. This paper reports on the findings from a mixed method evaluation of one Health Champion programme in North East England. A key finding was the way in which Health Champions used circles of influence to communicate health knowledge and to try to achieve behaviour change, starting with themselves in the centre of their circle and then moving outwards to influence others such as family, friends and colleagues through their social networks. The paper argues that health champions act as healthy role models within their own circles of influence to successfully communicate health knowledge to those around them.
40
Kaifi, Belal A., and Bahaudin G. Mujtaba. "Awareness of Islam in the Post-9/11 American Workplace." American Journal of Islamic Social Sciences 29, no. 4 (October 1, 2012): 46–62. http://dx.doi.org/10.35632/ajiss.v29i4.314.
Анотація:
Political unrest in Islamic nations, worldwide terrorist attacks, and the western media’s coverage of these events might be contributing to a distorted and biased perception of Muslims. This article analyzes the responses of vocational college instructors to a nineteenquestion survey regarding Islam. It was intended to evaluate the 100 participants’ knowledge and understanding of Islam in the aftermath of the 9/11 tragedy. An evaluation of their answers suggested that the majority of them lacked basic knowledge about Islam. Although some of the responses indicated that the instructors would treat Muslim students with sensitivity, only a few understood how to respond to certain classroom situations. The results show that vocational instructors urgently need diversity training programs that focus on the similarities, as opposed to the minor differences, of views and religions. Interpersonal training should address the importance of respecting differences in the workforce by emphasizing professionalism and conflict management techniques. Training implications are presented and explored.
41
Akaradechdecha, Thunkarn, Malai Tawisook, and Chira Honglaradom. "Leadership Characteristics with Potential for Added Value Management by Integrating Relevant Features from Modernized Leadership of Vocational School Administrators." Mediterranean Journal of Social Sciences 10, no. 2 (March 1, 2019): 153–60. http://dx.doi.org/10.2478/mjss-2019-0032.
Анотація:
Abstract As current social and technological developments cause increasingly rapid change, it is more important than ever that institutional administrators implement leadership practices that add value to their organizations and ensure competitiveness in the digital era. For the vocational colleges which shape students to contribute to society’s economy as part of its workforce, the study of leadership characteristics can potentially create added value through management by integrating the V4 concept, called Happiness Value, into the leadership of executives. The research aimed to determine and examine these characteristics for modernized leadership of private education institutions using the Delphi method and the results of the study show that leaders have the ability to maximize value, in addition to institutional integrity and sustainability, through management integrating the Happiness Value concept, with five important leadership features being: 1) potential for ideas and creativity, 2) work processes, 3) interpersonal relationships, 4) communication and 5) information systems technology.
42
Wray, Ricardo, Nancy Weaver, Prajakta Adsul, Kanak Gautam, Keri Jupka, Stacie Zellin, Kathryn Goggins, Santosh Vijaykumar, Natasha Hansen, and Rima Rudd. "Enhancing organizational health literacy in a rural Missouri clinic: a qualitative case study." International Journal of Health Care Quality Assurance 32, no. 5 (June 10, 2019): 788–804. http://dx.doi.org/10.1108/ijhcqa-05-2018-0131.
Анотація:
Purpose The purpose of this paper is to evaluate a collaborative effort between a health care organization and academic institution to strengthen organizational health literacy. Design/methodology/approach The intervention took place at a rural, federally qualified health clinic in Missouri between May 2009 and April 2011. Qualitative interviews of key informants were conducted before (n=35) and after (n=23) the intervention to examine program implementation and success in effecting organizational change. Findings Intervention activities helped establish a comprehensive understanding of health literacy. The project achieved moderate, fundamental and sustainable organizational change. The program successfully integrated health literacy practices into clinic systems and garnered leadership and organizational commitment, helped the workforce improve interpersonal communication and embedded practices making health education materials more accessible. Originality/value The study points to programmatic, conceptual and methodological challenges that must be addressed for organizations to improve health literacy practices, and suggests change management strategies to advance organizational health literacy.
43
Nickerson, Catherine, and Valerie Priscilla Goby. "New Lamps for Old." International Journal of Business Communication 54, no. 2 (January 18, 2017): 182–98. http://dx.doi.org/10.1177/2329488416687055.
