WorldWideScience

Sample records for professional level employees

  1. The Relationship between Managerial Ethics Perception and Professional Burnout Levels of Employee: A Comparative Study of Five-Star Hotels’ Employees between Turkey and Italy

    Directory of Open Access Journals (Sweden)

    Gonca Kılıç

    2011-03-01

    Full Text Available The purpose of this study is to determine the perceptions of the employees in five-star hotels their regarding managerial ethics and professional burnout levels and also to present the relationship between managerial ethics and professional burnout level. Survey method was used as data collection instrument. A total of 385 questionnaires were implemented on employees working in five-star hotels operating in Istanbul, Turkey and Palermo, Italy. Independent Samples t Test was used for the comparison of data obtained from each country. Furthermore, the relationship between managerial ethics and professional burnout was described through correlation and regression analyses, as a result meaningful correlations between the variables (managerial ethics and professional burnout are found.

  2. Professional Employees Turn to Unions

    Science.gov (United States)

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  3. Healthcare quality improvement work: a professional employee perspective.

    Science.gov (United States)

    Gadolin, Christian; Andersson, Thomas

    2017-06-12

    Purpose The purpose of this paper is to describe and analyze conditions that influence how employees engage in healthcare quality improvement (QI) work. Design/methodology/approach Qualitative case study based on interviews ( n=27) and observations ( n=10). Findings The main conditions that influence how employees engage in healthcare QI work are professions, work structures and working relationships. These conditions can both prevent and facilitate healthcare QI. Professions and work structures may cement existing institutional logics and thus prevent employees from engaging in healthcare QI work. However, attempts to align QI with professional logics, together with work structures that empower employees, can make these conditions increase employee engagement, which can be accomplished through positive working relationships that foster institutional work, which bridge different competing institutional logics, making it possible to overcome barriers that professions and work structures may constitute. Practical implications Understanding the conditions that influence how employees engage in healthcare QI work will make initiatives more likely to succeed. Originality/value Healthcare QI has mainly been studied from an implementer perspective, and employees have either been neglected or seen as passive resisters. Weak employee perspectives make healthcare QI research incomplete. In our research, healthcare QI work is studied closely at the actor level to understand healthcare QI from an employee perspective.

  4. METHODICAL APPROACH TO AN ESTIMATION OF PROFESSIONALISM OF AN EMPLOYEE

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    Татьяна Александровна Коркина

    2013-08-01

    Full Text Available Analysis of definitions of «professionalism», reflecting the different viewpoints of scientists and practitioners, has shown that it is interpreted as a specific property of the people effectively and reliably carry out labour activity in a variety of conditions. The article presents the methodical approach to an estimation of professionalism of the employee from the position as the external manifestations of the reliability and effectiveness of the work and the position of the personal characteristics of the employee, determining the results of his work. This approach includes the assessment of the level of qualification and motivation of the employee for each key job functions as well as the final results of its implementation on the criteria of efficiency and reliability. The proposed methodological approach to the estimation of professionalism of the employee allows to identify «bottlenecks» in the structure of its labour functions and to define directions of development of the professional qualities of the worker to ensure the required level of reliability and efficiency of the obtained results.DOI: http://dx.doi.org/10.12731/2218-7405-2013-6-11

  5. FUTURE PROFESSIONAL EMPLOYEE`S COMPETITIVENESS A SOCIAL & EDUCATIONAL CONCEPT

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    Irina Aleksandrovnа Levitskaya

    2016-01-01

    Full Text Available In today’s world of growing value and importance of such indicators of competitive modern specialist training as professionalism, moral and social maturity, mobility, readiness for innovation. The implementation of this approach in the practice of higher education requires a multidisciplinary integrative approach. This ensures the integrity of the general professio-nal training of modern specialists. After graduating high school graduate is faced with the problem of the fierce market competition. Being dependent on changes in the job market, the specialist should be able to realize their potential ability to work, i.e. to be competitive in the labor market. The greatest importance is the integrative characteristics of the individual, providing a higher professional status, consistently high demand for professional services, higher ranking position in the job market, i.e. competitiveness.

  6. Professional Development of Older Employees in Small and Medium Enterprises

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    Renata Trochimiuk

    2015-03-01

    Full Text Available Purpose: The aim of the paper is to present and assess professional development opportunities for older employees in SME. Methodology: In the process of desk research, the author has discerned a number of characteristics of training activities conducted by SMEs. The management of older employees’ professional development is discussed on the basis of selected research findings, i.a. CATI and CAPI surveys conducted in the framework of the “Comprehensive program of activation of people aged 50+” project carried out by the Department of Human Resource Management at Kozminski University in 2010–2012. Findings: The first part of the paper discusses the specificity of training measures undertaken in SMEs. According to a large body research results available, these include: informality, reactivity, short-term perspective, focus on solving current problems, “learning by doing”, focus on the development of specific skills and organizational knowledge, lack of professional organization of trainings. The core part of the paper focuses on the management of professional development of older employees in SMEs. The majority of surveyed firms have declared providing their older and younger employees with the same access to training. However, it does not always mean training is organised, or that employees aged 50+ participate in it. Moreover, the survey has proven the existence of significant differences in assessments and opinions among entrepreneurs and employees. Originality/value: This paper discusses professional development of older SME employees, which is a relatively new problem; it is based on an extensive body of research. Managing professional development of older workers is one of the most important challenges faced by SMEs in the twentyfirst century and it shall require extensive and thorough research in the future.

  7. Understanding changes in employees' identification and professional identity

    OpenAIRE

    Aangenendt, Max

    2015-01-01

    The central aim of this dissertation is to increase our understanding of changes in identifications and in the professional identity of employees, by investigating the prominent foci of identification, their mix in higher-order social identities and the personal and organisational factors (HRM and supervisory behaviour) that are involved in the change of these professional self definitions. Building upon the assumption that institutions for Higher Education and their workforce are being conti...

  8. METHODICAL APPROACH TO AN ESTIMATION OF PROFESSIONALISM OF AN EMPLOYEE

    OpenAIRE

    Татьяна Александровна Коркина; Оксана Анатольевна Лапаева; Ольга Сергеевна Шивырялкина

    2013-01-01

    Analysis of definitions of «professionalism», reflecting the different viewpoints of scientists and practitioners, has shown that it is interpreted as a specific property of the people effectively and reliably carry out labour activity in a variety of conditions. The article presents the methodical approach to an estimation of professionalism of the employee from the position as the external manifestations of the reliability and effectiveness of the work and the position of the personal chara...

  9. Employee retention--what can the benefits professional do?

    Science.gov (United States)

    Ryan, C

    2000-12-01

    Employee retention, a primary concern for many firms in the current business environment, is most effectively viewed as a strategic problem, one that demands a team approach. The benefits professional should be a vital member of that team, helping to design an employment proposition that will allow an employer to attract and retain the most competitive workforce.

  10. The Relation between Employee Organizational and Professional Development Activities

    Science.gov (United States)

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  11. The Meaning of Working among Professional Employees in Germany, Poland and Russia

    Science.gov (United States)

    Kuchinke, K. Peter; Ardichvili, Alexandre; Borchert, Margret; Rozanski, Andrzej

    2009-01-01

    Purpose: The purpose of this paper is to report the results of an empirical study of the meaning of working, individual level work outcomes, and job and career satisfaction, among professional level employees in business organizations in Russia, Poland, and Germany. Design/methodology/approach: The theoretical framework for the study was based on…

  12. Learning Environment at Work: Dilemmas Facing Professional Employees

    DEFF Research Database (Denmark)

    Andersen, Vibeke; Andersen, Anders Siig

    2007-01-01

    In an effort to increase efficiency and democracy, the modernozation of the public sector has involved an increase in market and user control, an increased application of technology, a decentralization of responsibilities and competencies, and more management and personnel development initiatives....... The article analyze the learning environment in two govermental worksites in Denmark and shows how professional employees respond to the dilemmas posed by modernization at work....

  13. 29 CFR 516.3 - Bona fide executive, administrative, and professional employees (including academic...

    Science.gov (United States)

    2010-07-01

    ... employees (including academic administrative personnel and teachers in elementary or secondary schools), and... professional employees (including academic administrative personnel and teachers in elementary or secondary... employed in the capacity of academic administrative personnel or teachers in elementary or secondary...

  14. Link between Work-Related Prosocial Orientation and Professional Capability of Employees: A Preliminary Exploratory Investigation

    Directory of Open Access Journals (Sweden)

    Małgorzata Adamska-Chudzińska

    2015-05-01

    Full Text Available The paper explores the link between work-related prosocial orientation of organizations and professional capabilities of employees suggesting that the prosocial orientation impacts the level of professional capability and proactive engagement. The article applies three main methods: literature studies, in-depth questionnaire surveys and multi-person method of assessment. The applied sub-measures for both leading constructs were formed and collinearity was tested using linear correlation coefficient. In prosocial environments psychological predispositions as essential aspects of personality and determinants of human behaviour, activate and stimulate professional activity. The implementation of a prosocial orientation leads to significant growth in professional capability and can influence employees’ entrepreneurial behaviour. An important aspect of employee proactive behaviour is building an internal policy based on prosocial mechanisms. Effective stimulation of prosocial and proactive attitudes and actions requires the creation of an environment where activities are realized alongside social values and with respect for individual personal determinants of activity. Considerations and findings presented in the paper contribute to the area of determinants of effective and lasting proactive employee development. The use of the multi-person method can be considered valuable in behavioural research in entrepreneurship.

  15. Work engagement in employees at professional improvement programs in health

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    Elizangela Gianini Gonsalez

    2017-09-01

    Full Text Available Objective: This study evaluated the levels of engagement at work in enhancement programs and professionals training in health. Method: A cross-sectional study with 82 health professionals enhancement programs and improvement of a public institution in the State of São Paulo, using the Utrech Work Engagement Scale (UWES, a self-administered questionnaire composed of seventeen self-assessment items in three dimensions: vigor, dedication and absorption. The scores were calculated according to the statistical model proposed in the Preliminary Manual UWES. Results: Engagement levels were too high on the force, high dedication and dimension in general score, and medium in size to 71.61% absorption, 58.03%, 53.75% and 51.22% of workers, respectively. The professionals present positive relationship with the work; they are responsible, motivated and dedicated to the job and to the patients. Conclusion: Reinforces the importance of studies that evaluate positive aspects of the relationship between professionals and working environment, contributing to strengthen the programs of improvement, advancing the profile of professionals into the labour market.

  16. Psychological research of self-actualization of the employees of advertising sector in professional activity

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    Валерія Геннадіївна Кот

    2015-12-01

    Full Text Available The results of research of actualization of employees of advertising sector are presented in the article. The method of averages and factor analysis of data are used. The gender specific of self-actualization is educed among the employees of advertising sector. It is found a professionally-oriented modification of advertisers’ personalities

  17. The linkage between work-related factors, employee satisfaction and organisational commitment: Insights from public health professionals

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    Chengedzai Mafini

    2014-02-01

    Full Text Available Orientation: The public health sector in South Africa faces a number of human resource– related inundations. Solving these challenges requires the provision of empirically derived information on these matters.Research purpose: This study investigated the relationship between three work-related factors, person-environment fit, work-family balance and perceived job security, and employee satisfaction and organisational commitment. A conceptual framework that links these factors is proposed and tested.Motivation for the study: The prevalence of employee-related challenges involving public health professionals, as evidenced through industrial action and high labour turnover, amongst others, demands further research in order to generate appropriate solutions.Research approach, design and method: A quantitative design using the survey approach was adopted. A six-section questionnaire was administered to a stratified sample of 287 professionals in three public health institutions in Gauteng, South Africa. Data was analysed using descriptive statistics, exploratory factor analysis, Pearson’s correlation analysis and regression analysis.Main findings: Job security and person-environment fit both positively correlated with and predicted employee satisfaction. The association between work-family balance and employee satisfaction was weak and showed no significant predictive validity. Employee satisfaction was strongly correlated to and predicted organisational commitment.Practical/managerial implications: The findings of the current study may be used by managers in public health institutions to improve the level of organisational commitment amongst professionals in the sector, thus preventing further employee-related challenges that negatively affect the provision of outstanding public health services.Contribution: The study provides current evidence on how both work-related and humanrelated factors could contribute to the prosperity of the public

  18. Effects of organizational and professional identification on the relationship between administrators' social influence and professional employees' adoption of new work behavior.

    Science.gov (United States)

    Hekman, David R; Steensma, H Kevin; Bigley, Gregory A; Hereford, James F

    2009-09-01

    Administrative social influence is a principal tool for motivating employee behavior. The authors argue that the compliance of professional employees (e.g., doctors) with administrative social influence will depend on the degree to which these employees identify with their profession and organization. Professional employees were found to be most receptive to administrator social influence to adopt new work behavior when they strongly identified with the organization and weakly identified with the profession. In contrast, administrator social influence was counterproductive when professional employees strongly identified with the profession and weakly identified with the organization.

  19. 2005 ACGIH Lifting TLV: Employee-Friendly Presentation and Guidance for Professional Judgment

    Energy Technology Data Exchange (ETDEWEB)

    Splittstoesser, Riley [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); O' Farrell, Daniel Edward [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hill, John [Savannah River Site (SRS), Aiken, SC (United States); McMahon, Terrence [SLAC National Accelerator Lab., Menlo Park, CA (United States); Sastry, Nikhil [SLAC National Accelerator Lab., Menlo Park, CA (United States); Tiemeier, Mark [SLAC National Accelerator Lab., Menlo Park, CA (United States)

    2017-05-22

    The American Council of Governmental Industrial Hygienists (ACGIH) Lifting Threshold Limit Values (TLVs) provide a tool to reduce incidence of low back and shoulder injuries. However, application of the TLV is too complicated for floor-level workers and relies on professional judgment to assess commonly encountered tasks. This paper presents an Employee-Friendly Simplified Format of the TLV that has been adapted from Table 1 of the Lifting TLV presented in the 2005 TLVs and BEIs Based on the Documentation of the Threshold Limit Values for Chemical Substances and Physical Agents & Biological Exposure Indices. This simplified format can be employed by floor-level workers to self-assess lifting tasks. The Ergonomics Project Team also provides research-based guidance for applying professional judgment consistent with standard industry practice: Extended Work Shifts – Reduce weight by 20% for shifts lasting 8 to 12 hours; Constrained Lower Body Posture – Reduce weight by 25% when lifting in such postures; Infrequently Performed Lifts – Lift up to 15 lbs. ≤3 lifts per hour within the zones marked “No safe limit for repetitive lifting” in the TLVs Table 1; Asymmetry beyond 30° – Reduce weight by 10 lbs. for lifts with up to 60° asymmetry from sagittal plane.

  20. Evaluation of Stress Levels of Professionals.

    Science.gov (United States)

    Schnorr, Janet K.; McWilliams, Jettie M.

    This study was conducted to analyze levels and areas of stress of professionals in selected service professions and to establish national norms of stress for these professions. The 60-item Tennessee Stress Scale-R (TSS-R) is a work-related stress inventory for professionals which provides a measure of stress in three areas: stress producers,…

  1. Orienting Mid-Level Student Affairs Professionals

    Science.gov (United States)

    Mather, Peter C.; Bryan, Stephen P.; Faulkner, William O.

    2009-01-01

    Mid-level managers comprise a large proportion of student affairs organizations. They are often the most overlooked when it comes to professional orientation and institutional introduction when entering new positions. Accordingly, information is presented from the professional literature that speaks to the characteristics and unique needs of this…

  2. Employee performance appraisal and productivity levels in selected ...

    African Journals Online (AJOL)

    The focus of this study was on performance appraisal of academic staff of Universities in Nigeria and their productivity levels. The prime problem that necessitated this study was to examine the effectiveness of the subjective methods used in appraising qualitative work attributes of the employees and to assess the extent to ...

  3. Employee Participation in Non-Mandatory Professional Development--The Role of Core Proactive Motivation Processes

    Science.gov (United States)

    Sankey, Kim S.; Machin, M. Anthony

    2014-01-01

    With a focus on the self-initiated efforts of employees, this study examined a model of core proactive motivation processes for participation in non-mandatory professional development (PD) within a proactive motivation framework using the Self-Determination Theory perspective. A multi-group SEM analysis conducted across 439 academic and general…

  4. Business Life Burnout Syndrome: A Study of Finance and Accounting For Determining The Level of Employees

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    Elvan OKUTAN

    2013-12-01

    Full Text Available The aim of this study is to specify the burnout level of employees who work in SME’s finance and financial affairs and also to establish, if any, significant differences about demographic features. In the study, the survey method was adopted and Maslach Burnout Inventory was used. The obtained data’s frequency values analyzed by using SPSS-15 with the help of t-test and ANOVA. When the findings are evaluated within the scope of the research professionals, in general, it’s found out that emotional exhaustion levels were low, desensitization levels were normal and individual achievements were high. In this context, it can be stated that the employees work in the field of accounting have low level of burnout.

  5. Calling line managers in employee continuous professional development in South East Asia

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    Anubama Ramachandra

    2011-11-01

    Full Text Available Purpose: The paper aims to study the relationship of Line Managers’ (LMs Human Resource (HR role and its facets within employee’s Continuous Professional Development (CPD.Design/methodology/approach: A quantitative approach using 100 questionnaires were distributed to line managers in a South East Asia with a response rate of 87%.Findings: Results depict that LMs are actively involved in Strategic Partner, Employee Champion, and Change Agent roles. Study also shows that these three HR roles correlate with employee CPD. LMs’ are neither involved in Administrative Expert role, nor it correlates with employee Continuous Professional Development.Research limitations: Inability of the line managers to be fully involved with the four HR roles constraints the process of line manager deployment of HR roles specifically to employee CPD.Practical implications: Argues that the importance of strategic partner, employee champion, and change agent roles are the most important barrier and enabler of employee CPD, thus indirectly promoting organizational success and productivity.Social implications: Highlights the difficulties of managing organisations by getting the line managers directly involve in the development of employee CPD. Many line managers have to be made and given opportunities to develop their capabilities on this platform. Contends that HR can help an organization to succeed, provided that all line managers understand their roles, work together and take responsibility for their contribution. In addition is the adoption of the HR roles for the smooth delivery of HR functions which aligns with the overall organizational success.Originality/value: Specific HR roles are significant importance to the development of employee CPD within the setting of this South East Asian organization.

  6. [Employees health education--challenges according to the educational level].

    Science.gov (United States)

    Korzeniowska, Elzbieta; Puchalski, Krzysztof

    2012-01-01

    Article addresses the problem of increasing Polish employees health education effectiveness according to the differences in educational level. Research model assume that effective method of developing recommendations improving the health education will synthesise scientific findings regarding methodology of conducting such education and knowledge about needs of two target groups: low and high educated employees. Educational solutions were searched in publications related to: health education, andragogy, propaganda and direct marketing. The empirical material used to characterize two target groups came from four research (qualitative and quantitative) conducted by the National Centre for Workplace Health Promotion (Nofer Institute of Occupational Medicine) in 2007-2010. Low educated employees' health education should be focused on increasing responsibility for health and strengthening their self-confidence according to the introduction of healthy lifestyle changes. To achieve these goals, important issue is to build their motivation to develop knowledge about taking care of health. In providing such information we should avoid the methods associated with school. Another important issue is creating an appropriate infrastructure and conditions facilitating the change of harmful behaviors undertaken at home and in the workplace. According to high-educated employees a challenge is to support taking health behaviors--although they are convinced it is important for their health, such behaviors are perceived as a difficult and freedom restriction. Promoting behavior change techniques, avoiding prohibitions in the educational messages and creating favorable climate for taking care of health in groups they participate are needed.

  7. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

    Science.gov (United States)

    Harter, James K; Schmidt, Frank L; Hayes, Theodore L

    2002-04-01

    Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

  8. Work-Related Identity of Clinical Research Sector Employees in Poland Against Professional Transformation of the Industry

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    Barbara Kozierkiewicz

    2016-03-01

    Full Text Available Purpose: Established professions and knowledge workers identify more with their professional groups than with their organisations. The purpose of the study was to fnd what kind of work-related identities are shown by clinical research sector employees in Poland, what is the intensity of those identities and which one is dominant. Methodology: The study started with qualitative interviews dedicated to professional changes and to work-related identity. The latter was selected for the main quantitative part of the study and its fve types were defned related to the trained profession, the practised profession, organizational, relational and task-related work identities. Intensity of these pre-defned identities was tested with a use of a questionnaire completed by 147 representatives of the sector under study. Statistical analysis of the collected data verifed the research hypotheses that assumed a certain gradation of these work-related identities. Results: Professional identity related to the practised occupation was placed on the highest level followed by task-related identity. Relational and organisational identities were classifed on the third and fourth levels. Identity related to the trained occupation achieved the lowest score. The employing organization type had no effect on the manifested professional identity. Originality value: As a developing new occupation, the study group itself was an interesting population for studying work-related identity. Combining the qualitative and quantitative methods enabled evaluation of the results against the professional changes shaping the sector, which can have an impact on building the work-related identity of its employees.

  9. Job Satisfaction Levels of Employees in Hotel Establisments: A Research on Employees in Resort and City Hotel Establishments

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    Elbeyi Pelit

    2010-03-01

    Full Text Available No matter in which sector they function, the job satisfaction of the employees at desired level has the utmost importance for the employees’ performance and organizational efficiency. In this respect, applications and studies related to defining job satisfaction and the factors affecting job satisfaction also have importance for establishments to provide data sources to perfrom their functions in the long term. For this reason, establishments should revise their employees’ job satisfaction levels at times. Especially the issue is much more significant for labour-intensive hotel establishments. In this context, to determine the job satisfaction levels of the city and resort employees in hotel establishments ,this research is carried on 1854 employees employed at 114 five-star hotels in city and resort areas of Turkey using “Minnesota Job Satisfaction Scale” to collect data. It is concluded that the employees whose job satisfaction is measured by questionnaires are not satisfied with such issues as the wage, making their own decisions, company policies and promotion opportunities. In the further analyses performed (independent-samples t test and ANOVA, it is found out that the job satisfaction level of the employees working in resort hotel establishments is higher than the employees working in the ciy hotel establishments. In addition this, it is found out that there are some differences between the job satisfaction level and education level of the employees.

  10. [Level of job satisfaction among employees working at healthcare facilities in Nisava and Toplica district].

    Science.gov (United States)

    Marković, Roberta Teofilo; Ilić, Marina Deljanin; Milosević, Zoran; Vasić, Milena; Bogdanović, Dragan; Sagrić, Cedomir

    2013-01-01

    The product of health system and its employees is health service whose quality is related to the satisfaction and motivation of people working in health system. The objective of this study was to assess and compare satisfaction with different aspects of work among different categories of employees in healthcare facilities on primary, secondary and tertiary level of health care in Nisava and Toplica districts. The study was conducted as a one-day study in 15 healthcare facilities on primary level, in two public hospitals and 27 clinics of Clinical Centre of Nis, using anonymous questionnaire. Out of 3,892 employees, who took part in this study, 2,227 were from primary and 1,665 were from secondary and tertiary level. All employees on primary level are more satisfied with the majority of aspects of job comparing with employees on secondary and tertiary level of health care. Administrative staff is in general more satisfied with all aspects of job comparing with other categories of employees. All employees on secondary and tertiary level are more physically and psychically exhausted than employees on primary level of health care. Health workers on secondary and tertiary level are most psychically exhausted. There is a difference in satisfaction with different aspects ofjob in different categories of employees, and on different levels of health, in healthcare facilities in Nisava and Toplica districts. Employees of healthcare facilities on primary level of health care are in general more satisfied than employees on se-condary and tertiary level of health care.

  11. Student Affairs New Professionals Employee Orientation Programs' Relationship with Organizational Socialization

    Science.gov (United States)

    Cotner-Klingler, Amy L.

    2013-01-01

    This quantitative study explored self-reported orientation and organizational socialization experiences of new student affairs professionals through a survey instrument constructed by the researcher and administered online. Individuals who identified themselves as entry level professionals through membership of the American College Personnel…

  12. The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance

    National Research Council Canada - National Science Library

    Backeberg, Pamela

    2001-01-01

    .... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...

  13. Organisational identity and alcohol use among young employees: a case study of a professional services firm.

    Science.gov (United States)

    Walker, Benjamin; Bridgman, Todd

    2013-11-01

    Cultural influences on young people's drinking have been the focus of much research and policy practice. Young people's drinking is influenced by a range of institutions, including the workplace, yet this has received comparatively little attention by researchers and policymakers. This study examines the workplace influences on young people's drinking through the conceptual lens of organisational identification. Data was collected through 16 semi-structured interviews with mainly young employees of a professional services firm in New Zealand. The interviews were coded and analysed thematically, generating five themes of alcohol use at work. Alcohol was used in a number of ways by the respondents in relation to their work, from acting as a means of relieving stress or anxiety induced by work, to providing a means for bonding with work colleagues. Their work also impacted on their alcohol use in more 'positive' ways (e.g. respondents limiting their intake to prevent damage to their career prospects). The study highlights how processes of organisational identification both encourage and inhibit alcohol use. The consumption of alcohol at work provides young professionals with a medium to engage in a variety of organisational identification processes. An understanding of these processes can assist policymakers in focusing on the workplace, an area largely ignored to date, as a target for their campaigns aimed at reducing the harmful effects of young people's heavy alcohol use. Copyright © 2013 Elsevier B.V. All rights reserved.

  14. Who Wants to Be an Intrapreneur? Relations between Employees' Entrepreneurial, Professional, and Leadership Career Motivations and Intrapreneurial Motivation in Organizations.

    Science.gov (United States)

    Chan, Kim-Yin; Ho, Moon-Ho R; Kennedy, Jeffrey C; Uy, Marilyn A; Kang, Bianca N Y; Chernyshenko, Olexander S; Yu, Kang Yang T

    2017-01-01

    This paper reports an empirical study conducted to examine the relationship between employees' Entrepreneurial, Professional, and Leadership (EPL) career motivations and their intrapreneurial motivation. Using data collected from 425 working adults in the research/innovation and healthcare settings, we develop a self-report measure of employee intrapreneurial motivation. We also adapt an existing self-report measure of E, P, and L career motivations (previously developed and used with university students) for use with working adult organizational employees. Confirmatory factor analysis indicate that E, P, and L motivations and intrapreneurial motivation can be measured independently and reliably, while regression analyses show that the employees' E, P, and L motivations all contribute to explaining variance in their intrapreneurial motivation. Individuals with high E, P, and L motivational profiles are also found to have the highest intrapreneurial motivation scores, while those low on E, P, and L motivations have the least intrapreneurial motivation. Our findings suggest that the potential for intrapreneurship is not unique to only entrepreneurial employees. Instead, one can find intrapreneurs among employees with strong leadership and professional motivations as well. We discuss the findings in the context of generating more research to address the challenges of talent management in the 21st century knowledge economies where there is greater career mobility and boundarylessness in the workforce.

  15. Firm-level innovation activity, employee turnover and HRM practices

    DEFF Research Database (Denmark)

    Eriksson, Tor; Qin, Zhihua; Wang, Wenjing

    2014-01-01

    This paper examines the relationship between employee turnover, HRM practices and innovation in Chinese firms in five high technology sectors. We estimate hurdle negative binomial models for count data on survey data allowing for analyses of the extensive as well as intensive margins of firms...

  16. What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

    NARCIS (Netherlands)

    Dekkers-Sánchez, Patricia M.; Wind, Haije; Sluiter, Judith K.; Hw Frings-Dresen, Monigue H. W.

    2011-01-01

    The aim of this study was to (i) explore promoting factors for sustained return to work (RTW), according to vocational rehabilitation professionals (VRP) that are amenable to change for employees who have been on sick leave >18 months and (ii) gain insight into crucial aspects of interventions.

  17. Understanding changes in employees' identification and professional identity : the case of teachers in higher vocational education in the Netherlands

    NARCIS (Netherlands)

    Max Aangenendt

    2015-01-01

    The central aim of this dissertation is to increase our understanding of changes in identifications and in the professional identity of employees, by investigating the prominent foci of identification, their mix in higher-order social identities and the personal and organisational factors (HRM and

  18. Understanding changes in employees' identification and professional identity: the case of teachers in higher vocational education in the Netherlands

    NARCIS (Netherlands)

    Aangenendt, M.T.A.

    2015-01-01

    The central aim of this dissertation is to increase our understanding of changes in identifications and in the professional identity of employees by investigating the prominent foci of identification, their mix in higher-order social identities and the personal and organisational factors (HRM and

  19. Comparative Analysis of Legislative Provision of Adult Education in the USA and Canada (Case Study: Professional Development of Tourism Employees)

    Science.gov (United States)

    Babushko, Svitlana

    2014-01-01

    Today Ukraine is in the process of establishing an integral base for adult education and the system of employees' professional development. Hence, the research of the experience of the countries with a fixed, ramified, but integral system of normative and juridical documents in the above-mentioned fields can be of great use. Addressing to the USA…

  20. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    OpenAIRE

    Hashim Fadzil Ariffin; Norbani Che Ha

    2015-01-01

    The purpose of this study is to investigate the Organizational Commitment (OC) among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed ...

  1. 48 CFR 52.222-46 - Evaluation of Compensation for Professional Employees.

    Science.gov (United States)

    2010-10-01

    ... understanding of the contract requirements. This evaluation will include an assessment of the offeror's ability... ranges must take into account differences in skills, the complexity of various disciplines, and professional job difficulty. Additionally, proposals envisioning compensation levels lower than those of...

  2. An action research proposal to enhance the ideation practices among shopfloor level employees

    DEFF Research Database (Denmark)

    Paalanen, Anne; Bergenholtz, Carsten

    The shopfloor level employees' roles as innovators is acknowledged in the literature of innovation management. However, the innovative interaction of shopfloor employees are seen to be attached solely to one's nearest working environment. The empirical contributions concerning the managing of int...

  3. Employee voice and work engagement : Macro, meso, and micro-level drivers of convergence?

    NARCIS (Netherlands)

    Kwon, Bora; Farndale, E.; Park, Jong Gyu

    2016-01-01

    Direct forms of individual employee voice are potentially important yet underexplored antecedents of work engagement. Based largely in job demands-resources theorizing, we develop a conceptual multi-level framework that explores how individual employee perceptions of voice practices affect their

  4. Correlates of professional burnout in a sample of employees of cell and tissue banks in Poland.

    Science.gov (United States)

    Kamiński, Artur; Rozenek, Hanna; Banasiewicz, Jolanta; Wójtowicz, Stanisław; Błoński, Artur; Owczarek, Krzysztof

    2018-02-03

    Job Demands-Resources model proposes that the development of burnout follows excessive job demands and lack of job resources. Job demands are predictive of feeling of exhaustion, and lack of job resources-disengagement from work. This pilot study investigated professional burnout and its correlates in employees of Polish cell and tissue banks, many of whom were involved in procurement and processing of tissues from deceased donors, as it was hypothesized that job burnout in this population might influence the effectiveness of cell and tissue transplantation network in our country. This study utilized the Polish version of the Oldenburg Burnout Inventory (OLBI), which measures the two dimensions of burnout (exhaustion and disengagement), and the Psychosocial Working Conditions Questionnaire (PWC), a Polish instrument used for monitoring psychosocial stress at work. The study sample consisted of 31 participants. Their average time of working in a cell and tissue bank was 13.20 years. Majority of the PWC scales and subscales scores fell in the Average range, and the OLBI results for the Disengagement and the Exhaustion scales were in the Average range. A number of correlations between the Exhaustion or Disengagement and the PWC scales and subscales were detected, majority of which fell in the Moderate range. In spite of the limited number of participants, the results of this pilot study are consistent with the burnout literature reports. Among the detected correlates of professional burnout, it is job-related support which seems to be the most important factor which may influence the efficacy of transplantation network in Poland.

  5. [The concept of "psychological risk" in the professional activity of employees of fly-in fly-out method of labor organization on the example of oil and gas companies in the Far North].

    Science.gov (United States)

    Korneeva, Ia A; Simonova, N N; Degteva, G N

    2013-01-01

    Professional work in shift team in the Far North contributes to the formation of unfavorable functional states and the development of destructive personality traits of employees, which lead to a decrease in the level of mental health, productivity and work efficiency With the aim to predict the professional efficiency of the rotational personnel it is necessary to determine the probability of negative psychological states, properties and qualities that will prevent its implementation, i.e, the psychological risks in professional activities. Psychological risk in the professional activity is the probability of occurrence of a professional personal destructions and the formation of unfavorable functional states of employees when performing job functions due to the prolonged negative impact of social-household and occupational factors in the lack of personal and environmental resource.

  6. A STUDY ON THE DETERMINATION OF WORK ENGAGEMENT LEVELS OF HEALTH EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Özlem Özer

    2016-01-01

    Full Text Available The aim of this study is to determine work engagement levels of health employees and to reveal whether the individual and demographic features of the employees have an effect on the level of work engagement or not. The population of study included all employees in Aydin Atatürk State Hospital. The sample is selected in the study, tried to reach the whole universe and a total of 414 usable responses were obtained. According to result of this study, there are statistically significant differences between employees’ evaluations related to work engagement level by level of education, occupational status and gender whereas total work years, age and marital status do not create a difference in terms of work engagement levels of employees.

  7. Teacher Perceptions of Levels of Professional Contribution to the School

    Science.gov (United States)

    Roby, Douglas E.

    2009-01-01

    Teachers enrolled in graduate level coursework at Wright State University, in Dayton, Ohio were surveyed as to their perception of the extent of faculty involvement and professional contribution in their school. Teachers and educators that were administrators were the focus of the study. Professional contribution levels were defined for the…

  8. [The relationship between emotional labor and professional burnout: A comparative analysis between work of teachers and employees of commercial service sector].

    Science.gov (United States)

    Springer, Agnieszka; Oleksa, Karolina

    2017-07-26

    Nowadays more and more employees are required to perform emotional labor (EL) which means that they need to express emotions set by the organizational procedures, simultaneously masking the true feelings. Employees, while performing emotional labor, choose between one of the two strategies (surface acting or deep acting) and this leads to e.g., burnout. As the performance of emotional labor and its consequences depend on the specification of work and chosen strategy, it was assumed that the consequences of EL may be different for workers in various occupations. The authors performed a comparative analysis between teachers (N = 129) and professionals of commercial service sector (N = 136). In the analysis the Polish adaptation of deep acting and surface acting scale (DASAS) and the Polish version of OLBI (Oldenburg Burnout Inventory) were used. The statistical verification of hypotheses showed that employees of commercial service sector show a greater tendency toward choosing surface acting than teachers. Furthermore, in the group of teachers negative consequences are more related to emotional exhaustion, while both components of burnout are at the same level among employees of the other group. In both groups of respondents surface acting leads to the increase in burnout. Emotional labor can lead to a variety of negative consequences, e.g., burnout or psychosomatic diseases. Based on this knowledge, organizations can develop standards for the expression of emotions and preventive actions, such as identification with organization, which can counteract the negative EL consequences. Med Pr 2017;68(5):605-615.

  9. Strategies for Employee Learning in Professional Service Firms: A Study of Community Pharmacies in Australia

    Science.gov (United States)

    Kotey, Bernice; Saini, Bandana; While, Lesley

    2011-01-01

    The study investigated employee learning strategies in community pharmacies in Australia and the factors that explain differences among pharmacies in the strategies employed. A qualitative methodology was applied, involving semi-structured interviews with owners, managers, or senior employees of 12 pharmacies. The findings revealed learning…

  10. Does Group-Level Commitment Predict Employee Well-Being?

    DEFF Research Database (Denmark)

    Clausen, Thomas; Christensen, Karl Bang; Nielsen, Karina

    2015-01-01

    -level psychological well-being, self-reported sickness absence, and sleep disturbances (T2). The association between group-level AOC (T1) and psychological well-being (T2) was fully mediated by individual-level AOC (T1), and the associations between group-level AOC (T1) and self-reported sickness absence and sleep......OBJECTIVE: To investigate the links between group-level affective organizational commitment (AOC) and individual-level psychological well-being, self-reported sickness absence, and sleep disturbances. METHODS: A total of 5085 care workers from 301 workgroups in the Danish eldercare services...

  11. Examining the Relationships between the Level of Schools for Being Professional Learning Communities and Teacher Professionalism

    Science.gov (United States)

    Cansoy, Ramazan; Parlar, Hanifi

    2017-01-01

    The objective of this study is to examine the relationships between the levels of schools for being professional learning communities and teacher professionalism based on teachers' perceptions. The participants were a total of 543 teachers working at elementary, middle and high schools in the Eyüp District of Istanbul. The data were gathered…

  12. Measuring and optimizing the level of employee engagement and internal service quality. Case: travel agency.

    OpenAIRE

    Guscina, Olga

    2015-01-01

    In an increasingly competitive world internal customers of organizations became crucial for success. Yet still many companies fail to perform the expected level due to the low commitment of their own employees. Various researches show that many companies worldwide are facing talent shortages and suffer from a serious engagement deficit. The biggest challenges occur in unleashing the power and potential of own people. The objective of this thesis is to investigate the topic of employee en...

  13. Examining of relation between emotional intelligence levels and professional burnout levels of Physical Education Teachers

    Directory of Open Access Journals (Sweden)

    Gamze ADİLOĞULLARI

    2015-03-01

    Full Text Available Aim: In this study, it is aimed to examining the relation between emotional intelligence levels and professional burnout levels of physical education teachers. Material and Methods: Population of the study consists of staff of the Ministry of Education who works at the central district in Mugla and its sample consists of 269 volunteer physical education teachers. The original of this scale is the scale consisting of 12 items which was developed from the 33 item work of Schutte et al., (2006. Answers were graded in terms of 5 point likert. Reliability (Cronbach Alpha=0.82-0.86 of this scale was found high in the research of Chan. Aslan and Ozata (2008 have applied the same scale on health employees and it was found that the questionnaire which was set up in total of 4 dimensions in Chan’s (2004-2006 work was perceived under four dimensions and 12 items as it was in its original as an outcome of the factor analysis. 22 item Maslach Burnout Inventory-MBI, which was developed by Maslach and Jackson (1981, shall be used to evaluate the burnout levels of the participants. Turkish adaptation of MBI was prepared by Ergin (1992 and the validity and reliability work of the scale in teacher sample was first made by Girgin (1995 and Sucuoglu and Kuloglu (1996 separately. Answers were graded in terms of 5 point likert. The statistical applications of the work were carried out in SPSS.15.00 program and percent frequency and t-test for groups of two and One-Way Anova test, correlation (r statistics to compare the groups of more than two were applied. Results: According to analysis results, it is observed that the emotional intelligence levels and profession burnout levels of physical education teachers not significantly vary depending on age, gender, marital status and years of professional experience variable. A negative relation was discovered between emotional intelligence levels and burnout levels of physical education teachers (p<0.01, r=-0

  14. The influence of human resource allocation process on the employee satisfaction level : Quality research ALLEGION - an International Manufacturing plant.

