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Why Some Employees Adopt or Resist Reorganization of Work Practices in Health Care: Associations between Perceived Loss of Resources, Burnout, and Attitudes to Change  [PDF]
Carl-Ardy Dubois,Kathleen Bentein,Jamal Ben Mansour,Frédéric Gilbert,Jean-Luc Bédard
International Journal of Environmental Research and Public Health , 2014, DOI: 10.3390/ijerph110100187
Abstract: In recent years, successive work reorganization initiatives have been implemented in many healthcare settings. The failure of many of these change efforts has often been attributed in the prominent management discourse to change resistance. Few studies have paid attention to the temporal process of workers’ resource depletion/accumulation over time and its links with workers’ psychological states and reactions to change. Drawing upon the conservation of resources theory, this study examines associations between workers’ perceptions of loss of resources, burnout, and attitudes to change. The study was conducted in five health and social service centres in Quebec, in units where a work reorganization project was initiated. A prospective longitudinal design was used to assess workers’ perceptions at two time points 12 months apart. Our findings are consistent with the conservation of resources theory. The analysis of latent differences scores between times 1 and 2 showed that the perceived loss of resources was associated with emotional exhaustion, which, in turn, was negatively correlated with commitment to change and positively correlated with cynicism. In confirming the temporal relationship between perceived loss of resources, occupational burnout, and attitude to change, this research offers a new perspective to explain negative and positive reactions to change implementation.
To Promote Employees Commitment via Perceived Organizational Support  [PDF]
Malikeh Beheshtifar,Batol Hosseini Herat
International Journal of Academic Research in Business and Social Sciences , 2013,
Abstract: Human resource is one of those capital resources of an organization which not only increases the efficiency and the effectiveness of the organization but it act as a sheer source of competitive advantage which is inimitable. Employee commitment is as the degree to which an employee identifies with the organization and wants to continue actively participating in it. Commitment is one of the important consequences of perceived organizational support. Organizational support is studied as something that is perceived by an employee. This is a perception or judgment of how much support an employee feels or thinks an organization provides to him or her. Employees with high perceived organizational support feel indebtedness to respond favorably to the organization in the form of positive job attitudes and organizational behaviors and also support organizational goals. Studies show perceived organizational support increases commitment. It can also be inferred from the discussion that when employees feel supported their outcomes towards organization are always positive which helps organization to achieve its goals. It is suggested that not only the perceptions on organizational support and external prestige are important to employees’ perceptions of the quality of their exchange relationships with their organizations, but also suggest that these perceptions affect employees commitment, through the quality of exchange relationships with their organization.
Impact of management attitudes on perceived thermal comfort
Tamara Derksen,Francesco Franchimon,Johanna EMH van Bronswijk
SJWEH Supplements , 2008,
Abstract: OBJECTIVES: This study examined the influence of some organizational and management characteristics on the perception of indoor environment qualities such as thermal comfort and related stress. METHODS: One open office in each of three organizations in Eindhoven was studied. An office environment survey, a questionnaire on extended cognitive failure, and a questionnaire on effort–reward imbalance were combined to assess the perceived management attitudes and perceived (dis)comfort of 50 workers in each of two of the offices and of 43 persons in the third. The study included data on perceived and measured thermal comfort and indoor-air quality, self-reported personal factors, and organizational factors (N=46). RESULTS: Perceived thermal comfort correlated with perceived symptoms of the sick building syndrome; it also correlated or was associated with the following three management-related parameters: (i) employees’ stress, (ii) employees’ overcommitment to work, and (iii) employees’ perceived privacy. CONCLUSIONS: The managerial characteristics of an organization influences thermal comfort as perceived by employees.
Current Situation and Countermeasures of Fitness Club Industry of Shandong Province  [cached]
Yun Ma
International Journal of Business and Management , 2011, DOI: 10.5539/ijbm.v6n5p228
Abstract: By means of literature review, questionnaire survey and field studies, we investigated to the fitness clubs in Shandong, analyzed the factors affecting the development of the fitness club industry of Shandong province, put forward the new management proposals strengthening the management consciousness of the modern athletics industry, so as to promote the industry of the fitness clubs of Shandong province to achieve greater development.
The Effects of Intrinsic and Extrinsic Rewards on Employee Attitudes; Mediating Role of Perceived Organizational Support  [PDF]
Ayesha Ajmal, Mohsin Bashir, Muhammad Abrar, Muhammad Mahroof Khan, Shahnawaz Saqib
Journal of Service Science and Management (JSSM) , 2015, DOI: 10.4236/jssm.2015.84047
Abstract: The purpose of this study was to measure the effect of intrinsic and extrinsic rewards on employee attitudes, job satisfaction and organizational commitment as well as the mediating role of perceived organizational support. Data were collected from banking sector of Faisalabad, Pakistan. The main objective was to focus the employee’s perception about the organizational support and employees’ satisfaction and organizational commitment. The mediation effect of perception of organizational support was analyzed between the relationship of intrinsic & extrinsic rewards and employee attitudes like organizational commitment and job satisfaction. The study revealed that employees felt positively about intrinsic and extrinsic rewards. Limitations and future directions had also been discussed.