Анотація:
Our study aims to examine ways to counteract the arbitrary mix of organizational communication practices that has evolved in the Gulf Region as a result of the large numbers of different cultures that make up the workforce there. To this end, we attempt to develop a conceptual model of leadership communication, the Gulf Leadership Communication Framework. We see this as a crucial element in organizational communication practices that is of particular relevance for the process of localization in the Gulf Region. In this analysis, we refer to two sets of empirical data on discursive leadership and interpersonal communication that were collected from around 600 Emirati nationals. Our findings show that a leadership model for social contexts like the Gulf Cooperation Council may look very different from the models that obtain elsewhere; this is the case because in the region organizational communication may be most successful when people use strategies that privilege uniformity, rather than selecting strategies that celebrate diversity.
44
Noonan, Anne E. "“At This Point Now”: Older Workers' Reflections on Their Current Employment Experiences." International Journal of Aging and Human Development 61, no. 3 (October 2005): 211–41. http://dx.doi.org/10.2190/38cx-c90v-0k37-vlja.
Анотація:
Despite the frequently referenced graying of the U.S. workforce, we know relatively little about the work-related concerns and experiences of older workers—those aged 55+. This qualitative study addresses that gap by examining the current employment situations of a purposive sample of 37 older workers. Thematic content analysis revealed a vast diversity in the concerns and experiences of contemporary older workers, with participants being actively involved in all of the traditional stages of work-life development. Findings suggest a deepened or more nuanced view of the principal meanings of work—in particular, identity and social interaction—and highlight several negative aspects of later-life employment such as pension insecurity, unemployment, age discrimination, not having found one's “niche,” and chronic interpersonal difficulties with co-workers. Findings are discussed against the backdrop of a rapidly changing workplace and dramatically shifting work-retirement trajectories in which job stability and predictable retirement are less common.
45
Clark, Phillip G., Phillip Clark, Christine Ferrone, Faith Helm, and Alexandra Morelli. "THE RESOURCE EXCHANGE NETWORK: A MODEL FOR TRANSFORMATIVE CHANGE IN GERIATRIC CARE." Innovation in Aging 3, Supplement_1 (November 2019): S808. http://dx.doi.org/10.1093/geroni/igz038.2976.
Анотація:
Abstract Transformational efforts to redesign the care system for older adults call for the development of novel partnership models incorporating academic institutions, primary care networks, and community-based organizations. The Rhode Island Geriatric Workforce Enhancement Program (RI-GWEP) has utilized the “resource exchange model” to develop innovative, interdisciplinary, and integrated projects combining educational resources, clinical expertise, programmatic experience, and impact evaluation. With particular emphasis on the challenges of developing interprofessional education spanning the traditional gaps between disciplines and departments, this presentation emphasizes the critical conditions, components, and capacities of such a collaborative network. These include: (1) mission dominance, (2) barter exchange, (3) partnership investment, and (4) interpersonal relationships. RI-GWEP’s experience provides insights into the conceptual foundation of geriatrics networks and specific, concrete examples of projects incorporating these principles. Implications for the development of networks in other settings include consideration of particular: (1) projects, (2) people, (3) places, (4) personalities, and (5) possibilities.
46
Kaifi, Belal A., and Bahaudin G. Mujtaba. "Awareness of Islam in the Post-9/11 American Workplace." American Journal of Islam and Society 29, no. 4 (October 1, 2012): 46–62. http://dx.doi.org/10.35632/ajis.v29i4.314.
Анотація:
Political unrest in Islamic nations, worldwide terrorist attacks, and the western media’s coverage of these events might be contributing to a distorted and biased perception of Muslims. This article analyzes the responses of vocational college instructors to a nineteenquestion survey regarding Islam. It was intended to evaluate the 100 participants’ knowledge and understanding of Islam in the aftermath of the 9/11 tragedy. An evaluation of their answers suggested that the majority of them lacked basic knowledge about Islam. Although some of the responses indicated that the instructors would treat Muslim students with sensitivity, only a few understood how to respond to certain classroom situations. The results show that vocational instructors urgently need diversity training programs that focus on the similarities, as opposed to the minor differences, of views and religions. Interpersonal training should address the importance of respecting differences in the workforce by emphasizing professionalism and conflict management techniques. Training implications are presented and explored.
47
Huong, Le, Connie Zheng, and Yuka Fujimoto. "Inclusion, organisational justice and employee well-being." International Journal of Manpower 37, no. 6 (September 5, 2016): 945–64. http://dx.doi.org/10.1108/ijm-12-2015-0212.