    OpenAIRE

    Picos Pazos, Claudia Maria; Ordoñez Loredo, Emiliano

    2016-01-01

    The aim of this thesis is to study the influence that the human resource allocation process carried out at ALLEGION has over the employee satisfaction level of its employees. ALLEGION is an international manufacturing project-oriented company based in Ensenada, Baja California, Mexico, which operates with over 8,500 employees. Up until the development of this thesis, ALLEGION had never contemplated the job satisfaction level of its employees as a result of the human resource allocation proces...

  15. ACHIEVEMENT OF THE HIGHEST LEVEL OF SAFETY AND HEALTH AT WORK AND THE SATISFACTION OF EMPLOYEES IN THE TEXTILE INDUSTRY

    Directory of Open Access Journals (Sweden)

    Snezana Urosevic

    2016-12-01

    Full Text Available Safety and health at work involves the exercise of such working conditions that take certain measures and activities in order to protect the life and health of employees. The interest of society, of all stakeholders and every individual is to achieve the highest level of safety and health at work, to unwanted consequences such as injuries, occupational diseases and diseases related to work are reduced to a minimum, and to create the conditions work in which employees have a sense of satisfaction in the performance of their professional duties. Textile industry is a sector with higher risk, because the plants of textile industry prevailing unfavorable microclimate conditions: high air temperature and high humidity, and often insufficient illumination of rooms and increased noise. The whole line of production in the textile industry, there is a risk of injury, the most common with mechanical force, or gaining burns from heat or chemicals. All of these factors are present in the process of production and processing of textiles and the same may affect the incidence of occupational diseases of workers, absenteeism, reduction of their working capacity and productivity. With the progress of the textile industry production increases in the number of hazardous and harmful substances that may pose a potential danger to the employee in this branch of the economy as well as the harmful impact on the environment. Therefore, it is important to give special attention to these problems.

  16. Employee effort - reward balance and first-level manager transformational leadership within elderly care.

    Science.gov (United States)

    Keisu, Britt-Inger; Öhman, Ann; Enberg, Birgit

    2018-03-01

    Negative aspects, staff dissatisfaction and problems related to internal organisational factors of working in elderly care are well-known and documented. Much less is known about positive aspects of working in elderly care, and therefore, this study focuses on such positive factors in Swedish elderly care. We combined two theoretical models, the effort-reward imbalance model and the Transformational Leadership Style model. The aim was to estimate the potential associations between employee-perceived transformational leadership style of their managers, and employees' ratings of effort and reward within elderly care work. The article is based on questionnaires distributed at on-site visits to registered nurses, occupational therapists, physiotherapists (high-level education) and assistant nurses (low-level education) in nine Swedish elderly care facilities. In order to grasp the positive factors of work in elderly care, we focused on balance at work, rather than imbalance. We found a significant association between employees' effort-reward balance at work and a transformational leadership style among managers. An association was also found between employees' level of education and their assessments of the first-level managers. We conclude that the first-level manager is an important actor for achieving a good workplace within elderly care, since she/he influences employees' psychosocial working environment. We also conclude that there are differences and inequalities, in terms of well-being, effort and reward at the work place, between those with academic training and those without, in that the former group to a higher degree evaluated their first-level manager to perform a transformational leadership style, which in turn is beneficial for their psychosocial work environment. Consequently, this (re)-produce inequalities in terms of well-being, effort and reward among the employees at the work place. © 2017 Nordic College of Caring Science.

  17. Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health

    OpenAIRE

    Karanika-Murray, Maria; Bartholomew, Kimberley J.; Williams, Glenn A.; Cox, Tom

    2015-01-01

    Leader-Member Exchange (LMX) theory suggests that the quality of the leader–employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced ...

  18. The drivers of career success of the job-hopping professional in the new networked economy : The challenges of being an entrepreneur and an employee

    NARCIS (Netherlands)

    van den Born, J.A.

    2009-01-01

    In Western economies the number of independent professionals (a.k.a. freelancers) is on the rise. The independent professional is a relatively new phenomenon that does not fit the traditional industrial era distinction between entrepreneurs and employees. In some aspects these independent

  19. Prevalence of stress level among Bank employees in urban Puducherry, India.

    Science.gov (United States)

    Kumar, S Ganesh; Sundaram, N Deivanai

    2014-01-01

    Stress is an important health area of concern among bank employees. The study aims to assess the stress level and its associated factors among bank employees. A cross-sectional study was conducted among 192 bank employees in urban Puducherry, India. Stress level was assessed by Cohen's Perceived Stress scale and classified into low (0-11), average (12-15), high (16-20), and very high (21 and above) based on the stress scores. Collected data were analyzed by using univariate analysis. Majority of them had high and very high level of stress (75.5%, confidence interval: 69.4-81.6%). The variables that include age group, sex, category of work, smoking and alcohol use were not found to be significantly associated with the stress level (P > 0.05). With respect to question items, handling personal problems and things were going their way were answered as fairly often and very often by the majority of the subjects. Stress level among bank employees is high, which necessitates intervention measures for this vulnerable group.

  20. The impact of employee level and work stress on mental health and GP service use: an analysis of a sample of Australian government employees

    Directory of Open Access Journals (Sweden)

    Strazdins Lyndall

    2004-09-01

    Full Text Available Abstract Background This study sought to identify the extent to which employee level and work stressors were associated with mental health problems experienced by Australian government employees, and with their use of primary care services. Methods 806 government employees aged between 40 and 44 years were surveyed as part of an epidemiological study conducted in Australia. Data collected from participants included sociodemographic attributes, physical health, psychological measures and work stressors relating to job control, job demands, job security and skills discretion at work. For 88% of these participants, information on visits made to general practitioners (GPs for the six months before and after their survey interview was obtained from health insurance records. Results When work stress and personal factors were taken into account, men at more junior levels reported better mental health, more positive affect and used fewer GP services. Women at middle-management levels obtained less GP care than their more senior counterparts. Both men and women who reported higher levels of work stress were found to have poorer mental health and well-being. The impact of such stressors on GP service use, however, differed for men and women. Conclusion Measures of work stress and not employee level affect the mental health and well-being of government employees. For governments with responsibility for funding health care services, reducing work stress experienced by their own employees offers potential benefits by improving the health of their workforce and reducing outlays for such services.

  1. The relationship between emotional labor and professional burnout: A comparative analysis between work of teachers and employees of commercial service sector

    Directory of Open Access Journals (Sweden)

    Agnieszka Springer

    2017-10-01

    Full Text Available Background: Nowadays more and more employees are required to perform emotional labor (EL which means that they need to express emotions set by the organizational procedures, simultaneously masking the true feelings. Employees, while performing emotional labor, choose between one of the two strategies (surface acting or deep acting and this leads to e.g., burnout. As the performance of emotional labor and its consequences depend on the specification of work and chosen strategy, it was assumed that the consequences of EL may be different for workers in various occupations. Material and Methods: The authors performed a comparative analysis between teachers (N = 129 and professionals of commercial service sector (N = 136. In the analysis the Polish adaptation of deep acting and surface acting scale (DASAS and the Polish version of OLBI (Oldenburg Burnout Inventory were used. Results: The statistical verification of hypotheses showed that employees of commercial service sector show a greater tendency toward choosing surface acting than teachers. Furthermore, in the group of teachers negative consequences are more related to emotional exhaustion, while both components of burnout are at the same level among employees of the other group. In both groups of respondents surface acting leads to the increase in burnout. Conclusions: Emotional labor can lead to a variety of negative consequences, e.g., burnout or psychosomatic diseases. Based on this knowledge, organizations can develop standards for the expression of emotions and preventive actions, such as identification with organization, which can counteract the negative EL consequences. Med Pr 2017;68(5:605–615

  2. The strategic importance of motivational rewards for lower-level employees in the manufacturing and retailing industries

    Directory of Open Access Journals (Sweden)

    CA Arnolds

    2007-03-01

    Full Text Available One of the biggest challenges that managers face in executing business strategies to achieve competitive advantage, is the employment of motivational techniques that build wholehearted commitment to operating excellence. Much confusion however still exists on the question of which rewards really motivate employees. This study investigates which rewards motivate lower-level employees (N = 367 in both manufacturing and clothing retail firms. The results show that the most important individual motivational reward for blue-collar employees is paid holidays and for frontline employees, retirement plans. The most important motivational reward category for both blue-collar and frontline employees is fringe benefits (paid holidays, sick leave and housing loans.

  3. Generational differences on work engagement levels of government healthcare institution employees

    Directory of Open Access Journals (Sweden)

    Veronica Hlongwane

    2015-04-01

    Full Text Available The objective of this study was to explore generational differences on work engagement levels of employees in a South African government healthcare institution. The Ultrech Work Engagement Scale measured the participants’ levels of work engagement and it was administered to a random sample size of government healthcare institution employees (n=289. Statistical analyses of the data were conducted and the results of ANOVA indicated that the levels of work engagement significantly differ depending on the employees’ generational cohort or group for the dimensions vigour, dedication and absorption. In terms of contributions and practical implications, recommendations are made regarding proposed organisational development interventions to enhance employees’ work engagement levels in a healthcare institution context as well as to conduct future research.

  4. THE EFFECT OF SOCIAL CAPITAL LEVEL OF ACCOMMODATION SERVICES EMPLOYEES ON JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    Lokman TOPRAK

    2015-07-01

    Full Text Available The aim of this research is to reveal the social capital level of employees in accommodation services, to measure job satisfaction by a Job Satisfaction Survey and to find out the relationship between social capital and job satisfaction. The sample of the research is 210 workers who work in 2, 3, 4 and 5 star hotels in Mardin and Batman and who are chosen with random sampling. For this aim in this research a scale prepared for researchers with 55 articles named “social capital levels in hotel managements” and again a scale to measure the job satisfaction of employees in accommodation services with 36 questions are used. The scale with 55 articles mentioned above is composed of five sections with titles of; organizational commitment, communication-social interaction, collaboration-social networks and participation, confidence, tolerance towards differences and sharing the norms. At the end of the research it has been found out that there is a positive relation between job satisfaction and social capital except for the aspects of tolerance towards differences and sharing the norms. It has been confirmed that tolerance towards differences and sharing the norms has a slightly negative relationship with job satisfaction. Those results show that to increase the job satisfaction of employees and accordingly to increase their efficiency and to ensure the continuance of the business they should take measures to increase social capital of employees.

  5. 76 FR 80268 - Pay for Senior-Level and Scientific or Professional Positions

    Science.gov (United States)

    2011-12-23

    ... employee is under a certified performance appraisal system, the rate payable for level II of the Executive... agency obtains the certification under 5 U.S.C. 5307(d) of its performance appraisal system for employees... employees. Rules for the New Pay System Congress first provided for certification of performance appraisal...

  6. Examining the Satisfaction Levels of Continual Professional Development Provided by a Rural Accounting Professional Body

    Science.gov (United States)

    Halabi, Abdel K.

    2014-01-01

    The Society for the Provision of Education in Rural Australia (SPERA) recognises education as a lifelong process, and there is a need for continuing education and training to be available to rural communities. This paper examines the satisfaction levels of accounting continual professional development (CPD) when provided by a rural accounting…

  7. Effect of exhaust emissions on carbon monoxide levels in employees working at indoor car wash facilities.

    Science.gov (United States)

    Topacoglu, H; Katsakoglou, S; Ipekci, A

    2014-01-01

    Exhaust emissions from motor vehicles threaten the environment and human health. Carbon monoxide (CO) poisoning, especially the use of exhaust gas CO in suicidal attempts is well known in the literature. Recently, indoor car wash facilities established in large shopping malls with closed parking, lots is a new risk area that exposes car wash employees to prolonged periods of high level CO emissions from cars. The aim of this study was to investigate how carboxyhemoglobin (COHb) blood levels of employees get affected in confined areas with relatively poor air circulation. Twenty male volunteers working in indoor parking car wash facilities were included in the study. Participants were informed about the aim of this study and their consent was obtained. Their pulse COHb levels were measured twice, at the beginning and at the end of the working day using Rad-57 pulse CO-oximeter device, allowing non-invasive measurement of COHb blood levels to compare the changes in their COHb levels before and after work. The mean age of the male volunteers was 29.8 ± 11.9 (range 18-55). While the mean COHb levels measured at the start of the working day was 2.1 ± 2.0 (range 0-9), it was increased to 5.2 ± 3.3 (range 1-15) at the end of work shift (Wilcoxon test, p car wash facility employees is directly impacted and gets elevated by motor vechile exhaust emissions. For the health of the employees at indoor parking car wash facilities, stricter precautions are needed and the government should not give permit to such operations.

  8. Effect of exhaust emissions on carbon monoxide levels in employees working at indoor car wash facilities

    OpenAIRE

    Topacoglu, H; Katsakoglou, S; Ipekci, A

    2014-01-01

    Background: Exhaust emissions from motor vehicles threaten the environment and human health. Carbon monoxide (CO) poisoning, especially the use of exhaust gas CO in suicidal attempts is well known in the literature. Recently, indoor car wash facilities established in large shopping malls with closed parking, lots is a new risk area that exposes car wash employees to prolonged periods of high level CO emissions from cars. The aim of this study was to investigate how carboxyhemoglobin (COHb) bl...

  9. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    Directory of Open Access Journals (Sweden)

    Hashim Fadzil Ariffin

    2015-04-01

    Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.

  10. Heart Rate Variability Discriminates Competitive Levels in Professional Soccer Players.

    Science.gov (United States)

    Proietti, Riccardo; di Fronso, Selenia; Pereira, Lucas A; Bortoli, Laura; Robazza, Claudio; Nakamura, Fabio Y; Bertollo, Maurizio

    2017-06-01

    Heart rate variability (HRV) has been increasingly used to monitor team sports athletes. Besides the traditional time domain indices (i.e., the SD of successive RR intervals [SDNN] and the root mean square difference of successive normal RR intervals [RMSSD]), recently the use of the stress score (SS), which is an inverse function of the SD2 index derived from the Poincaré plot, and the sympathetic/parasympathetic ratio (S/PS) to monitor soccer players has been proposed. However, the reliability of these new indices and the ability of HRV to differentiate between soccer competitive levels are unknown. The aim of this study was to analyze the reliability of the different HRV-derived indices in professional soccer players during the competitive period and to compare HRV of professional soccer players from 3 teams of distinct competitive levels (i.e., Italian Second Division [2D], European League [EL], and Champions League [CL]). Fifty-four male professional soccer players from 3 different teams of 2 European countries (Italy and Germany) participated in the study. The intraclass correlation coefficient values of the HRV indices varied from 0.78 (very large) to 0.90 (near perfect). The coefficient of variation (CV) values for RMSSD and SDNN were all soccer players and is able to differentiate between international- and national-level players.

  11. Multi-level, cross-sectional study of workplace social capital and smoking among Japanese employees.

    Science.gov (United States)

    Suzuki, Etsuji; Fujiwara, Takeo; Takao, Soshi; Subramanian, S V; Yamamoto, Eiji; Kawachi, Ichiro

    2010-08-17

    Social capital is hypothesized to be relevant to health promotion, and the association between community social capital and cigarette smoking has been examined. Individual-level social capital has been found to be associated with smoking cessation, but evidence remains sparse on the contextual effect of social capital and smoking. Further, evidence remains sparse on the association between smoking and social capital in the workplace, where people are spending an increasing portion of their daily lives. We examined the association between workplace social capital and smoking status among Japanese private sector employees. We employed a two-stage stratified random sampling procedure. Of the total of 1,800 subjects in 60 companies, 1,171 (men/women; 834/337) employees (65.1%) were identified from 46 companies in Okayama in 2007. Workplace social capital was assessed in two dimensions; trust and reciprocity. Company-level social capital was based on inquiring about employee perceptions of trust and reciprocity among co-workers, and then aggregating their responses in order to calculate the proportion of workers reporting mistrust and lack of reciprocity. Multilevel logistic regression analysis was conducted using Markov Chain Monte Carlo methods to explore whether individual- and company-level social capital was associated with smoking. Odds ratios (ORs) and 95% credible intervals (CIs) for current smoking were obtained. Overall, 33.3% of the subjects smoked currently. There was no relationship between individual-level mistrust of others and smoking status. By contrast, one-standard deviation change in company-level mistrust was associated with higher odds of smoking (OR: 1.25, 95% CI: 1.06-1.46) even after controlling for individual-level mistrust, sex, age, occupation, educational attainment, alcohol use, physical activity, body mass index, and chronic diseases. No clear associations were found between lack of reciprocity and smoking both at the individual- and

  12. Program to prepare school level supervisors for professional pedagogical guidance.

    Directory of Open Access Journals (Sweden)

    Isdarey Hernández González

    2014-09-01

    Full Text Available Doing an appropriate professional pedagogical guidance becomes a social problem of top priority, due to the fact that when students get to Ninth Grade they face, for the first time, the chance to select a school to continue his studies. However, there are barriers around this social task; like the lack of schools staff preparation and particularly that of the school level supervisors who should lead the School Grade Boards, among its functions are to plan actions for labour and vocational development and also for the professional pedagogical guidance. This article is a result of a research activity carried out by the author who is a Ph. D. Candidate on Pedagogical Sciences. This investigation has as an objective to propose a developmental program to increase the school level supervisors preparation on the professional pedagogical guidance in Junior High School. This program is conceived as a system and starts with an upgrade course, goes on with workshops and ends with a training course. Its main axis is the research method acquisition. This program was carried out through pedagogical practice and showed its efficiency.

  13. Interviews as a Selection Tool for Entry-Level Hospitality Employees.

    Science.gov (United States)

    Martin, Lynda

    2002-01-01

    Responses from human resource professionals in restaurants (n=85) and hotels (n=118) identified critical entry-level job behaviors that might be used in developing behavior-based interviews. The large variety of responses and lack of agreement suggest that clear identification of these behaviors may be an area of weakness in the hospitality…

  14. Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health.

    Science.gov (United States)

    Karanika-Murray, Maria; Bartholomew, Kimberley J; Williams, Glenn A; Cox, Tom

    2015-01-02

    Leader-Member Exchange (LMX) theory suggests that the quality of the leader-employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed.

  15. Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health

    Science.gov (United States)

    Karanika-Murray, Maria; Bartholomew, Kimberley J.; Williams, Glenn A.; Cox, Tom

    2015-01-01

    Leader-Member Exchange (LMX) theory suggests that the quality of the leader–employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed. PMID:25999635

  16. Employee evaluation

    OpenAIRE

    Krausová, Petra

    2008-01-01

    The employee performance evaluation is one of the key activities in the current human resources management. It assists organization with valuable information, reports regarding work performance and a level of employee capability. Through such evaluation, the employees receive a feedback about their level of performance. This feedback helps to uncover their strength and areas of improvement as well perception by the organization about their efforts to meet the company goals. Therefore the work...

  17. he Impact of Burnout Level of Employees on Intention to L eave: A Research on the Hotels in Hatay

    Directory of Open Access Journals (Sweden)

    Zeynep Aslan

    2015-09-01

    Full Text Available The purpose of this study is to determine the impact of burnout level of employees on intention to leavein three, four, five-star and boutique hotels in Hatay. The scales developed previously were used to measure the independent variable; emotional exhaustion, personal accomplishment, depersonalization and the dependent variable; intentiontoleave. In this study, judgmental sampling method was used and the employees in three, four, five star and boutique hotels in Hatay were included in the field research. The result of this studying dedicated that employees had lower levels of burnout. The results also showed that sub-dimensions of burnout, emotional exhaustion, depersonalization and personal accomplishment significantly associated with intentionto leave. The results also showed that intention to leave increased when emotional exhaustion and depersonalization increased, but reduced when personal accomplishment increased. Consequently, this study pointed out that the burnout level of employees had an effect on intention to leave

  18. The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees

    Directory of Open Access Journals (Sweden)

    E. N. Marais

    1996-06-01

    Full Text Available The field study reported here examined the effects of organisational restructuring on employees' job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased. Opsomming Die navorsing wat hier gerapporteer word/ het die effek van organisatoriese herstrukturering op werknemers se werkstevredenheid, loopbaanaspirasies en spanningsvlakke ondersoek. Onmiddellik nadat herstrukturering in die organisasie plaasgcvind het, is die werknemers wat deur die herstrukturering geraak is, getoets om vas te stel of herstrukturering 'n impak op die drie veranderlikes sou hê. Agt maande later is hul werkstevredenheid, loopbaanaspirasies en spanningsvlakke weer gemeet. Daar is gevind dat die werknemers se reaksie op organisatoriese herstrukturering onveranderd gebly het. Die resultate het geen steun verleen aan die verwagting dat die tydsverloop van agt maande die effek van organisatoriese herstrukturering sal verminder nie en dat werknemers tot 'n groter mate werkstevredenheid sal ervaar nie. Dit blyk verder dat die tydsverloop ook nie verbeterde loopbaanvooruitsigte tot gevolg gehad het of dat die werknemers se spanningsvlakke verlaag het nie.

  19. The Profile and Empathy Level of Helping Professionals

    Directory of Open Access Journals (Sweden)

    Ma. Lulu L. Loyola

    2016-08-01

    Full Text Available This study looked into the demographic profile and empathy level of helping professionals enrolled at West Visayas State University, College of Education, Graduate School taking up Master of Education (M.Ed. major in Guidance and Counseling and Doctor of Philosophy in Education (Ph.D. in Ed. major in Psychology and Guidance. Results showed that the participants taking graduate education in the field of teacher education, psychology, guidance and counseling were generally female, younger and are actively teaching. Majority were beginners in the Ph.D. program. Except for the category on sex where females had significantly higher empathy level than males, all the participants had an average level of empathy. However, looking at their individual mean scores, it appeared that the older respondents, married, are teaching and are finishing their degrees had higher mean. These results seem to imply that the females, those with more experience, married, in the field of teaching, and have more training had higher levels of empathy.

  20. Towards a Conceptual Model of HR Shared Services: the Employment of Intellectual Capital to Create Value for Employees, Managers and HR Professionals

    OpenAIRE

    Meijerink, Jeroen Gerard; Bondarouk, Tatiana; Looise, Jan C.

    2009-01-01

    Human Resource Shared Services (HRSS) are established to reap the benefits of both centralization and decentralization through bundling intellectual capital and offering HR services that are adapted to the needs of clients and end-users. As a result, HRSS are believed to create value for end-users: employees, managers and HR professionals. However, our understanding of HRSS value creation is limited and therefore, this paper presents a conceptual model that explains value creation of HRSS. Th...

  1. Perceived importance of employees' traits in the service industry.

    Science.gov (United States)

    Lange, Rense; Houran, James

    2009-04-01

    Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee.

  2. University-Level Group Piano Instruction and Professional Musicians

    Science.gov (United States)

    Young, Margaret Mary

    2013-01-01

    Group piano courses for undergraduate music majors have been charged with developing the piano skills used by professional musicians; however, the only information available on the use of piano skills by professional musicians has been limited to one profession: public school music teachers. No one has attempted to identify the piano skills used…

  3. Inverse correlation between level of professional education and rate of handwashing compliance in a teaching hospital.

    Science.gov (United States)

    Duggan, Joan M; Hensley, Sandra; Khuder, Sadik; Papadimos, Thomas J; Jacobs, Lloyd

    2008-06-01

    To evaluate educational level as a contributing factor in handwashing compliance. Observation of hand washing opportunities was performed for approximately 12 weeks before an announced Joint Commission on Accreditation of Healthcare Organizations (JCAHO) visit and for approximately 10 weeks after the visit. Trained observers recorded the date, time, and location of the observation; the type of healthcare worker or hospital employee observed; and the type of hand hygiene opportunity observed. University of Toledo Medical Center, a 319-bed teaching hospital. A total of 2,373 observations were performed. The rate of hand washing compliance among nurses was 91.3% overall. Medical attending physicians had the lowest observed rate of compliance (72.4%; Psurgical intensive care unit was more than 90%, greater than that in other hospital units (P = .001). Statistically, the compliance rate was better during the first part of the week (Monday, Tuesday, and Wednesday) than during the latter part of the week (Thursday and Friday) (P = .002), and the compliance rate was better during the 3 PM-11 PM shift, compared with the 7 AM-3 PM shift (P<.001). When evaluated by logistic regression analysis, non-physician healthcare worker status and observation after the JCAHO accreditation visit were associated with an increased rate of hand hygiene compliance. An inverse correlation existed between the level of professional educational and the rate of compliance. Future research initiatives may need to address the different motivating factors for hand hygiene among nurses and physicians to increase compliance.

  4. Accelerometer-determined physical activity level among government employees in Penang, Malaysia.

    Science.gov (United States)

    Hazizi, A S; Aina, Mardiah B; Mohd, Nasir M T; Zaitun, Y; Hamid, Jan J M; Tabata, I

    2012-04-01

    A cross-sectional study was carried out to investigate accelerometer-determined physical activity level of 233 Malay government employees (104 men, 129 women) working in the Federal Government Building Penang, Malaysia. Body weight, height, waist and hip circumference, body fat percentage and blood pressure were measured for each respondent. All the respondents were asked to wear an accelerometer for 3 days. Body mass index (BMI) and waist-hip ratio (WHR) were calculated using a standard formulas. Fasting blood sample was obtained to determine the lipid profile and glucose levels of the respondents. Based on the accelerometer-determined physical activity level, almost 65% of the respondents were categorised as sedentary. Approximately 50.2% of the respondents were overweight or obese. There were negative but significant relationships between body mass index (BMI) (r = -0.353, p < 0.05), body fat percentage (r = -0.394, p < 0.05), waist circumference (WC) (r = -0.198, p < 0.05) and physical activity level. Sedentary individuals had a higher risk than moderate to active individuals of having a BMI more than or equal to 25 kg/m2 (OR = 2.80, 95% CI 1.55-5.05), an-risk classified WC (OR = 1.79, 95% CI 1.01-3.20), and a body fat percentage classified as unhealthy (OR = 3.01, 95% CI 1.41-6.44). The results of this study suggest that accelerometer-determined physical activity level is a significant factor associated with obesity in this study. The high prevalence of physical inactivity and obesity found among respondents of this study indicate a need for implementing intervention programmes among this population.

  5. Age-job satisfaction relationship for Japanese public school teachers: a comparison of teachers' labor union members and professional and technical employee members of private company labor unions.

    Science.gov (United States)

    Takahara, Ryuji

    2014-01-01

    This study investigated the characteristics of the age-job satisfaction relationship for public school teachers. Past studies examining this relationship have found both linear and non-linear relationships. However, such studies have yet to examine these relationships by comparing job satisfaction of teachers with that of company employees in the same cultural context. In order to investigate the characteristics of Japanese teachers' working environment, we examined how different the age-job satisfaction relationships were between teachers and company employees. We conducted hierarchical polynomial regression analyses with four job satisfaction variables to compare the age-job satisfaction relationships of Japanese public elementary, junior and high school teachers with Japanese professional and technical workers who belonged to their respective labor unions. 1) Among teachers, the effects of age on overall job satisfaction and satisfaction with pay were significantly negative, and the effects of age on satisfaction with human relationships and working hours were not significant. 2) Among company employees, these four kinds of satisfactions had U shaped relationships with age. 3) Compared to company employees, teachers showed higher intrinsic satisfaction and lower extrinsic satisfaction. The age-job satisfaction relationship for teachers decreases with age. This result may be explained by the excessive workload of Japanese teachers, a characteristic of their working environment. Elderly teachers' burnout may be related to this characteristic. It may be necessary for elderly teachers to be supported in order to enhance their job satisfaction, especially extrinsic satisfaction.

  6. The effect of presenteeism-related health conditions on employee work engagement levels: A comparison between groups

    Directory of Open Access Journals (Sweden)

    Leon T. de Beer

    2014-02-01

    Full Text Available Orientation: Awareness of presenteeism-related health conditions is important as the prevalence of these conditions unknowingly influences performance and productivity in organisations.Research purpose: The primary objective of this study was to determine the differences in work engagement levels based on groups of presenteeism-related conditions in employees.Motivation for the study: Awareness of the impact of presenteeism-related conditions on work engagement levels can aid in the crafting of interventions to assist employees who suffer from these conditions, which in turn can boost work engagement levels.Research design, approach and method: Cross-sectional data was collected from an availability sample of employees in the manufacturing sector (N = 3387.Main findings: The results of the multi-group structural equation modelling revealed significant mean differences in work engagement levels between the groups. Practical significance tests revealed significant differences between all the groups. The largest difference was between the group who suffered from no presenteeism-related conditions and the group who suffered from all three conditions included in this study concurrently.Practical/managerial implications: Organisational stakeholders are encouraged to take note of the effects that presenteeism-related health conditions have on work engagement and to consider relevant strategies and interventions to address and alleviate symptoms in order to tend to employee health and obviate the effect on productivity.Contribution: This study found that there were clear practical differences between employees who suffer from the presenteeism-related conditions and those who suffer from none of the conditions. Furthermore, there was also a clear difference when comparing the ‘no condition’ group to a general random sample in which employees might experience some symptoms but not comorbidity.

  7. Professional stress in general practitioners and psychiatrists: The level of psycologic distress and burnout risk

    OpenAIRE

    Vićentić Sreten; Jovanović Aleksandar 1; Dunjić Bojana; Pavlović Zorana; Nenadović Milutin; Nenadović Nenad

    2010-01-01

    Background/Aim. So far, studies of stress have shown that physicians are at a high risk of sickness from psychic and somatic disorders related to professional stress, that can lead to important disturbance of personal, familiar and professional functionating. The aim of this study was to investigate the doctors exposition level to professional stress, to compare stress level in general practitioners (GP) group with that in the group of psychiatrists and risk level for the apperance of burnout...

  8. The Effects of Gender and Employee Classification Level on Communication-Related Outcomes: A Test of Structuralist and Socialization Hypotheses.

    Science.gov (United States)

    Griffeth, Rodger W.; And Others

    1994-01-01

    Finds significant main effects of gender and employee classification level as predicted by structuralist theory: women reported lower job satisfaction and less desirable interaction than men; and hourly workers reported lower supervisory support, teamwork, communication satisfaction, and accuracy of information than salaried workers. (SR)

  9. Application of Employability Skills and Contextual Performance Level of Employees in Government Agencies

    National Research Council Canada - National Science Library

    Maripaz C. Abas

    2016-01-01

    ....  Researchers have argued that the quality of practice of employability skills could help employees have better job performance, provide them better working condition or status, and consequently meet...

  10. Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

    Science.gov (United States)

    Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

    2010-05-01

    This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

  11. Creating positive employee change evaluation: the role of different levels of organizational support and change participation

    OpenAIRE

    Fuchs, S.; Prouska, R

    2014-01-01

    Organizations are faced with fast-paced change and the need to ensure ongoing change intervention success. There is, however, evidence that employees who have experienced poor change management in the past are more likely to resist new changes. This is because poor change management is likely to create more adverse attitudes towards new changes, such attitudes in turn are likely to increase employees' resistance to change, a key factor for change failure, which can further contribute to an em...

  12. Teachers' Professional Development from the Perspective of Teaching Reflection Levels

    Science.gov (United States)

    Zhao, Mingren

    2012-01-01

    This paper is a case study based on Habermas's theory of knowledge and human interest. We analyzed the written reflections of four teachers employed at a school and found that the teachers who had experienced advanced professional development tended to engage in practical and critical reflection, whereas those who had experienced average…

  13. Application of Employability Skills and Contextual Performance Level of Employees in Government Agencies

    Directory of Open Access Journals (Sweden)

    Maripaz C. Abas

    2016-05-01

    Full Text Available The widespread practice of contractualization even in government institutions is a big challenge facing newly-hired employees in seeking a stable position.  Researchers have argued that the quality of practice of employability skills could help employees have better job performance, provide them better working condition or status, and consequently meet the higher expectations of employers. The present study employs descriptive research design to explain the extent of application of employability skills and contextual performance.  Based on The Conference Board of Canada’s Employability Skills 2000+ and Borman and Motowidlo’s Taxonomy of Contextual Performance, two sets of survey questionnaires were adopted to gather data from 220 respondents representing employers and employees from 25 government institutions. Data analysis showed that novice employees in public institutions applied their employability skills such as fundamental, personal management and teamwork skills to some extent. Moreover, results revealed that employees had satisfactory contextual performance.  Thus, this may suggest that the application of employability skills and contextual behaviors should be enhanced to meet the increasing and complex challenges of their respective government agencies.

  14. Perceived Effectiveness of Professional Development Programs of Teachers at Higher Education Level

    Science.gov (United States)

    Malik, Sufiana Khatoon; Nasim, Uzma; Tabassum, Farkhanda

    2015-01-01

    The major purpose of the study was to assess the perceived effectiveness of professional development programs of teachers at higher educational level. The objectives of the study were: "to assess university level teachers'" opinion about effectiveness of professional development training with reference to quality teaching, to measure…

  15. Illegitimate tasks associated with higher cortisol levels among male employees when subjective health is relatively low: an intra-individual analysis.

    Science.gov (United States)

    Kottwitz, Maria U; Meier, Laurenz L; Jacobshagen, Nicola; Kälin, Wolfgang; Elfering, Achim; Hennig, Jürgen; Semmer, Norbert K

    2013-05-01

    Illegitimate tasks refer to tasks that do not conform to what can appropriately be expected from an employee. Violating role expectations, they constitute "identity-stressors", as one's professional role tends to become part of one's identity. The current study investigated the impact of illegitimate tasks on salivary cortisol. We analyzed data on an intra-individual level, that is, by examining fluctuations in illegitimate tasks and cortisol within individuals. Furthermore, we investigated the moderating role of perceived health, expecting that illegitimate tasks evoke stronger reactions when perceived health is relatively poor. Illegitimate tasks, salivary cortisol, and perceived health were assessed in each of three waves (time lag: 6 months) in a sample of 104 male employees. Data were analyzed by multilevel analysis using group mean centering. Controlling for social stressors, work interruptions, and emotional stability, the experience of more illegitimate tasks was associated with increased cortisol release if personal health resources were low compared to one's mean value of perceived health. Results cannot be explained by inter-individual differences. This is the first study showing that illegitimate tasks predict a biological indicator of stress, thus confirming and extending previous research on illegitimate tasks. The moderating role of perceived health confirms its importance as a personal resource, implying augmented vulnerability when perceived health is below its usual value. It is plausible to assume that increased stress reactions due to relatively poor health may further weaken available personal resources. Both avoiding illegitimate tasks and restoring personal health seem to be crucial.

  16. Impact of Female Leadership on Employee engagement in German small and medium-sized Family Companies

    OpenAIRE

    Rittinger, Katharina

    2014-01-01

    Due to the demographic change, German small and medium-sized family companies lack skilled employees. As a high level of employee engagement (EE) can help retaining skilled employees, engaging leaders are needed. The aim of this thesis was to analyse, if women are able to have a positive impact on employee engagement due to their leadership style. Qualitative theoretic information was gathered from academic literature. Latest professional journals and studies were used to give an insight ...

  17. Are national levels of employee harassment cultural covariations of climato-economic conditions?

    NARCIS (Netherlands)

    Van de Vliert, Evert; Einarsen, Stale; Nielsen, Morten Birkeland

    2013-01-01

    Conflict in a workgroup turns into harassment if a group member is persistently confronted with negative acts with few possibilities to retaliate. Cross-national differences in such intragroup harassment are considerable but wait to be understood. In this study, survey data from 44,836 employees in

  18. Differentiated Levels of Teacher Qualifications and the Structure of the Professional Teacher Standards

    Directory of Open Access Journals (Sweden)

    Zabrodin Yu.M.,

    2016-07-01

    Full Text Available This article discusses and analyzes the questions effect of professional standards for the preparation and development of professional resources, world experience in the development and implementation of professional standards, typical problems and necessary conditions for increasing the efficiency of the development and implementation of professional standards. The formation of labor functions of teaching staff requirements, taking into account the differentiated c skill levels are formulated in the study. Formulated requirements extend requirements for the qualification of workers which are determined with the Russian Ministry of Labor-specific professional activity types. The study proposed options for the construction of the structure of job functions of the professional teacher standard that correspond differentiated levels of staff qualifications.

  19. The Lack of Common Goals and Communication Within a Level I Trauma System: Assessing the Silo Effect Among Trauma Center Employees.

    Science.gov (United States)

    Mace-Vadjunec, Daneen; Hileman, Barbara M; Melnykovich, M Ben; Hanes, Marina C; Chance, Elisha A; Emerick, Eric S

    2015-01-01

    We assessed our level I trauma center's employees' perception of inter- and intradepartmental relationships to determine whether employees who work less often with patients feel less involved-the silo effect. We prospectively evaluated employees who provide direct patient care using the Trauma System Survey tool. Of 1155 employees, 699 responded. Combined interdepartmental relationships showed that 93% believed their unit communicated well with other units, and 86% thought other units communicated well with their unit. However, 69% experienced miscommunication between units. To reduce silos, communication is key. Training and multiunit events may help reduce these silos further.

  20. Job Characteristics and Their Implications on the Satisfaction Levels of Call Center Employees: a study on a large telecommunications company

    Directory of Open Access Journals (Sweden)

    Ana Cristina dos Anjos Grilo Pinto de Sá

    2014-12-01

    Full Text Available Standardization of answers and cost reduction efforts have provided a specific relevance to call centers in the commercial strategy of many service companies. The aim of this research is to analyze to what extent job characteristics, as identified by Hackman and Oldham (1980, are essential determinants for the level of satisfaction of the contact employee in a call center. Indeed, literature clearly suggests that job characteristics have a huge influence on employees´ work performance, their level of satisfaction, and, as a consequence, on the quality of services provided to the customers. In order to answer these questions, we have performed a case study, based on a questionnaire survey. Findings reveal that employees feel that their jobs are highly structured and that they are being closely monitored, what might worsen their performance regarding the contact with the customer, mainly in what concerns customization, flexibility and adequate answer in a single contact. In order to increase frontline employees’ performance, a proposal that enhances job autonomy and values intrinsic satisfaction is made. The research suggests the need to change the way companies view contact employee’s job, in a call center context, not always perceived and designed as strategic or determinant for customers’ satisfaction, which calls for additional institutional investment in the redesign of such job.

  1. [Comparison of two access portals of an employee assistance program at an insurance corporation targeted to reduce stress levels of employees].

    Science.gov (United States)

    Burnus, M; Benner, V; Kirchner, D; Drabik, A; Stock, St

    2012-03-01

    Support programmes for stress reduction were offered independently in two departments (650 employees in total) of an insurance group. Both departments, referred to as comparison group 1 and 2 (CG1 and CG2), offered an Employee Assistance Programme (EAP) featuring individual consultations. The employees were addressed through different channels of communication, such as staff meetings, superiors and email. In CG1, a staff adviser additionally called on all employees at their workplace and showed them a brief relaxing technique in order to raise awareness of stress reduction. By contacting employees personally it was also intended to reduce the inhibition threshold for the following individual talks. In CG2 individual talks were done face-to-face, whereas CG1 used telephone counselling. By using the new access channel with an additional personal contact at the workplace, an above average percentage of employees in CG1 could be motivated to participate in the following talks. The rate of participants was five times as high as in CG1, with lower costs for the consultation in each case.

