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Prevalence of workplace bullying of South African employees  [cached]
Leanri Cunniff,Karina Mostert
South African Journal of Human Resource Management , 2012,
Abstract: Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations.Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.
MOBBING IN THE WORKPLACE: A SURVEY CONDUCTED ON EMPLOYEES
Nihat GüLTEK?N, Zahide DEN?Z
Journal of Economics Business and Political Researches , 2016, DOI: 10.25204/iktisad.295755
Abstract: Mobbing (psychological abuse) in the workplace defines the situation where an employee is being worn out intentionally, continuously and systematically through emotional harassment by other employees or the employer. Mobbing is a work life problem which may happen to everybody regardless of their gender, age, education level, physical appearance, seniority and hierarchical position. In this study, a theoretical framework of mobbing is followed by the results of a survey conducted regarding our research topic.
THE INFLUENCE OF SOCIO-DEMOGRAPHIC FACTORS ON WORK PERFORMANCE AMONG EMPLOYEES OF GOVERNMENT AGRICULTURE AGENCIES IN MALAYSIA  [PDF]
Hayrol Azril MOHAMED SHAFFRIL,Jegak ULI
Journal of International Social Research , 2010,
Abstract: Work performance has been identified as the significant key for organizations to gain competitive advantage and superior productivity. Thus, this study intends to discover what exactly affect work performance among employees of government agriculture agencies in Malaysia. A total of 180 employees were selected as the respondents for this study. The respondents were chosen from ten government agriculture agencies in Malaysia. From the ANOVA and independent t-test conducted, type of residential house was found to have significant difference with work performance while Pearson Correlation employed indicated that age, working experience and gross monthly salary has significant and positive relationship with work performance.
The Relationship between Neuroticism and Experience of Workplace Ostracism in New Employees  [PDF]
Xiang Zhang, Liangtie Dai
Open Journal of Social Sciences (JSS) , 2015, DOI: 10.4236/jss.2015.32011
Abstract: The experience of workplace ostracism describes the extent to which an individual perceives that he or she is ignored or excluded at work. This article explores the intermediary and regulatory role of interpersonal trust and task interdependence, in order to identify how neuroticism affects new employees’ experience of workplace ostracism. By using the data from 410 new enterprise staffs, the result shows that neuroticism positively affects the experience of workplace ostracism, and that interpersonal trust plays an intermediate role. The lower the task interdependence scores are, the stronger the relationship between neuroticism and experience of workplace ostracism will be.
Workplace attachment and request for professional transfer. Study on a population of French employees
Rioux, L.
Bulletin of the Transilvania University of Bra?ov. Series VII : Social Sciences and Law , 2011,
Abstract: The current research aims at analysing the impact of theworkplace attachment, that the National Education employees manifest, on their decision to request professional mutation. 150 French employees were asked to respond to a questionnaire which comprised three scales, evaluating the workplace attachment, professional life satisfaction, and the organisational affective involvement, as well as a free item evaluating the perceived distance between the employees’ home and their workplace. The results show that the attachment to the workplace is a predictor of the intention to change the working place, which proves to be, furthermore, more important than both the level of organisational affective involvementand the satisfaction of one’s professional life.
Breastfeeding in the workplace: Other employees' attitudes towards services for lactating mothers
Kathryn Suyes, Sheryl W Abrahams, Miriam H Labbok
International Breastfeeding Journal , 2008, DOI: 10.1186/1746-4358-3-25
Abstract: This study conducted in February 2007, used descriptive statistics and linear regression to assess attitudes towards workplace breastfeeding/milk expression among employees (n = 407) of a large U.S. corporation providing a wide variety of workplace accommodations for lactating mothers.Overall, attitudes about the impact of breastfeeding on the work environment were favorable. Previous exposure to a co-worker who breastfed or expressed milk during the work day was associated with a positive attitude towards workplace breastfeeding, even after controlling for respondents' gender, length of employment and personal breastfeeding history.These preliminary findings suggest that lactation accommodations did not have negative repercussions for other employees, and that a corporate environment designed to enable and encourage continued breastfeeding does not endanger positive attitudes towards breastfeeding in other employees.More than half of American mothers of children under the age of three years participate in the workforce [1]. The return to work postpartum often coincides with cessation of breastfeeding, suggesting that women employed outside the home face workplace-related challenges to continued lactation [2,3]. It follows that workplace accommodations for lactating mothers are important to achieve United States Healthy People 2010 objectives of 50% of mothers to breastfeed for 6 months and 25% breastfeeding for 1 year [4]. Such accommodations could range from adequate break time for milk expression and designated spaces for nursing/pumping, to coverage for lactation services within employee health plans and workplace crèches for on-site breastfeeding.Fear of negative reactions from other employees has been reported as a barrier to employers' willingness to provide on-the-job accommodations for breastfeeding women [5]. However, few studies have examined how other employees actually react to such accommodations. The purpose of this study is to assess attitudes toward
Podcasting of Workplace Writing among Transitional Writers in Malaysia
Latisha Asmaak Shafie
Studies in Literature and Language , 2011, DOI: 10.3968/j.sll.1923156320110302.385