Анотація:
Purpose The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry. Design/methodology/approach The sample is selected from employees who work in the tourism industry in Australia, and the survey was conducted online (n=121). Factor analysis is used to identify key items related to perceived organisational justice, followed by multiple regression analysis to assess the magnitude and strength of impacts of different dimensions of organisational justice on employee well-being. Findings The results support the established view that organisational justice is associated with employee well-being. Specifically, informational justice has the strongest influence on tourism employee well-being, followed by procedural justice, interpersonal justice and distributive justice. Research limitations/implications The authors acknowledge key limitations in the study such as a relatively small sample size and gender imbalance in the sample. Practical implications The authors provide strategies for managers to increase levels of organisational justice in the tourism sector such as workgroup interactions, a consultation process, team culture and social support. Originality/value This study builds on limited literature in the area of inclusion and organisational justice in tourism organisations. The study provides a new path to effective organisational management within the context of a diverse workforce, adding to the current debate on which dimensions of organisational justice contribute to improving employee well-being.
48
Malik, Muhammad Shaukat, and Maria Kanwal. "Impacts of organizational knowledge sharing practices on employees’ job satisfaction." Journal of Workplace Learning 30, no. 1 (February 12, 2018): 2–17. http://dx.doi.org/10.1108/jwl-05-2016-0044.
Анотація:
Purpose The purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees’ job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA). Design/methodology/approach Self-administered questionnaire was used for data collection. Knowledge workers from service sector organizations were taken as population of study. Therefore, three types of institutes (banks, insurance and telecom companies) from services sector of Pakistan were selected for sampling purpose. A sample size of 435 employees, comprising 145 employees from each type of institute, was selected. Linear regression analysis and mediation analyses were performed for statistical analysis. Findings Organizational support for knowledge sharing fosters learning commitment (LC), and interpersonal adaptability (IA) among workforce that ultimately grounds employees’ job satisfaction. Therefore, in our findings, the mediating role of IA is greater than the mediating effect of LC. Research limitations/implications This study presents a firm reasoning to decision makers for implementation of KSP in the organizations. Findings of study offer several subjects for discussion in the field of KS by academics and research. Present research is limited to test the composite effect of KSP for some selected employee outcomes only. Originality/value This research attempts to provide empirical evidence about impacts of KSP on employee outcomes. Research work on such issues was lacking in Pakistani context. Therefore, this paper supplies ample of theoretical base for future research as well as management decision makers to maximize the benefits of implementing KSP at their organizations.
49
Moore, Katrina Louise. "A Spirit of Adventure in Retirement: Japanese Baby Boomers and the Ethos of Interdependence." Anthropology & Aging 38, no. 2 (November 28, 2017): 10–28. http://dx.doi.org/10.5195/aa.2017.159.
Анотація:
Self-reliance has arisen as a key ethic in relation to older persons in Japan. One part of a larger social trend affecting mature societies around the world is the rising emphasis on elders overcoming dependence in favor of a new ethic of independence. This analysis of older persons in Japan opens a window into the gender dynamics of older-person households, and into the discourses about the lack of an independent autonomous identity in old age aside from that in the workplace. Drawing on fieldwork with retirees, I illuminate retired couples’ experiences of and attitudes about retirement, considering the interpersonal dimensions of interdependence and the ways the ethos of self-reliance influences retirees’ lives. In particular, I analyse how the men seek to embody interdependence in relationships with their wives. How do they adjust in relation to their wives’ expectations, and how do they—and their identities—change after they leave the workforce? Central to this process is an expansion in men’s acts of thoughtfulness in relation to their wives.
50
Peng, Yisheng, Xiaohong Xu, and Russell Matthews. "Older and Less Deviant Reactions to Abusive Supervision? A Moderated Mediation Model of Age and Cognitive Reappraisal." Work, Aging and Retirement 6, no. 3 (February 24, 2020): 195–205. http://dx.doi.org/10.1093/workar/waaa006.
Анотація:
Abstract Given the significant costs of abusive supervision and the broad implications of an increasingly aging workforce, scholars have called for examining the role of employee age in the abusive supervision literature. In response to this call, this study introduced a moderated mediation model of age, abusive supervision, cognitive reappraisal, and workplace deviance based on socioemotional selectivity theory. We tested this model with a sample of 614 working adults. Results suggest that employee age significantly moderated the effect of abusive supervision on cognitive reappraisal such that abusive supervision was negatively related to cognitive reappraisal for younger workers, but not for older workers. Cognitive reappraisal was negatively related to workplace (i.e., interpersonal and organizational) deviance. Furthermore, there was a significant moderated mediation effect where the indirect relationship between abusive supervision and workplace deviance via cognitive reappraisal was significant for younger workers, but not for older workers. Our findings suggest that older workers’ emotional competencies (e.g., use of cognitive reappraisal) may account for age-related advantages in coping with abusive supervision. Theoretical and implications were discussed.