  2. Engineering and Implementing an Executive-Level Communication Plan in a Global Professional Environment: A Case Study

    Directory of Open Access Journals (Sweden)

    Bridgette Lipman

    2015-06-01

    Full Text Available Communication within organisations in a global environment requires effective internal and strategic planning at the executive level. Previous studies indicate that measurement is a key factor in assessing the needs and success of global communication within an organisation. Survey questions were used to measure satisfaction responses from 650 local and 110 global employees in a technology division of a large manufacturing company. In this case study, employees expressed the need to connect team members through face-to-face meetings, employee webcast meetings, web chat forums, and an updated employee networking site. The findings formed the foundations for recommendations for strategy, objectives, and tactics within the organisation.

  3. Workplace social capital and mental health among Chinese employees: a multi-level, cross-sectional study.

    Directory of Open Access Journals (Sweden)

    Junling Gao

    Full Text Available BACKGROUND: Whereas the majority of previous research on social capital and health has been on residential neighborhoods and communities, the evidence remains sparse on workplace social capital. To address this gap in the literature, we examined the association between workplace social capital and health status among Chinese employees in a large, multi-level, cross-sectional study. METHODS: By employing a two-stage stratified random sampling procedure, 2,796 employees were identified from 35 workplaces in Shanghai during March to November 2012. Workplace social capital was assessed using a validated and psychometrically tested eight-item measure, and the Chinese language version of the WHO-Five Well-Being Index (WHO-5 was used to assess mental health. Control variables included sex, age, marital status, education level, occupation status, smoking status, physical activity, and job stress. Multilevel logistic regression analysis was conducted to explore whether individual- and workplace-level social capital was associated with mental health status. RESULTS: In total, 34.9% of workers reported poor mental health (WHO-5<13. After controlling for individual-level socio-demographic and lifestyle variables, compared to workers with the highest quartile of personal social capital, workers with the third, second, and lowest quartiles exhibited 1.39 to 3.54 times greater odds of poor mental health, 1.39 (95% CI: 1.10-1.75, 1.85 (95% CI: 1.38-2.46 and 3.54 (95% CI: 2.73-4.59, respectively. Corresponding odds ratios for workplace-level social capital were 0.95 (95% CI: 0.61-1.49, 1.14 (95% CI: 0.72-1.81 and 1.63 (95% CI: 1.05-2.53 for the third, second, and lowest quartiles, respectively. CONCLUSIONS: Higher workplace social capital is associated with lower odds of poor mental health among Chinese employees. Promoting social capital at the workplace may contribute to enhancing employees' mental health in China.

  4. Criteria, indicators and levels of formed professional functional competences of future teachers of physical culture

    Directory of Open Access Journals (Sweden)

    Samsutina N.M.

    2012-09-01

    Full Text Available It is shown the structural components of the functional competence of professional teachers of physical education: motivational, cognitive and action-practical. We used the following methods of scientific knowledge, as the analysis of psychological, educational and methodological literature, synthesis, comparison, generalization, specification, classification, ordering Criteria and levels of occupational functional competence of future teachers of physical education. It is determined that the high level of professional formation of the functional competence of future teachers of physical culture is characterized by the motivation to perform professional functions of a teacher of physical culture, fundamental knowledge required to perform professional functions of a teacher of physical culture, a high level of general physical fitness, pronounced specific motor abilities and skills.

  5. Public health leadership competency level among health professionals in a South Eastern European country

    Directory of Open Access Journals (Sweden)

    Orjola Pampuri

    2015-12-01

    the overall scores and the subscale scores of the current and the required level of leadership competencies among health professionals. Results: Mean value of the overall summary score for the 52 items of the instrument was significantly lower for the current leadership competency level compared with the required leadership competency level (138.4±11.2 vs. 159.7±25.3, respectively; P<0.001. Most of the subscales’ scores were significantly higher for the required than for the current leadership competency level. Conclusion: Our study provides useful evidence about the current and the required level of leadership competencies among health professionals in transitional Albania. Findings of this study may help policymakers in Albania to identify the gap between the required and the current level of leadership competencies among health  professionals. Furthermore, findings of this study should be expanded in the neighbouring countries of the South Eastern European region and beyond.

  6. Among nurses, how does education level impact professional values? A systematic review.

    Science.gov (United States)

    Sibandze, B T; Scafide, K N

    2018-03-01

    Professional nursing values have been acknowledged globally as the foundation of daily nursing care practice. Understanding how nurses identify, comprehend and apply their professional nursing values is an important step towards improving nursing practice and patient care quality. Research has demonstrated that nurses' professional values are cultivated during prelicensure academic education. The aim of this systematic review was to determine how level of education affects professional nursing values of clinical practising nurses. A systematic search of quantitative research published through December 2015 was performed in the following five electronic databases: CINAHL, Cochrane Library, MEDLINE, Web of Science and Religion and Philosophy Collection. The search was not limited to country of origin. The studies were assessed for methodological quality using established criteria. Of 1501 articles identified through the literature search, only seven studies met the inclusion criteria with the majority being of good to high quality. Most of the studies found registered nurses pursuing a bachelor of science in nursing or higher had a greater awareness and application of professional values than nurses with lower levels of academic or non-academic education. Nurses with higher education also embraced professional values as fundamental for quality nursing care practice. Health and academic institutions should support nurses through quality continuing and higher education that reinforces professional values, thus improving the quality of patient care. The level of nurses' education appears to play an important role in developing both an awareness and an integration of professional values into practice. More research is needed to discover methods that may be used to promote nurses' professional values among nurses already practising clinically. © 2017 International Council of Nurses.

  7. Translation of a German Professional Text Used at University Level Foreign Language Teaching

    OpenAIRE

    Michňová, Iva

    2011-01-01

    Nowadays knowing professional language is an essential part of professional success and career growth for university graduates majoring in non-philological studies. The aim of this dissertation is to contribute to further enhancement and efficiency of foreign language teaching at university level. Based on the theoretical background and confirmation of hypotheses, the paper describes and explains why it is appropriate to include, in addition to training of basic language skills (passive: list...

  8. Individual employee's perceptions of " Group-level Safety Climate" (supervisor referenced) versus " Organization-level Safety Climate" (top management referenced): Associations with safety outcomes for lone workers.

    Science.gov (United States)

    Huang, Yueng-Hsiang; Lee, Jin; McFadden, Anna C; Rineer, Jennifer; Robertson, Michelle M

    2017-01-01

    Research has shown that safety climate is among the strongest predictors of safety behavior and safety outcomes in a variety of settings. Previous studies have established that safety climate is a multi-faceted construct referencing multiple levels of management within a company, most generally: the organization level (employee perceptions of top management's commitment to and prioritization of safety) and group level (employee perceptions of direct supervisor's commitment to and prioritization of safety). Yet, no research to date has examined the potential interaction between employees' organization-level safety climate (OSC) and group-level safety climate (GSC) perceptions. Furthermore, prior research has mainly focused on traditional work environments in which supervisors and workers interact in the same location throughout the day. Little research has been done to examine safety climate with regard to lone workers. The present study aims to address these gaps by examining the relationships between truck drivers' (as an example of lone workers) perceptions of OSC and GSC, both potential linear and non-linear relationships, and how these predict important safety outcomes. Participants were 8095 truck drivers from eight trucking companies in the United States with an average response rate of 44.8%. Results showed that employees' OSC and GSC perceptions are highly correlated (r= 0.78), but notable gaps between the two were observed for some truck drivers. Uniquely, both OSC and GSC scores were found to have curvilinear relationships with safe driving behavior, and both scores were equally predictive of safe driving behavior. Results also showed the two levels of climate significantly interacted with one another to predict safety behavior such that if either the OSC or GSC scores were low, the other's contribution to safety behavior became stronger. These findings suggest that OSC and GSC may function in a compensatory manner and promote safe driving behavior even

  9. Relationship between Site Quality and the Disclosure Level of the Public Employees Remuneration

    Directory of Open Access Journals (Sweden)

    Alex Eckert

    2016-12-01

    Full Text Available The transparency of public accounts is one of the main pillars of democratic rights, especially sanctioned by the laws of access to information, transparency and fiscal responsibility. Therefore, the quality of information provided on the websites is essential for the understanding of people, including remuneration information of the servers that represent a significant part of public spending. In this sense, this study aims to evaluate how it can be evaluated the quality of information the websites of the municipalities of Serra Gaúcha, in Brazil, especially regarding the disclosure of the remuneration of their employees. Therefore, the methodology used on the technical procedures was the multiple case studies, descriptive, qualitative and quantitative analysis. The results indicate that there is no relationship between the quality of information and full disclosure of remuneration. In addition, the disclosures need to be improved to be useful to the population, especially as regards the update of data. With regard to wages, many municipalities already disclose this information. However, there are still great difficulties in access to this information by people.

  10. Career Self-Management and Career Capital of Mid-Level Administrators in Higher Education Who Previously Served as Professional Academic Advisors

    Science.gov (United States)

    Smith, Elecia Cole

    2014-01-01

    Understanding the prerequisites for career advancement helps to keep employees motivated and engaged. However, in the higher education (H.E.) workplace, where formalized career ladders are sparse and ambiguous for staff personnel--especially those in professional academic advising--employees who are interested in career advancement into mid-level…

  11. Teacher Transition between Year Levels in Primary Schools: An Opportunity for Continuing Professional Development

    Science.gov (United States)

    Carlyon, Tracey

    2015-01-01

    Teacher transition between year levels is common practice in many primary schools in New Zealand; however, it is not always perceived as an opportunity for teachers' continuing professional development (CPD). This article reports on a case study that explored four primary school teachers' experiences of transition between year levels. The teachers…

  12. A study on the level of awareness of school principles on professional social work

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Iravani

    2011-10-01

    Full Text Available In this paper, we present a study to determine the level of awareness of school principles on professional social work in the city of Esfehan, Iran. The proposed study of this paper distributes questionnaire among eighty principle managers who work for different schools in this city. The first part of the questionnaire is devoted to people's personal characteristics such as gender, age, etc. and the second part is associated with the some questions about their awareness on professional social work. The study, for instance, finds that there is a meaningful relationship between job experience and gender and awareness when the statistical significance level is less than five percent but there is no relationship between the level of education and the awareness on professional social work.

  13. Twelve Tips for teaching medical professionalism at all levels of medical education.

    Science.gov (United States)

    Al-Eraky, Mohamed Mostafa

    2015-01-01

    Review of studies published in medical education journals over the last decade reveals that teaching medical professionalism is essential, yet challenging. According to a recent Best Evidence in Medical Education (BEME) guide, there is no consensus on a theoretical or practical model to integrate the teaching of professionalism into medical education. The aim of this article is to outline a practical manual for teaching professionalism at all levels of medical education. Drawing from research literature and author's experience, Twelve Tips are listed and organised in four clusters with relevance to (1) the context, (2) the teachers, (3) the curriculum, and (4) the networking. With a better understanding of the guiding educational principles for teaching medical professionalism, medical educators will be able to teach one of the most challenging constructs in medical education.

  14. Job satisfaction and Job stress among various employees of tertiary care level hospital in central Uttar Pradesh, India

    Directory of Open Access Journals (Sweden)

    Ruchi Yadav

    2017-03-01

    Full Text Available Introduction: Job satisfaction defined as the end state of feeling, the feeling that is experienced after a task is accomplished. Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or need of the worker. Objectives: To study the relationship between job satisfaction and job stress among various employees of tertiary care level hospital and to find the co-relates of job stress and job satisfaction. Materials & Methods: A cross sectional study carried out for a period of 2 month among various employees working in Uttar Pradesh University of Medical Sciences, Saifai, Etawah, Uttar Pradesh, a tertiary care level hospital. A total 225 Participants 75 from each medical, paramedical and office staff were selected by purposive sampling technique. The study was conducted using pretested structured questionnaire regarding socio-demographic profile, job satisfaction and job stress. Data was analyzed using chi square test. Result: A total of 225 participants,75 from each medical, paramedical and office staff were interviewed. On doing analysis of questionnaire regarding job satisfaction and job stress it was found that majority believe that their job was well recognized and working in a good institute and were not satisfied with the management and salary and were coping well with their job stress and were having average level of satisfaction. Conclusion: The present study conclude that majority of the participants felt they are well recognized with their job, working in a good institute but not satisfied with the management and salary.

  15. Balancing organizational and professional commitments in Professional Service Firm

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Becker, Karen

    2015-01-01

    financial investment firms. Our findings suggest that in professional service firms, HR practices encourage high levels of organizational commitment primarily and most often through their influence on professional commitment and that HR practices related to flexible work design are essential in creating......Due to their potential to positively influence sales quality and performance and reduce employee turnover in service organizations, HR practices targeting employee commitment have received considerable attention in the HRM literature in recent years. Parallel to this, there has been increasing...

  16. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    National Research Council Canada - National Science Library

    Ariffin, Hashim Fadzil; Ha, Norbani Che

    2015-01-01

    ...). The data then been analysed using t-test and analysis of variance (ANOVA) to find the significance differences between gender, level of education and salary scale with the three dimensions of OC...

  17. [Impact of a music therapy program on the stress level of health professionals].

    Science.gov (United States)

    Taets, Gunnar Glauco de Cunto; Borba-Pinheiro, Claudio Joaquim; de Figueiredo, Nébia Maria Almeida; Dantas, Estélio Henrique Martin

    2013-01-01

    The study aimed to assess the effects of a music therapy program on the level of stress for female professionals working in a private hospital in Rio de Janeiro-RJ, Brazil. Thirty four female volunteers with 33.3 ± 8.5 years of age from different levels of professional participated in the study. We used the Lipp's inventory of symptoms of stress for adults (ISSL) to evaluate the level of stress of participants before and after music therapy. The program consisted of twelve sessions using the techniques of music therapy Improvisation and Musical Re-creation held once a week with 50 minutes / session in a period of three months. The Wilcoxon test for repeated measures was used for statistical analysis. The study showed a statistically significant decrease (Δ = - 60%, p stress professionals studied after the music therapy program. In conclusion, the present study that the music therapy program was effective in decrease the level of stress of women health professionals working in a private hospital in Rio de Janeiro-RJ, Brazil.

  18. Investigation of Professional Self Sufficiency Levels of Physical Education and Sports Teachers

    Science.gov (United States)

    Saracaoglu, Asuman Seda; Ozsaker, Murat; Varol, Rana

    2012-01-01

    The present research aimed at detecting professional self sufficiency levels of physical education and sports teachers who worked in Izmir Province and at investigating them in terms of some variables. For data collection, Teacher's Sense of Efficacy Scale-developed by Moran and Woolfolk-Hoy (2001) and Turkish validity and reliability studies…

  19. Psychological-Educational Research of Professionally Essential Characteristics of Law Students’ Personalities, Studying at Bachelor Level

    Directory of Open Access Journals (Sweden)

    Valentina A. Polyanskaya

    2012-02-01

    Full Text Available The article considers the results of psychological-educational research, implemented in teaching process of law students’, studying at bachelor level. Special attention is attached to self-determination of future lawyers in professional specialization during introduction training

  20. Analysis of the Relationship between the Emotional Intelligence and Professional Burnout Levels of Teachers

    Science.gov (United States)

    Adilogullari, Ilhan

    2014-01-01

    The purpose of this study is to analyze the relationship between the emotional intelligence and professional burnout levels of teachers. The nature of the study consists of high school teachers employed in city center of Kirsehir Province; 563 volunteer teachers form the nature of sampling. The statistical implementation of the study is performed…

  1. Differential effects of individual-linked and team-level status allocation on professionals' job performance

    NARCIS (Netherlands)

    van Emmerik, H.; Lambooij, M.; Sanders, K.

    2002-01-01

    This study examined the relationship between status allocation and job performance of professionals. On the basis of Bergery's status characteristics model, it was hypothesized that individual-linked and team-level status allocation would positively affect compliance and contextual job performance.

  2. Associations of neighborhood-level workplace violence with workers' mental distress problems: a multilevel analysis of Taiwanese employees.

    Science.gov (United States)

    Pien, Li-Chung; Chen, Duan-Rung; Chen, Chiou-Jong; Liang, Kuei-Min; Cheng, Yawen

    2015-01-01

    Workplace violence is known to pose mental health risks. However, whether or not workplace violence in a surrounding area might further increase the risk of mental distress in workers has rarely been examined. The study subjects were 9,393 male and 7,716 female employees who participated in a nationwide survey in 2010. Their personal experiences of workplace violence over the past 1 year were ascertained by a standardized questionnaire. Also assessed were their psychosocial work characteristics and mental distress problems. Neighborhood-level workplace violence was computed based on aggregated data at the county level and was categorized into low-, medium-, and high-level categories. Multilevel logistic regression models were constructed to examine the associations between neighborhood-level workplace violence and individual-level mental distress problems, with adjustment of individual-level experience of workplace violence. The neighborhood-level prevalence of workplace violence ranged from 4.7 to 14.7% in men and from 6.4 to 14.8% in women across 22 counties. As compared with those who live in counties of the lowest tertile of workplace violence, female workers who lived in counties of the highest tertile of workplace violence had a 1.72-fold increased risk for mental distress problems after controlling for individual experience of workplace violence and other psychosocial work characteristics. Neighborhood-level workplace violence was associated with poor mental health in female workers. Preventative strategies targeting workplace violence should pay attention to neighborhood factors and gender-specific effects that might influence societal tolerance of abusive work practices and workers' vulnerability to mental health impacts of workplace violence.

  3. Servant leadership and employee voice behavior: a cross-level investigation in China

    OpenAIRE

    Yan, Aimin; Xiao, Yigui

    2016-01-01

    This study tested the influence and mechanisms of servant leadership on voice behavior, including the mediating role of psychological safety, and the moderating role of supervisor-subordinate Guanxi. Data were collected from 430 civil servants and their immediate supervisors in Changsha, China. Cross-Level investigation revealed that servant leadership had a significant influence on voice behavior, psychological safety mediated the relationship between servant leadership and voice behavior, w...

  4. Empirical Analysis Of Factors Influencing The Level Of Job Satisfaction Of Caucasian And Hispanic Accounting Professionals

    OpenAIRE

    Glen D. Moyes; Tammi C. Redd

    2011-01-01

    This study examines the effect of 78 work-related variables on the level of job satisfaction of Caucasian and Hispanic accounting professionals. Factor analysis with Varimax Rotation reduced the number of variables to 12 factor groups for the Caucasian accountants and 11 factor groups for the Hispanic accountants. Data were analyzed using multiple regression models using the level of job satisfaction perceived by the Caucasian or Hispanic accountants as the dependent variable. From the Caucas...

  5. Examining the Influence of Perceptions of a Supervisor's Leadership Style on Levels of Psychological Ownership among Entry Level Professionals

    Science.gov (United States)

    Shouse, Reggie L.

    2017-01-01

    The purpose of this study was to explore the relationship between the perceived leadership behaviors of upper-level student affairs officers and levels of psychological ownership among entry-level employees working in student services roles in higher education in the United States. Specifically, this study identified whether there are leadership…

  6. Attitude and skill levels of graduate health professionals in performing cardiopulmonary resuscitation.

    Science.gov (United States)

    Gebreegziabher Gebremedhn, Endale; Berhe Gebregergs, Gebremedhn; Anderson, Bernard Bradley; Nagaratnam, Vidhya

    2017-01-01

    Cardiopulmonary resuscitation (CPR) is an emergency procedure used to treat victims following cardiopulmonary arrest. Graduate health professionals at the University of Gondar Teaching Hospital manage many trauma and critically ill patients. The chance of survival after cardiopulmonary arrest may be increased with sufficient attitude and skill levels. The study aimed to assess the attitude and skill levels of graduate health professionals in performing CPR. A hospital-based cross-sectional study was conducted from May 1 to 30, 2013, at the University of Gondar Teaching Hospital. The mean attitude and skill scores were compared for sex, original residence, and department of the participants using Student's t-test and analysis of variance (Scheffe's test). P-values skill scores were 2.34 (SD =1.95), 3.77 (SD =1.58), 1.18 (SD =1.52), 2.16 (SD =1.93), 3.88 (SD =1.36), and 1.21 (SD =1.77), respectively. Attitude and skill level of graduate health professionals with regard to CPR were insufficient. Training on CPR for graduate health professionals needs to be given emphasis.

  7. EXPANSION AND ENTREPRENEURSHIP OF PROFESSIONAL TECHNICAL EDUCATION AT SECONDARY LEVEL SCHOOLING IN DEBATE

    Directory of Open Access Journals (Sweden)

    Élcia Esnarriaga de Arruda

    2014-12-01

    Full Text Available The subject of this article is the expansion of the entrepreneurship of technical professional education at the middle school level in Brazil, also presented in data on the state of Mato Grosso do Sul, between 2001 and 2011. The objective was to analyze the expansion and the entrepreneurship of professional education, in Brazil and in Mato Grosso do Sul. Methodological procedures included documental and bibliographic research. It is emphasized that entrepreneurship of professional education in Brazil and Mato Grosso do Sul had moments of oscillation during the study period: between 2001 and 2004, the private sector presented a larger growth, and between 2005 and 2011, the state sector expanded even more. In both cases, expansion was evidenced.

  8. Knowledge levels of the health care employees working at the primary health institutions about patient rights

    OpenAIRE

    Handan Zincir; Zeliha Kaya

    2009-01-01

    The aim of the research was to examine the knowledge levels of the health care personnel working at the first step health institutions about patient rights. It was a descriptive research which was carried out in Melikgazi and Kocasinan Health Group Directorate of Kayseri Province between 1st. of October 2006 and 30th. of May 2007. 406 of 610 health care personnel participated in the study (% 66.5 participation rate). A questionnaire form of 39 questions was utilized. Kruskal-wallis test was ...

  9. Servant leadership and employee voice behavior: a cross-level investigation in China.

    Science.gov (United States)

    Yan, Aimin; Xiao, Yigui

    2016-01-01

    This study tested the influence and mechanisms of servant leadership on voice behavior, including the mediating role of psychological safety, and the moderating role of supervisor-subordinate Guanxi. Data were collected from 430 civil servants and their immediate supervisors in Changsha, China. Cross-Level investigation revealed that servant leadership had a significant influence on voice behavior, psychological safety mediated the relationship between servant leadership and voice behavior, while supervisor-subordinate Guanxi negatively moderated the relationship between servant leadership and voice behavior.

  10. Plasma polychlorinated biphenyls (PCB) levels of workers in a transformer recycling company, their family members, and employees of surrounding companies.

    Science.gov (United States)

    Schettgen, Thomas; Gube, Monika; Esser, Andre; Alt, Anne; Kraus, Thomas

    2012-01-01

    In spring 2010, high internal exposures (up to 236 μg/L plasma) for the sum of indicator polychlorinated biphenyls (PCB) were discovered in workers in a transformer recycling company in Germany, where PCB-contaminated material was not handled according to proper occupational hygiene. The release of PCB from this company raised growing concerns regarding possible adverse human health effects correlated with this exposure. This provided a basis for a large biological monitoring study in order to examine the internal exposure to PCB in individuals working in that recycling company, their family members, and relatives, as well as subjects working or living in the surroundings of this company. Blood samples from 116 individuals (formerly) employed in the transformer recycling company and 45 direct relatives of these persons were obtained. Further, blood samples of 190 subjects working in close vicinity of the recycling plant, 277 persons working in the larger area, and 41 residents of the area were investigated. Plasma samples were analyzed for the 6 indicator PCB (PCB 28, 52, 101, 138, 153, 180) and 12 dioxin-like PCB using gas chromatography/mass spectroscopy (GC/MS; limit of detection [LOD] at 0.01 μg/L). Median concentrations (maximum) for the sum of the 6 indicator PCB in blood of the employees, their relatives, individuals working in close vicinity, persons working in the larger area, and the residents were 3.68 (236.3), 1.86 (22.8), 1.34 (22.9), 1.19 (6.42), and 0.85 (7.22) μg/L plasma, respectively. The (former) employees of the transformer recycling plant partly showed the highest plasma PCB levels determined thus far in Germany. Even family members displayed highly elevated levels of PCB in blood due to contaminations of their homes by laundering of contaminated clothes. Vicinity to the recycling plant including reported contact with possibly contaminated scrap was the main contributor to the PCB levels of the workers of the surrounding companies. Residents

  11. Health effects associated with occupational exposure to low levels of mercury vapors by employees of a chloralkali plant

    Directory of Open Access Journals (Sweden)

    M.A. Norozi

    2010-04-01

    Full Text Available Background and aims   The present study carried out to evaluate health effects associated with chronic occupational exposure to low levels of mercury vapors.     Methods   The study population consisted of 46 male workers occupationally exposed to  mercury vapors and 65 healthy unexposed employees. Subjects were administered a questionnaire on symptoms experienced and underwent clinical examinations as well routine biochemical tests.   Additionally, using standard methods, atmospheric and urinary concentrations of mercury were measured.     Results   Environmental and urinary concentrations of mercury were estimated to be 3/97±6/28  μg/m 2 and 34/30±26/77 μg/lit, respectively. While these values were blow the recommended TLV and BEI for this substance, exposed subjects had significantly higher concentrations of urinary mercury levels than their unexposed counterparts. No significant differences were noted between CBC, BUN, serum creatinine or serum activity of liver enzymes of both groups. Conversely, analysis of the data revealed that symptoms such as somatic and mental fatigue, anorexia, loss off  memory and personality change were significantly more common among exposed individuals.  Likewise, painful spasm of the extremities, irritability, vague fears and insomnia were more frequent among exposed population, although the differences were not statistically significant.     Conclusion Theses observations indicate that occupational exposure to mercury vapors, even at low levels, is likely to be associated with neurological and psychological symptoms.  

  12. Professional stress in general practitioners and psychiatrists: The level of psycologic distress and burnout risk

    Directory of Open Access Journals (Sweden)

    Vićentić Sreten

    2010-01-01

    Full Text Available Background/Aim. So far, studies of stress have shown that physicians are at a high risk of sickness from psychic and somatic disorders related to professional stress, that can lead to important disturbance of personal, familiar and professional functionating. The aim of this study was to investigate the doctors exposition level to professional stress, to compare stress level in general practitioners (GP group with that in the group of psychiatrists and risk level for the apperance of burnout syndrome. Methods. This cross-section study included subjects recruited by a random sample method. Thirty General Practice doctors and 30 psychiatrists (totally 60 doctors filled the set of 3 questionnaires: Sociodemographics features, General Health Questionnaire (GHQ; Goldberg D, 1991, and Maslach Burnout Inventory (MBI; Maslach C, 1996. Appropriate statistical procedures (Pearson test, t-test, variance analysis in interpretation of the results were used. Results. A total level of psychic distress measured with the GHQ test in both groups of physicians was very low implying their good mental health. A difference in Burnout risk based on MBI test between the groups was statistically significant (χ2 = 4,286; p < 0.05 only at subscale Personal Accomplishment (MBI-PA; it was a consequence of a higher number of GPs with medium burnout risk (13.3 : 0.0%. However, even 35 physicians from the sample were affected with a high burnout risk measured with subscales Emotional Ehausation (MBI-EE and MBI-DP, showing that both groups of physicians had risk for the appearance of burnout syndrome. Conclusion. The obtained results showed a high burnout risk level in both, GPs and psychiatrists, groups. In both groups there was no presence of psychic disorders (anxiety, depression, insomnia, while there was a high level of emotional ehausation and overtension by job, and also a lower total personal accomplishment. Level of exposition to professional stress is higher in GPs

  13. [Professional stress in general practitioners and psychiatrists--the level of psycologic distress and burnout risk].

    Science.gov (United States)

    Vićentić, Sreten; Jovanović, Aleksandar; Dunjić, Bojana; Pavlović, Zorana; Nenadović, Milutin; Nenadović, Nenad

    2010-09-01

    So far, studies of stress have shown that physicians are at a high risk of sickness from psychic and somatic disorders related to professional stress, that can lead to important disturbance of personal, familiar and professional functionating. The aim of this study was to investigate the doctors exposition level to professional stress, to compare stress level in general practitioners (GP) group with that in the group of psychiatrists and risk level for the apperance of burnout syndrome. This cross-section study included subjects recruited by a random sample method. Thirty General Practice doctors and 30 psychiatrists (totally 60 doctors) filled the set of 3 questionnaires: Sociodemographics features, General Health Questionnaire (GHQ; Goldberg D, 1991), and Maslach Burnout Inventory (MBI; Maslach C, 1996). Appropriate statistical procedures (Pearson test, t-test, variance analysis) in interpretation of the results were used. A total level of psychic distress measured with the GHQ test in both groups of physicians was very low implying their good mental health. A difference in Burnout risk based on MBI test between the groups was statistically significant (chi2 = 4,286; p < 0.05) only at subscale Personal Accomplishment (MBI-PA); it was a consequence of a higher number of GPs with medium burnout risk (13.3 : 0.0%). However, even 35 physicians from the sample were affected with a high burnout risk measured with subscales Emotional Ehausation (MBI-EE) and MBI-DP, showing that both groups of physicians had risk for the appearance of burnout syndrome. The obtained results showed a high burnout risk level in both, GPs and psychiatrists, groups. In both groups there was no presence of psychic disorders (anxiety, depression, insomnia), while there was a high level of emotional ehausation and overtension by job, and also a lower total personal accomplishment. Level of exposition to professional stress is higher in GPs than in psychiatrists, but the difference was not

  14. Prevalence of smoking among employees of a university hospital

    OpenAIRE

    Echer, Isabel Cristina; Corrêa, Ana Paula Almeida; Lucena, Amália de Fátima; Ferreira, Stephani Amanda Lukasewicz; Knorst, Marli Maria

    2011-01-01

    This cross-sectional study aimed to identify the prevalence of smoking among employees of a university hospital in Southern Brazil. Data collection happened in 2008, during the periodic health exam, using a questionnaire, according to the smoking status of the employees. The sample consisted of 1,475 subjects, in which 979 (66.4%) were non-smokers, 295 (20%) former smokers and 201 (13.6%) smokers. Smoking was more prevalent among employees with lower education levels and among professionals i...

  15. Levels of empathy and professional ethics in candidates to Medical Graduate School

    Directory of Open Access Journals (Sweden)

    José Luis Jiménez-López

    2017-07-01

    Full Text Available The current perception of a dehumanized medical attention and its low quality has questioned the empathic capacity and ethics of the health professionals. The research in this field reports variations in this attributes along the doctors’ education. Objective: to explore the global levels of empathy and professional ethics, as well as the levels of each component of both attributes in a sample of applicants to a medical graduate program. Methodology: 65 residents that applied for graduation studies in a very specialized medical unit were included. As part of the application process, they answered the Cognitive and Affective Empathy Test and the Professional Ethical Attitudes Scale. Results: The average scores of the sample got Average in empathy and Optimal in professional ethics. The comparison by gender, specialty and competences showed less affective and better ethical competence in women, more cognitive empathy in surgical specialties, and in general an absence of correlation between the two variables and specifically by competence. Conclusions: The importance of measuring the specific competences of each attribute is highlighted given that the variation in specific competences impact in different aspects the doctor’s education, as the specialty choice, the student selection, the development of academic programs and the adequate learning about the construction of an effective relation doctor-patient. © Revista Colombiana de Ciencias Sociales

  16. Essays on Employee Ownership

    DEFF Research Database (Denmark)

    Faigen, Benjamin

    , and barriers to, employee ownership in China at three levels of analysis: the societal, organisational and individual. Its intended contribution to the employee ownership literature is to organise the scattered evidence in order to provide a systematic and comprehensive coverage of the development...... ventures that were at one stage employee-owned, dissolved. Outside of a couple of notable examples in the tertiary sector, enterprises featuring some level of employees as owners persist in reduced numbers in rural areas today. In the second thesis paper, the interest is in the role of the individual actor...

  17. The effect of shift rotation on employee cortisol profile, sleep quality, fatigue, and attention level: a systematic review.

    Science.gov (United States)

    Niu, Shu-Fen; Chung, Min-Huey; Chen, Chiung-Hua; Hegney, Desley; O'Brien, Anthony; Chou, Kuei-Ru

    2011-03-01

    Disrupted circadian rhythm, especially working night duty together with irregular sleep patterns, sleep deprivation, and fatigue, creates an occupational health risk associated with diminished vigilance and work performance. This study reviewed the effect of shift rotations on employee cortisol profile, sleep quality, fatigue, and attention level. Researchers conducted a systematic review of relevant articles published between 1996 and 2008 that were listed on the following databases: SCOPUS, OVID, Blackwell Science, EBSCO Host, PsycINFO, Cochrane Controlled Trials Register, and CEPS. A total of 28 articles were included in the review. Previous research into the effects of shift work on cortisol profiles, sleep quality, fatigue, and attention used data assessed at evidence Levels II to IV. Our systematic review confirmed a conflict between sleep-wake cycle and light-dark cycle in night work. Consequences of circadian rhythm disturbance include disruption of sleep, decreased vigilance, general feeling of malaise, and decreased mental efficiency. Shift workers who sleep during the day (day sleepers) experience cortisol secretion increases, which diminish the healing power of sleep and enjoy 1 to 4 hours less sleep on average than night sleepers. Sleep debt accumulation results in chronic fatigue. Prolonged fatigue and inadequate recovery result in decreased work performance and more incidents. Rotation from day shift to night shift and its effect on shift workers was a special focus of the articles retained for review. Disturbed circadian rhythm in humans has been associated with a variety of mental and physical disorders and may negatively impact on work safety, performance, and productivity.

  18. Confidence level in venipuncture and knowledge on causes of in vitro hemolysis among healthcare professionals.

    Science.gov (United States)

    Milutinović, Dragana; Andrijević, Ilija; Ličina, Milijana; Andrijević, Ljiljana

    2015-01-01

    This study aimed to assess confidence level of healthcare professionals in venipuncture and their knowledge on the possible causes of in vitro hemolysis. A sample of 94 healthcare professionals (nurses and laboratory technicians) participated in this survey study. A four-section questionnaire was used as a research instrument comprising general information for research participants, knowledge on possible causes of in vitro hemolysis due to type of material used and venipuncture technique and specimen handling, as well as assessment of healthcare professionals' confidence level in their own ability to perform first and last venipuncture. The average score on the knowledge test was higher in nurses' than in laboratory technicians (8.11±1.7, and 7.4±1.5, respectively). The difference in average scores was statistically significant (P=0.035) and Cohen's d in the range of 0.4 indicates that there is a moderate difference on the knowledge test among the health care workers. Only 11/94 of healthcare professionals recognized that blood sample collection from cannula and evacuated tube is method which contributes most to the occurrence of in vitro hemolysis, whereas most risk factors affecting occurrence of in vitro hemolysis during venipuncture were recognized. There were no significant differences in mean score on the knowledge test in relation to the confidence level in venipuncture (P=0.551). Confidence level at last venipuncture among both profiles of healthcare staff was very high, but they showed insufficient knowledge about possible factors affecting hemolysis due to materials used in venipuncture compared with factors due to venipuncture technique and handling of blood sample.

  19. The course of the professional development and the level of job satisfaction among physiotherapists

    Directory of Open Access Journals (Sweden)

    Agata A. Jaros

    2015-03-01

    Full Text Available Introduction: The occupation of a physiotherapist, due to its nature, is very challenging. It requires continuous work on oneself and the improvement of professional skills. Aim of the research : To assess the level of competence, professional development, and job satisfaction among a group of active physiotherapists. Material and methods : The study involved a group of 62 physiotherapists, among whom a questionnaire was conducted. The survey contained questions concerning demographic data of the respondents, general working conditions, and satisfaction with their profession. The calculations and graphs presented in the descriptive statistics, as well as the statistical hypotheses, were all performed in MS Excel’s spread sheet and T-Czuprow’s similarity rate. Results: The results show the high activity concerning participation in specialised courses in physiotherapy methods and the use of specialised literature. The level of job satisfaction is high, at about 70%, in all groups. The character of the work and positive relations with co-workers and supervisors were assessed highest and salary and promotion opportunities lowest from all the determinants of job satisfaction. Although the level of job satisfaction itself is acceptable, nearly 1/3 of respondents have no plans for further development and 40% do not plan to follow this profession in the future. Conclusions : After graduation they often willingly improve their professional qualifications. The level of job satisfaction itself is acceptable; however, the lack of plans for further development or willingness to follow this profession in the future can cause a significant decline in the number of professionally active physiotherapists.

  20. Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

    Science.gov (United States)

    Glavas, Ante

    2016-01-01

    Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

  1. Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

    Directory of Open Access Journals (Sweden)

    Ante eGlavas

    2016-05-01

    Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

  2. Employee ownership

    OpenAIRE

    Mygind, Niels

    2007-01-01

    This paper gives an overview over some theory and empirical evidence on employee ownership and other forms of employee financial participation and answers the following questions: What is employee ownership and what is the relation to other forms of financial participation? Why is employee ownership widespread in some developed market economies like US and in Italy, France and Spain, while it has a quite rare occurrence in the Scandinavian countries? What are the conditions favouring and what...

  3. The psychosocial and health effects of workplace reorganisation. 1. A systematic review of organisational-level interventions that aim to increase employee control.

    Science.gov (United States)

    Egan, Matt; Bambra, Clare; Thomas, Sian; Petticrew, Mark; Whitehead, Margaret; Thomson, Hilary

    2007-11-01

    Systematic review of the health and psychosocial effects of increasing employee participation and control through workplace reorganisation, with reference to the "demand-control-support" model of workplace health. Systematic review (QUORUM) of experimental and quasi-experimental studies (any language) reporting health and psychosocial effects of such interventions. Electronic databases (medical, social science and economic), bibliographies and expert contacts. We identified 18 studies, 12 with control/comparison groups (no randomised controlled trials). Eight controlled and three uncontrolled studies found some evidence of health benefits (especially beneficial effects on mental health, including reduction in anxiety and depression) when employee control improved or (less consistently) demands decreased or support increased. Some effects may have been short term or influenced by concurrent interventions. Two studies of participatory interventions occurring alongside redundancies reported worsening employee health. This systematic review identified evidence suggesting that some organisational-level participation interventions may benefit employee health, as predicted by the demand-control-support model, but may not protect employees from generally poor working conditions. More investigation of the relative impacts of different interventions, implementation and the distribution of effects across the socioeconomic spectrum is required.

  4. Paying for Employee Competence.

    Science.gov (United States)

    Risher, Howard

    2000-01-01

    Competency-based pay provides an incentive for employees to enhance their capacity for performing their jobs. Salary increases are not linked to past performance, but to future professional growth to meet increasingly higher expectations. Discussions to identify key teaching competencies must precede implementation. (MLH)

  5. Comparative analysis of indexes of physical preparedness of footballers of professional commands of different level

    Directory of Open Access Journals (Sweden)

    Shalenko V.V.

    2010-01-01

    Full Text Available This paper deals with results of the research of physical preparedness of professional teams of footballers of different level. The pedagogical testing program of the physical skills level includes control exercised recommended by the scientific-methodical committee of Ukrainian Federation of Football. The article presents indices of physical preparedness of footballers of different playing roles of the top league teams of Ukrainian championship and first league of Ukrainian team championship. Differences of physical preparedness structure of goalkeepers, defenders, halfbacks and forwards are revealed.