Abstract: Studies observe that workplace writing is unlike writing experiences of undergraduates at the university (Sidy, 1999). Workplace writing is influenced by professional documents. University writing classes often fail to prepare students for the workplace writing. The term of transitional writers in this context refers to undergraduates in their final semesters of diploma and degree courses that have undergone academic writing classes. It is imperative for transitional writers to be immersed in authentic workplace contexts which allow them to experience workplace writing genres with the guidance of communities of practice. Transitional writers learn to write to the expectations of their future employers which increase their proficiency in workplace writing. This authentic professional context is constructed using podcasting as a learning object to assist successful transfer of effective workplace written literacy as transitional writers need to have sufficient workplace written proficiency to cater to the workplace written literacy demands. This paper discusses the feasibility of using podcasts in promoting workplace writing among transitional writers. Key words: College writers; Podcasts; Feasibility; Workplace writing; Academic writing; Challenges; College writing; Transitional writers
Cost-effectiveness of a workplace intervention for sick-listed employees with common mental disorders: design of a randomized controlled trial
Sandra H van Oostrom, Johannes R Anema, Berend Terluin, Henrica CW de Vet, Dirk L Knol, Willem van Mechelen
BMC Public Health , 2008, DOI: 10.1186/1471-2458-8-12
Abstract: The study is designed as a randomized controlled trial with a follow-up of one year. Employees eligible for this study are on sick leave for 2 to 8 weeks with common mental disorders. The workplace intervention will be compared with usual care. The workplace intervention is a stepwise approach that aims to reach consensus about a return-to-work plan by active participation and strong commitment of both the sick-listed employee and the supervisor. Outcomes will be assessed at baseline, 3, 6, 9 and 12 months. The primary outcome of this study is lasting return-to-work, which will be acquired from continuous registration systems of the companies after the follow-up. Secondary outcomes are total number of days of sick leave during the follow-up, severity of common mental disorders, coping style, job content, and attitude, social influence, and self-efficacy determinants. Cost-effectiveness will be evaluated from the societal perspective. A process evaluation will also be conducted.Return-to-work is difficult to discuss in the workplace for sick-listed employees with mental disorders and their supervisors. Therefore, this intervention offers a unique opportunity for the sick-listed employee and the supervisor to discuss barriers for return-to-work. Results of this study will possibly contribute to improvement of disability management for sick-listed employees with common mental disorders. Results will become available in 2009.ISRCTN92307123Common mental disorders (CMDs) are common in the community and often affect functioning to such an extent that they are associated with work absenteeism. In many developed countries, 35% to 45% of absenteeism from work is due to mental health problems [1]. Prolonged absence from work often results in a lack of social structure and meaningful activity[2,3] and is associated with a reduced probability of eventual return-to-work (RTW) and an increased probability of subsequent economic and social deprivation [4,5]. In the beginning of the
The Effect of Corporate Philanthropy on Organization Commitment and Job Performance of Employees: Workplace Spirituality as Mediating Variable  [PDF]
Jiang-Lin Ke, Xiao-Wei Qiu, Yi-Fan Jiang
American Journal of Industrial and Business Management (AJIBM) , 2015, DOI: 10.4236/ajibm.2015.56046
Abstract: The article is aimed at examining the effect of corporate philanthropy on employees' organization commitment and job performance through the angle of workplace spirituality. For this purpose, the data were collected from 347 employees working in different corporations in Beijing. By regression analysis, we found that corporate philanthropy had a positive effect on organization commitment and job performance, meanwhile workplace spirituality played a partly mediating role. All the alternate hypotheses of the study were accepted. According to these research results, it is suggested that corporations should engage in philanthropy activities and take some other measures for promoting employees’ workplace spirituality.
Smoke-Free Workplace Policies and Organizational Attraction  [cached]
Hee Sun Park,Seungcheol Austin Lee,Seoyeon Hong,Justin Cherry
Global Journal of Health Science , 2010, DOI: 10.5539/gjhs.v2n1p96
Abstract: Companies adopt smoke-free workplace policies to improve health of their employees, but how severely such policies are enforced can have an impact on non-smoking employees as well and can also affect employees' view about their companies. The current study examined the extent to which perceived severity of and organizational support for a smoke-free workplace policy affected employees’ attraction toward their organizations. The data from 621 employees of 20 companies in the U.S. and 27 companies in Korea showed that the extent to which employees considered a smoke-free policy at their workplace to be enforced severely was negatively related to organizational attraction (coefficient = –0.22, p = .002) and perceived organizational support was positively related to organizational attraction (coefficient = 0.41, p< .001). The negative relationship between perceived severity and organizational attraction, however, became weaker for organizations that had employees with higher perceptions of organizational support. In contrast to smokers (coefficient = –.05), ex-smokers' perceived severity of a smoke-free policy was positively related to their organizational attraction (coefficient = .31). These findings indicated that a smoke-free policy in the workplace can have implications for non-smokers, including ex-smokers, as well as for smokers.
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