Fulltime employees' attitudes towards working culture in Serbia  [cached]
Kordi? Ljiljana
Industrija , 2012,
Abstract: The aim of this paper was to explore the employees' attitudes towards working culture in Serbia in order to contribute to the efforts for positive changes in the Serbian economy. Qualitative survey of attitudes was realized through the use of focus groups. Participants were fulltime employees from five developed and underdeveloped locations in Serbia. The results showed that the main obstacle to improving the working culture of employees is massive failure of the labour inspections and unfavorable political environment. Until the state does not ensure effective implementation of ratified ILO Conventions and labour related adopted legislative, there are no conditions for developing quality working culture and economic progress in Serbia.
Attitudes of Belgrade University employees on corruption  [PDF]
Gredelj Stjepan
Filozofija i Dru?tvo , 2007, DOI: 10.2298/fid0703237g
Abstract: Corruption is widely overspread phenomenon in all transition countries. In this sense Serbia is not exception, on the contrary, it was always highly ranked in all corruption indices of Transparency International. Among social areas which are considered as saturated with corruption highly ranked is the field of university education. In order to check justification of such perceptions, we have conducted a survey among Belgrade University employees. The findings confirmed that there exist corruption in high education on one side and that there is not too much readiness of employees to oppose it, if not to tear it out, than at least to diminish it.
AN EXAMINATION ABOUT THE CONSUMER ATTITUDES TOWARDS BIOTECHNOLOGY AND PERCEIVED BENEFIT AND PERCEIVED RISK
Ay?e Sezen BAYO?LU,?zlen ?ZGEN
Journal of International Social Research , 2010,
Abstract: Consumer attitudes are believed to be a major factor influencing the extent of the future development of the gene technology. Genetic engineers and scientists are aware that consumers have a strong impact on the progress of biotechnology. Even when consumers assume that biotechnology is associated with relatively high risks and rather unknown consequences than other Technologies, they do not reject biotechnology altogether. It is claimed taht consumers have more positive attitudes towards biotechnology applications which are conducting on medical field than those involving agricultural and food sectors. This research was planned for determine the consumer attitudes towards biotechnology and affecting factors of perceived benefit and perceived risk towards biotechnology, and carried out on totally 360 consumers in Ankara.
Predicting healthcare employees' participation in an office redesign program: Attitudes, norms and behavioral control
David C Mohr, Carol Lukas, Mark Meterko
Implementation Science , 2008, DOI: 10.1186/1748-5908-3-47
Abstract: We regressed extent of employee participation on attitudes about the program, group norms, and perceived behavioral control along with individual and clinic characteristics using a hierarchical linear mixed model.Perceived group norms were one of the best predictors of employee participation. Attitudes about the program were also significant, but to a lesser degree. Behavioral control, however, was not a significant predictor. Respondents with at least one year of clinic tenure, or who were team leaders, first line supervisor, or managers had greater participation rates. Analysis at the clinic level indicated clinics with scores in the highest quartile clinic scores on group norms, attitudes, and behavioral control scores were significantly higher on levels of overall participation than clinics in the lowest quartile.Findings suggest that establishing strong norms and values may influence employee participation in a change program in a group setting. Supervisory level was also significant with greater responsibility being associated with greater participation.In healthcare, organizations continually strive to implement new programs designed to improve patient care. Some recent programs have focused on implementing electronic health records [1], pay-for-performance [2], and redesigning practice to meet the needs of chronically ill patients [3]. Several studies have also examined the extent to which different practices may lead to effective implementation of changes, and these studies often focus on beliefs and attitudes of the individual participant [4,5]. Less frequently studied is the impact of the activities of coworkers on participation of their fellow employees on overall implementation success. The purpose of this study was to examine how employee attitudes, perceived group norms, and perceived behavioral control predict participation in an innovative outpatient clinic redesign program designed to improve clinic operations and reduce patient waiting times. To d
The Influence of Perceived Corporate Sustainability Practices on Employees and Organizational Performance  [PDF]
Yongrok Choi,Yanni Yu
Sustainability , 2014, DOI: 10.3390/su6010348
Abstract: Most previous studies on corporate sustainability (corporate social responsibility) practices tend to focus on external stakeholders and outcomes. However, the influence of CSR practices on employees remains largely unexplored. In this study, we examine the influence of CSR practices on employees’ attitudes and behaviors. We investigate the mediation effect of employees’ attitudes and behaviors on the relationship between CSR practices and organizational performance. The empirical results indicate that employees’ perceptions of CSR practices have a positive impact on their organizational commitment and organizational citizenship behavior. The organizational citizenship behavior partially mediates the relationship between CSR practices and organizational performance, whereas organizational commitment indirectly mediates the relationship only through organizational citizenship behavior. This study also raises some important implications based on the empirical results.
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