  6. Job Satisfaction of Employees at a Christian University

    Science.gov (United States)

    Schroder, Ralph

    2008-01-01

    As part of this quantitative study, a survey questionnaire was mailed out to 835 university employees to measure levels of overall, intrinsic, and extrinsic job satisfaction. The survey included items of the Professional Satisfaction Scale, an instrument developed according to Herzberg's two-factor theory. Responses were measured on a 5-point…

  7. Alpha-amylase serum levels in professional soccer players are not related with physical fitness.

    Science.gov (United States)

    Sanchis-Gomar, Fabian; Alis, Rafael; Rampinini, Ermanno; Bosio, Andrea; Romagnoli, Marco; Lombardi, Giovanni; Lippi, Giuseppe

    2017-03-01

    Recent evidence has showed that serum or salivary values of α-amylase predict endurance running performance. In this study we investigate whether serum α-amylase concentration may be associated with training status during a competitive season and after a detraining period in professional soccer players. The study population consisted in 15 male professional soccer players from an Italian major league team (age [mean±SD] 27±5 years, weight 76.9±4.1 kg, height 1.82±0.05 m). Serum α-amylase levels were measured 3 times during the last part of a competitive season (January, March and May) and just before preseason training (July). Metabolic and cardiovascular fitness of soccer players was improved during the last part of the season. The levels of α-amylase did not change significantly throughout the study period (χ2=7.331, P=0.062), nor they were found to be associated with variation of physical fitness and training status. The α-amylase fluctuations throughout a competitive season and after vacation time were meaningless in professional soccer players. No significant associations with physical fitness variations could be observed. These results suggest that α-amylase concentration may be a useful parameter for identifying individual inclination to endurance exercise, but not for predicting actual training status.

  8. A comparison of the level of fear of death among students and nursing professionals in Mexico

    Directory of Open Access Journals (Sweden)

    Edna Johana Mondragón-Sánchez

    2015-04-01

    Full Text Available OBJECTIVE: to compare the level of fear of death in nursing students and professionals. METHOD: this was a comparative-transversal study examining 643 nursing students and professionals from a third-level institution. A random sampling method was employed, and the sample size was calculated by power analysis. The study was developed during three stages: the first stage consisted of the application of a pilot test, the second stage involved the recruitment of the participants, and the third stage measured the participants' responses on the Collett-Lester Fear of Death Scale. RESULTS: the average fear of death was moderate-high (-X=3.19±0.55, and the highest score was observed for the fear of the death of others (-X=3.52±0.20. Significant differences in the perceptions of fear of death were observed among the students of the first three years (p.05. CONCLUSIONS: it is possible that first-year students exhibit a reduced fear of death because they have not had the experience of hospital practice. Students in their second and third year may have a greater fear of death because they have cared for terminal patients. However, it appears that greater confidence is acquired over time, and thus fourth-year students and professionals exhibit less fear of death than second- and third-year students (p<.05.

  9. Employee Rights

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2016-01-01

    This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay-for-perf......This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay......-for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which reward structure should be utilized to motivate employees to a continuous search...

  10. LEVEL OF PSYCHOLOGICAL AND PSYCHOPHYSICAL READINESS OF STUDENTS FOR PROFESSIONAL LABOR ON RAILWAY

    Directory of Open Access Journals (Sweden)

    V. V. Pichurin

    2014-06-01

    Full Text Available Purpose. Railway transport specialties make high demands to the development of number of characteristics in psychological and psycho-physical spheres of the specialist person. For the purposeful work organization on effective forming of these spheres the students should have clear information about the existing trends. It is necessary to determine these trends. Methodology. Techniques of psychological diagnosis are used in the research. Namely: rating scale of the level of situational and personal anxiety (Ch. Spilberger; the questionnaire of subjective control level (Ye. F. Bazhin, developed on the basis of Dzh. Rotter’s locus of control scale; Munsterberg test, Bourdon correction task; special physical exercises to assess the sensorimotor characteristics (action speed, stability of the vestibular reactions. Findings. Existing trends concerning the development level of students: situational and personal anxiety, level of subjective control, attention selectiveness, concentration and attention fixation, speed of action, stability of the vestibular reactions were determined. Originality. Innovation in the research is the identification in the development level of railway students of some indicators of psychological and psychophysical readiness for professional work. Practical value. The data obtained during the research give the idea of the existing realities with regard to psychological and psychophysical readiness of railway students for the professional work. This is the basis for the focused effort organization concerning the formation of students' psychological and psychophysical readiness during training sessions.

  11. Making Sense of Employee Discourses

    DEFF Research Database (Denmark)

    Andersen, Mona Agerholm

    In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...

  12. Computer diagnostics of level of professional competence formation of future physical culture teachers in the biological disciplines study

    Directory of Open Access Journals (Sweden)

    Voitovska O.N.

    2013-03-01

    Full Text Available The analysis of the level of professional competence formation of future physical culture teachers in the biological disciplines study was provided. The study involved 79 students. It is applied methods of teaching observation and experiment. The computer program of monitoring of professional competence of future teachers of physical education was described in the study of the biological sciences. Analyzed the results of 448 students questionnaire of the first and second year, studying at specialty "teacher of physical culture." Found that the results of the formative stages of the experiments show significant positive changes in the levels of formation of professional competence of students of the experimental group. Found that the increase in the number of students with high and medium level of formation of professional competence and reduced the number of students with low level of formation of professional competence.

  13. EMPLOYEE MORALE IN THE NATIONAL ELECTRIC POWER ...

    African Journals Online (AJOL)

    Key words: Employee morale, Predictors, PHCN, Organizational efficiency, Eastern zones. Introduction. Employee ... internal and external factors. Internally, for ... formal organizations. Organizational Communication. The study attempted to find out the level of communication of official developments to employees. Table 1: ...

  14. Differences and Relationship Between Standard and Specific Throwing Test in Handball According to the Competitive and Professional Level

    OpenAIRE

    Rivilla García, Jesús; Grande Rodriguez, Ignacio; Chirosa, L.J.; Gómez Ortiz, María Jose; Sampedro Molinuevo, Javier

    2011-01-01

    The present study analyzed the differences in distance throwing with heavy and light medicine ball and throwing velocity between handball players of different competitive and professional level. Likewise, the relationship between the three throwing test of progressive specificity was analyzed: throwing with heavy medicinal ball (TH), throwing with light medicinal ball (TL) and throwing velocity (TV). For this purpose, sixty-five professional (P), semiprofessional (S) and non-professional (...

  15. Attitude and skill levels of graduate health professionals in performing cardiopulmonary resuscitation

    Directory of Open Access Journals (Sweden)

    Gebreegziabher Gebremedhn E

    2017-01-01

    Full Text Available Endale Gebreegziabher Gebremedhn,1 Gebremedhn Berhe Gebregergs,2 Bernard Bradley Anderson,3,† Vidhya Nagaratnam1 1Department of Anaesthesia, School of Medicine, College of Medicine and Health Sciences, University of Gondar, Gondar, 2Department of Public Health, Bahir Dar College of Medicine and Health Sciences, Bahir Dar University, Bahir Dar, 3Department of Surgery, School of Medicine, College of Medicine and Health Sciences, University of Gondar, Gondar, Ethiopia †Dr Bernard Bradley Anderson passed away on January 2, 2014 Background: Cardiopulmonary resuscitation (CPR is an emergency procedure used to treat victims following cardiopulmonary arrest. Graduate health professionals at the University of Gondar Teaching Hospital manage many trauma and critically ill patients. The chance of survival after cardiopulmonary arrest may be increased with sufficient attitude and skill levels. The study aimed to assess the attitude and skill levels of graduate health professionals in performing CPR.Methods: A hospital-based cross-sectional study was conducted from May 1 to 30, 2013, at the University of Gondar Teaching Hospital. The mean attitude and skill scores were compared for sex, original residence, and department of the participants using Student’s t-test and analysis of variance (Scheffe’s test. P-values <0.05 were considered to be statistically significant.Results: Of the 506 graduates, 461 were included in this study with a response rate of 91.1%. The mean attitude scores of nurse, interns, health officer, midwifery, anesthesia, and psychiatric nursing graduates were 1.15 (standard deviation [SD] =1.67, 8.21 (SD =1.24, 7.2 (SD =1.49, 6.69 (SD =1.83, 8.19 (SD =1.77, and 7.29 (SD =2.01, respectively, and the mean skill scores were 2.34 (SD =1.95, 3.77 (SD =1.58, 1.18 (SD =1.52, 2.16 (SD =1.93, 3.88 (SD =1.36, and 1.21 (SD =1.77, respectively.Conclusion and recommendations: Attitude and skill level of graduate health professionals with regard

  16. Decreased Circulating mtDNA Levels in Professional Male Volleyball Players.

    Science.gov (United States)

    Nasi, Milena; Cristani, Alessandro; Pinti, Marcello; Lamberti, Igor; Gibellini, Lara; De Biasi, Sara; Guazzaloca, Alessandro; Trenti, Tommaso; Cossarizza, Andrea

    2016-01-01

    Exercise exerts various effects on the immune system, and evidence is emerging on its anti-inflammatory effects; the mechanisms on the basis of these modifications are poorly understood. Mitochondrial DNA (mtDNA) released from damaged cells acts as a molecule containing the so-called damage-associated molecular patterns and can trigger sterile inflammation. Indeed, high plasma levels of mtDNA are associated to several inflammatory conditions and physiological aging and longevity. The authors evaluated plasma mtDNA in professional male volleyball players during seasonal training and the possible correlation between mtDNA levels and clinical parameters, body composition, and physical performance. Plasma mtDNA was quantified by real-time PCR every 2 mo in 12 professional volleyball players (PVPs) during 2 consecutive seasons. As comparison, 20 healthy nonathlete male volunteers (NAs) were analyzed. The authors found lower levels of mtDNA in plasma of PVPs than in NAs. However, PVPs showed a decrease of circulating mtDNA only in the first season, while no appreciable variations were observed during the second season. No correlation was observed among mtDNA, hematochemical, and anthropometric parameters. Regular physical activity appeared associated with lower levels of circulating mtDNA, further confirming the protective, anti-inflammatory effect of exercise.

  17. Association between depression and work stress in nursing professionals with technical education level.

    Science.gov (United States)

    Gherardi-Donato, Edilaine Cristina da Silva; Cardoso, Lucilene; Teixeira, Carla Araújo Bastos; Pereira, Sandra de Souza; Reisdorfer, Emilene

    2015-01-01

    to analize the relationship between depression and work stress in nursing professionals with technical education level of a teaching hospital in a city of the state of São Paulo. a cross-sectional study was carried out with 310 nursing technicians and nursing assistants, randomly selected. The outcome analyzed was the report of depression and its relationship with high levels of work stress, measured using the Job Stress Scale. Descriptive statistics and logistic regression were performed. the prevalence of depression in this study was 20%, and it was more expressive in females, aged over 40 years, living without a partner and in smokers. The chance of depression was twice as high among professionals showing high levels of work stress, even after multiple regression adjusting. depressive symptoms were strongly associated with high stress levels among nursing assistants and nursing technicians, evidencing a problem to be considered along with the planning of specific intervention programs for this population, as well as the need for better cases management by the supervisors.

  18. Innovative Training Experience for Advancing Entry Level, Mid-Skilled and Professional Level URM Participation in the Geosciences Workforce

    Science.gov (United States)

    Okoro, M. H.; Johnson, A.

    2015-12-01

    The representation of URMs in the U.S. Geosciences workforce remains proportionally low compared to their representation in the general population (Bureau of Labor Sta.s.cs, 2014). Employment in this and related industries is projected to grow 32% by 2030 for minority workers (Gillula and Fullenbaum, 2014), corresponding to an additional 48,000 jobs expected to be filled by minorities (National Research Council, 2014). However, there is a shortage of employees with proper training in the hard sciences (Holeywell, 2014; Ganzglass, 2011), as well as craft skills (Hoover and Duncan, 2013), both important for middle skill employment. Industry recognizes the need for developing and retaining a diverse workforce, therefore we hightlight a program to serve as a potential vanguard initative for developing an innovative training experience for URM and underserved middle skilled workers with essential knowledge, experience and skills necessary to meet the demands of the Geosciences industry's growing need for a safe, productive and diverse workforce. Objectives are for participants to achieve the following: understanding of geosciences workforce trends and associated available opportunities; mastery of key environmental, health and safety topics; improvements in decision making skills and preparedness for responding to potential environmental, health and safety related situations; and engagement in one-on-one coaching sessions focused on resume writing, job interviewing and key "soft skills" (including conflict resolution, problem solving and critical observation, representing 3 major skills that entry- level workers typically lack.

  19. A Comparison of Senior Student Affairs Officer and Student Affairs Preparatory Program Faculty Expectations of Entry-Level Professionals' Competencies

    Science.gov (United States)

    Dickerson, Amy M.; Hoffman, John L.; Anan, Baramee Peper; Brown, Kelsey F.; Vong, Linda K.; Bresciani, Marilee J.; Monzon, Reynaldo; Oyler, Jessica

    2011-01-01

    This survey research project compared and contrasted faculty and SSAO expectations for discrete new professional competencies. Findings revealed few significant differences. This study further examined differences between expected and perceived levels of new professional competency. Significant gaps emerged for fiscal management, planning,…

  20. STUDENTS' OPINIONS REGARDING STRATEGIC MANAGEMENT COURSE’S INSTRUCTED IN THE GRADUATE PROGRAMS LEVEL OF GAINING QUALIFIED EMPLOYEE TO BUSINESS: A STUDY AT GAZI UNIVERSITY

    Directory of Open Access Journals (Sweden)

    Zekai Öztürk

    2016-07-01

    Full Text Available At the point of monitoring developments taking place in the internal and external environmental conditions of the businesses, gaining the necessary skills is critical. To gain these skills, conscious and visionary individuals are trained in strategic management course in the universities at the associate degree, undergraduate, graduate and doctor's degree. In this study, students’ opinions regarding the level of strategic management course’s benefits on business with qualified employee were given. To serve this purpose, a research was conducted with students taking a strategic management course at master’s and doctoral level in 2015-2016 fall term at the Institute of Social Sciences at Gazi University. With a parametric method analysis, an independent Sample T-Test for comparison was performed on the data obtained. As a result of the study, it was observed that students educated in master's and doctoral level expressed their opinions concerning the strategic management course as an important tool to function in providing qualified employee to business in the middle level. As a result of analysis, it was observed that gaining qualified employee to business in a strategic management course is the level of 3, 32 in graduate students and 2, 63 in doctoral students.

  1. [Influence of sociodemographic, occupational and life style factors on the levels of burnout in palliative care health professionals].

    Science.gov (United States)

    Fernández Sánchez, J C; Pérez Mármol, J M; Peralta Ramírez, M I

    2017-12-07

    Palliative care health professionals have reported high levels of burnout. An understanding of factors associated with this syndrome in this population could foster new prevention and intervention strategies. The objectives were to evaluate the levels of burnout in each of its dimensions in a sample of palliative care health professionals and to analyze the relationship between levels of burnout and sociodemographic, occupational and lifestyle characteristics in this sample. The total sample was composed of 92 palliative care health professionals. Sociodemographic, occupational and lifestyle characteristics were registered. The levels of burnout syndrome were evaluated by the Maslach Burnout Inventory - Human Services Survey (MBI-HSS). The total sample was divided into three groups, depending on the level of burnout (non-burnout group, burnout group meeting one criterion, and burnout group meeting two or three criteria). Comparisons were performed amongst groups for all characteristics evaluated. The non-burnout professionals were significantly older and slept more than the professionals with more than one altered dimension; in addition, they had greater job seniority in the unit than those with a single altered dimension and did physical exercise more frequently than either of the burnout groups. The younger professionals, with more job seniority in the units of palliative care, and less hours of sleep and physical activity showed higher levels of burnout. Therefore, these factors should be considered for enhancing prevention and intervention strategies for these health professionals.

  2. Alteration of Plasma Brain Natriuretic Peptide Level After Acute Moderate Exercise in Professional Athletes

    Directory of Open Access Journals (Sweden)

    Homa Sheikhani

    2011-12-01

    Full Text Available Background: Cardiac fatigue or myocardial damage following exercise until complete exhaustion can increase blood levels of brain natriuretic peptide (BNP in athletes. Objectives: The aim of the present study was to investigate the effect of resistance and acute moderate aerobic exercise on alterations in BNP levels in professional athletes. Materials and Methods: Forty professional athletes who had at least 3 years of a championship background in track and field (aerobic group or body building (resistance group volunteered to participate in the present study. Track and field athletes (n = 20 were requested to run 8 km at 60% to 70% of maximum heart rate. Body building athletes (n = 20 performed a resistance training session of 5 exercises in 3 sets of 10 repetitions at 75% of 1 RM (bench press, seated row, leg extension, leg curl, and leg press. Before and immediately after the exercise, plasma BNP levels of both groups of athletes were measured by PATHFASTTM NT-proBNP assay, an immunochemiluminescent assay using two polyclonal antibodies in sandwich test format, on a PATHFASTTM automated analyzer. Results: Plasma BNP levels immediately following exercise increased significantly as compared with baseline values. Plasma BNP concentrations in the aerobic group were significantly higher than in the resistance group before and after exercise. Moreover, the increase in mean BNP concentrations in aerobic athletes was 7 times more than in resistance athletes. Conclusions: BNP levels in athlete who performed distance exercises increased significantly compared with resistance training. Possibly exercise program type, intensity of exercise, volume of exercise program, and field sport can be factors of changes in BNP levels

  3. Young and going strong?: A longitudinal study on occupational health among young employees of different educational levels

    NARCIS (Netherlands)

    Akkermans, J.; Brenninkmeijer, V.; Bossche, S.N.J van den; Blonk, R.W.B.; Schaufeli, W.B.

    2013-01-01

    Purpose: The purpose of this paper is to identify job characteristics that determine young employees' wellbeing, health, and performance, and to compare educational groups. Design/methodology/approach: Using the job demands-resources (JD-R) model and 2-wave longitudinal data (n=1,284), the paper

  4. The Cross-Level Mediating Effect of Psychological Capital on the Organizational Innovation Climate-Employee Innovative Behavior Relationship

    Science.gov (United States)

    Hsu, Michael L. A.; Chen, Forrence Hsinhung

    2017-01-01

    Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social…

  5. How to enable employee creativity in a team context : A cross-level mediating process of transformational leadership

    NARCIS (Netherlands)

    Bai, Yuntao; Lin, L.|info:eu-repo/dai/nl/374328870; Li, Peter Ping

    Employee creativity is critical to organizations' growth and is largely dependent on team dynamics. However, teams generally fail to encourage members to share their diverse knowledge, especially those that may cause disagreement among team members, as conflict often occurs in a team context.

  6. Creating what sort of professional? Master's level nurse education as a professionalising strategy.

    Science.gov (United States)

    Gerrish, Kate; McManus, Mike; Ashworth, Peter

    2003-06-01

    This paper reports on a detailed analysis of selected findings from a larger study of master's level nurse education. It locates some features of such education within the contemporary situation of nursing as a profession and interprets the role of master's level nurse education as a professionalising strategy. In-depth interviews were undertaken with a purposive sample of 18 nurse lecturers drawn from eight universities in the United Kingdom. The interview agenda explored participants' perspectives of the characteristics of master's level performance in practice. Interview transcripts were interpreted by drawing upon hermeneutic methodology. The following themes emerged. (a) The credibility of the master's level nurse was of central importance. In terms of the literature of professionalisation, this may be interpreted as a factor in enhancing the legitimacy of nursing as an occupation. (b) The clinical capability attributed to the nurse is interpreted as leading to an increase in the authority commanded by the expert professional. Thus, the individual capability of the master's level nurse enhances the attribution of autonomous skill to the occupation as a whole. (c) The master's level nurse is seen to exercise influence and leadership and this strengthens the power and status of nursing. Nursing does not have the appearance of a 'traditional' profession, neither has it a clear stance as a 'new profession'. Rather it appears to be especially responsive to the tide of public opinion manifest through government edicts. While nursing is employing rhetoric that espouses both positions, the direction of master's level education is anomalous.

  7. Major surgery delegation to mid-level health practitioners in Mozambique: health professionals' perceptions.

    Science.gov (United States)

    Cumbi, Amelia; Pereira, Caetano; Malalane, Raimundo; Vaz, Fernando; McCord, Colin; Bacci, Alberta; Bergström, Staffan

    2007-12-06

    This study examines the opinions of health professionals about the capacity and performance of the 'técnico de cirurgia', a surgically trained assistant medical officer in the Mozambican health system. Particular attention is paid to the views of medical doctors and maternal and child health nurses. The results are derived from a qualitative study using both semi-structured interviews and group discussions. Health professionals (n=71) were interviewed at both facility and system level. Eight group discussion sessions of about two hours each were run in eight rural hospitals with a total of 48 participants. Medical doctors and district officers were excluded from group discussion sessions due to their hierarchical position which could have prevented other workers from expressing opinions freely. Health workers at all levels voiced satisfaction with the work of the "técnicos de cirurgia". They stressed the life-saving skills of these cadres, the advantages resulting from a reduction in the need for patient referrals and the considerable cost reduction for patients and their families. Important problems in the professional status and remuneration of "técnicos de cirurgia" were identified. This study, the first one to scrutinize the judgements and attitudes of health workers towards the "técnico de cirurgia", showed that, despite some shortcomings, this cadre is highly appreciated and that the health delivery system does not recognize and motivate them enough. The findings of this study can be used to direct efforts to improve motivation of health workers in general and of técnicos de cirurgia in particular.

  8. [Knowledge level and professional attitudes to the Living Will: Differences between different professionals and provinces in the same autonomous community].

    Science.gov (United States)

    Fajardo Contreras, M C; Valverde Bolívar, F J; Jiménez Rodríguez, J M; Gómez Calero, A; Huertas Hernández, F

    2015-04-01

    Primary: To determine the differences, by occupational category and province, in the knowledge and attitudes of health professionals on the Living Wills Document (LWD) in 4 Andalusian provinces: Cordoba, Jaen, Cadiz, and Granada. Secondary: To determine the number of documents prepared in these areas and the number consulted in terminal situations. Descriptive observational multicenter study, with 17 health areas in 4 Andalusian provinces. Family doctors, nurses and social workers of the areas studied (n=340). Interventions Validated self-administered questionnaire about advance directives. Descriptive and bivariate (×2) analysis of data was performed. Mean age 46±8.8 years, 53.2% women. Physicians 56.1%, nurses 41.1%, social workers 2.6%. The mean score (0-10) of their knowledge was 5.42±2.41, with 78.4% believing that LWD are regulated in Andalusia (provinces differences, P=.001). More than one-third (36.7%) had read the document (differences by occupation, P=.001). The mean score on the advantage of preparing a LWD for the patient was 8.27±2.16 (significant differences between provinces P=.02). Mean score about the practitioner would respect the wishes of a patient in a LWD was 9.14±1.64 (significant difference between provinces P=.03). The mean score of the question about expressing the desires of the professional on preparing their LWD in the following year was 4.85±3.74 (P=.02). There are different behaviors between professions on reading the LWD. There are differences between provinces in the following aspects: whether the documents are regulated, whether the professionals prepare the LWD, and whether the professionals respects the provisions of the LWD. Copyright © 2014 Sociedad Española de Médicos de Atención Primaria (SEMERGEN). Publicado por Elsevier España. All rights reserved.

  9. Effects of Blended Learning Environment on Professional Competence and Motivation Levels of Coach Candidates

    Directory of Open Access Journals (Sweden)

    Turker Turan Yildiz

    2016-01-01

    Full Text Available Impeding factors which restrain educational activities such as physical impracticability exist in coach training courses, which are mainly caused by organizations, ineffective and insufficient duration of courses to resolve these problems, it is possible to use blended learning methods in coach training courses. Thus, we developed a traditional face-to-face environment for a special education course and an online environment for a fundamental education course using blending approach. The study aimed to investigate the effects of blended learning model proposed for coaching education courses on the motivation levels and professional competence of coach candidates. Participants were the trainees who wanted to participate in the first stage of the coach training course at volleyball branch. The coach candidates in the blended learning environment showed significantly higher motivation levels compared to the others in the control group. In addition, a significant difference between the control and the experiment groups of coach candidates in regard to their professional competence was detected. This study is compelling in terms of strengthening the significance of the blended learning environment, even in coach training.

  10. Leadership style : Impact on employee

    OpenAIRE

    Taiwo, Olawale

    2013-01-01

    This thesis studies and discusses the impact leadership management has on employee creativity and output. In order to bring out the best in an employee, the role job satisfaction and performance appraisal play can’t be underestimated in the working environment. The research was approved by the human resources department of Lorna LTD, the case company, to ascertain the level of contentment of its employees. The purpose of this research is to maximize employee output at Lorna LTD and re...

  11. Managing employee performance.

    Science.gov (United States)

    McConnell, Charles R

    2004-01-01

    Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.

  12. Multi-level analysis of electronic health record adoption by health care professionals: A study protocol

    Directory of Open Access Journals (Sweden)

    Labrecque Michel

    2010-04-01

    Full Text Available Abstract Background The electronic health record (EHR is an important application of information and communication technologies to the healthcare sector. EHR implementation is expected to produce benefits for patients, professionals, organisations, and the population as a whole. These benefits cannot be achieved without the adoption of EHR by healthcare professionals. Nevertheless, the influence of individual and organisational factors in determining EHR adoption is still unclear. This study aims to assess the unique contribution of individual and organisational factors on EHR adoption in healthcare settings, as well as possible interrelations between these factors. Methods A prospective study will be conducted. A stratified random sampling method will be used to select 50 healthcare organisations in the Quebec City Health Region (Canada. At the individual level, a sample of 15 to 30 health professionals will be chosen within each organisation depending on its size. A semi-structured questionnaire will be administered to two key informants in each organisation to collect organisational data. A composite adoption score of EHR adoption will be developed based on a Delphi process and will be used as the outcome variable. Twelve to eighteen months after the first contact, depending on the pace of EHR implementation, key informants and clinicians will be contacted once again to monitor the evolution of EHR adoption. A multilevel regression model will be applied to identify the organisational and individual determinants of EHR adoption in clinical settings. Alternative analytical models would be applied if necessary. Results The study will assess the contribution of organisational and individual factors, as well as their interactions, to the implementation of EHR in clinical settings. Conclusions These results will be very relevant for decision makers and managers who are facing the challenge of implementing EHR in the healthcare system. In addition

  13. A Case Study of Human Resource Development Professionals' Decision Making in Vendor Selection for Employee Development: A Degrees-of-Freedom Analysis

    Science.gov (United States)

    Cathcart, Stephen Michael

    2016-01-01

    This mixed method study examines HRD professionals' decision-making processes when making an organizational purchase of training. The study uses a case approach with a degrees of freedom analysis. The data to analyze will examine how HRD professionals in manufacturing select outside vendors human resource development programs for training,…

  14. Employee Compensation.

    Science.gov (United States)

    Osif, Bonnie A.; Harwood, Richard L.

    1995-01-01

    Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

  15. Employee Rights

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2016-01-01

    , on the one hand, and what is considered as equitable (in accordance with employment rights) by employees, on the other. Since equality in reward counts for more among a considerable fraction of employees, while equity in contribution counts more for most employers, this is an inherent dilemma, constantly...

  16. ICT Competency Level of Teacher Education Professionals in the Central Visayas Region, Philippines

    Directory of Open Access Journals (Sweden)

    Dave E. Marcial

    2015-12-01

    Full Text Available Information and communication technology (ICT plays a vital role in teaching and learning. This paper presents the landscape of ICT competency of faculty in the teacher education institutions in the central region of the Philippines. Specifically, the study investigates the ICT competency level in institutions of higher learning offering teacher education programs in the four provinces in Central Visayas, Philippines. A total of 383 survey responses was analyzed in the study. Respondents are all faculty handling any professional and/or specialization courses in the teacher education. The ICT competency level is measured empirically in terms of work aspects described in the UNESCO’s ICT Competency Standards for Teachers. The instrument used in data gathering was a survey questionnaire.This study reveals that the ICT competency level of the respondents is in the knowledge deepening level. The result implies that the teacher educators are integrative, student-centered and collaborative using the necessary tools. It is concluded that there is a slight technology infusion into the teaching instruction among teacher educators in Region 7. There is a need to improve the level of competency among the teacher educators, particularly skills in using complex and pervasive ICT tools to achieve innovative teaching and learning.

  17. The social dynamics of employees in Russia

    Directory of Open Access Journals (Sweden)

    Z T Golenkova

    2015-12-01

    Full Text Available The article describes the specific features of the socio-structural processes that take place in the Russian economy over the past decades, determine the dynamics of interaction between social groups, and change the criteria of social inequality and differentiation. The authors believe that the transformation of property relations in the Russian society led to a sharp polarization in income and changed the structure of employment. In the first part of the article, the authors analyze the employment by economic sectors, identify general characteristics of the labor market at different levels (macro- and micro-levels in the field of socio-economic and socio-labor relations. In the second part of the article, the authors on the basis of their own empirical studies estimate the positions of employees working in both the public and private sectors, but focus on the private sector employees as a new social class. The authors describe how a class of employees is forming in Russia; indicate the general characteristics of this community, as well as the factors that determine the social differences within it, and the nature of these differences, which depend on the sector of employment, employee professional and educational level, his age, and job position.

  18. Journal Writing: A Means of Professional Development in ESL Classroom at Undergraduate Level

    Directory of Open Access Journals (Sweden)

    D. Samrajya Lakshmi

    2009-10-01

    Full Text Available The duty of the Teacher of English is not merely teaching English texts but he/she should help the students in enhancing various other skills like communicative, analytical, logical and soft skills. To compete with the growing demands on the English teachers, timely orientation towards professionalism is of dire importance. For over three decades now, it has been found that methodology, training and concept alone will not make a teacher competent enough to train the students at college level to meet the students’ requirements. In this fast changing global scenario, no other processes excepting reflective practice, which is highly exploratory is the best and could serve the ever growing needs of the English language learners and teachers by integrating both theory and practice. This paper focuses on the potential of journal writing as a reflective professional development tool, which is purely a personal low-tech way of incorporating reflective practice in day-to-day classroom teaching by individual teachers. My attempt through this paper is to advertise the use of journal writing not only to the experienced but also to the novice teacher to make his/her class effective.

  19. [Qualification concept for delegation of medical tasks to nonmedical professional groups. The "Greifswalder 3-level model"].

    Science.gov (United States)

    Hoffmann, W; van den Berg, N; Dreier, A

    2013-04-01

    To manage the current demographics and the expected medical, nursing, and social care needs of the population, structural changes are needed in the German health care system. On the regional level, there is a shortage of general practitioners in Germany. In the future, the number of affected regions will likely increase. These trends require new support strategies, which include the delegation of medical tasks to nonphysician professionals of which nurses and medical assistants are the primary profession. Thus, they will expand their traditional scope of work. However, their traditional training does not qualify them to perform medical tasks responsibly and with high quality. Hence, there is a need for further development of advanced training programs. The goal is to tailor modular advanced training to the specific support needs of the patients. A recent law (GKV-Versorgungsstrukturgesetz, GKV-VStG, 1 January 2012) was passed that specifies and extends the delegation options of medical tasks beyond the restrictions defined in previous German legislation (§ 63, SGB V in 2008). In this article, we present a three-stage model for qualifying nonphysician medical professionals for defined ranges of medical tasks.

  20. Effective science teachers' professional development: A multiple-case study of district-level science supervisors' perspectives

    Science.gov (United States)

    Schaben, Chris Jay

    At its heart, science teachers' professional development is about continual growth and improvement (Yager, 2005). Conducting research to understand what constitutes effective professional development is inherently complex (Hewson, 2007). The imperative to link research on professional development to student achievement (Fishman, Marx, Best, & Tal, 2003) increases complexity of research on the topic. These complexities require multiple research approaches and indicate that all stakeholders could provide insights to identify what constitutes effective professional development. District-level science supervisors' voices are missing from the data on effective science teachers' professional development and this provides a potential gap in the literature (Banilower, Heck, & Weiss, 2007; Elmore & Burney, 1999; Shroyer, Miller, Hernandez, & Dunn, 2007). The purpose of this multiple-case study was to gather information from six district-level science supervisors from six different school districts in six different states to gain a deeper understanding of their insights on what constitutes effective professional development. The empirical data examined in this study resulted from interviews, participant drawings, observations, and document review. The major finding was that the district-level science supervisors mostly confirmed what was known in the field. However, this finding could be used in a variety of ways to support future research; such as providing a potential data source to corroborate self-reported teacher survey data. The findings from this study also identified a few nuances to what is known about effective science teachers' professional development research. Specifically, a finding suggests that researchers may need to reconceptualize the amount of time before which science teachers' professional development can impact student achievement. Another nuance identified relates to the, already known, understanding that district-level science supervisors' beliefs

  1. Investigation of Relationship between Level of Awareness around Health, Safety and Environment Management System and Its Effects on Safety Climate and Risk Perception by Employees in an Iran Oil Refinery, 2015

    Directory of Open Access Journals (Sweden)

    Milad Ahmadi Marzaleh

    2017-02-01

    Full Text Available Special attention of and oil, gas and petrochemical large corporation in the world to the HSE management system is due to its importance in the designing and development of products, services and processes by considering its health, safety and environment requirements. Staff's perception of the existing job risks has a significant impact on their safe behavior at work. This study was conducted to determine the relationship between safety climate and staff's perception of risk with an awareness level among employees of the HSE management system in an oil refinery in Kermanshah. The study population was employees in one of the oil refineries in Iran. After designing and questionnaire psychometric assessment of staff knowledge of HSE management system (Cronbach's alpha was 0.9 and its validity was assessed by certified professionals, Loughborough safety climate questionnaire and Flin risk perception questionnaire were used. Data analysis was performed using SPSS V22 software. Results showed that the relationship between safety climate and awareness level of the HSE management system; also the relationship between safety climate and perception of risk was also getting significant. However, the relationship between perception of risk and awareness level of the HSE management system was not significant. The results of this study showed a moderate awareness of HSE Management System in refinery workers. In this regard, appropriate and proper management policy should be committed to improving the situation. The results of this study is a profile the situation of safety climate in the refinery, which can be used as an indicator for the development of preventive policies and evaluate the performance of the organization's safety and the results of the safety improvement organization.

  2. The Moderating Role of Job Resourcefulness in the Impact of Work–Family and Family–Work Life Conflict on the Burnout Levels of Travel Agency Employees

    Directory of Open Access Journals (Sweden)

    Yilmaz Akgunduz

    2015-07-01

    Full Text Available The aim of this study is to determine the moderating role of job resourcefulness under the influence of work–family and family–work life conflict on the burnout levels of employees. In this con-text, a questionnaire was created using the Maslach Burnout Inventory (MBI, Work–Family Life Conflict, and Job Resourcefulness Scale. This survey was applied to travel agency employees in Izmir, Turkey, who were selected by using deliberate sampling method. At the end of the data collection period, 220 valid questionnaires were obtained. A hierarchical regression analysis was conducted to test the hypotheses based on the reliability and validity of the scales. Analysis results indicate that resourcefulness reduces detrimental effects of work-family conflict on emotional exhaustion and depersonalization. In addition results also indicate that job resourcefulness reduces detrimental effects of family-work conflict on depersonalization. The implications of these results for future research are also discussed.

  3. Integration of professional judgement and decision-making in high-level adventure sports coaching practice.

    Science.gov (United States)

    Collins, Loel; Collins, Dave

    2015-01-01

    This study examined the integration of professional judgement and decision-making processes in adventure sports coaching. The study utilised a thematic analysis approach to investigate the decision-making practices of a sample of high-level adventure sports coaches over a series of sessions. Results revealed that, in order to make judgements and decisions in practice, expert coaches employ a range of practical and pedagogic management strategies to create and opportunistically use time for decision-making. These approaches include span of control and time management strategies to facilitate the decision-making process regarding risk management, venue selection, aims, objectives, session content, and differentiation of the coaching process. The implication for coaches, coach education, and accreditation is the recognition and training of the approaches that "create time" for the judgements in practice, namely "creating space to think". The paper concludes by offering a template for a more expertise-focused progression in adventure sports coaching.

  4. Employee voice and employee retention.

    Science.gov (United States)

    Spencer, D G

    1986-09-01

    This study investigates the relationship between the extent to which employees have opportunities to voice dissatisfaction and voluntary turnover in 111 short-term, general care hospitals. Results show that, whether or not a union is present, high numbers of mechanisms for employee voice are associated with high retention rates. Implications for theory and research as well as management practice are discussed.

  5. Clinical Skills Performed By Iranian Emergency Nurses: Perceived Competency Levels and Attitudes Toward Expanding Professional Roles.

    Science.gov (United States)

    Hassankhani, Hadi; Hasanzadeh, Firooz; Powers, Kelly A; Dadash Zadeh, Abbas; Rajaie, Rouzbeh

    2017-07-26

    Emergency nurses play an important role in the care of critically ill and injured patients, and their competency to perform clinical skills is vital to safe and effective patient care. The aim of this study was to evaluate the frequency of clinical skills performed and perceived competency levels among Iranian emergency nurses. In addition, attitudes toward expanding the professional roles of Iranian emergency nurses were also assessed. In this descriptive correlational study, 319 emergency nurses from 30 hospitals in northwest Iran participated. Data were collected using a self-report questionnaire. Descriptive statistics and Pearson's correlation coefficient were used to present the findings. Overall competency of the emergency nurses was 73.31 ± 14.2, indicating a good level of perceived competence. The clinical skills most frequently performed were in the domains of organizational and workload competencies (3.43 ± 0.76), diagnostic function (3.25 ± 0.82), and the helping role (3.17 ± 0.83). A higher level of perceived competence was found for skills within these domains. Less frequently, participants performed skills within the domains of effective management of rapidly changing situations (2.70 ± 0.94) and administering and monitoring therapeutic interventions (2.60 ± 0.97); a lower perceived level of competence was noted for these clinical skills. There was a significant correlation between frequency of performing clinical skills and perceived competency level (r = 0.651, P nurse managers and educators who may consider offering more frequent experiential and educational opportunities to emergency nurses. Expansion of nurses' roles could also result in increased experience in clinical skills and higher levels of competency. Research is needed to investigate nurses' clinical competence using direct and observed measures. Copyright © 2017 Elsevier Inc. All rights reserved.

  6. Employee Engagement: A Literature Review

    Directory of Open Access Journals (Sweden)

    Dharmendra MEHTA

    2013-12-01

    Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

  7. Employee motivation

    OpenAIRE

    Kolářová, Jana

    2010-01-01

    The Bachelor thesis disserts upon employee motivation, namely the intluence upon their working effort with the goal to increase their performance and loyalty, and operates with the fact that people, with their knowledge, abilities, skills and certain brainware, are the key factor for successful performance of each organization if they are optimally motivated. The thesis emphasizes the fact that the employee motivation cannot lie only in stimulation with material instruments because the labour...

  8. Teacher Professional Development for Teaching Astronomy at the High School Level

    Science.gov (United States)

    Limaye, S. S.; Harris, W. M.; Sanders, W. T.; Wachtel, L.

    2002-09-01

    In most Wisconsin High Schools, Astronomy has not been offered as a course, and only a few have after-school Astronomy clubs. With the recent publication of the National and Wisconsin Science Education Standards, many school districts are adopting their own detailed standards and modifying curricula by introducing Space Science content. Such districts face several challenges, the major hurdle being finding teachers who are able to teach the new content. At the high school level, there is thus a growing need in Wisconsin for developing a cadre of teachers who have at least some content background in basic Astronomy and Space Science concepts and themes. This need was further highlighted by the relative lack of use of a recently constructed remotely operable observatory by the Madison Metropolitan School District (MMSD), despite having held training workshops in the use of the facility. Simply creating the observatory was not enough as the teachers struggled with its incorporation in the curriculum for lack of adequate background knowledge. With a view towards providing professional development in space science, we have begun a new effort that includes a summer workshop as well as hands-on experiencing astronomical observing for a select group of teachers. The workshop included presentations by scientists on topics relevant to a candidate high school space science curriculum and opportunities for teachers to share their ideas and proposed plans for implementing the space science content by developing curriculum units. The teachers toured several professional and amateur observatories in the vicinity of Madison, including MMSD's remote observatory, which they are likely to use in the coming academic year. The effort will continue for the next two years with periodic group meetings as well as another workshop next summer. This effort has been supported by NASA/IDEAS Grant HSD-ED-90244.01 and by WINNERSS, a Wisconsin Idea Program funded by the University of Wisconsin-Madison.

  9. Valuing productivity loss due to absenteeism: firm-level evidence from a Canadian linked employer-employee survey.

    Science.gov (United States)

    Zhang, Wei; Sun, Huiying; Woodcock, Simon; Anis, Aslam H

    2017-12-01

    In health economic evaluation studies, to value productivity loss due to absenteeism, existing methods use wages as a proxy value for marginal productivity. This study is the first to test the equality between wage and marginal productivity losses due to absenteeism separately for team workers and non-team workers. Our estimates are based on linked employer-employee data from Canada. Results indicate that team workers are more productive and earn higher wages than non-team workers. However, the productivity gap between these two groups is considerably larger than the wage gap. In small firms, employee absenteeism results in lower productivity and wages, and the marginal productivity loss due to team worker absenteeism is significantly higher than the wage loss. No similar wage-productivity gap exists for large firms. Our findings suggest that productivity loss or gain is most likely to be underestimated when valued according to wages for team workers. The findings help to value the burden of illness-related absenteeism. This is important for economic evaluations that seek to measure the productivity gain or loss of a health care technology or intervention, which in turn can impact policy makers' funding decisions.

  10. Professionally important qualities of the head of the middle level in the penitentiary system of Russia

    Directory of Open Access Journals (Sweden)

    Bovin B.G.

    2017-07-01

    Full Text Available The article presents the results of an empirical study conducted on a representative sample of the penitentiary system staff. The subject of the study were deputy heads of correctional institutions and heads of departments in various areas of work in the Federal Penitentiary Service of Russia for the North Caucasus Federal District, enlisted in the reserve for higher managerial positions. The purpose of the study is to determine the professionally important qualities (PIQ of middle managers and to identify potential abilities for managerial activities at a higher position. According to expert estimates, given by immediate supervisors to candidates for the reserve for nomination, the general level of development of the TAC was determined. The psychodiagnostic examination of candidates enrolled in the reserve for nomination, using the methods used in the centers of psychodiagnostics (CPD of the territorial bodies of the penitentiary system during admission to the service, made it possible to identify potential abilities for responsible higher-level administrative work and psychological contraindications to the employment of a higher middle management.

  11. Development of guidelines to assist organisations to support employees returning to work after an episode of anxiety, depression or a related disorder: a Delphi consensus study with Australian professionals and consumers.

    Science.gov (United States)

    Reavley, Nicola J; Ross, Anna; Killackey, Eoin J; Jorm, Anthony F

    2012-09-03

    Mental disorders are a significant cause of disability and loss of workplace productivity. The scientific evidence for how organisations should best support those returning to work after common mental disorders is relatively limited. Therefore a Delphi expert consensus study was carried out with professional and consumer experts. A systematic review of websites, books and journal articles was conducted to develop a 387 item survey containing strategies that organisations might use to support those returning to work after common mental disorders. Three panels of Australian experts (66 health professionals, 30 employers and 80 consumers) were recruited and independently rated the items over three rounds, with strategies reaching consensus on importance written into the guidelines. The participation rate across all three rounds was 60.2% (57.6% health professionals, 76.7% employers, 56.3% consumers). 308 strategies were endorsed as essential or important by at least 80% of all three panels. The endorsed strategies provided information on policy and procedures, the roles of supervisors, employees and colleagues in managing absence and return to work, and provision of mental health information and training. The guidelines outline strategies for organisations supporting those returning to work after common mental disorders. It is hoped that they may be used to inform policy and practice in a variety of workplaces.

  12. How to Motivate Employees?

    Directory of Open Access Journals (Sweden)

    Andreja Kušar

    2014-02-01

    Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.

  13. Knowledge levels and training needs of disaster medicine among health professionals, medical students, and local residents in Shanghai, China.

    Science.gov (United States)

    Su, Tong; Han, Xue; Chen, Fei; Du, Yan; Zhang, Hongwei; Yin, Jianhua; Tan, Xiaojie; Chang, Wenjun; Ding, Yibo; Han, Yifang; Cao, Guangwen

    2013-01-01

    Disaster is a serious public health issue. Health professionals and community residents are main players in disaster responses but their knowledge levels of disaster medicine are not readily available. This study aimed to evaluate knowledge levels and training needs of disaster medicine among potential disaster responders and presented a necessity to popularize disaster medicine education. A self-reporting questionnaire survey on knowledge level and training needs of disaster medicine was conducted in Shanghai, China, in 2012. A total of randomly selected 547 health professionals, 456 medical students, and 1,526 local residents provided intact information. The total response rate was 93.7%. Overall, 1.3% of these participants have received systematic disaster medicine training. News media (87.1%) was the most common channel to acquire disaster medicine knowledge. Although health professionals were more knowledgeable than community residents, their knowledge structure of disaster medicine was not intact. Medical teachers were more knowledgeable than medical practitioners and health administrators (p = 0.002). Clinicians performed better than public health physicians (pstudents performed better than clinical medical students (pTraining needs of disaster medicine were generally high among the surveyed. 'Lecture' and 'practical training' were preferred teaching methods. The selected key and interested contents on disaster medicine training were similar between health professionals and medical students, while the priorities chosen by local residents were quite different from health professionals and medical students (ptraining needs into consideration.

  14. Empowerment of health professionals: how high level security education can raise awareness and confidence.

    Science.gov (United States)

    Herbst, Matthias; Busch, Christoph; Pharow, Peter; Blobel, Bernd

    2008-01-01

    Setting up networks among physicians and other health professionals in virtually any medical discipline is an important part of establishing eHealth world-wide. Medical research strategies nowadays advance diagnostic and therapeutic knowledge and guidelines allowing patients to benefits. Patient data and samples are among the most sensitive information and must carefully be protected according to rules of ethics and professional discretion as well as national and international privacy legislation. A lot has been said about "patient involvement, patient empowerment". What about health professionals? How can they be involved and empowered to address the paradigm shift towards a personalized health service provision? Information and communication technology (ICT), medical devices, and software applications are not among the topics health professionals typically deal with while being theoretically and practically trained to diagnose diseases and treat patients. An ICT-based training and information provision is required to update the ICT skills of health professionals. The German CAST association provides such an information platform where health professionals attend applied computer security education events. This article aims at describing how ICT and security education is provided to health professionals, and how these training courses are designed, structured, performed, and assessed.

  15. Employee Handbook

    Energy Technology Data Exchange (ETDEWEB)

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

  16. At the sources of one's well-being: early rehabilitation for employees with symptoms of distress.

    Science.gov (United States)

    Kuoppala, Jaana; Kekoni, Jouni

    2013-07-01

    To examine the effects of a new multifaceted early rehabilitation program on employee well-being targeted on distressed employees in small-to-medium sized workplaces. Fifty-two employees (92% women; age: 34 to 66 years) participated in five biweekly sessions with one follow-up day at 6 months. Rehabilitation professionals specially trained for the mindfulness method covered topics from health, nutrition, sleep, physical activity to stress management. Employees were divided by their well-being level at baseline into "healthy" and "symptomatic" groups. Main outcomes were job, mental, and physical well-being. Well-being among the symptomatic employees reached that of the healthy ones at baseline. Also, the healthy participants benefited from the program to a small degree. The preliminary findings of this new program are promising although more research is needed on its effects and cost-effectiveness.

  17. Level of physical activity of health professionals in a district hospital in KwaZulu-Natal, South Africa

    Directory of Open Access Journals (Sweden)

    Siyabonga H. Kunene

    2015-04-01

    Full Text Available Background: Health professionals have a role to play in the promotion of physical activity in order to prevent the ever-increasing burden of diseases associated with physical inactivity. Determination of the level of physical activity amongst health professionals managing patients presenting with various lifestyle-related conditions is most pertinent.Object: The purpose of the present study was to ascertain the level of physical activity of health professionals at Estcourt Hospital in KwaZulu-Natal Province.Method: A cross-sectional survey of 109 health professionals was conducted over a period of three consecutive weeks in 2012. The Global Physical Activity Questionnaire (GPAQ and other related data such as socio-demographic characteristics was used to collect data. Data were analysed using descriptive and inferential statistics to determine relationships between variables. An analysis guide was used to determine the level of physical activity with reference to the GPAQ guidelines recommended by the Word Health Organization using the metabolic equivalent of task (MET-minutes per week indicators.Results: The overall level of physical activity was: 31% of participants were high, with METminutes/week ≥ 3000; 29% were moderate, with MET-minutes/week ≥ 600; and 40% were low, with MET-minutes/week < 600. Although black women predominantly reported low levels of physical activity, age was found to be significantly related to the level of physical activity (p = 0.000, r = -0.637.Conclusion: An intervention to promote physical activity amongst health professionals is essential to promote healthy living.

  18. The Foci of In-Action Professional Judgement and Decision-Making in High-Level Adventure Sports Coaching Practice

    Science.gov (United States)

    Collins, Loel; Collins, Dave

    2017-01-01

    This article continues a theme of previous investigations by the authors and examines the focus of in-action reflection as a component of professional judgement and decision-making (PJDM) processes in high-level adventure sports coaching. We utilised a thematic analysis approach to investigate the decision-making practices of a sample of…

  19. Analyzing Musical Self-Esteem and Performance Anxiety Levels of Students Receiving Professional Music Education at Different Institutions in Turkey

    Science.gov (United States)

    Otacioglu, Sena Gürsen

    2016-01-01

    The study was conducted to establish which variables cause the interrelations between musical self-esteem and performance-anxiety levels of students receiving professional music education at different institutions to vary. In relation to this framework, "musical self-esteem" and "performance anxiety" scores of students…

  20. Multi-level modeling of aspects associated with poor mental health in a sample of prehospital emergency professionals.

    Science.gov (United States)

    Arial, Marc; Wild, Pascal; Benoit, Damien; Chouaniere, Dominique; Danuser, Brigitta

    2011-11-01

    The goal of this paper is to investigate the respective influence of work characteristics, the effort-reward ratio, and overcommitment on the poor mental health of out-of-hospital care providers. 333 out-of-hospital care providers answered a questionnaire that included queries on mental health (GHQ-12), demographics, health-related information and work characteristics, questions from the Effort-Reward Imbalance Questionnaire, and items about overcommitment. A two-level multiple regression was performed between mental health (the dependent variable) and the effort-reward ratio, the overcommitment score, weekly number of interventions, percentage of non-prehospital transport of patients out of total missions, gender, and age. Participants were first-level units, and ambulance services were second-level units. We also shadowed ambulance personnel for a total of 416 hr. With cutoff points of 2/3 and 3/4 positive answers on the GHQ-12, the percentages of potential cases with poor mental health were 20% and 15%, respectively. The effort-reward ratio was associated with poor mental health (P Emergency medical services should pay attention to the way employees perceive their efforts and the rewarding aspects of their work: an imbalance of those aspects is associated with poor mental health. Low perceived esteem appeared particularly associated with poor mental health. This suggests that supervisors of emergency medical services should enhance the value of their employees' work. Employees with overcommitment should also receive appropriate consideration. Preventive measures should target individual perceptions of effort and reward in order to improve mental health in prehospital care providers. Copyright © 2011 Wiley Periodicals, Inc.

  1. Employee engagement and job satisfaction in the information technology industry.

    Science.gov (United States)

    Kamalanabhan, T J; Sai, L Prakash; Mayuri, Duggirala

    2009-12-01

    Employee engagement has been identified as being important to employee productivity and performance. Measures of employee engagement and job satisfaction in the context of information technology (IT) were developed to explore how employee engagement affects perceived job satisfaction. In a sample of IT professionals (N = 159), controlling for age, sex, job tenure, and marital status, employee engagement had a significant and positive correlation with job satisfaction.

  2. Individual career initiatives and their influence upon professional expertise development throughout the career

    NARCIS (Netherlands)

    van der Heijden, Beatrice

    2002-01-01

    The present study describes the relationship between three individual predictor variables and the degree of professional expertise of higher level employees in three different career stages. Professional expertise is operationalised by means of five dimensions, i.e. knowledge, meta-cognitive

  3. Social media in health professional education: a student perspective on user levels and prospective applications.

    Science.gov (United States)

    Maloney, Stephen; Moss, Alan; Ilic, Dragan

    2014-12-01

    Social Networking Sites (SNS) have seen exponential growth in recent years. The high utilisation of SNS by tertiary students makes them an attractive tool for educational institutions. This study aims to identify health professional students' use and behaviours with SNS, including students' perspectives on potential applications within health professional curricula. Students enrolled in an undergraduate physiotherapy program were invited to take part in an anonymous, online questionnaire at the end of 2012. The survey consisted of 20 items, gathering demographic data, information on current use of SNS, and opinions regarding the application of SNS into education. Both quantitative and qualitative data were gathered. A total of 142 students, from all years of study, completed the online questionnaire. Only two participants were not current users of social media. Facebook and YouTube had been utilised for educational purposes by 97 and 60 % of participants respectively; 85 % believed that SNS could benefit their learning experience. Only five respondents were not interested in following peers, academic staff, clinicians or professional associations on Facebook. Four key themes emerged: peer collaboration, need for separation between personal and professional realms, complimentary learning and enhanced communication. Students wish to make educational connections via SNS, yet expressed a strong desire to maintain privacy, and a distinction between personal and professional lives. Educational utilisation of SNS may improve communication speed and accessibility. Any educator involvement should be viewed with caution.

  4. Predicting the Salary Satisfaction of Exempt Employees.

    Science.gov (United States)

    Dreher, George F.

    1981-01-01

    Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

  5. [Health and safety professional roles and competencies to promote company-level integration of preventive actions. A Delphy study].

    Science.gov (United States)

    Gual Llorens, Clara; Velarde Collado, José María; Portell Vidal, Mariona; Boix Ferrando, Pere

    2014-01-01

    To describe the view of faculty who train health and safety professionals on the roles and competencies needed to promote the integration of preventive actions at the company level. We used a Delphi method, in three rounds, on an intentional sample of experts, and asked them to rate the appropriateness, relevance and acceptability of 8 professional roles, on a scale of 1 to 9 points. We also asked them to formulate and rank order the corresponding competencies, in order of importance. Participant responses (n=76, 58% of the initially identified faculty) show a broad consensus when assessing professional roles (over 85% of participants rated two of these roles highly, with scores between 7 and 9) and general agreement on the three most important competencies in terms of knowledge, skills and attitudes to promote the integration of preventive actions. The experts participating in this study agreed that the main roles to be performed by health and safety professionals to promote prevention integration are as advisors and trainers. The competencies considered most important are knowledge about the company activity, its risks and the problems linked to the activity (to know), ability to work in multidisciplinary teams (to know how), and to perform professional duties ethically, with independence and impartiality (to know how to be). Copyright belongs to the Societat Catalana de Seguretat i Medicina del Treball.

  6. Employee recruitment.

    Science.gov (United States)

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  7. Investigating Teachers' Professional Life Quality Levels in Terms of the Positive Psychological Capital

    Science.gov (United States)

    Yalçin, Sinan; Isgör, Isa Y.

    2017-01-01

    This study, which investigated the relationship between teachers' professional life qualities and positive psychological capital, was designed in a relational screening pattern in the quantitative research method. Teachers, who worked in primary, secondary and high school in Erzincan city centre of Turkey in 2014-2015 academic year, participated…

  8. Quantitative Study of Emotional Intelligence and Communication Levels in Information Technology Professionals

    Science.gov (United States)

    Hendon, Michalina

    2016-01-01

    This quantitative non-experimental correlational research analyzes the relationship between emotional intelligence and communication due to the lack of this research on information technology professionals in the U.S. One hundred and eleven (111) participants completed a survey that measures both the emotional intelligence and communication…

  9. Socialization for New and Mid-Level Community College Student Affairs Professionals

    Science.gov (United States)

    Hornak, Anne M.; Ozaki, C. Carolyn; Lunceford, Christina

    2016-01-01

    This study was designed to explore the socialization of student affairs professionals in community colleges. The authors used the theory of organizational socialization (Van Maanen & Schein, 1979) and explored these nuances through a qualitative research design. Findings include differences in socialization in institutions versus the…

  10. Alcohol Mixed with High Levels of Caffeine: What Campus Professionals Need to Know

    Science.gov (United States)

    Traue, Jessica Greher; Stahlman, Sara

    2010-01-01

    Over the past few months, there has been much media attention on popular caffeinated malt beverages like Four Loko. However, researchers, policy makers, and health professionals have expressed concern over caffeinated malt beverages and mixed energy drinks for several years. Since the introduction of energy drinks to the United States such as Red…

  11. PROFESSIONAL TRAINING IN THE TERMS OF MICROENTERPRISES: PROCESS MODELLING OF EDUCATIONAL AND PROFESSIONAL INTERACTION

    Directory of Open Access Journals (Sweden)

    V. A. Fedorov

    2017-01-01

    systemic activity of subjects of labour on the development of professional competences of the employee.Scientific novelty. The concept “training and professional interaction” of the micro-enterprise employees is specified. Structural-functional model of training and professional interaction of employees of micro-enterprises based on the principles of self-organization of subjects, motivation for success, continuity and regularity of interaction, complexity, partnerships in professional communications is developed. The model includes interrelated and interdependent diagnostic, designed, actively-productive and effective components.Practical significance. The article can be useful to researchers of the problem of industrial education in the current social-economic terms, from a practical point of view – to the leaders of micro-enterprises, coaches and other people interested in the professional training of the employee, to increase the level of its general and professional competencies, abilities in a short time to master new knowledge and skills and quickly adjust their professional activity in accordance with the change in the content of the work.

  12. Employee participation in corporate governance: implications for company resilience

    NARCIS (Netherlands)

    Kleinknecht, R.H.

    2015-01-01

    How do works councils and employee board-level representation affect company performance? Research on employee participation provides mixed and sometimes contradictory findings. This article argues that the performance effects of employee participation depend on the business cycle. Specifically, the

  13. The Linkage Between Work Unit Performance Perceptions of U.S. Federal Employees and Their Job Satisfaction: An Expectancy Theory

    Directory of Open Access Journals (Sweden)

    Soyoung PARK

    2017-11-01

    Full Text Available Public organizations are interested in how to improve their performance. Performance in a work unit can also influence employee job satisfaction due to positive expectations based on higher performance. Thus, our study attempts to investigate if organizational performance has an impact on employee motivation under the premise that employees who perform better in a work unit expect greater professional recognition and rewards. By using data from the 2013 Federal Employee Viewpoint Survey (FEVS, we find that employees who perceive higher levels of performance in a work unit have a higher level of job satisfaction. This paper further shows that performance perception based on rewards is also positively related to job satisfaction.However, underrepresented groups (female and non-white, older employees and mid-level (work experience from 6 to 14 years employees are less satisfied with higher work unit performance. Finally, employees in the distributive agency category are more satisfied with work unit performance while those in the regulatory agency category are less satisfied with work unit performance. In conclusion, organizations should recognize particular characteristics of employees to develop the policies related to performance management, and effectively utilize these policies in order to attract and retain proficient workers.

  14. CORRELATIVE NOTIONS OF THE “PROFESSIONAL JUDGMENT” AND THE “PROFESSIONAL BEHAVIOR”

    Directory of Open Access Journals (Sweden)

    VIORICA MIRELA STEFAN-DUICU

    2014-11-01

    Full Text Available At a professional level, the conduit involves general rules that are subject to certain particularization that appears as a positioning of human postures of social nature into a microeconomic environment. In the modeling process, the interdisciplinary of the domains is being taken into consideration along with the specificity of the organization in which the employee is working and also involves a multitude of internal and external factors that are generating, as a final result, a diversity of correlative notions regarding the professional judgment and the professional behavior. This paper scope is to highlight the reciprocity incurred between the two notions and also the influences created by.

  15. Research as a pedagogical principle in professional technical education of secondary level for the constitution of the social and professional subject

    Directory of Open Access Journals (Sweden)

    Salete Valer

    2017-12-01

    Full Text Available The official documents written in the last decade for Basic Education have reinforced the need for polytechnic and universal education. They propose research as a pedagogical principle, including in the Professional Technical Education of Secondary Level. This article aims to detect which literacy practices and technologies are involved in that principle, in the teaching object of the Languages (mother tongue and additional languages disciplines. The theoretical basis for the analysis of the object under study relied on BRASIL (2013, BRASIL (2015, Demo (2006, 2015, Martins (2009 e Rojo (2005, 2013 among others, and utilized documentary research. The results indicate that the Languages disciplines have a fundamental role concerning literacy teaching involved in the research practice. It was concluded literacy related to investigative practices and the use of digital technologies should be used as pedagogical resources also in other disciplines of the courses, so that the proposed education may be effective in the modality of education discussed here.

  16. The DUNDRUM-1 structured professional judgment for triage to appropriate levels of therapeutic security: retrospective-cohort validation study.

    LENUS (Irish Health Repository)

    Flynn, Grainne

    2011-01-01

    The assessment of those presenting to prison in-reach and court diversion services and those referred for admission to mental health services is a triage decision, allocating the patient to the appropriate level of therapeutic security. This is a critical clinical decision. We set out to improve on unstructured clinical judgement. We collated qualitative information and devised an 11 item structured professional judgment instrument for this purpose then tested for validity.

  17. Emotion management strategies in PR firms: senior level perspectives of professional relationships (working paper)

    OpenAIRE

    Yeomans, L

    2016-01-01

    Much of the PR literature tends to focus on engagement in building relationships between organisations and publics or stakeholders. However, less is known about everyday interpersonal engagement, especially in regard to the professional context of the PR consulting firm (Sissons, 2015). This paper asks what it means to engage with clients and journalists, from the perspectives of managing directors and owners of London-based public relations agencies. What are the “feeling rules” (Hochschild,...

  18. SOCIO-PSYCHOLOGICAL ADAPTATION TO PROFESSIONAL ACTIVITY

    Directory of Open Access Journals (Sweden)

    V. Ivanov

    2016-01-01

    Full Text Available The article analyzes the factors of successful adaptation of employees to professional work in the new environment. Under the new conditions of professional development and employee having professional experience and young professional may encounter, with the presentation not only new professional requirements and tasks, but also new working conditions, the system of building relationships in the team, discovering with some discrepancies between obtained them in the learning process theoretical knowledge and skills available to the real practice of professional activities. At the level of interpersonal relations of the process of social cognition, is account of the special knowledge of the process of social facilities and construction of social reality, such an important parameter defi nes as "emotional intelligence" – construct is proposed for study in 1990 by American psychologists Peter Salovey and John Mayer. Initially, the concept of "emotional intelligence" was linked to the notion of social intelligence. The effectiveness of social and psychological adaptation to the professional activity can be enhanced through the development of emotional intelligence. Implementation of the basic functions of emotional intelligence improves communication efficiency, optimization of interpersonal relationships, social and psychological adaptation of personality.

  19. Diagnosis of employee engagement in metallurgical enterprise

    Directory of Open Access Journals (Sweden)

    B. Gajdzik

    2013-01-01

    Full Text Available In the theoretical part of the publication an overview of the definitions of employee engagement was conducted together with the analysis of the methods and techniques which influence the professional activity of the employees in the metallurgical enterprise. The practical part discusses the results of diagnosis of engagement in steelworks. Presented theories, as well as the research, fill the information gap concerning the engagement of the employees in metallurgical enterprises. This notion is important due to the fact that modern conditions of human resources management require the engagement of the employees as something commonly accepted and a designation of manufacturing enterprises.

  20. Public employees leadership institute.

    Science.gov (United States)

    2011-08-01

    Public agencies in Iowa are continually challenged with reduced staff levels, reduced budgets, and increased expectations for services provided. Responding to these demands requires a well-informed and coordinated team that includes professionals, su...

  1. Wage Determinants and Age Profiles in the Okinawa's Child Care Industry: Evidence from Employee-level Data (in Japanese)

    OpenAIRE

    Shimizutani, Satoshi; Noguchi, Haruko

    2004-01-01

    It is not well known that Okinawa suffers from a severe shortage of child care services, even among non-urban areas in Japan. This study is the first micro-level examination of wage determinants of child care workers in Okinawa. We focus especially on two issues, which motivate us to draw important policy implications. (1) The wage-age profile for regular workers in public centers is very steep, while that for workers in private and licensed centers has not yet been revealed. What accounts fo...

  2. Assessment of Burnout Levels among Working Undergraduate Nursing Students in Turkey: Being a Full Time Employee and Student

    Directory of Open Access Journals (Sweden)

    Zuhal Tugutlu

    2012-01-01

    Full Text Available Background: Burnout originates in social work environment which causes numerous health problems in people.Objective: The purpose of this research was to determine the burnout levels of working undergraduate students who actually work as health care staff at hospitals and attending full time education in School of Health in North West region of Turkey.Results: More than half of the students (56.6 % were satisfied by working and studying at the same time. Majority of the students (84.8 % reported that they like their profession. We found that, years in profession and income levels did not affect emotional exhaustion (p>0.05, whilst having negative feelings about professionincreased emotional exhaustion among working students (p<0.01.Conclusion: Being a student and working at the same time as health care staff is a cause of burnout among students. Adding assertiveness, positive thinking, development of self-control to nursing curricula may help overwhelmed and burnout students to get along with problems they face.

  3. PUBLIC EMPLOYEES' LEVEL OF AWARENESS AND PERCEPTION ON SEXUAL ABUSE OF CHILDREN IN ONLINE ENVIRONMENTS: TURKEY CASE

    Directory of Open Access Journals (Sweden)

    Sedat Şen

    2017-01-01

    Full Text Available The purpose of this study is to measure the level of awareness and perception of Turkish public personnel working in public institutions regarding the problem of online child pornography. Participants include 100 public officials positioned in various ministries. Quantitative research method was used in order to obtain information from participants. A questionnaire was submitted to the participants with meetings in person or via the Internet and data were collected. In order to ensure reliability and validity issues, expert opinion was sought as a means to measure validity and reliability. Necessary corrections were made based on the feedback provided. Outputs from the questionnaire were analyzed using the SPSS and the findings were evaluated. The results showed that participants who are rather young with high education levels, well-versed in national regulations, they have the knowledge about digital citizenship; however, it was found that they were not informed about technical issues such as international activities related to child pornography (CP, online child pornography, Darknet, p2p networks and hash databases. The findings showed that the reason behind the lack of awareness on some of these phenomena was the inherent problems in the education system and the insufficiency of the curriculum. Findings clearly show that it is necessary to establish an organic network among several ministries which are responsible for the fight with child pornography. Furthermore, to create a national CP images (Hash database which can detect the IP number and other information of the ones who share such images online using a national analysis software is another solution proposed.

  4. Motivating employees to work beyond retirement: A multi-level study of the role of I-deals and unit climate

    NARCIS (Netherlands)

    Bal, P.M.; de Jong, S.; Jansen, P.G.W.; Bakker, A.B.

    2012-01-01

    The present study investigates what role I-deals (i.e. the idiosyncratic deals made between employees and their organization) play in the motivation of employees to continue working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility I-deals) to be positively

  5. A Study of the Influence of Organizational Learning on Employees' Innovative Behavior and Work Engagement by a Cross-Level Examination

    Science.gov (United States)

    Lin, Hsiu-Chuan; Lee, Yuan-Duen

    2017-01-01

    The purpose of this study is to examine the influence of organizational learning on employee's innovative behavior, and further proposed the mediation effect of work engagement between the relationship of organizational learning and employee's innovative behavior. The study targets on executives and their subordinates by paired samples within the…

  6. Consumer involvement in the tertiary-level education of mental health professionals: a systematic review.

    Science.gov (United States)

    Happell, Brenda; Byrne, Louise; McAllister, Margaret; Lampshire, Debra; Roper, Cath; Gaskin, Cadeyrn J; Martin, Graham; Wynaden, Dianne; McKenna, Brian; Lakeman, Richard; Platania-Phung, Chris; Hamer, Helen

    2014-02-01

    A systematic review of the published work on consumer involvement in the education of health professionals was undertaken using the PRISMA guidelines. Searches of the CINAHL, MEDLINE, and PsychINFO electronic databases returned 487 records, and 20 met the inclusion criteria. Further papers were obtained through scanning the reference lists of those articles included from the initial published work search (n = 9) and contacting researchers in the field (n = 1). Thirty papers (representing 28 studies) were included in this review. Findings from three studies indicate that consumer involvement in the education of mental health professionals is limited and variable across professions. Evaluations of consumer involvement in 16 courses suggest that students gain insight into consumers' perspectives of: (i) what life is like for people with mental illness; (ii) mental illness itself; (iii) the experiences of admission to, and treatment within, mental health services; and (iv) how these services could be improved. Some students and educators, however, raised numerous concerns about consumer involvement in education (e.g. whether consumers were pursuing their own agendas, whether consumers' views were representative). Evaluations of consumer involvement in education are limited in that their main focus is on the perceptions of students. The findings of this review suggest that public policy expectations regarding consumer involvement in mental health services appear to be slowly affecting the education of mental health professionals. Future research needs to focus on determining the effect of consumer involvement in education on the behaviours and attitudes of students in healthcare environments. © 2013 The Authors; International Journal of Mental Health Nursing © 2013 Australian College of Mental Health Nurses Inc.

  7. Immediate effects of reiki on heart rate variability, cortisol levels, and body temperature in health care professionals with burnout.

    Science.gov (United States)

    Díaz-Rodríguez, Lourdes; Arroyo-Morales, Manuel; Fernández-de-las-Peñas, Cesar; García-Lafuente, Francisca; García-Royo, Carmen; Tomás-Rojas, Inmaculada

    2011-10-01

    Burnout is a work-related mental health impairment comprising three dimensions: emotional exhaustion, depersonalization, and reduced personal accomplishment. Reiki aims to help replenish and rebalance the body's energetic system, thus stimulating the healing process. The objective of this placebo-controlled, repeated measures, crossover, single-blind, randomized trial was to analyze the immediate effects of Reiki on heart rate variability (HRV), body temperature, and salivary flow rate and cortisol level in health care professionals with burnout syndrome (BS). Participants included 21 health care professionals with BS, who were asked to complete two visits to the laboratory with a 1-week interval between sessions. They were randomly assigned the order in which they would receive a Reiki session applied by an experienced therapist and a placebo treatment applied by a therapist with no knowledge of Reiki, who mimicked the Reiki treatment. Temperature, Holter ECG recordings (standard deviation of the normal-to-normal interval [SDNN], square root of mean squared differences of successive NN intervals [RMSSD], HRV index, low frequency component [LF], and high frequency component [HF]), salivary flow rate and cortisol levels were measured at baseline and postintervention by an assessor blinded to allocation group. SDNN and body temperature were significantly higher after the Reiki treatment than after the placebo. LF was significantly lower after the Reiki treatment. The decrease in the LF domain was associated with the increase in body temperature. These results suggest that Reiki has an effect on the parasympathetic nervous system when applied to health care professionals with BS.

  8. TRANSFORMATIONAL LEADERSHIP AND EMPLOYEE SATISFACTION

    National Research Council Canada - National Science Library

    Alisa Mujkic; Dzevad Sehic; Zijada Rahimic; Jasmin Jusic

    2014-01-01

      The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...

  9. Transformational leadership and employee satisfaction

    National Research Council Canada - National Science Library

    Alisa Mujkić; Dževad Šehić; Zijada Rahimić; Jasmin Jusić

    2014-01-01

    The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...

  10. Heart rate-based training intensity and its impact on injury incidence among elite-level professional soccer players.

    Science.gov (United States)

    Owen, Adam L; Forsyth, Jacky J; Wong, Del P; Dellal, Alexandre; Connelly, Sean P; Chamari, Karim

    2015-06-01

    Elite-level professional soccer players are suggested to have increased physical, technical, tactical, and psychological capabilities when compared with their subelite counterparts. Ensuring these players remain at the elite level generally involves training many different bodily systems to a high intensity or level within a short duration. This study aimed to examine whether an increase in training volume at high-intensity levels was related to injury incidence, or increased the odds of sustaining an injury. Training intensity was monitored through time spent in high-intensity (T-HI) and very high-intensity (T-VHI) zones of 85-training volume at T-HI and injury incidence (r = 0.57, p = 0.005). Further analysis revealed how players achieving more time in the T-VHI zone during training increased the odds of sustaining a match injury (odds ratio = 1.87; 95% CI, 1.12-3.12, p = 0.02) but did not increase the odds of sustaining a training injury. Reducing the number of competitive match injuries among elite-level professional players may be possible if greater focus is placed on the training intensity and volume over a period of time ensuring the potential reduction of fatigue or overuse injuries. In addition, it is important to understand the optimal training load at which adaptation occurs without raising the risk of injury.

  11. Heart rate' based training intensity and its impact on injury incidence amongst elite level professional soccer players.

    Science.gov (United States)

    Owen, Adam L; Forsyth, Jacky J; Wong, Del P; Dellal, Alexandre; Connelly, Sean; Chamari, Karim

    2014-12-24

    Elite level professional soccer players are suggested to have increased physical, technical, tactical and psychological capabilities when compared to their sub-elite counterparts. Ensuring these players remain at the elite level generally involves training many different bodily systems to a high intensity or level within a short duration. This study aimed to examine whether an increase in training volume at high intensity levels were related to injury incidence, or increased the odds of sustaining an injury. Training intensity was monitored through time spent in high- (T-HI) and very high- (T-VHI) intensity zones of 85-training volume at T-HI and injury incidence (r=0.57, p=0.005). Further analysis revealed how players achieving more time in the T-VHI zone during training increased the odds of sustaining a match injury (odds ratio=1.87, 95% CI 1.12 to 3.12, p=0.02), but did not increase the odds of sustaining a training injury. Reducing the number of competitive match injuries amongst elite professional level players may be possible if greater focus is placed on the training intensity and volume over a period of time ensuring the potential reduction of fatigue or overuse injuries. In addition, it is important to understand the optimal training load at which adaptation occurs without raising the risk of injury.

  12. Effect of Digital Nutrition Education Intervention on the Nutritional Knowledge Levels of Information Technology Professionals.

    Science.gov (United States)

    Sharma, Priya; Rani, M Usha

    2016-01-01

    The purpose of the study was to determine the changes in knowledge of information technology (IT) professionals after receiving a nutrition education intervention for a month. The sample comprised of 40 IT professionals (29 males and 11 females). The sample was drawn from four IT companies of Hyderabad city using random sampling techniques. The data on the general information of the subjects was collected. The data regarding the commonly accessed sources of nutrition and health information by the subjects was also obtained from the study. The intervention study group received nutrition education by distribution of the developed CD-ROMs to them followed by interactive sessions. To assess the impact of nutrition education intervention, the knowledge assessment questionnaire (KAQ) was developed and administered before and after the education programme. A significant improvement in the mean nutritional knowledge scores was observed among the total study subjects from 22.30 to 40.55 after the intervention (p educated groups on nutrition, physical activity and overall health education to improve their health, lifestyle and eating habits.

  13. Professional competences of nursing specialists in Mexican companies classified as risk level III and IV

    Directory of Open Access Journals (Sweden)

    Arturo Juárez García

    2010-05-01

    Full Text Available The Occupational Health Nursing practice is an emergent area in Mexico, nevertheless, in other countries the nurses are the most frequent profession in this field. It is necessary increase the educative options in this practice under the best vanguard standards like the competencies system. There are evidences that show nurses as the professionals with the least competencies compared with others professionals, mainly in developing countries. In Mexico there are no standardized competencies in occupational health nursing, as well as studies about the competencies in nurses in this field and its relationship with demographic variables and occupational health indicators. In this way, it was designed a study with the following objectives: 1 To adapt and set up standardized competencies in this practice in Mexico, 2 To assess competences in nurses whose job is carried out in type III and IV companies, 3 To determine if there are differences in the competencies according to the demographic factors, and 4 To determine if there are a relationship among the competencies and key indicators of the occupational health services, such as the accident rates, “incapacities” (compensations ,and the number of medical attending at workplace.

  14. Determining smoking level of hospital employees and the evaluation of the smoke-free air zone applications

    Directory of Open Access Journals (Sweden)

    Esra Meltem Koç

    2015-03-01

    Full Text Available Objective:The aim of this study is to define the health knowledge, cigarette smoking behaviors, attempts and successes to quit smoking and obstacles indicated by the ones who still smoke among a Training and Research Hospital staff four years after the application of the law “Smoke Free Air Zone”. Methods: A questionnaire developed by the researchers is used for this cross sectional research. It questions the sociodemographic features and thoughts and attitudes about the “Smoke Free Air Zone” and “Smoke Free Hospital” applications. Fagerstrom Nicotine Dependence Test is also applied to the smoking attendants to define the level of dependence. Results:It was found that 29.6% of the participants still smoke. Among the still smoking ones; 29.4% did not ever attempt to quit, 28.2% attempted before starting work in the hospital, 20% attempted after starting work in the hospital and 22.4% attempted on both periods. Regarding the questions about application of “Smoke Free Hospital” it was found that 70.7% of the hospital staff support the application, 53.3% think that violators should be punished with a penalty, 48.1% think that it should be punished by the administration, 30.1% think that passive smoking is an intrusion to the personal rights and 59.1% think that quitters increased with this application. Conclusion: Reducing the smoking rates among healthcare staff is extremely important in the struggle against smoking. Establishment of applications with institutional education programs and easing access to the related services may be helpful for healthcare personnel quit smoking. J Clin Exp Invest 2015; 6 (1: 33-39

  15. 數位出版從業人員專業能力之研究 A Study on the Professional Competencies of the Employees Working in the Digital Publishing Industry

    Directory of Open Access Journals (Sweden)

    Shin Liao

    2010-04-01

    Full Text Available 隨著數位出版逐漸成為下一波出版主流趨勢,傳統出版產業人才的培育也必須配合產業轉型,以加速出版產業之數位化,有鑑於此,本研究以數位出版產業為對象,探討數位出版產業從業人員所需具備之專業能力,以供傳統出版人員轉型時之參考。研究首先採用文獻探討方式,以瞭解數位出版產業之現況,再透過層級結構問卷發送,以FuzzyAHP層級分析法建構完整能力層級、指標。研究結果顯示:(1數位版產業主要之職務可分為行銷企劃人員、內容製作人員、程式設計工程師三項。(2數位出版從業人員所應具備之專業能力,共包含4大主要構面,7項能項目及32個能力指標。(3數位出版產業對專業能力之需求,能力構面上,以「系統開發」能力權重值最高,而能力指標中以「瞭解數位檔案加密方式」權重值最高,同時也最為數位出版從業人員所需要。This study explores what professional competencies that digital publishing industry employees must possess. The result is for traditional publishing employees’ reference when they have to make changes. In this study, a literature review was conducted to collect information on the current development of digital publishing industry. Through the Analytic Hierarchy Process (FAHP questionnaires, this study constructs a complete competence hierarchy and indicators. At the end, conclusions were reached as follows :( 1 The main occupations in the digital publishing industry are marketing planners, content writers and programmers. (2 The professional competencies people in digital publishing must possess can be categorized into 4 dimensions, 7 competence categories and 32 competence indicators.(3 Considering the demand for professional competencies in digital publishing industry, System Development Competence Dimension is weighted the most. Among competence indicators, “knowing how to encrypt digital files

  16. Professional Staffing Levels and Fourth-Grade Student Research in Rural Schools with High-Poverty Levels

    Science.gov (United States)

    Krueger, Karla Steege; Donham, Jean

    2013-01-01

    Rural schools in high-poverty areas are often understaffed. This descriptive phenomenological study examined fourth-grade state research projects in high-poverty rural Iowa schools to reveal the influence of school librarians' staffing levels on student learning of research skills. To determine evidence of students' critical literacy, ethical use…

  17. Translational Research Training at Various Levels of Professional Experience to Address Health Disparities.

    Science.gov (United States)

    Lane, Montez; Bell, Ronny; Latham-Sadler, Brenda; Bradley, Catherine; Foxworth, Judy; Smith, Nancy; Millar, A Lynn; Hairston, Kristen G; Roper, Bernard; Howlett, Allyn

    2016-01-01

    Translational research addressing health disparities brings interventions and medical discoveries into clinical practice to improve health outcomes. However, academic researchers' and clinicians' lack of understanding of methodologies limits the application of basic science to clinical settings. To solve the problem, a multidisciplinary collaboration from two academic institutions offered a workshop building on translational research methodologies to clarify the measures and interventions needed to address health disparities from a research perspective. Three two-day workshops targeted underrepresented minority participants whose research experience and professional development varied. The evaluation surveys administered after the three workshops indicated that workshop 1 which focused on translational and educational research increased participants' knowledge, and made all participants think critically about the subject. Training opportunities focused on translational research can enhance researchers and clinicians' confidence and capabilities to address health disparities.

  18. The relationship between career mobility and occupational expertise. A retrospective study among higher-level Dutch professionals in three age groups

    NARCIS (Netherlands)

    van der Heijden, Beatrice

    2003-01-01

    The present study investigates the relationship between two career-related variables and occupational expertise of higher-level employees from large working organisations in three different age groups. The factors in question are: total number of jobs that have been performed; and the average period

  19. INFLUENCE OF TYPE OF ORGANIZATIONAL CULTURE IN INSTITUTE OF EDUCATION ON LEVEL OF PROFESSIONAL DEFORMATION OF TEACHERS

    Directory of Open Access Journals (Sweden)

    Katsiaryna I. Sapeha

    2015-01-01

    Full Text Available The aim of presented article – identification of interrelation of certain type of organizational culture in institute of education (closed, accidental, open or synchronous and level of development of professional deformation of personality of teachers (authoritativeness, rigidity and noncriticality of self-perception.The basis for methodology of research is sociocultural-interdeterministic dialogical approach of V. A. Yanchuk. In the course of research psychodiagnostic techniques were applied: technique of diagnostics of professional deformation of personality of teacher (V. E. Orel, S. P. Andreyev and questionnaire of «Scale of organizational paradigms» of L. L. Konstantin.Results of research of six institutes of education (schools and gymnasiums showed that elements of deformation have higher level of manifestation in institutes with closed type of organizational culture, revealed in three institutes, and insignificant level in two institutes with open type of culture. In institutes with prevalence of synchronous and accidental types of organizational culture significantexceeding on the level of deformation didn’t find. The greatest development of deformation of teachers is observed on elements of authoritativeness and rigidity, the smallest – on noncriticality of self-perception.Scientific novelty of material is presented for the first time applied sociocultural-interdeterministic dialogical approach to research of professional deformation of personality, that psychological interdeterminant of deformation are allocated, one of structural components of model of ecocultural educational environment – open type of organizational culture in institute of education are described.Practical significance of results consists in detection of opportunities and criteria of formation in institute of formation of ecocultural dialogical environment and its structural component for purpose of timely prevention and overcoming of professional

  20. The Professional Preparation of Middle Level Teachers: Profiles of Successful Programs.

    Science.gov (United States)

    McEwin, C. Kenneth; Dickinson, Thomas S.

    This publication focuses on 14 colleges and universities that are successfully meeting the challenge of preparing middle level teachers. After the Foreword (John H. Swaim), the 16 chapters are: (1) "Middle Level Teacher Preparation in Perspective"; (2) "Elizabeth City State University" (Eloise B. Roberts); (3) "Georgia Southwestern College" (Lynn…

  1. Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources.

    Science.gov (United States)

    Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

    2014-01-01

    Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

  2. Using self-determination theory to describe the academic motivation of allied health professional-level college students.

    Science.gov (United States)

    Ballmann, Jodi M; Mueller, Jill J

    2008-01-01

    This study investigated the various reasons that allied health students believe they are currently attending college. The Academic Motivation Scale was administered to a convenience sample of 222 upperclassmen and graduate-level students (162 women, 46 men). The Academic Motivation Scale proposes various reasons for continued engagement in academic pursuits that may be characteristic of personal and current reasons for persistence in a subject's particular academic program. The results showed that students portrayed themselves as currently attending college for both intrinsically and extrinsically motivated reasons. The most frequently endorsed motivational styles were identified (autonomous) extrinsic motivation and externally regulated (nonautonomous) extrinsic motivation. This study showed that this sample of professional-level college students was not completely self-determined in their end-stage academic pursuits. One conclusion that may be drawn from this study is that allied health programs that provide students with an educational context that supports self-determination may encourage future allied health professionals to develop the ability to support the self-determination of their future clients.

  3. A comparison of professional-level faculty and student perceptions of active learning: its current use, effectiveness, and barriers.

    Science.gov (United States)

    Miller, Cynthia J; Metz, Michael J

    2014-09-01

    Active learning is an instructional method in which students become engaged participants in the classroom through the use of in-class written exercises, games, problem sets, audience-response systems, debates, class discussions, etc. Despite evidence supporting the effectiveness of active learning strategies, minimal adoption of the technique has occurred in many professional programs. The goal of this study was to compare the perceptions of active learning between students who were exposed to active learning in the classroom (n = 116) and professional-level physiology faculty members (n = 9). Faculty members reported a heavy reliance on lectures and minimal use of educational games and activities, whereas students indicated that they learned best via the activities. A majority of faculty members (89%) had observed active learning in the classroom and predicted favorable effects of the method on student performance and motivation. The main reported barriers by faculty members to the adoption of active learning were a lack of necessary class time, a high comfort level with traditional lectures, and insufficient time to develop materials. Students hypothesized similar obstacles for faculty members but also associated many negative qualities with the traditional lecturers. Despite these barriers, a majority of faculty members (78%) were interested in learning more about the alternative teaching strategy. Both faculty members and students indicated that active learning should occupy portions (29% vs. 40%) of face-to-face class time. Copyright © 2014 The American Physiological Society.

  4. Professional reading and the Medical Radiation Science Practitioner

    Energy Technology Data Exchange (ETDEWEB)

    Shanahan, Madeleine, E-mail: mshanahan@rmit.edu.a [School of Medical Science, RMIT University, Bundoora, Victoria (Australia); Herrington, Anthony [Head, School of Regional, Remote and eLearning (RRE), Curtin University, Perth (Australia); Herrington, Jan [School of Education, Murdoch University, Perth (Australia)

    2010-11-15

    Purpose: Updating professional knowledge is a central tenet of Continuing Professional Development (CPD) and professional reading is a common method health practitioners use to update their professional knowledge. This paper reports the level of professional reading by Medical Radiation Science (MRS) practitioners in Australia and examines organisational support for professional reading. Materials and Methods: Survey design was used to collect data from MRS practitioners. A questionnaire was sent to 1142 Australian practitioners, which allowed self-report data to be collected on the length of time practitioners engage in professional reading and the time workplaces allocate to practitioners for professional reading. Results: Of the 362 MRS practitioners who returned the survey, 93.9% engaged in professional reading on a weekly basis. In contrast, only 28.9% of respondents reported that their workplace allocates time for professional reading to practitioners. MRS practitioners employed in universities engaged in higher levels of reading than their colleagues employed in clinical workplaces (p < 0.01) and more university workplaces allocated time for professional reading to their employees than clinical workplaces (p < 0.01). There were no significant differences for clinical practitioners in level of reading across geographic, organisational and professional demographic factors. Significant differences in workplace allocation of time for professional reading in clinical workplaces were evident for health sector (p < 0.01); work environment (p < 0.01); geographic location (p < 0.01) and area of specialisation (p < 0.01). Conclusion: The vast majority of respondent MRS practitioners engage in professional reading to update their professional knowledge. This demonstrates an ongoing commitment at the individual practitioner level for updating professional knowledge. Updating professional knowledge is an organisational as well as an individual practitioner issue. Whilst

  5. Rates of insufficiency and deficiency of vitamin D levels in elite professional male and female skiers: A chronobiologic approach.

    Science.gov (United States)

    Vitale, Jacopo Antonino; Lombardi, Giovanni; Cavaleri, Luca; Graziani, Rosa; Schoenhuber, Herbert; Torre, Antonio La; Banfi, Giuseppe

    2017-12-12

    Vitamin D is essential for the maintenance and promotion of musculoskeletal health, for the functioning of the immune, cardiovascular and reproductive systems, and its main action is to keep calcium and phosphate plasmatic physiological concentrations at intestinal, renal and bony level. Vitamin D affects several parameters related to physical performance too and a particularly high percentage of vitamin D insufficiency and deficiency in professional athletes has been observed. Several variables are able to impair the synthesis of 25(OH)D in athletes, specifically both genetic and environmental factors, but the most probable explanation for the deficient/insufficient vitamin D levels is the insufficient ultraviolet B light (UVB) exposure during winter. To confirm this, the existence of a circannual rhythm of vitamin D in professional soccer players, highlighting a peak in summer and lowest values in winter regardless the period of the season, has been documented. Nonetheless, from what we are aware of, no other study adopted a chronobiologic approach to better understand and describe the circannual variations of serum 25(OH)D in other sport disciplines. Therefore, we studied serum vitamin D in a cohort of top-level professional skiers, during a period of three consecutive competitive seasons (2015, 2016 and 2017), in order to evaluate, with a rhythmometric approach, the vitamin D behavior along the year. The study population was composed by 152 professional Italian alpine skiers of FISI (Winter Sport Italian Federation), 63 females and 89 males (mean age: 24.1 ± 3.2 years) and a total of 298 blood drawings were carried out to determine plasma 25(OH)D. Vitamin D data were compared between genders and then processed with the population mean cosinor tests to evaluate the presence of a circannual rhythm, both for female and male athletes. In total, 77 skiers (50.7%) showed, at least once during the three competitive seasons, an insufficient level of 25(OH)D and

  6. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...

  7. Reflections of Turkish accounting and financial reporting standards on vocational school students: A research on comparing perceptions of intermediate and mid-level accounting professional candidates

    OpenAIRE

    Seldüz Hakan; Seldüz Emine

    2016-01-01

    This research aims to compare the perceptions of intermediate and mid-level accounting professional candidates on accounting and financial reporting standards. A significant part of accounting process is carried out by vocational school graduate intermediate and mid-level accounting professionals. However, it can be claimed that adequate education about accounting and financial reporting standards isn’t given in vocational schools although these standards structure the whole accounting proces...

  8. When middel managers are doing employee coaching

    DEFF Research Database (Denmark)

    Spaten, Ole Michael; Flensborg, Winnie

    2013-01-01

    Objectives: Until now, rather limited empirical research has been conducted as regards managers who coach their employees (Crabb, 2011). The aim of this research was to investigate the managers’ challenging and successful experience when coaching their employees and how these coaching sessions were...... assessed by their employees. Design: The overall study investigated 15 middle managers - from a major Danish nationwide company who were trained to coach by two coaching psychologists through theoretical presentations, individual coaching and peer coaching sessions with direct supervision (learning......-by-doing: Spaten, 2011b) - when they were coaching their 75 employees through an online survey and semi-structured interviews. Methods: Four middle managers and employees were interviewed after the intervention. Thematic analysis was chosen and elicited three main themes: (1) coaching skills; (2) professional...

  9. Supervisory orientation, employee goal orientation, and knowledge management among front line hotel employees.

    OpenAIRE

    Shamim, S; Cang, Shuang; Yu, Hongnian

    2016-01-01

    This study investigates how managers can enhance the knowledge management (KM) among front line hotel employees at the individual level, by affecting the employee goal orientations through supervisory orientations. This study found significant influence of supervisory orientations on employee goal orientation. The positive effect of employee learning goal orientation on KM is also significant. However the effect of performance goal orientation on KM is insignificant. Results also support the ...

  10. Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

    Science.gov (United States)

    Hoxsey, Dann

    2010-01-01

    In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.

  11. Empathy levels among health professional students: a cross-sectional study at two universities in Australia

    Science.gov (United States)

    Williams, Brett; Brown, Ted; McKenna, Lisa; Boyle, Malcolm J; Palermo, Claire; Nestel, Debra; Brightwell, Richard; McCall, Louise; Russo, Verity

    2014-01-01

    Background Empathy is paramount in the health care setting, optimizing communication and rapport with patients. Recent empirical evidence suggests that empathy is associated with improved clinical outcomes. Therefore, given the importance of empathy in the health care setting, gaining a better understanding of students’ attitudes and self-reported empathy is important. The objective of this study was to examine self-reported empathy levels of students enrolled in different health disciplines from two large Australian universities. Materials and methods A total of 1,111 students from two different universities enrolled in eight different health professions were administered the Jefferson Scale of Physician Empathy – Health Profession Students version, a 20-item 7-point Likert scale questionnaire to evaluate self-reported empathy levels. Results A total of 1,111 students participated in this study. The majority of participants were from Monash University (n=771), with 340 students from Edith Cowan University. No statistically significant differences were found between universities: Monash University (mean 110.1, standard deviation [SD] 11.8); Edith Cowan University (mean 109.2, SD 13.3, P=0.306). The mean female empathy score (mean 110.8, SD 11.7) was significantly higher than the mean male score (mean 105.3, SD 13.5; Pempathy scores (mean 106.3, SD 12.73) than all other participants except nursing students (Pempathy and its incline/decline as students progress through a program. Further study is warranted to explore why there are variations in empathy levels in students of different health disciplines. PMID:24833947

  12. Empathy levels among health professional students: a cross-sectional study at two universities in Australia

    Directory of Open Access Journals (Sweden)

    Williams B

    2014-05-01

    Full Text Available Brett Williams,1 Ted Brown,2 Lisa McKenna,3 Malcolm J Boyle,1 Claire Palermo,4 Debra Nestel,5 Richard Brightwell,6 Louise McCall,7 Verity Russo11Department of Community Emergency Health and Paramedic Practice, 2Department of Occupational Therapy, 3School of Nursing and Midwifery, 4Department of Nutrition and Dietetics, 5School of Rural Medicine, Monash University, Melbourne, VIC, 6School of Medical Sciences, Edith Cowan University, Perth, WA, 7Faculty of Medicine, Nursing and Health Sciences, Monash University, Melbourne, VIC, AustraliaBackground: Empathy is paramount in the health care setting, optimizing communication and rapport with patients. Recent empirical evidence suggests that empathy is associated with improved clinical outcomes. Therefore, given the importance of empathy in the health care setting, gaining a better understanding of students' attitudes and self-reported empathy is important. The objective of this study was to examine self-reported empathy levels of students enrolled in different health disciplines from two large Australian universities.Materials and methods: A total of 1,111 students from two different universities enrolled in eight different health professions were administered the Jefferson Scale of Physician Empathy – Health Profession Students version, a 20-item 7-point Likert scale questionnaire to evaluate self-reported empathy levels.Results: A total of 1,111 students participated in this study. The majority of participants were from Monash University (n=771, with 340 students from Edith Cowan University. No statistically significant differences were found between universities: Monash University (mean 110.1, standard deviation [SD] 11.8; Edith Cowan University (mean 109.2, SD 13.3, P=0.306. The mean female empathy score (mean 110.8, SD 11.7 was significantly higher than the mean male score (mean 105.3, SD 13.5; P<0.0001; d=0.44. Paramedic students had significantly lower empathy scores (mean 106.3, SD 12

  13. Brief relaxation training program for hospital employees.

    Science.gov (United States)

    Balk, Judith L; Chung, Sheng-Chia; Beigi, Richard; Brooks, Maria

    2009-01-01

    Employee stress leads to attrition, burnout, and increased medical costs. We aimed to assess if relaxation training leads to decreased stress levels based on questionnaire and thermal biofeedback. Thirty-minute relaxation training sessions were conducted for hospital employees and for cancer patients. Perceived Stress levels and skin temperature were analyzed before and after relaxation training.

  14. New European policy toward chronically ill employees

    NARCIS (Netherlands)

    Kopnina, H.; Haafkens, J.; Elling, L.R.

    2009-01-01

    This article provides an overview of current policies related to the chronically ill employees in the Netherlands. Different levels of policy are discussed: those formulated at the European, Dutch and organizational levels. A significantg percentage of Dutch employees suffer from longstanding

  15. Comparison of Point Placement by Veterinary Professionals with Different Levels of Acupuncture Training in a Canine Cadaver Model.

    Science.gov (United States)

    Yang, Toni; Shmalberg, Justin; Hochman, Lindsay; Miscioscia, Erin; Brumby, Meghan; McKenna, Kelsey; Roth, Amber

    2017-10-01

    Veterinary acupuncture is becoming increasingly implemented for various disease processes, with growing numbers of veterinarians pursuing advanced training to meet the rising demand for this relatively new intervention. Accurate acupoint placement remains challenging, with individual practitioners relying on varying methods of point identification, often compounded by the transpositional nature of points for companion animals. The aim of this study was to assess for differences in acupuncture needle placement of select points between veterinary professionals with three different levels of acupuncture training in an academic teaching environment. Seven participants placed a total of six acupoints on a canine cadaver. Digital radiography was used to document each participant's point placement. Each participant's point location was then compared to a control "correct" point, and the distance between the two points was measured. A significant difference in placement accuracy was identified between the participants when grouped by training level (p = 0.03). These results indicate that veterinary patients receiving acupuncture treatment from veterinarians with different levels of training may subsequently experience varying effects, although further studies are warranted on more specific acupoint description as well as the clinical implications of needle placement accuracy. Copyright © 2017. Published by Elsevier B.V.

  16. The radiological protection in technical-professional level in Mexico; La proteccion radiologica a nivel profesional-tecnico en Mexico

    Energy Technology Data Exchange (ETDEWEB)

    Vizuet Gonzalez, Jorge; Suarez, Gerardo [Instituto Nacional de Investigaciones Nucleares (ININ), Mexico (Mexico). Dept. de Proteccion Radiologica; Corona Montes de Oca, Julia [Centro de Bachillerato Tecnologico ' Justo Sierra' , San Mateo Atenco (Mexico)

    2005-07-01

    This work describes the work done in the implementation of an educational project which aims the formation of technical-professional in radiation protection (RP) with official recognition in Mexico. The constant growth of business activities related to the use of radioactive material in industry, medicine and research has required the development and implementation of standardization by the regulatory authorities of our country. However the advance with regards to training of specialized personnel is reduced in comparison to current needs. in our country there is no technical personnel with studies recognised by the regulatory body in this specialty (RP), however quality assurance programs currently require an educational training that will help to meet the standards in the various activities that develop in the use and handling of sources and ionizing radiation generating equipment, reason why it was developed and implemented this educational project. Additionally induce and promote the need for the peaceful use of nuclear energy and ionizing radiation, at the national level is one more reason to implement the programme at upper secondary level, with the purpose to have knowledge related to the topic. The technical course has a duration of six semesters (three years), and currently there are two generations of graduating. The plan of study consists of the required disciplines for upper secondary level more plus those corresponding to technological training in radiological protection.

  17. The essential guide to employee engagement: better business performance through staff satisfaction

    National Research Council Canada - National Science Library

    Cook, Sarah

    2008-01-01

    ... for your business? 1 1 3 4 6 6 8 10 15 18 20 22 24 24 28v i Contents 2. Beginning an employee engagement programme Gaining buy-in The starting point Measuring employee engagement Employee engagement surveys Proprietary surveys Different levels of employee engagement Assess your current levels of employee engagement Example engagement survey questions Positionin...

  18. Analysis of Employee Engagement in a Chosen Organization

    OpenAIRE

    Kapcátová, Katarína

    2013-01-01

    The main goal of this thesis is to highlight the importance of employee engagement and deeply investigate employee engagement among selected employees in medium size organization, which operates in Liptovský Mikuláš. Besides finding out the total employee engagement, author examines the level of cognitive, physical, and emotional engagement too. Results are then compared to other studies provided by Gallup and CIPD research centers. Thesis further introduces the link between employee engageme...

  19. Pengaruh Semangat Kerja Terhadap Employee Engagement Pada PT. Perkebunan X

    OpenAIRE

    Meuthia, Farhah

    2013-01-01

    Employee engagement becomes an interesting issue on organizational behavior in recent years. Employee engagement has impact on overall company performance as key to success and high profitability to organization. Employee engagement will arise when employees have high morale. When workplace conditions are perceived positively both physical and social, the employee will experience a feeling of well-being that evokes the high level of morale, and then they will work with enthu...

  20. Injury recurrence is lower at the highest professional football level than at national and amateur levels: does sports medicine and sports physiotherapy deliver?

    Science.gov (United States)

    Hägglund, Martin; Waldén, Markus; Ekstrand, Jan

    2016-06-01

    Previous injury is a well-documented risk factor for football injury. The time trends and patterns of recurrent injuries at different playing levels are not clear. To compare recurrent injury proportions, incidences and patterns between different football playing levels, and to study time trends in recurrent injury incidence. Time-loss injuries were collected from injury surveillance of 43 top-level European professional teams (240 team-seasons), 19 Swedish premier division teams (82 team-seasons) and 10 Swedish amateur teams (10 team-seasons). Recurrent injury was defined as an injury of the same type and at the same site as an index injury within the preceding year, with injury 2 months as a delayed recurrence. Seasonal trend for recurrent injury incidence, expressed as the average annual percentage of change, was analysed using linear regression. 13 050 injuries were included, 2449 (18.8%) being recurrent injuries, with 1944 early (14.9%) and 505 delayed recurrences (3.9%). Recurrence proportions were highest in the second half of the competitive season for all cohorts. Recurrence proportions differed between playing levels, with 35.1% in the amateur cohort, 25.0% in the Swedish elite cohort and 16.6% in the European cohort (χ(2) overall effect, pplaying level, and recurrent injury incidence has decreased over the past decade. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  1. How employee engagement matters for hospital performance.

    Science.gov (United States)

    Lowe, Graham

    2012-01-01

    Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

  2. Spatially Dispersed Employee Recovery

    DEFF Research Database (Denmark)

    Hvass, Kristian Anders; Torfadóttir, Embla

    2014-01-01

    Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector...

  3. Perceptions of job satisfaction and distributive justice: A case of Brazilian F&B hotel employees

    OpenAIRE

    Nogueira Novaes Southgate, Alice; Mondo,Tiago Savi

    2017-01-01

    The intangible nature of service delivery means that the human element has a relevant role in achieving excellence. Therefore, the satisfaction of the company's employees and their perceptions influences this process. The objective of this study was to analyze the level of job satisfaction and the distributive justice perception of professionals working in the food and beverage industry in business hotels in downtown Florianópolis, Brazil. This exploratory and descriptive study was based on q...

  4. Level of knowledge of the Physical Education Professional working with hypertensive students in gyms DOI: 10.5007/1980-0037.2010v12n4p262

    Directory of Open Access Journals (Sweden)

    Luciana Zaranza Monteiro

    2010-01-01

    Full Text Available Arterial hypertension is one of the main risk factors for the development of cardiovascular diseases and affects a substantial part of the Brazilian population. The objective of this study was to compare the level of knowledge between Physical Education Professionals who worked with hypertensive students in gyms and those who did not. A total of 400 professionals working in gyms in the Municipality of Fortaleza-CE participated in the study. A questionnaire containing the following information was used: knowledge about criteria for hypertension, types of laboratory tests, types of hypertension in the students, general care during physical activity, and recommendations for a better control of hypertension. Among the 400 professionals, 302 (75.5% worked with hypertensive students. Of these, 236 (59% based their diagnosis of hypertension solely on the report of the students. Regarding the situations in which the professionals contraindicated physical activity for the hypertensive students, 43.1% reported high blood pressure, 15.5% reported no situation, and 21.5% had no information. With respect o blood pressure measurement before and after physical activity, most of the professionals (62.3% working with hypertensive students did not measure the student’s blood pressure. The knowledge of the professionals about hypertension in gyms was insufficient. More specific studies are necessary to obtain data that will contribute to the development of programs designed for Physical Education Professionals that establish the needs of hypertensive students in gyms.

  5. Charges and reimbursement at a rural level I trauma center: a disparity between effort and reward among professionals.

    Science.gov (United States)

    Rogers, Frederick B; Osler, Turner; Shackford, Steven R; Healey, Mark A; Wells, Susannah K

    2003-01-01

    A Level I trauma center must provide immediate availability general (trauma) surgical expertise. In the current practice few patients require a general surgical procedure. The expertise of subspecialists may also be required and frequently these patients will require subspecialty operative care. We hypothesized that trauma surgeons would receive less reimbursement than their subspecialty colleagues despite a greater commitment of time and effort in taking care of the multiply-injured patient. Three fellowship trained trauma surgeons were specifically hired to cover the trauma service for the year 2000. Professional billings, contribution to margin (reimbursement minus direct costs) of the trauma surgeons and subspecialists were obtained from the hospital financial information system. A surrogate for effort was assessed by the number of attending notes in the chart. A surrogate for complexity of care was assessed by the length of notes in the chart. Weekly time sheets assessed the percentage of time involved in the care of trauma patients. There were 344 patients cared for exclusively on the trauma service for the year 2000. The billing generated per patient was $1005 for the trauma surgeon, $5904 for the subspecialists, and $27,554 for the hospital. Orthopedics and radiology generated more professional billing on the trauma patients than the trauma surgeons. The trauma surgeons spent 52% of their weekly clinical activity in the care of trauma patients, yet this activity accounted for only 16% of their billings (the rest came from general surgery and ICU care). The effort and complexity of care provided by the trauma surgeons was significantly greater than the subspecialists. The Level I trauma service is a conduit for patients coming into the hospital that provides a significant remuneration to the subspecialty services. Trauma surgeons are able to bill much less than many of their subspecialty colleagues despite expending significantly greater amounts of time and

  6. Psychological vulnerability, burnout, and coping among employees of a business process outsourcing organization

    Directory of Open Access Journals (Sweden)

    Tanya Machado

    2013-01-01

    Full Text Available Background: The business process outsourcing (BPO sector is a contemporary work setting in India, with a large and relatively young workforce. There is concern that the demands of the work environment may contribute to stress levels and psychological vulnerability among employees as well as to high attrition levels. Materials and Methods: As part of a larger study, questionnaires were used to assess psychological distress, burnout, and coping strategies in a sample of 1,209 employees of a BPO organization. Results: The analysis indicated that 38% of the sample had significant psychological distress on the General Health Questionnaire (GHQ-28; Goldberg and Hillier, 1979. The vulnerable groups were women, permanent employees, data processors, and those employed for 6 months or longer. The reported levels of burnout were low and the employees reported a fairly large repertoire of coping behaviors. Conclusions: The study has implications for individual and systemic efforts at employee stress management and workplace prevention approaches. The results point to the emerging and growing role of mental health professionals in the corporate sector.

  7. Psychological vulnerability, burnout, and coping among employees of a business process outsourcing organization.

    Science.gov (United States)

    Machado, Tanya; Sathyanarayanan, Vidya; Bhola, Poornima; Kamath, Kirthi

    2013-01-01

    The business process outsourcing (BPO) sector is a contemporary work setting in India, with a large and relatively young workforce. There is concern that the demands of the work environment may contribute to stress levels and psychological vulnerability among employees as well as to high attrition levels. As part of a larger study, questionnaires were used to assess psychological distress, burnout, and coping strategies in a sample of 1,209 employees of a BPO organization. The analysis indicated that 38% of the sample had significant psychological distress on the General Health Questionnaire (GHQ-28; Goldberg and Hillier, 1979). The vulnerable groups were women, permanent employees, data processors, and those employed for 6 months or longer. The reported levels of burnout were low and the employees reported a fairly large repertoire of coping behaviors. The study has implications for individual and systemic efforts at employee stress management and workplace prevention approaches. The results point to the emerging and growing role of mental health professionals in the corporate sector.

  8. Employee Retention and Performance Improvement in High-Tech Companies.

    Science.gov (United States)

    Ware, B. Lynn

    2001-01-01

    Considers the benefits of employee retention and performance improvement in high technology, new economy companies. Discusses attracting and retaining top talent in information technology companies; targeted recruiting and hiring; employee achievement; learning and professional growth; recognition; nurturing careers; team collaboration; the TALENT…

  9. Employee Motivation for Personal Development Plan Effectiveness

    Science.gov (United States)

    Eisele, Lisa; Grohnert, Therese; Beausaert, Simon; Segers, Mien

    2013-01-01

    Purpose: This article aims to understand conditions under which personal development plans (PDPs) can effectively be implemented for professional learning. Both the organization's manner of supporting the PDP practice as well as the individual employee's motivation is taken into account. Design/ methodology/approach: A questionnaire was…

  10. Employee Perspectives on MOOCs for Workplace Learning

    Science.gov (United States)

    Egloffstein, Marc; Ifenthaler, Dirk

    2017-01-01

    Massive Open Online Courses (MOOCs) can be considered a rather novel method in digital workplace learning, and there is as yet little empirical evidence on the acceptance and effectiveness of MOOCs in professional learning. In addition to existing findings on employers' attitudes, this study seeks to investigate the employee perspective towards…

  11. Financial Participation of Employees in Latvia

    DEFF Research Database (Denmark)

    Klauberg, Theis; Muravska, Tatyana; Mygind, Niels

    2006-01-01

    This report outlines main trends in employees' financial participation in Latvia including historical, socioeconomic and legal background. A special emphasis is placed on privatization during the transition period which shaped an environment for employees' financial participation and influenced...... the current state of employee share ownership and profit-sharing. Attitudes of social partners and the government will be addressed. The report will show why the transition process lead to a low level of employees' financial participation and the indifference and ignorance of policy makers concerning...... the development of financial participation....

  12. Financial Participation of Employees in Lithuania

    DEFF Research Database (Denmark)

    Darskuviené, Valdoné; Hanisch, Stefan; Mygind, Niels

    2006-01-01

    Participation of employees in decision-making in Lithuanian companies has its roots in trade union movement as well as in the practice of managing companies under Soviet rule. After Lithuania regained independence, employee ownership was used to facilitate privatization. A notable success...... was establishment of a number of employee-owned companies that were formerly state-owned enterprises during the first stage of privatization. However, no stronger tradition of employee participation has evolved. Current legal regulation of participation of employees - financial participation, as well...... as participation in decision-making - is not well developed and does not provide for stronger incentives. The solution of current employment and social problems by the Government, ruling parties as well as social partners is not associated with a higher level of participation of employees. Financial participation...

  13. The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

    Science.gov (United States)

    Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

    2016-09-01

    A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

  14. CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2014-12-01

    Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success

  15. Employee retention: a customer service approach.

    Science.gov (United States)

    Gerson, Richard F

    2002-01-01

    Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

  16. Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

    Directory of Open Access Journals (Sweden)

    Tehmina Fiaz Qazi

    2014-12-01

    Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

  17. ASPECTS REGARDING THE APPROACH OF THE PROBLEMS OF THE EMPLOYEES AND OF THE PROBLEM-EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Lukacs Edit

    2008-05-01

    Full Text Available The procustian approach of the job’s design is widely spread in actual society too. Several researches in European countries regarding working conditions, employees’ satisfaction and work stress marked the fact that there are many stressful jobs. The most serious consequence of work – stress is the lack of balance between private and professional life. Western organizations offer various support instruments to their employees in order to improve the balance between work and private life. There are employees who have difficult demeanour due to stress and exhaustment. The approach of problem-employees demands great skill and ability.

  18. Saliva S100B in professional sportsmen: High levels at resting conditions and increased after vigorous physical activity.

    Science.gov (United States)

    Michetti, Fabrizio; Bruschettini, Matteo; Frigiola, Alessandro; Abella, Raul; Giamberti, Alessandro; Marchese, Nora; Mangraviti, Salvatore; Melioli, Giovanni; Baldari, Amedeo; Bruschettini, Pierluigi; Gazzolo, Diego

    2011-02-01

    Neurological dysfunction is a key medical concern in professional sportsmen (PSM). We investigated whether saliva S100B concentrations in PSM and healthy controls are modified before and after training. We conducted a case-control-study in 75 patients (25 PSM vs 50 controls) in which S100B saliva concentrations were expressed as absolute values and percentage of change (%) from samples drawn before (T0) and after (T1) training. No differences (P>0.05) between groups were found regarding clinical, monitoring and laboratory parameters. S100B both in PSM and controls was higher at T1 when compared to T0 (P<0.01). In PSM, S100B was higher than controls (P<0.001) at T0 and T1. S100B% at T0-T1 was higher (P<0.001) in PSM and in controls and between PSM and controls (P<0.001). Increased saliva S100B levels in PSM before and after training suggest a paracrine/autocrine protein's role connected to stressing activity, which becomes especially evident in PSMs. Copyright © 2010 The Canadian Society of Clinical Chemists. Published by Elsevier Inc. All rights reserved.

  19. Educational Programs for Graduate Level Learners and Professionals - National Radio Astronomy Observatory National and International Non-Traditional Exchange Program

    Science.gov (United States)

    Wingate, Lory Mitchell

    2017-01-01

    The National Radio Astronomy Observatory’s (NRAO) National and International Non-Traditional Exchange (NINE) Program teaches concepts of project management and systems engineering to chosen participants within a nine-week program held at NRAO in New Mexico. Participants are typically graduate level students or professionals. Participation in the NINE Program is through a competitive process. The program includes a hands-on service project designed to increase the participants knowledge of radio astronomy. The approach demonstrate clearly to the learner the positive net effects of following methodical approaches to achieving optimal science results.The NINE teaches participants important sustainable skills associated with constructing, operating and maintaining radio astronomy observatories. NINE Program learners are expected to return to their host sites and implement the program in their own location as a NINE Hub. This requires forming a committed relationship (through a formal Letter of Agreement), establishing a site location, and developing a program that takes into consideration the needs of the community they represent. The anticipated outcome of this program is worldwide partnerships with fast growing radio astronomy communities designed to facilitate the exchange of staff and the mentoring of under-represented groups of learners, thereby developing a strong pipeline of global talent to construct, operate and maintain radio astronomy observatories.

  20. Economic Literacy among Corporate Employees.

    Science.gov (United States)

    Wood, William C.; Doyle, Joanne M.

    2002-01-01

    Reports the results of a telephone survey of employees (n=1001) of large corporations (n=7) conducted for the Business Roundtable. Embeds 20 questions keyed to the Voluntary National Content Standards in Economics to measure economic literacy. Finds that economic literacy was associated with education level, courses in economics, high income, and…

  1. Transformational leadership and employee satisfaction

    Directory of Open Access Journals (Sweden)

    Alisa Mujkić

    2014-12-01

    Full Text Available The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels. In total, 399 respondents took part in this research, which was conducted in companies in Bosnia and Herzegovina and Germany. This was the starting point to identify the dominant leadership style in each of the two countries. Using a nonparametric Mann-Whitney test, it was proved that there is a statistically significant difference in employee satisfaction under transformational leadership as opposed to the transactional and charismatic styles. After a detailed research of the literature, it became apparent that research on this subject is scarce. Accordingly, presenting transformational leadership and its influence on employee satisfaction was a particular challenge.

  2. THE EFFECT OF TRAINING IN THE IMPROVEMENT OF EMPLOYEE EFFICIENCY IN PHARMACEUTICAL INDUSTRY AND AN APPLICATION

    Directory of Open Access Journals (Sweden)

    Sinem AYDOĞDU

    2013-01-01

    Full Text Available Businesses faces with important and rapid changes. This rapid change in the business environment forces the organizations to change their operations and structures. Adopting these changes fast and contionus renewal of both employees and organizations help organizations reach the set goals and survive in the competitive market. To be accomplished in competition, companies need well trained and well developed employees from front employees to the top level managers in the executive suite. Moreover, training process must gain continuity. Especially, in Pharmaceutical Industry, due to the fast and rapid changes and improvements concerning the regulations and procedures of Ministery of Health, guidelines such as GMP (Good Manufacturing Practises, GLP (Good Laboratory Practises, GDP (Good Documentation Practises etc. employees who are working should be trained and updated about the current knowledge to increase the efficiency in the organization. Vice versa, organizations can not raise their competition power in order to exist and develop themselves. To sum up, globalization, fast changes in regulations and procedures and also technological shifts lead to changes even in organizations. In order to cope with these changes, companies need to train their employees. The main purpose of this study is to investigate the effect of training on employee efficiency. Research is carried out with 74 employees from a pharmaceutical company in İstanbul, Turkey. The results of the study support the hypotheses. There’s a significant difference between white collar and blue collar employees on the idea of efficiency of training in the area of career development, area of productivity, professional growth and customer satisfaction.

  3. General Satisfaction Among Healthcare Workers: Differences Between Employees in Medical and Mental Health Sector.

    Science.gov (United States)

    Papathanasiou, Ioanna V; Kleisiaris, Christos F; Tsaras, Konstantinos; Fradelos, Evangelos C; Kourkouta, Lambrini

    2015-08-01

    General satisfaction is a personal experience and sources of satisfaction or dissatisfaction vary between professional groups. General satisfaction is usually related with work settings, work performance and mental health status. The purpose of this research study was to investigate the level of general satisfaction of health care workers and to examine whether there were any differences among employees of medical and mental health sector. The sample consisted of employees from the medical and mental health sector, who were all randomly selected. A two-part questionnaire was used to collect data. The first section involved demographic information and the second part was a General Satisfaction Questionnaire (GSQ). The statistical analysis of data was performed using the software package 19.0 for Windows. Descriptive statistics were initially generated for sample characteristics. All data exhibited normal distributions and thus the parametric t-test was used to compare mean scores between the two health sectors. P values age of the sample was 41.8 ± 7.9 years. The Cronbach alpha coefficient for GSQ was 0.79. The total mean score of general satisfaction for the employees in medical sector was 4.5 (5=very satisfied) and for the employees in mental health sector is 4.8. T-test showed that these results are statistical different (t=4.55, psatisfaction. Mental health employees appear to experience higher levels of general satisfaction and mainly they experience higher satisfaction from family roles, life and sexual life, emotional state and relations with patients.

  4. The impacts of occupational risks and their effects on work stress levels of health professional (The sample from the Southeast region of Turkey).

    Science.gov (United States)

    Ulutaşdemir, Nilgün; Balsak, Habip; Berhuni, Özlem; Özdemir, Emine; Ataşalan, Esra

    2015-11-01

    This study was performed to determine the occupational risks and their effects on the work stress of the health professionals working in state hospitals in the Southeast of Turkey. This cross-sectional and descriptive study was composed of 360 health professionals of the Pazarcık, Ergani, and Şehitkamil State Hospitals between December 2014 and January 2015. The data of the study were obtained by performing the survey which was composed of questions related to the socio-demographic characteristics, factors that were thought to affect the occupational risks and job stress, as well as, the questions of the Work Stress Scale. The analyses of the data have been performed using Student's t test and one-way analysis of variance. The working hours, the number of being on-duty, insomnia, and burnout in health professionals were determined to be with the highest mean scores among other stressful risks and hazards. The mean work stress level, which increases the success by creating the group-stimulus effect, was indicated as 2.4 and 2.5 for the health professionals in Pazarcık and Ergani State Hospital, respectively. However, the stress level which poses a threat for the group-health and efficiency was found to be 4.0 for the health professionals of the Şehitkamil State Hospital. As the exposure of the occupational risks increases in the health professionals, the work stress scores also increase (p stress of the health professionals in the Şehitkamil State Hospital should be evaluated in terms of occupational health and safety.

  5. Structural organization of psychological defenses and coping strategies of preschool teachers with different levels of professional burnout

    Directory of Open Access Journals (Sweden)

    Тетяна Анатоліївна Колтунович

    2015-10-01

    Full Text Available The article deals with the actual problem of modern education system – preschool teachers’ professional burnout. Assumptions about the existence of the relationship between professional burnout, coping strategies and mechanisms of psychological defenses; about the determination of burnout at different stages of its formation according to the structural organization of coping and psychological defenses were empirically proven, and their leading and basic components were defined

  6. Teaching science and technology at primary school level: Theoretical and practical considerations for primary school teachers' professional training.

    OpenAIRE

    Walma van der Molen, Julie Henriëtte; van Aalderen-Smeets, Sandra; Asma, L.

    2010-01-01

    This paper focuses on the importance of starting science and technology education at a young age and at the consequential importance of providing primary school teachers with enough professional background to be able to effectively incorporate science and technology into their teaching. We will discuss a large-scale program in The Netherlands that is aimed at the professionalization of elementary school teachers in the field of science and technology. Theoretical and practical considerations ...

  7. Keeping the Physical Educator "Connected" an Examination of Comfort Level, Usage and Professional Development Available for Technology Integration in the Curricular Area of Physical Education

    Science.gov (United States)

    Adkins, Megan; Bice, Matthew R.; Worrell, Vicki; Unruh, Nita

    2017-01-01

    Schools continue to integrate the use of technology, and gymnasiums are not an exception. The purpose of the study was to determine the comfort level of Physical Education teachers integrating technology in the gymnasium, determine types of professional development provided for technology use, and potential barriers associated with technology…

  8. Patients' and health professionals' understanding of and preferences for graphical presentation styles for individual-level EORTC QLQ-C30 scores

    NARCIS (Netherlands)

    Kuijpers, W.; Giesinger, J.M.; Zabernigg, A.; Young, T.; Friend, E.; Tomaszewska, I.M.; Aaronson, N.K.; Holzner, B.

    2016-01-01

    Purpose: To investigate patients’ and health professionals’ understanding of and preferences for different graphical presentation styles for individual-level EORTC QLQ-C30 scores. Methods: We recruited cancer patients (any treatment and diagnosis) in four European countries and health professionals

  9. The Level of Possession of the Students at the Hashemite University of Professional and Family Counseling Skills in Light of Achievement and Gender Variables

    Science.gov (United States)

    ALharbi, Bassam H. M.; Mhaidat, Fatin

    2017-01-01

    The present study aimed to identify the level of owning a field training students majoring in psychological counseling at the Hashemite University of professional and family counseling skills in light of achievement and gender variables. The subjects of the study comprised of (100) subjects of field training students in the second semester of the…

  10. Professional School Counselors as Leaders and Active Participants in School Reform: A Phenomenological Exploratory Study to Examine the Perspectives of System-Level Supervisors of School Counselors

    Science.gov (United States)

    Cicero, Gayle M.

    2010-01-01

    Professional school counselors' leadership capacity may well play a pivotal role in educational reform in the twenty-first century. Crucial to the success of this vision, supported by the American School Counseling Association, is the perspective of system-level supervisors of school counselors. This exploratory qualitative study employed in-depth…

  11. Professional burnout syndrome among correctional facility officers.

    Science.gov (United States)

    Harizanova, Stanislava N; Tarnovska, Tanya H

    2013-01-01

    Correctional facilities present unique work places--the employees there work in tough, demanding and hazardous working conditions, in real life-threatening environment, subjected to physical and mental fatigue, risk of infectious diseases, work in shifts, with inadequate pay, etc. The aim of this study was to find the prevalence and level of burnout syndrome among employees working in the District Prison of the town of Plovdiv. The study included all employees that had direct contact with the inmates in the prison. We recruited 106 employees that participated in the study anonymously and voluntarily. The main instrument we used was the questionnaire designed according to the methods developed by V. Boiko, which allows identification of professional burnout syndrome in its three phases with four symptoms in each of the phases. We found a high prevalence of burnout syndrome among the staff in the District Prison in Plovdiv (74.53%). All three phases of burnout were found to have a high prevalence rate--the stress phase: 48.11%, the resistance phase: 66.98%, the exhaustion phase: 41.51%. The rank in the service hierarchy was found to be a predictor in the stress phase, B = 0.701, p = 0.048, Exp(B) = 2.106, 95%CI [1.00; 4.04]. The single officers (83.33% of the divorced and 55.56% of the single employees) and those of the staff that were more highly educated (78.72%) had elevated levels of burnout syndrome, and these manifested during the first 5 years of their service in the prison (77.78%). In Bulgaria at present the burnout syndrome has not been studied among employees working in correctional facilities. We found a high prevalence of the syndrome among the employees of the District Prison - Plovdiv. The younger, the single and the more educated employees had greater levels of burnout syndrome, which manifest during the first 5 years of their service. The results suggest that there is a need to develop and implement effective strategies to reduce and prevent

  12. Off-Season Effects on Functional Performance, Body Composition, and Blood Parameters in Top-Level Professional Soccer Players.

    Science.gov (United States)

    Requena, Bernardo; García, Inmaculada; Suárez-Arrones, Luis; Sáez de Villarreal, Eduardo; Naranjo Orellana, José; Santalla, Alfredo

    2017-04-01

    Requena, B, García, I, Suárez-Arrones, L, Sáez de Villarreal, E, Naranjo Orellana, J, and Santalla, A. Off-season effects on functional performance, body composition, and blood parameters in top-level professional soccer players. J Strength Cond Res 31(4): 939-946, 2017-To examine the effects of a standard off-season period (OSP) on aerobic, sprint, and jumping performances, and body and blood composition in a top-level soccer team. Nineteen soccer players were measured. The OSP included to 2 weeks of no training (resting phase) and a 4-week period of moderate-training load (phase in which each player performed the vacation exercise plan). Player's functional performance (15- and 30-m sprint times [seconds], vertical jump [meter], and incremental field test Vam-Eval [kilometer per hour]), percentage of body fat (%) and blood composition (hematological and biochemical data) were measured at mid-season, end-season, and after the OSP. The percentage of body fat was nonaltered during the competitive season (10.8 ± 3.6 and 10.5 ± 3.5%) and increased significantly after the OSP (11.6 ± 3.6%, p ≤ 0.05). Similarly, the maximal aerobic speed (VVam-Eval) velocity (kilometer per hour) decreased (p ≤ 0.05) from 17.4 ± 1 and 17.3 ± 1.2 during the competitive season to 16.6 ± 0.9 after the OSP. The hematocrit and blood hemoglobin concentration increased (p ≤ 0.05) during the OSP, showing a blood hemoconcentration adaptation. However, sprint time (seconds) and jump height (meters) showed no significant changes after the OSP. Soccer players maintained their functional performance during high-intensity activities such as jumping or sprinting after the OSP proposed. By contrast, there was a decrease in aerobic performance (VVam-Eval) accompanied by a blood hemoconcentration, and an increase of body fat mass associated with a reduction of fat-free mass of the lower limbs. Our data suggest that an end-season evaluation is needed to design holiday training programs

  13. Healthcare professionals' attitudes, knowledge and self-efficacy levels regarding the use of self-hypnosis in childbirth: A prospective questionnaire survey.

    Science.gov (United States)

    McAllister, Sophie; Coxon, Kirstie; Murrells, T; Sandall, J

    2017-04-01

    to examine healthcare professionals' attitudes, knowledge and levels of self-efficacy regarding the use of self-hypnosis in childbirth. a prospective survey. two large maternity units in London, England. healthcare professionals (n=129) involved in the care of childbearing women (anaesthetists, midwives and obstetricians). online questionnaire assessing healthcare professionals' experience, knowledge, attitudes and self-efficacy relating to self-hypnosis in childbirth. attitude, self-efficacy and knowledge. over half of the participants surveyed (56%) reported they had minimal or no knowledge of hypnosis. Higher levels of knowledge were associated with higher levels of self-efficacy (pchildbirth, they need to be confident in their ability to facilitate this method. Previous research has established that self-efficacy is a strong indicator of performance. Professionals with more knowledge of self-hypnosis are also more confident in supporting women using this technique in childbirth. Multi-disciplinary staff training which aims to increase knowledge, and which includes exposure to hypnosis in labour, may be beneficial in assisting staff to support women choosing to use self-hypnosis in labour. Copyright © 2017 Elsevier Ltd. All rights reserved.

  14. Professional HIV risk taking, levels of victimization, and well-being in female prostitutes in The Netherlands.

    Science.gov (United States)

    Vanwesenbeeck, I; de Graaf, R; van Zessen, G; Straver, C J; Visser, J H

    1995-10-01

    Professional HIV risk taking (nonconsistent condom use with clients) of female prostitutes in The Netherlands is addressed within the context of (early) experiences with abuse, well-being, coping behavior, job satisfaction, and financial need. Data were gathered from 127 female prostitutes on condom use, financial need, and professional attitude, and on experiences with violence and abuse, physical complaints, psychosocial problems, and coping responses. Violent traumatic experiences were found to relate to more severe complaints and problems, and a higher frequency of emotion-focused coping strategies. A risk-taking protection style (as opposed to consistent condom use and selective risk taking) appeared to be associated with more severe experiences with violence, both in childhood and in adult life, with more frequent dissociation as a coping behavior, and with more psychosomatic complaints. Of all the relationships found, more severe experiences with violence on the job were most strongly related to a higher professional HIV risk.

  15. 29 CFR 1910.165 - Employee alarm systems.

    Science.gov (United States)

    2010-07-01

    ... emergency action plan, or for reaction time for safe escape of employees from the workplace or the immediate... light levels by all employees in the affected portions of the workplace. Tactile devices may be used to... in the workplace. For those employers with 10 or fewer employees in a particular workplace, direct...

  16. Attrition and Retention of Employees in BPO Sector

    OpenAIRE

    Hradesh Kumar; Ankita Srivastava; Yogesh Tiwari

    2011-01-01

    The broad objective of this research is to identify the root causes of attrition and retention in BPOs, analyzing the level of employee motivation, satisfaction and involvement, generate a model for maximizing sustenance of employees in the organization and come up with concrete recommendations, which will eventually be valuable to the organizations to retain their employees for a long term

  17. impact of ethical leadership on employee commitment in nigeria

    African Journals Online (AJOL)

    CIU

    new employees. This can also increase the costs associated with employee turnover, increase employee supervision, decreases job satisfaction and decrease the level .... The theory has often been called a bridge between behaviorist and cognitive ... scholars on the effect of ethical leadership on employment commitment.

  18. 31 CFR 10.25 - Practice by former government employees, their partners and their associates.

    Science.gov (United States)

    2010-07-01

    ..., affiliate or employee of a partnership, joint venture, corporation, professional association or other...) No former Government employee may, within one year after Government employment is ended, communicate..., provided to the Director of the Office of Professional Responsibility. (d) Pending representation. The...

  19. Prevalence of smoking among employees of a university hospital Prevalencia del tabaquismo en funcionarios de un hospital universitario Prevalência do tabagismo em funcionários de um hospital universitário

    OpenAIRE

    Isabel Cristina Echer; Ana Paula Almeida Corrêa; Amália de Fátima Lucena; Stephani Amanda Lukasewicz Ferreira; Marli Maria Knorst

    2011-01-01

    This cross-sectional study aimed to identify the prevalence of smoking among employees of a university hospital in Southern Brazil. Data collection happened in 2008, during the periodic health exam, using a questionnaire, according to the smoking status of the employees. The sample consisted of 1,475 subjects, in which 979 (66.4%) were non-smokers, 295 (20%) former smokers and 201 (13.6%) smokers. Smoking was more prevalent among employees with lower education levels and among professionals i...

  20. HRD practices in the classified hotels in Orissa: a study of employee perceptions

    Directory of Open Access Journals (Sweden)

    Kumar Swain, Sampad

    2007-01-01

    Full Text Available In the present paper, an attempt has been made to measure the employees’ perception of some of the human resource development (HRD practices prevailing in the classified hotels in Orissa. Orissa is a state in the eastern India which has been heavily concentrating its developmental efforts at the tourism industry in general and the hotel sector in particular since the early 80’s. However, the results do not substantiate the quantum of efforts for which many reasons have been proposed. A key contention made by critics is that these efforts were lopsided in that they gave undue importance to the marketing function and totally neglected complementary aspects like HRD. Hotel sector has of late realized this as a real lacuna that needs to be corrected immediately. Most classified hotels have been quick to set up active HRD wings to look into vital HRD practices such as manpower planning, training and competency development, performance appraisal, career planning, compensation packages, employee relationship management, and so on. Utmost stress has been given to employee training and development programs as part of their HRD policy by most star hotels. Yet, it has been observed by many that a vast majority of the employees are not found to be serious about the HRD initiatives, especially the various professional training options aimed at them. The present study rejects this observation and reveals that hotel employees do appreciate the fact that there is a positive association between professional training and their chances of promotion. They also understand that their professional training can help promote the organizational effectiveness as well. However, this understanding is proven to be stronger in the case of employees working in the higher star category hotels than those working in the lower star category hotels. But, no significant relationship existed between the level of professional training undergone by an employee and his or her

  1. The influence of organizational characteristics on employee solidarity in the long-term care sector.

    Science.gov (United States)

    Cramm, Jane M; Strating, Mathilde M H; Nieboer, Anna P

    2013-03-01

    This article is a report of a study that identifies organizational characteristics explaining employee solidarity in the long-term care sector. Employee solidarity reportedly improves organizations' effectiveness and efficiency. Although general research on solidarity in organizations is available, the impact of the organizational context on solidarity in long-term care settings is lacking. Cross-sectional survey. The study was carried out in Dutch long-term care. A total of 313 nurses, managers and other care professionals in 23 organizations were involved. Organizational characteristics studied were centralization, hierarchical culture, formal and informal exchange of information and leadership style. The study was carried out in 2009. Findings.  All organizational characteristics significantly correlated with employee solidarity in the univariate analyses. In the multivariate analyses hierarchical culture, centralization, exchange of formal and informal information and transformational leadership appears to be important for solidarity among nurses, managers and other professionals in long-term care organizations, but not transactional and passive leadership styles. The study increased our knowledge of solidarity among nurses, managers and other professionals in the long-term care settings. Organizational characteristics that enhance solidarity are high levels of formal and informal information exchange, less hierarchical authority, decentralization and transformational leadership styles. © 2012 Blackwell Publishing Ltd.

  2. The influence of organizational characteristics on employee solidarity in the long-term care sector

    Science.gov (United States)

    Cramm, Jane M; Strating, Mathilde MH; Nieboer, Anna P

    2013-01-01

    Aim This article is a report of a study that identifies organizational characteristics explaining employee solidarity in the long-term care sector. Background Employee solidarity reportedly improves organizations’ effectiveness and efficiency. Although general research on solidarity in organizations is available, the impact of the organizational context on solidarity in long-term care settings is lacking. Design Cross-sectional survey. Method The study was carried out in Dutch long-term care. A total of 313 nurses, managers and other care professionals in 23 organizations were involved. Organizational characteristics studied were centralization, hierarchical culture, formal and informal exchange of information and leadership style. The study was carried out in 2009. Findings All organizational characteristics significantly correlated with employee solidarity in the univariate analyses. In the multivariate analyses hierarchical culture, centralization, exchange of formal and informal information and transformational leadership appears to be important for solidarity among nurses, managers and other professionals in long-term care organizations, but not transactional and passive leadership styles. Conclusion The study increased our knowledge of solidarity among nurses, managers and other professionals in the long-term care settings. Organizational characteristics that enhance solidarity are high levels of formal and informal information exchange, less hierarchical authority, decentralization and transformational leadership styles. PMID:22551056

  3. The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh

    Directory of Open Access Journals (Sweden)

    Minhajul Islam Ukil

    2016-06-01

    Full Text Available Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item statements of employee empowerment, service quality and employee satisfaction have been adopted from previous studies to undertake this study. Data have been gathered following a quantitative survey conducted among a diverse group of employees (N = 240 working in 20 different financial institutions including private banks, leasing and insurance companies in Bangladesh. Several statistical techniques consisting of descriptive analysis, Pearson correlations and regression analysis have been applied using SPSS software to analyze collected data. The results of the statistical analysis reveal that employee satisfaction and service quality significantly depend on employee empowerment, and satisfied employees provide better quality service. The findings of this research have explicit implications for both the employees and the organizations. This study suggests that by empowering employees, an organization can increase the level of employee satisfaction that in consequence upturns service quality.

  4. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    Science.gov (United States)

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  5. Emotional and social competencies and perceptions of the interpersonal environment of an organization as related to the engagement of IT professionals

    OpenAIRE

    Pittenger, Linda M.

    2015-01-01

    Diminishing levels of worker productivity and increased employee turnover have become a costly proposition for today’s organizations. Much of the blame for this is a decrease in employee engagement and actual complete disengagement of workers, resulting in tremendous impacts to the achievement of organization goals. In particular, research has focused on IT professionals, which have been found to be the least engaged group of workers in organizations. With such conclusions repeatedly discov...

  6. Improving employee productivity through improved health.

    Science.gov (United States)

    Mitchell, Rebecca J; Ozminkowski, Ronald J; Serxner, Seth

    2013-10-01

    The objective of this study was to estimate productivity-related savings associated with employee participation in health promotion programs. Propensity score weighting and multiple regression techniques were used to estimate savings. These techniques were adjusted for demographic and health status differences between participants who engaged in one or more telephonic health management programs and nonparticipants who were eligible for but did not engage in these programs. Employees who participated in a program and successfully improved their health care or lifestyle showed significant improvements in lost work time. These employees saved an average of $353 per person per year. This reflects about 10.3 hours in additional productive time annually, compared with similar, but nonparticipating employees. Participating in health promotion programs can help improve productivity levels among employees and save money for their employers.

  7. Using Personality Data in Higher Education: A Preliminary Examination of Personality Differences Based on Professional Orientation and Skill Level

    Science.gov (United States)

    Carr, Joel L.

    2010-01-01

    The purpose of this study is to examine the differences between groups of psychology students and groups of psychology professionals based on the personality trait of Extraversion, and its facets, as measured by the NEO Personality Inventory-Revised (NEO PI-R; Costa & McCrae, 1992). Previous applications of the NEO PI-R have focused on…

  8. The Influence of Creativity Level on Overcoming the Barriers of Teachers’ Professional Development

    Directory of Open Access Journals (Sweden)

    E. F. Zeer

    2012-01-01

    Full Text Available The paper summarizes the research findings concerning the influence of creativity on overcoming the barriers of teachers’ professional development. The re- search subject includes defining the interrelations between the creativity and profes- sional burn-out. The aim of the studies is to find out the influencing factors of creativ- ity eliminating the destructive trends of professional pedagogic activity. The methodology is based on the E. E. Simanyuk’s concept describing the de- structive tendencies of teachers’ professional formation and the constructive overcom- ing strategies. The teachers’ refresher course at Sverdlovsk Regional Institute of Education De- velopment was taken as the experimental ground for the research. The diagnostics of the psychological constructs relating to the discussed phenomena was carried out by using tests of high validity and reliability. The modern methods of mathematical statis- tics were applied. The research outputs are of high practical importance both for designing the content of teachers’ professional development and upgrading their readiness for educa- tional innovations. 

  9. The level of Internet access and ICT training for health information professionals in sub-Saharan Africa.

    Science.gov (United States)

    Ajuwon, Grace Ada; Rhine, Lenny

    2008-09-01

    Information and Communication Technologies (ICTs) are important tools for development. Despite its significant growth on a global scale, Internet access is limited in sub-Saharan Africa (SSA). Few studies have explored Internet access, use of electronic resources and ICT training among health information professionals in Africa. The study assessed Internet access, use of electronic resources and ICT training among health information professionals in SSA. A 26-item self-administered questionnaire in English and French was used for data collection. The questionnaire was completed by health information professionals from five Listservs and delegates at the 10th biannual Congress of the Association of Health Information and Libraries in Africa (AHILA). A total of 121 respondents participated in the study and, of those, 68% lived in their countries' capital. The majority (85.1%) had Internet access at work and 40.8% used cybercafes as alternative access points. Slightly less than two-thirds (61.2%) first learned to use ICT through self-teaching, whilst 70.2% had not received any formal training in the previous year. Eighty-eight per cent of respondents required further ICT training. In SSA, freely available digital information resources are underutilized by health information professionals. ICT training is recommended to optimize use of digital resources. To harness these resources, intergovernmental and non-governmental organizations must play a key role.

  10. Teaching science and technology at primary school level: Theoretical and practical considerations for primary school teachers' professional training.

    NARCIS (Netherlands)

    Walma van der Molen, Julie Henriëtte; van Aalderen-Smeets, Sandra; Asma, L.

    2010-01-01

    This paper focuses on the importance of starting science and technology education at a young age and at the consequential importance of providing primary school teachers with enough professional background to be able to effectively incorporate science and technology into their teaching. We will

  11. Professional Task-Based Curriculum Development for Distance Education Practitioners at Master's Level: A Design-Based Research

    Science.gov (United States)

    Feng, Xiaoying; Lu, Guangxin; Yao, Zhihong

    2015-01-01

    Curriculum development for distance education (DE) practitioners is more and more focusing on practical requirements and competence development. Delphi and DACUM methods have been used at some universities. However, in the competency-based development area, these methods have been taken over by professional-task-based development in the last…

  12. The Role of Employee Retention and Employee Productivity on the Performance of Oil & Gas Sector of Pakistan

    OpenAIRE

    Hunjra, Ahmed Imran; Raza, Hassan; Munir, Irfan Ullah

    2014-01-01

    Purpose: Human resource management practices are essential for managers to be followed that need to be implemented and new processes that continuously be practised by different level of employees. The objective of this study is to examine the association between the employee retention, and employee development along with organizational performance. Methodology: A five point Likert scale was used and 205 responses were processed. Findings: The results of the study show that employee retention ...

  13. Employees with Sleep Disorders

    Science.gov (United States)

    ... do these limitations affect the employee and the employee’s job performance? What specific job tasks are problematic as a ... enclosures or a private work area or office Increase natural lighting or ... the employee's work environment Plan for uninterrupted work time Divide ...

  14. Employees, sustainability and motivation: Increasing employee ...

    African Journals Online (AJOL)

    organisations are the main cause for environmental problems. (Renwick, Redman & Maguire, 2012, p. 8) and these in turn are very often the cause of social problems (World Wildlife. Fund, 2012). Besides all this, the world of employment is facing a radical change. Employees are increasingly questioning the meaning of ...

  15. Employees as social intrapreneurs

    DEFF Research Database (Denmark)

    Kristensen, Catharina Juul

    2016-01-01

    Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

  16. DEVELOP CREATIVE EMPLOYEES

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2016-01-01

    THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES.......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...

  17. Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

    Science.gov (United States)

    Holton, M Kim; Barry, Adam E; Chaney, J Don

    2015-01-01

    Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

  18. RELATIONSHIPS BETWEEN EMOTIONAL COMPETENCE AND TASK-CONTEXTUAL PERFORMANCE OF EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Ebru Aykan

    2014-05-01

    Full Text Available The present study was conducted to determine the relationships between the emotional competence and task-contextual performance of employees. Data were gathered from 342 employees working in state and private banks. Relationships between the variables, significant relationships between the emotional competence dimensions and performance dimensions were observed in this study. No relationship was observed between the “guilty” dimension of emotional competence and task performance.Non-hierarchical cluster analysis was selected and K-means cluster analysis was performed to determine the emotional competence levels of participant banking professionals. The seven pre-specified emotional competences were classified by using Ward’s method. Cluster analysis revealed that the emotional competences of the participants were clustered in two groups as high and low. Regression analyses revealed insignificant relationships between the emotional competence and task performance of employees, but positive significant relationships between emotional competence and contextual performance. Significant differences were also observed in the emotional competence levels and task-contextual performances of employees. In other words, individuals with high emotional competence levels also exhibited high performances.

  19. Use of health services by Finnish employees in regard to health-related factors: the population-based health 2000 study.

    Science.gov (United States)

    Ikonen, Annukka; Räsänen, Kimmo; Manninen, Pirjo; Rautio, Maria; Husman, Päivi; Ojajärvi, Anneli; Alha, Pirkko; Husman, Kaj

    2013-05-01

    The aims of this study were to describe the use of occupational health services and other health care of Finnish employees and to examine associations between health problems and risks, and primary care visits to occupational health nurses and physicians and other health care. A nationally representative sample of 3,126 employees aged 30-64 participated in the Health 2000 study, which consisted of a health interview, questionnaires, a clinical health examination, and the Composite International Diagnostic Interview. The use of health services was measured by self-reported visits. During the previous 12 months, 74 % of the employees visited occupational health services or municipal health centers, 52 % visited only occupational health services. From a third to a half of employees with lifestyle risks, depressive disorders or other health problems visited occupational health professionals. Obesity, burnout, insomnia, depressive mood, chronic impairing illnesses, and poor work ability were associated with visits to occupational health nurses. Among women, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to occupational health physicians. Lower educational level, smoking, musculoskeletal diseases, chronic impairing illnesses, and poor work ability were associated with visits to health center physicians. This study showed the importance of occupational health services in the primary health care of Finnish employees. However, a considerable proportion of employees with lifestyle risks, depressive mood, and other health problems did not use health services. Occupational health professionals are in an advantageous position to detect health risks in primary care visits.

  20. Physical qualification of school-leavers with different level of professional readiness and somatotypes at the stages of studying in the military institution of higher education of the forces of civil defence

    Directory of Open Access Journals (Sweden)

    Gonshovsky V.

    2010-06-01

    Full Text Available The dynamics of indexes of physical preparedness of rescuers is considered with the different levels of professional readiness and somatotypes. Probed 79 students. Formed battery from 14 tests. Professional readiness of graduating students was determined on results state examinations. Considerable divergences are exposed between excellent student and students with the lower levels of professional readiness. The necessity of account of these excellent student is rotined at forming of optimum maintenance of physical preparation.

  1. Reflections of Turkish accounting and financial reporting standards on vocational school students: A research on comparing perceptions of intermediate and mid-level accounting professional candidates

    Directory of Open Access Journals (Sweden)

    Seldüz Hakan

    2016-01-01

    Full Text Available This research aims to compare the perceptions of intermediate and mid-level accounting professional candidates on accounting and financial reporting standards. A significant part of accounting process is carried out by vocational school graduate intermediate and mid-level accounting professionals. However, it can be claimed that adequate education about accounting and financial reporting standards isn’t given in vocational schools although these standards structure the whole accounting process. A survey is conducted over students of the related vocational school in Aksaray University. The results indicate no significant difference on students’ perceptions in terms of their school year, high school type, job or internship experience and intention to perform the profession after graduation. These results can be traced to inadequacy of present curriculums and internship programs which can’t create a difference. Based on the results, the content of internship applications is rearranged and an optional subject named as “Accounting and Reporting Standards” is established.

  2. Mapping two new points on the tennis expertise continuum: tactical skills of adult advanced beginners and entry-level professionals during competition.

    Science.gov (United States)

    McPherson, Sue L; Kernodle, Michael

    2007-06-01

    Research examining problem representations of individuals during task performance is advancing our understanding of information processing and expertise in a variety of sports. However, few studies using similar methodology have been conducted on individuals of various competitive standards in one domain in similar contexts. This study examined problem representations of adult advanced beginners and entry-level professionals accessed during singles tennis competition (n = 12). These groups were selected to represent players with performance skills that were different from those studied previously (i.e. adult beginners and varsity players). Immediate recall and planning interviews were conducted between points during singles tennis competition. Players competed within their respective expertise groups. Verbal reports were transcribed verbatim and concepts were scored according to a model of protocol structure. Several multivariate analyses of variance were conducted on rank scores for measures of concept content and structure using the L-statistic. Entry-level professionals exhibited more advanced problem representations than advanced beginners regardless of interview type. These findings together with those of previous research suggest adaptations in long-term memory profiles with increases in performance skills. For example, beginners lacked action plan and current event profiles because they generated goals and reiterated game events during both interviews. Advanced beginners, who had better performance skills than beginners, exhibited rudimentary action plan profiles and deficient current event profiles because they generated and monitored several detailed actions related to the current context during recall interviews and generated only a few goals during planning interviews. In contrast, varsity players and professionals processed tactical information in the current context and beyond denoting the existence of both action plan and current event profiles

  3. Promoting Influenza Vaccination to Restaurant Employees.

    Science.gov (United States)

    Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Parrish, Amanda T; Ahmed, Faruque; Zhou, Chuan; Allen, Claire L

    2016-09-01

    To evaluate an evidence-based workplace approach to increasing adult influenza vaccination levels applied in the restaurant setting We implemented an intervention and conducted a pre/post analysis to determine effect on vaccination. Eleven Seattle-area restaurants. Restaurants with 25+ employees speaking English or Spanish and over 18 years. Restaurants received influenza vaccination promotion materials, assistance arranging on-site vaccination events, and free influenza vaccinations for employees. Pre/post employee surveys of vaccination status with direct observation and employer interviews to evaluate implementation. We conducted descriptive analysis of employee survey data and performed qualitative analysis of implementation data. To assess intervention effect, we used a mixed-effects logistic regression model with a restaurant-specific random effect. Vaccination levels increased from 26% to 46% (adjusted odds ratio 2.33, 95% confidence interval 1.69, 3.22), with 428 employees surveyed preintervention, 305 surveyed postintervention, and response rates of 73% and 55%, respectively. The intervention was effective across subgroups, but there were restaurant-level differences. An access-based workplace intervention can increase influenza vaccination levels in restaurant employees, but restaurant-level factors may influence success. © 2016 by American Journal of Health Promotion, Inc.

  4. Employee organizational commitment

    Directory of Open Access Journals (Sweden)

    Radosavljević Života

    2017-01-01

    Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation

  5. Development of Professional Identity in SMEs.

    Science.gov (United States)

    Puurula, Arja; Lofstrom, Erika

    This paper describes a study of the development of professional identity among employees in small and medium sized enterprises (SMEs) participating in large-scale company-wide training programs. Managers and employees in 175 SMEs in Finland participated. These two research questions were posed: (1) are there differences in the perceptions of…

  6. Costs of employee turnover

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2013-01-01

    Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

  7. Predicting voluntary turnover in employees using demographic characteristics: A South African case study

    Directory of Open Access Journals (Sweden)

    Anton F. Schlechter

    2016-03-01

    between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks.Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.

  8. Comparing Levels of Serum IgA, IgG, IgM and Cortisol in the Professional Bodybuilding Athletes and Non-Athletes

    Directory of Open Access Journals (Sweden)

    S. Hadi Naghib

    2013-10-01

    Full Text Available Background: Bodybuilding athlete's bodies are placed under much pressure in during the exercise, which is causing changes in the immune and hormone system in the long term. The purpose of this study was to compare levels of serum immunoglobulin A (IgA, immunoglobulin G (IgG, immunoglobulin M (IgM and cortisol in the professional bodybuilding athletes (BA and the non-athletes (NA male. Materials and Methods: This study was a descriptive-analytic and 29 volunteer subjects in the professional BA and NA men participated. Levels of serum IgA, IgG, IgM using Single Radial Immunodiffusion (SRID and levels of serum cortisol using Radioimmunoassay (RIA were measured with blood sampling from brachial vein at rest and fasting. Data were analyzed using the Mann-Whitney U-test (p0.05, while, the levels of serum cortisol (22.10±2.60 vs. 15.41±3.44 μg/dl, U=0.001, p=0.001 significantly greater in the BA than the NA.Conclusion: The results of this study showed that participation in training and competitions bodybuilding has no effect on serum levels of IgG, IgA, IgM, but increased levels of serum cortisol.

  9. Empowerment Perceptions of Employees in Hotel Enterprises

    Directory of Open Access Journals (Sweden)

    Şenol Çavuş

    2015-12-01

    Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II”and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub- dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position

  10. Empowerment Perceptions of Employees in Hotel Enterprises

    Directory of Open Access Journals (Sweden)

    Şenol ÇAVUŞ

    2015-12-01

    Full Text Available The concept of empowerment, which is applicable for any social group that the person belongs to, is an essential phenomenon for continuity and success of the organization. The main purpose of this study is to determine the empowerment perceptions of employees in hotel industry. The research was conducted in four and five star hotels that operate in the city of Bishkek, Kyrgyzstan, and 170 employees were reached at those hotels. Empowerment perceptions of the employees were measured using the scales “Conditions of Work Effectiveness Questionnaire-II, CWEQ-II” and “Psychological Empowerment Scale, PES”. As a result of factor analysis made on the scales, it was observed that structural empowerment and psychological empowerment perceptions were grouped into three sub-dimensions. And in comparisons based on demographic factors; it was ob served that perceptions of empowerment have clearly differentiated according to level of education, level of income, hotel class, tourism education position, employee position.

  11. Employees' Political Skill and Job Performance

    DEFF Research Database (Denmark)

    Zettler, Ingo; Lang, Jonas W.B.

    2015-01-01

    During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...... skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working...

  12. In Good Company? A Multi-Study, Multi-Level Investigation of the Effects of Coworker Relationships on Employee Well-Being

    Science.gov (United States)

    Simon, Lauren S.; Judge, Timothy A.; Halvorsen-Ganepola, Marie D. K.

    2010-01-01

    Two multi-level studies were conducted to examine the effects of attitudes towards coworkers on daily well-being. Study 1 linked daily levels of coworker satisfaction to job satisfaction and life satisfaction and examined the extent to which job satisfaction mediated the relationship between coworker satisfaction and life satisfaction among 33…

  13. The mediating role of demand and control in the relationship between leadership behaviour and employee distress: a cross-sectional study.

    Science.gov (United States)

    Lornudd, Caroline; Tafvelin, Susanne; von Thiele Schwarz, Ulrica; Bergman, David

    2015-02-01

    The relationship between leadership and employee distress is well established, however, the processes involved in this relationship remain largely unclear. For a stretched nursing workforce, understanding in what ways leadership may influence employee distress is particularly important. To examine possible mediating effects of the work environment factors demand and control in the relationship between leadership behaviour in change, production, and employee orientation and employee distress. Cross-sectional study design. The study was conducted at a large county council in Sweden providing both institutional and non-institutional care. A random sample of 1249 employees (primarily nurses, but also a wide range of other healthcare professionals and administrative staff), who had a healthcare manager that was about to enter a leadership development programme (n=171), responded to a web-based questionnaire. The response rate was 62%. The employees rated their healthcare managers' behaviour in change, production, and employee orientation, as well as their own perceptions of level of demand, control (subdivided into decision authority and skill discretion), and five distress outcomes. Multilevel analysis was performed. The mediators demand, decision authority, and skill discretion were significant predictors of all five distress outcomes for all three leadership orientations. In eight of 15 regressions, the mediators fully explained the relationships between leadership orientations and outcomes. Four of five relationships with distress outcomes were fully mediated for change-oriented leadership, whereas two of five outcomes were fully mediated for production- and employee-oriented leadership. In all three leadership orientations, the relationship between the mediator skill discretion and the distress measure disengagement were particularly strong, with B-coefficients (-.44, pmanagers' change-oriented behaviour, and how that aspect is related to employee distress, is

  14. Ombuds’ corner: Employee silence

    CERN Multimedia

    Vincent Vuillemin

    2013-01-01

    Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct.   For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...

  15. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  16. Employees with Epilepsy

    Science.gov (United States)

    ... Resources Home | Accommodation and Compliance Series: Employees with Epilepsy By Melanie Whetzel, M. A. Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Epilepsy What is Epilepsy? Epilepsy is a chronic, neurological ...

  17. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  18. Employees with Cerebral Palsy

    Science.gov (United States)

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  19. What Makes Employees Stay.

    Science.gov (United States)

    Olesen, Margaret

    1999-01-01

    Companies are competing for an ever-smaller share of the labor pool and are finding that offering training gives them a competitive advantage in recruiting and retaining employees. Both technical and interpersonal skills training is in demand. (JOW)

  20. Employee engagement: a prescription for organizational transformation.

    Science.gov (United States)

    Halm, Barry

    2011-01-01

    Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms.

  1. How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

    Science.gov (United States)

    Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

    2013-04-01

    Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

  2. Intrapreneurship: tapping employee creativity.

    Science.gov (United States)

    Marszalek-Gaucher, E; Elsenhans, V D

    1988-12-01

    Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees.

  3. EMPLOYEE-DRIVEN INNOVATION

    OpenAIRE

    OBOMA, ANTHONY

    2012-01-01

    Abstract It is known that most companies rely on Research and Development department for developing innovation. Recent research suggests that this approach is inefficient because it under utilizes other employees` knowledge. This study was conducted to find how management can enhance innovation performance by involving non-managerial employees into innovation process. Innovation in service firms is an important topic, not only for entrepreneurs, but also for policy makers. Despite thei...

  4. Working conditions and psychosocial risk factors of employees in French electricity and gas company customer support departments.

    Science.gov (United States)

    Chevalier, Anne; Dessery, Michel; Boursier, Marie-Françoise; Grizon, Marie Catherine; Jayet, Christian; Reymond, Catherine; Thiebot, Michelle; Zeme-Ramirez, Monique; Calvez, Thierry

    2011-01-01

    Little is known about the real impact of working conditions on the health of call center employees. The aim of this article is to describe the working conditions of French electricity and gas company customer service teams, especially those spending more than 75% of their working time handling calls in order to determine their subjective experience of their work and identify situations at risk of psychosocial constraints. A cross-sectional study using a self-completion questionnaire was conducted on a representative sample of 2,000 employees working in customer service centers. The questions focused on the variety of tasks performed, the organization of working time, the physical environment of the workstation, violent situations and psychosocial factors (Job Content Questionnaire). Multivariate statistical analyses were performed to identify factors associated with the wish to leave the sector and with a high level of psychosocial constraints. Women made up 66% of the sample. Despite a high educational level, the average socio-professional level of the employees was relatively low. Although the vast majority of employees had chosen this career (74%), just over half would like to leave. The main factors associated with iso-strain were inadequate breaks (odds ratio (OR) = 2.0), low perceived quality of work (OR = 2.4), high proportion of working time spent handling calls (≥75% of working time: OR = 5.9, between 50 and violence either internally (often or very often: OR = 3.1) or from customers (often or very often: OR = 1.8) and an unsatisfactory workplace (OR = 2.0). Employees who spend more than 75% of their working time on the phone cumulate every factor linked with a high level of constraints, but all employees of the EDF and Gaz de France customer service centers are concerned. These workers share many characteristics with other call centers: predominantly female workforce; high educational level; wish to leave this sector despite the initial choice; high

  5. Impact of Downsizing on Employees due to the Economic Crisis

    OpenAIRE

    Jain, Pranav

    2011-01-01

    The research study covered the effects of downsizing during the economic crisis at Tata Motors, India on victims and survivors. A total of 20 participants were selected, who as a result of downsizing and corporate restructuring, went through a lot of difficulties. As organizations downsize, employees must be ready to accept changes in their personal and professional lives. The participants in this study were employees of a Fortune 500 automotive company in Asia. To analyse the impact of d...

  6. The Research Process in a Multi-Level Mixed-Methods Case Study: International Organization Headquarters and Field Employee Perspectives of a Program in Southern Sudan

    Science.gov (United States)

    Eschenbacher, Heidi

    2012-01-01

    This article provides an overview of the methods and data-collection process for a multi-level mixed-methods case study. Data for the study were gathered through phone interviews and electronic surveys from individuals working on the same educational program in Southern Sudan, though some were supporting the program from outside the country. The…

  7. Effects of Performance-Based Financial Incentives on Work Performance: A Study of Technical-Level Employees in the Private Sector in Sri Lanka

    Science.gov (United States)

    Wickramasinghe, Vathsala; Dabere, Sampath

    2012-01-01

    The objective of the study is to investigate the effect of performance-based financial incentives on work performance. The study hypothesized that the design features of performance-based financial incentive schemes themselves may influence individuals' work performance. For the study, survey methodology was used and 93 technical-level employees…

  8. Professional Development Plus: Rethinking Professional Learning

    Science.gov (United States)

    Hudak, Michele

    2013-01-01

    The purpose of professional development is to enhance educator practices so that students may achieve at high levels. Too often, professional development tends to be too broad, general, or unrelated to problems of practice that teachers face in their own classrooms. This action research project builds upon the scholarly research that recognizes…

  9. Extending professional education to health workers at grass root level: An experience from All India Institute of Medical Sciences, New Delhi

    Directory of Open Access Journals (Sweden)

    K K Deepak

    2014-01-01

    Full Text Available Background: In India, the opportunities for professional education of the grass root level health workers are grossly inadequate. Capacity building of all categories of health workers is needed for enhancing health outcomes. Objectives: To plan and implement a professional development training program for all categories of allied health workers and to assess its outcomes in terms of knowledge and skills Materials and Method: We planned and organized a ′one week′(15 h training program for 10 categories of allied health workers (1260 working in our hospital. The program included nine generic skills/topics: the prestige of AIIMS, sterilization & infection control, universal precaution, biomedical waste management, public health, life style & healthy nutrition, fire safety, communication skills and office procedure besides subject specific skills. Trainers were drawn from 12 departments. Training methodology included interactive lectures, narratives, demonstrations, videos, PPT slides, and informal discussions with participants. The effectiveness of the program was judged on the basis of participants′ feedback, feedback from the supervisors, and our own observations post training. Results: Feedback from the participants and their supervisors after training was encouraging. The participants described training as a "life time experience". The supervisors reported improvement in confidence, communication skills, and awareness of workers. Conclusion: The success of the program was due to the use of interactive methods, involvement of multidisciplinary team, and commitment from leadership. We recommend that professional education should be linked with career advancement. Academic institutions can play a key role in taking such initiatives.

  10. Perceived leader integrity and employee job satisfaction: A quantitative study of U.S. aerospace engineers

    Science.gov (United States)

    Harper, Kay E.

    The goal of this quantitative study was to determine if there is a significant relationship between perceived leader integrity and employee job satisfaction. The population selected to be analyzed was U.S. Aerospace engineers. Two existing valid and reliable survey instruments were used to collect data. One of the surveys was the Perceived Leader Integrity Scale developed by Craig and Gustafson. The second survey was the Minnesota Satisfaction Questionnaire created by Weiss, Dawis, England, and Lofquist. The public professional networking site LinkedIn was used to invite U.S. Aerospace engineers to participate. The survey results were monitored by Survey Monkey and the sample data was analyzed using SPSS software. 184 responses were collected and of those, 96 were incomplete. 91 usable survey responses were left to be analyzed. When the results were plotted on an x-y plot, the data line had a slight negative slope. The plotted data showed a very small negative relationship between perceived leader integrity and employee job satisfaction. This relationship could be interpreted to mean that as perceived leader integrity improved, employee job satisfaction decreased only slightly. One explanation for this result could be that employees focused on their negative feelings about their current job assignment when they did not have to be concerned about the level of integrity with which their leader acted. The findings of this study reinforce the importance of employee's perception of a critical leader quality - integrity. For future research, a longitudinal study utilizing another sampling method other than convenience sampling may better statistically capture the relationship between perceived leader integrity and employee job satisfaction for U.S. aerospace engineers.

  11. PROFESSIONALISM: GENESIS AND CATEGORICAL ANALYSES

    Directory of Open Access Journals (Sweden)

    Ирина Олеговна Авдеева

    2013-12-01

    Full Text Available In the article the theoretical-methodological analysis of the concept of «professional», describes the genesis and key aspects of its content and structure. In addition, this publication discusses some of the approaches to the definition of the studied concepts, including: system (professional it seems as multipart strictly organized education of consciousness and psyche of the individual; professional graphic (from a position of objective (professional description and subjective (mental graph the parties; integrative (as property, process, and status of the person; acmeological (as the dialectical the unity of the personality and activity components; in terms of motivation and operating parties and other Stresses the importance of personal (theoretical knowledge, professional qualities, value orientations, motivational orientation of others and specific features of labour employee (practical skills, professional experience and other, determining the effectiveness of its activities.DOI: http://dx.doi.org/10.12731/2218-7405-2013-10-12

  12. Employee Allocation in Slovak Companies

    OpenAIRE

    Stacho, Zdenko; Stachova, Katarína

    2013-01-01

    Employee allocation is a part of the process of workforce formation (staffing) in organisation. Its aim within hiring new employees and internal mobility is to have an adequate, stable and satisfied employee in the shortest possible time, and its key objective within employment termination is to ensure a fair departure. Employee allocation results in optimal usage of financial means of organisation as well as in development of abilities of employees and teams in accordance with the aims of or...

  13. A study of the emotional intelligence of employees at a District Hospital of Greece

    Directory of Open Access Journals (Sweden)

    Sofia Zyga

    2012-01-01

    Full Text Available Background: The role of emotional intelligence is one of the main issues in modern management. Contemporary terms withsemiotic meaning that target emotions, such as ‘leading with the heart’, ‘the art of influence’, ‘team mind’ and ‘teamintelligence quotient’, are now quite frequent in Greek and International literature.The objective of this study was the investigation of the level of emotional intelligence in three professional groups ofemployees in a district hospital.Methods: The population of the study consisted of 132 employees of a General Regional Hospital (doctors, nurses,administrative employees. The “Emotional Competence Inventory (ECI”, which was developed in 1999 by Goleman,Boyatzis and Rhee and is applied in organizational environments after relevant permission, was used for data collection.Chi-square test and Takey test (ANOVA / POST –HOC were used in the statistical analysis of the data, which wasperformed with SPSS and Microsoft Office Excel.Results: Chi-square test was used to investigate the relationship between the answers of every professional group, therelationship between males and females of the population of the study, as well as the relationship between the educationlevel of the study’s population. Important differences were found. The values of the answers were summed up (Likert-scale– additive model and were converted to z-scores. According to the study’s model, nurses of the hospital in question are firstin self-awareness, social awareness and cognitive thought; whereas self-management was found in doctors and relationshipmanagement was found in administrative employees.Conclusions: The analysis of the results indicates differences between the professional groups and distinctively points outthe qualitative characteristic elements of each profession which relate with the subfactors that investigate emotionalintelligence. The difference between professionals in how they manage their tasks with

  14. High performance HRM: NHS employee perspectives.

    Science.gov (United States)

    Hyde, Paula; Sparrow, Paul; Boaden, Ruth; Harris, Claire

    2013-01-01

    The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance. The paper draws on an extensive qualitative study of the NHS. A novel two-part method was used; the first part used focus group data from managers to identify high-performance HR practices specific to the NHS. Employees then conducted a card-sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work. In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no-one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal). These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively. The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.

  15. Perceived Leadership Practices in Year-One Students Enrolled in Professional Entry-Level Doctor of Physical Therapy Programs.

    Science.gov (United States)

    LoVasco, Laura; Maher, Sara; Thompson, Kristine; Stiller, Christine

    2016-01-01

    Leadership has been identified as an important attribute for health care professionals. Assessing leadership practices can help identify areas of strength or needed improvement for the development of leaders. To describe the perceived leadership practices of year-1 Doctor of Physical Therapy (DPT) students, to determine if the participants' demographic variables were related to their perceived leadership practices, and to explore differences between participants and the general population. The Leadership Practices Inventory (LPI Self) developed by Kouzes and Posner was used to assess leadership practices of year-1 DPT students at six Midwestern universities. The leadership practices of 192 DPT students in highest to lowest order were Enable, Encourage, Model, Challenge, and Inspire. Age was found to be significantly correlated with the Challenge leadership practice. The order and means of some leadership practices of the DPT students were different than the general population. This study provides a baseline description of how year-1 DPT students perceived their leadership behaviors and how the LPI Self can be used to facilitate the development of leadership skills.

  16. Employee-driven innovation

    DEFF Research Database (Denmark)

    Kesting, Peter; Ulhøi, John Parm

    2015-01-01

    Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...

  17. Determinants of job satisfaction of healthcare professionals in public hospitals in Belgrade, Serbia--Cross-sectional analysis.

    Science.gov (United States)

    Kuburović, Nina B; Dedić, Velimir; Djuricić, Slavisa; Kuburović, Vladimir

    2016-01-01

    The quality of health care significantly depends on the satisfaction of the employees. The objective of this study was to establish the level of professional satisfaction of healthcare professionals in state hospitals in Belgrade, Serbia, and to determine and to rank the factors which impact on their satisfaction or dissatisfaction. Professional satisfaction survey was designed and conducted as a cross-sectional study in 2008. Completed questionnaires were returned by 6,595 healthcare professionals from Belgrade's hospitals. Statistical analysis was performed using the Student's t-test, χ² test and ANOVA. Factor analysis was applied in order to define determinants of professional satisfaction, i.e. dissatisfaction. This study showed that the degree of professional satisfaction of Serbian healthcare professionals was low. The main causes of professionals'dissatisfaction were wages, equipment, the possibility of continuous medical education/training and the opportunities for professional development. Healthcare professionals with university education were more satisfied with all the individual aspects of job satisfaction than those with secondary school and college education. There were significantly more healthcare professionals satisfied with their job among males, older than 60 years, in the age group 50-59 years, with managerial function, and with 30 or more years of service. Development strategy of human resources in the Serbian health care system would significantly improve the professional satisfaction and quality of the provided health care.

  18. Professional judgement and decision-making in the planning process of high-level adventure sports coaching practice

    OpenAIRE

    Collins, L.; Collins, D

    2016-01-01

    This investigation examined the planning and decision-making processes in adventure sports coaching. We utilised a thematic analysis approach to investigate the planning decision-making practices of a sample of high-level adventure sports coaches over a series of sessions. The investigation discovered that, in planning coaching activity, high-level adventure sports coaches draw on their epistemological values and domain-specific expertise, employ a synergy of classic and naturalistic decision...

  19. How to Enable Employee Creativity in a Team Context

    DEFF Research Database (Denmark)

    Bai, Yuntao; Lin, Li; Li, Peter Ping

    2016-01-01

    Employee creativity is critical to organizations' growth and is largely dependent on team dynamics. However, teams generally fail to encourage members to share their diverse knowledge, especially those that may cause disagreement among team members, as conflict often occurs in a team context. How....... This study highlights the critical role of transformational leadership as across-level enabler for employee creativity........ However, the issue of how to enhance employee creativity from the perspective of team leader in a team context is largely understudied. This study aims to explore the cross-level links between the transformational behavior of team leader and employee creativity in a team context. We propose a three...

  20. Encouraging employees to speak up to prevent infections: Opportunities to leverage quality improvement and care management processes.

    Science.gov (United States)

    Robbins, Julie; McAlearney, Ann Scheck

    2016-11-01

    Central line-associated bloodstream infections (CLABSIs) are associated with increased morbidity, mortality, and cost for U.S. hospitals, but many infections are preventable. Employees' willingness to speak up about errors or opportunities for improvement has been associated with a stronger safety culture in hospitals. However, the link between organizations' efforts to promote speaking up and prevent CLABSIs has not been studied. This exploratory, qualitative study included interviews with 158 key informants, including hospital executives, managers, and staff employees, in 6 hospitals that participated in the federally funded On the CUSP-Stop BSI initiative. Verbatim transcripts were analyzed to examine whether and how speaking up was addressed in CLABSI prevention efforts. Hospitals implementing evidence-based practices for CLABSI prevention facilitated employees' improvement-oriented speaking up by leveraging quality improvement and care management processes. Leader behavior, employee training, and error reporting systems also facilitated speaking up. Although the focus of this study was on CLABSI prevention, broader organizational practices to improve patient safety were salient in creating a nonpunitive, highly inclusive environment in which employees felt comfortable speaking up. These findings provide insight into the factors that may support speaking up to foster a safety culture and prevent health care-associated infection at unit and organization levels. Copyright © 2016 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Elsevier Inc. All rights reserved.

  1. Employee Engagement – A Key to Organizational Success in 21st Century

    OpenAIRE

    Bindiya S. Soni

    2013-01-01

    Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what Manager or Boss should do to make the employe...

  2. Enhancing wellbeing of employees through corporate social responsibility context

    Directory of Open Access Journals (Sweden)

    Dežmar-Krainz Karmen

    2015-01-01

    Full Text Available During last 25 years technological development has accelerated the globalization process which has caused dramatic changes within and across organization. Business performance is varying, complex, global and is changing faster than ever before. over the time, society expectations have changed, changes have affected customers, partners and employees as well. In order to retain on the global market, organizations integrate corporate social responsibility into their business performance with the objective to reinforce their competitiveness. In the knowledge economy, where knowledge is a significant resource and the demand for more highly skilled workers has increased, employees became the most important and in fact the only remaining realistic challenge of competitive ability. Workplace wellbeing refers to mental, psychological or emotional aspect of employee's life. The awareness of management on the employees' wellbeing which takes into consideration the employees satisfaction, health and professional development is an effective approach in strengthening of an organizational performance. The aim of this paper is to analyze and assess how socially responsible orientation also incorporated in strategic human resource management can contribute to the achievement of wellbeing of employees. Strategic management of human resources includes the necessary coordination between various employees' health and performance aspects. This contributes to the balance between private and working life. Social responsible activities coordinated through strategic human resource management significantly influence the employees' wellbeing as well as competitiveness of the organization. .

  3. Workaholic and work engaged employees: dead ringers or worlds apart?

    Science.gov (United States)

    van Beek, Ilona; Taris, Toon W; Schaufeli, Wilmar B

    2011-10-01

    Building on Deci and Ryan's Self-Determination Theory and Meijman and Mulder's Effort-Recovery Model, the present study examined the nature, antecedents, and consequences of working hard (i.e., workaholism and work engagement) in a Dutch convenience sample of 1,246 employees. A confirmatory factor analysis showed that workaholism and work engagement were two largely independent concepts. Crossing these two concepts yielded four types of workers: workaholic employees, engaged employees, engaged workaholics, and nonworkaholic/nonengaged employees. MANOVA and subsequent ANOVAs were used to compare these four groups regarding their motivation, working hours, and levels of burnout. As expected, study results revealed that workaholic employees were driven by controlled motivation, whereas engaged employees were driven by autonomous motivation. Engaged workaholics were driven by both controlled and autonomous motivation. In addition, the results revealed that engaged workaholics spent most time on working. Unlike workaholic employees, engaged workaholics did not experience the highest levels of burnout, suggesting that high engagement may buffer the adverse consequences of workaholism. The present study emphasizes the importance of differentiating among at least three categories of employees who work hard: workaholic employees, engaged employees, and-for the first time-engaged workaholics. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

  4. Circannual rhythm of plasmatic vitamin D levels and the association with markers of psychophysical stress in a cohort of Italian professional soccer players.

    Science.gov (United States)

    Lombardi, Giovanni; Vitale, Jacopo Antonino; Logoluso, Sergio; Logoluso, Giovanni; Cocco, Nino; Cocco, Giulio; Cocco, Antonino; Banfi, Giuseppe

    2017-01-01

    Adequate plasmatic Vitamin D levels are crucial to maintain calcium homeostasis and bone metabolism both in the general population and in athletes. Correct dietary supply and a regular sun exposure are fundamental for allowing the desired and effective fitness level. Past studies highlighted a scenario of Vitamin D insufficiency among professional soccer players in several countries, especially in North Europe, whilst a real deficiency in athletes is rare. The typical seasonal fluctuations of Vitamin D are wrongly described transversally in athletes belonging to teams that play at different latitudes and a chronobiologic approach studying the Vitamin D circannual rhythm in soccer players has not been described yet. Therefore, we studied plasma vitamin D, cortisol, testosterone, and creatin kinase (CK) concentrations in three different Italian professional teams training at the same latitude during a period of two consecutive competitive seasons (2013 and 2014). In this retrospective observational study, 167 professional soccer players were recruited (mean age at sampling 25.1 ± 4.7 years) and a total of 667 blood drawings were carried out to determine plasma 25(OH)D, serum cortisol, serum testosterone and CK levels. Testosterone to cortisol ratio (TC) was calculated based as a surrogate marker of overtraining and psychophysical stress and each athlete was drawn until a maximum of 5 times per season. Data extracted by a subgroup of players that underwent at least 4 sample drawings along a year (N = 45) were processed with the single and population mean cosinor tests to evaluate the presence of circannual rhythms: the amplitude (A), acrophase (Φ) and the MESOR (M) are described. In total, 55 players (32.9%) had an insufficient level of 25(OH)D during the seasons and other 15 athletes (9.0%) showed, at least once, a deficiency status of Vitamin D. The rhythmometric analyses applied to the data of Vitamin D revealed the presence of a significant circannual rhythm (p

  5. HRM in professional service firms

    DEFF Research Database (Denmark)

    Jørgensen, Frances

    2012-01-01

    Professional service firms (PSFs) present HR professionals with a number of unique challenges, as they share characteristics of both service and knowledge intensive organizations. While many of these firms are relying on High Commitment Work Practices (HCWPs) to enhance critical employee behaviors...... such as service quality and turnover, the analysis presented in this paper raises questions about traditional understandings of commitment in professional service environments. In particular, data from three Danish financial investment PSFs suggest that employees are more committed to developing and promoting...... their own professions than to the organization itself, which has important implications for the way in which HCWPs are designed and utilized. In addition, the focus of HCWP research has favored the use of social exchange theory as an underpinning framework for considering the impact of HR practices...

  6. The way of professional identity: gender features

    Directory of Open Access Journals (Sweden)

    N. O. Kodatska

    2017-03-01

    Full Text Available The mechanism of formation of the professional identity on the level of personality and during the further development of the individual has been described in the article. Main gender differences of the process of self-determination which is not limited only by the choice of profession, but continues during the professional development have been described. The concept of socialization as a process of identity formation in contemporary social conditions and career building process has been studied. This concept is a multifunctional social-psychological phenomenon. Moreover, it has been proven during the research that the problem of professional identity has very big practical importance as it is one of the key social, psychological and educational processes in human activity during a career building. Cultural, historical, political, legal, individual psychological and socio-demographic barriers to women’s professional realisation have been studied. The conclusions has been made that in order to maintain the gender parity in society, the opportunity to balance successfully between work and family responsibilities is extremely important both for women and men. It has been emphasized that support of equal rights and opportunities for both sexes requires special governmental mechanism. Basic gender features of a professional career have been revealed in the article and their impact on personal career has been analyzed. Also the features of the role in socialization and the formation of gender identity have been defined. In addition, the necessity to ensure equal opportunities for professional and individual self-determination regardless gender, age, nationality or social origin has been grounded. Also it has been noted that the introduction of gender parity in educational institutions and enterprises of all forms of ownership provides a number of advantages, among which the main are: improvement of the quality of selection for employment; provision

  7. The Preparation of Master's-Level Professional Counselors for Positions in College and University Counseling Centers

    Science.gov (United States)

    Shaw, Brian M.; Remley, Theodore P., Jr.; Ward, Christine

    2014-01-01

    This study investigated college and university counseling center directors' perceptions of the adequacy of the preparation of master's-level counselors for work in college and university counseling centers. Results indicated that counselors were rated on average as prepared; however, many directors had concerns about counselors'…

  8. Differences between entrepreneurs and employees in their educational paths

    OpenAIRE

    Uschi Backes-Gellner; Simone Tuor; Daniela Wettstein

    2010-01-01

    This paper examines whether individuals who become either entrepreneurs or employees follow systematically different educational paths to a given educational level. Following Lazear’s jack-of-all-trades theory, we expect that entrepreneurs aim at a balanced set of different skills (academic or vocational), while employees specialize in one skill. This means that entrepreneurs follow educational paths that combine different types of education, while employees follow same-type paths while climb...

  9. Differences in employee satisfaction in new versus traditional work environments

    OpenAIRE

    Kemperman, Astrid; Susante, van, Philip; Hoendervanger, Jan Gerard; Appel-Meulenbroek, Rianne

    2015-01-01

    New Ways of Working (NewWoW) are popular for increasing employee and organisational effectiveness. Facility management (FM) aligns by aiming for higher levels of employee satisfaction and cost savings with introducing the shared features and facilities of activity based working (ABW). However, lack of proof of desired advantages of NewWoW is feeding a more reserved attitude towards NewWoW. Previous studies on employee satisfaction have used either single case studies or focus on one country. ...

  10. Mobbing, threats to employees

    Directory of Open Access Journals (Sweden)

    Tatjana Vene

    2012-02-01

    Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

  11. Analysis Of Employee Engagement And Company Performance

    OpenAIRE

    Mekel, Peggy A.; Saerang, David P.E; Silalahi, Immanuel Maradopan

    2014-01-01

    Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

  12. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    Science.gov (United States)

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

  13. Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

    Directory of Open Access Journals (Sweden)

    Dilhani Anuradha Akuratiya

    2017-08-01

    Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

  14. The measurement of employee engagement in government institutions

    Directory of Open Access Journals (Sweden)

    Martins, N.

    2016-07-01

    Full Text Available Employee engagement has consistently been rated as one of the top issues on chief executive officers’ lists of priorities and is a main focus of attention of both academics and human resources practitioners. A number of studies focus on employee engagement in the private sector, however there are relatively fewer studies that focus on employee engagement in government institutions. The aim of this study was twofold: Firstly, the validity and reliability of the employee engagement instrument for government institutions were determined. Secondly, it was determined if any significant differences could be detected between the employee engagement levels of the various biographical groups that participated in the survey. A quantitative research study was conducted using a database of a research company. The database in question is made up of 285 000 business people from various industries and sizes of business and who occupy different roles, reflecting the profile of the South African working population. A total of 4 099 employees, of which 427 represented government institutions, completed the employee engagement questionnaire. The results confirmed the validity and reliability of the questionnaire for government institutions, but with a slightly different structure. Some biographical groupings indicated that they experience employee engagement in a significantly different way. The results indicate that the younger employees together with top and senior management experience the highest levels of engagement in government institutions. The significance of these results is that not all biographical groups’ engagement levels can be managed equally

  15. Employee Information Management System (EIMS)

    Data.gov (United States)

    US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

  16. Broadening Your Employee Benefit Portfolio.

    Science.gov (United States)

    Blaski, Nancy J.; And Others

    1989-01-01

    Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)

  17. The perceived effectiveness of employee share options as a mechanism of talent management in South Africa

    OpenAIRE

    M. B. Bhengu; M. Bussin

    2012-01-01

    Purpose of the study: The purpose of the study was to explore the views of a sample of employees, industry experts, academics, and professionals to determine whether employee share options (ESO) are an effective talent management tool in the South African context. Talent management refers to the attraction, motivation, and retention of employees, as well as fostering their loyalty to the company. Problem investigated: This study sought to explore and provide empirical evidence as to whet...

  18. 29 CFR 779.402 - “Executive” and “administrative” employees defined.

    Science.gov (United States)

    2010-07-01

    ... Retail or Service Establishments Executive, Administrative, and Professional Employees and Outside... employed in the capacity of academic administrative personnel for teacher in elementary or secondary... to the performance of executive or administrative activities and still qualify as a bona fide...

  19. Employees' motivation and emloyees' benefits

    OpenAIRE

    Nedzelská, Eva

    2014-01-01

    The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

  20. 45 CFR 1168.205 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 45 Public Welfare 3 2010-10-01 2010-10-01 false Professional and technical services. 1168.205... Activities by Own Employees § 1168.205 Professional and technical services. (a) The prohibition on the use of...

  1. 45 CFR 604.300 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... lawyer is not providing professional legal services. Similarly, communications with the intent to... 45 Public Welfare 3 2010-10-01 2010-10-01 false Professional and technical services. 604.300... FOUNDATION NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 604.300 Professional and...

  2. 45 CFR 604.205 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 45 Public Welfare 3 2010-10-01 2010-10-01 false Professional and technical services. 604.205... FOUNDATION NEW RESTRICTIONS ON LOBBYING Activities by Own Employees § 604.205 Professional and technical...

  3. 45 CFR 1168.300 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 45 Public Welfare 3 2010-10-01 2010-10-01 false Professional and technical services. 1168.300... Activities by Other Than Own Employees § 1168.300 Professional and technical services. (a) The prohibition on...

  4. 45 CFR 1158.205 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 45 Public Welfare 3 2010-10-01 2010-10-01 false Professional and technical services. 1158.205... Own Employees § 1158.205 Professional and technical services. (a) The prohibition on the use of...

  5. 43 CFR 18.300 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Professional and technical services. 18... LOBBYING Activities by Other Than Own Employees § 18.300 Professional and technical services. (a) The...

  6. 43 CFR 18.205 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Professional and technical services. 18... LOBBYING Activities by Own Employees § 18.205 Professional and technical services. (a) The prohibition on...

  7. Human resources management of professional sports coaches in ...

    African Journals Online (AJOL)

    The success that sport organizations can achieve is largely depends on the ability and competence of their human resources. Amongst the paid professional employees in sport is the professional coach who has received relatively little academic enquiry since commercial and professional sport emerged in the 21st century.

  8. 49 CFR 20.300 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 49 Transportation 1 2010-10-01 2010-10-01 false Professional and technical services. 20.300... Activities by Other Than Own Employees § 20.300 Professional and technical services. (a) The prohibition on...

  9. 49 CFR 20.205 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... professional legal services. Similarly, communications with the intent to influence made by an engineer... 49 Transportation 1 2010-10-01 2010-10-01 false Professional and technical services. 20.205... Activities by Own Employees § 20.205 Professional and technical services. (a) The prohibition on the use of...

  10. The Culture of Employee Learning--Which Way for South Africa?

    Science.gov (United States)

    Mavunga, George; Cross, Michael

    2015-01-01

    Employee learning which is known by terms such as "human capital development" and "lifelong learning" is an aspect of post-school learning which people engage in for purposes of enhancing their work-related competencies and possibly achieve upward professional mobility. There are different views on how best employee learning…

  11. Determinants of job satisfaction of healthcare professionals in public hospitals in Belgrade, Serbia - cross-sectional analysis

    Directory of Open Access Journals (Sweden)

    Kuburović Nina B.

    2016-01-01

    Full Text Available Introduction. The quality of health care significantly depends on the satisfaction of the employees. Objective. The objective of this study was to establish the level of professional satisfaction of healthcare professionals in state hospitals in Belgrade, Serbia, and to determine and to rank the factors which impact on their satisfaction or dissatisfaction. Method. Professional satisfaction survey was designed and conducted as a cross-sectional study in 2008. Completed questionnaires were returned by 6,595 healthcare professionals from Belgrade’s hospitals. Statistical analysis was performed using the Student’s t-test, χ2 test and ANOVA. Factor analysis was applied in order to define determinants of professional satisfaction, i.e. dissatisfaction. Results. This study showed that the degree of professional satisfaction of Serbian healthcare professionals was low. The main causes of professionals’ dissatisfaction were wages, equipment, the possibility of continuous medical education/training and the opportunities for professional development. Healthcare professionals with university education were more satisfied with all the individual aspects of job satisfaction than those with secondary school and college education. Conclusion. There were significantly more healthcare professionals satisfied with their job among males, older than 60 years, in the age group 50-59 years, with managerial function, and with 30 or more years of service. Development strategy of human resources in the Serbian health care system would significantly improve the professional satisfaction and quality of the provided health care.

  12. Trends in Sector Switching: Evidence from Employer-Employee Data

    DEFF Research Database (Denmark)

    Frederiksen, Anders; Hansen, Jesper Rosenberg

    -based employer-employee data covering more than 25 years. We find that sector switching constitutes 18.5 percent of all job-to-job mobility and the trend is increasing both in general, for administrative professionals, for top managers and, in particular, for middle managers. These findings are robust...

  13. Vertical jump performance of professional male and female volleyball players: effects of playing position and competition level.

    Science.gov (United States)

    Sattler, Tine; Hadžić, Vedran; Dervišević, Edvin; Markovic, Goran

    2015-06-01

    Vertical jump (VJ) performance is an important element for successful volleyball practice. The aims of the study were (a) to explore the overall VJ performance of elite volleyball players of both sexes, (b) to explore the differences in VJ performance among different competition levels and different playing positions, and (c) to evaluate the sex-related differences in the role of the arm swing and 3-step approach with arm swing on the jump height. We assessed the VJ capacity in 253 volleyball players (113 males and 140 females) from Slovenian first and second Volleyball Division. The height of squat jump (SJ), countermovement jump, block jump, and attack jump was tested using an Optojump system. We observed significant differences (p ≤ 0.05) in VJ height between different levels of play that were most pronounced in the SJ. Position-related differences in VJ performance were observed in male players between receivers and setters (p ≤ 0.05), whereas in females, VJ performance across different playing positions seems equal. Finally, we found that male players significantly better use the arm swing during VJ than females (p ≤ 0.05), whereas the use of eccentric part of the jump and approach before the spike to improve VJ performance seem to be equally mastered activity in both sexes. These results could assist coaches in the development of jumping performance in volleyball players. Furthermore, presented normative data for jump heights of elite male and female volleyball players could be useful in selection and profiling of young volleyball players.

  14. The Engagement of Employees as a Key to Corporate Success

    Directory of Open Access Journals (Sweden)

    Ole Bloch Jensen

    2012-11-01

    Full Text Available One of the major barriers to achieving a higher level of corporate success is the lack of employee engagement. The main goal of this article is to propose the process of engaging all employees and thus setting the scene for the future of their organisation. In the author's opinion, the only resource that most organizations do not fully utilize is the engagement and full potential of their employees. The author explains the signs of disengagement and discusses its causes. They are mainly in the area of soft processes of management, in leadership, motivation and communication. It is the author's belief that the engagement of employees strongly depends on their managers, above all their managers' soft skills. The process of how to build and develop the interest and involvement of employees is described in detail. Furthermore, the importance of manager-employees relationships for engagement is emphasized.

  15. Impact of experienced professionalism on professional culture in probation

    NARCIS (Netherlands)

    Butter, R.; Hermanns, J.

    2011-01-01

    The level of work engagement is an important aspect of organizational culture. In this empirical study the relation between engagement and experienced professionalism of probation officers is investigated. Starting from ideal-typical theories on professionalism, a psychometric instrument for

  16. Multiplex network analysis of employee performance and employee social relationships

    Science.gov (United States)

    Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

    2018-01-01

    In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

  17. Identifying important motivational factors for professionals in Greek hospitals

    Science.gov (United States)

    Kontodimopoulos, Nick; Paleologou, Victoria; Niakas, Dimitris

    2009-01-01

    Background The purpose of this study was to identify important motivational factors according to the views of health-care professionals in Greek hospitals and particularly to determine if these might differ in the public and private sectors. Methods A previously developed -and validated- instrument addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) was used. Three categories of health care professionals, doctors (N = 354), nurses (N = 581) and office workers (N = 418), working in public and private hospitals, participated and motivation was compared across socio-demographic and occupational variables. Results The range of reported motivational factors was mixed and Maslow's conclusions that lower level motivational factors must be met before ascending to the next level were not confirmed. The highest ranked motivator for the entire sample, and by professional subgroup, was achievements (P motivators were similar, and only one significant difference was observed, namely between doctors and nurses in respect to co-workers (P incentive only for professionals in managerial positions. Health professionals in private hospitals were motivated by all factors significantly more than their public-hospital counterparts. Conclusion The results are in agreement with the literature which focuses attention to management approaches employing both monetary and non-monetary incentives to motivate health care workers. This study showed that intrinsic factors are particularly important and should become a target for effective employee motivation. PMID:19754968

  18. Students' description of factors contributing to a meaningful clinical experience in entry-level physical therapist professional education.

    Science.gov (United States)

    Rindflesch, Aaron; Hoversten, Kelsey; Patterson, Britta; Thomas, Laura; Dunfee, Heidi

    2013-01-01

    The objective of this study was to identify student, clinical instructor (CI), and environmental characteristics and behaviors that make for positive clinical experiences as perceived by physical therapy students. Nine third-year physical therapist students from entry-level physial therapist education programs around the United States participated in this study. In this phenomenologic study, participants were interviewed using open-ended questions designed to facilitate rich description. Interviews were recorded, transcribed, validated, and analyzed. Themes were identified through collaborative analysis using constant comparative coding. Students described student, CI, and environmental factors and behaviors that contribute to a quality clinical experience, including: the students' demonstration of initiative to prepare for the clinical experience and preparation after clinic hours; the importance of the CI's insight, allowing CIs to ascertain how much guidance to give in order to foster independence in the student; and the clinical environment's ability to welcome a student and provide the student with novel learning experiences. The student descriptions, including positive and negative examples shared by the interviewees, demonstrate essential characteristics that contribute to a positive clinical experience. Many of the factors identified by students can be influenced by student and CI training and preparation prior to the clinical experience.

  19. The impact of the SAGE & THYME foundation level workshop on factors influencing communication skills in health care professionals.

    Science.gov (United States)

    Connolly, Michael; Thomas, Joanne M; Orford, Julie A; Schofield, Nicola; Whiteside, Sigrid; Morris, Julie; Heaven, Cathy

    2014-01-01

    The "SAGE & THYME Foundation Level Workshop" delivers evidence-based communication skills training to 30 health care workers in 3 hours. It teaches a structured approach (the SAGE & THYME model) to discuss patient/carer concerns. The aim of this study was to determine whether the workshop had a positive outcome on factors that influence communication skills. The study had a pragmatic, mixed methods design. Workshops were run in an acute hospital. One hundred seventy health care workers completed questionnaires pre- and post-workshop; 141 were sent follow-up questionnaires at 2 weeks and 2 months; and 9 were filmed talking to a simulated patient pre- and post-workshop. From pre- to post-workshop, there was a significant increase in knowledge (p communication skills knowledge, self-efficacy, and outcome expectancy of hospital health care workers who are predominantly white, female, nursing, or nonclinical staff. This suggests that the workshop may have a positive impact on some factors influencing communication skills in this group. © 2014 The Alliance for Continuing Education in the Health Professions, the Society for Academic Continuing Medical Education, and the Council on Continuing Medical Education, Association for Hospital Medical Education.

  20. Differences in anthropometric characteristics in relation to throwing velocity and competitive level in professional male team handball: a tool for talent profiling.

    Science.gov (United States)

    Fieseler, Georg; Hermassi, Souhail; Hoffmeyer, Birgit; Schulze, Stephan; Irlenbusch, Lars; Bartels, Thomas; Delank, Karl-Stefan; Laudner, Kevin G; Schwesig, René

    2017-01-01

    The primary aim of the study was to examine the anthropometric characteristics as well as throwing and sprinting performance of professional handball players classified by playing position and competition level. 21 male players (age: 25.2±5.1 years) from the first German handball league (FGL) and 34 male players (age: 26.1±4.1 years) from the third German handball league (TGL) were categorized as backs, pivots, wings and goalkeepers. Measurements included anthropometric data (height, mass and body mass index (BMI)), throwing and sprinting performance selected out of a complex handball test (HBCT), which was conducted twice (2 rounds). During the HBCT, the subjects performed two sprints (10, 20 m), two standing throws with run-up (ST) and four vertical jump throws (VJT) over a hurdle (20 cm) with and without precision for goal shot. The anthropometric data revealed a significantly (P=0.038 and η2=0.079) shorter body height for TGL than for FGL players. In the cohort of first league athletes the pivots were the tallest (1.98±0.04 m), backs in the third league showed the maximum body height (1.90±0.05 m). Regarding body mass, pivots were the heaviest players independent from the league membership. The FGL players showed a significantly (P0.10) higher throwing velocity in all type of throws. Body height was significantly related to ST (r=0.53) and VJT (r=0.52) in the first round of HBCT but only for the FGL athletes. Throwing velocity was also correlated with BMI (r=-0.50) among the TGL players. Substantial differences of body characteristics, throwing and sprinting performance between playing positions and competitive levels underline the importance of a careful scouting and position-specific training for professional handball players.

  1. Loyal Employees. A Key Factor in the Success of a Company

    Directory of Open Access Journals (Sweden)

    Alexandra VINEREAN

    2015-10-01

    Full Text Available The most important asset of any business is its employees. Given this fact, normally, every business should have a solid plan to make sure that its employees are satisfied professionally and are loyal to the company. Unfortunately, this is usually not the case. Many companies believe that if they have an excellent product or service that generates high incomes and employees should be content. Generally, employers try to guarantee that its employees will not leave by offering them different benefits, trainings and great compensation. But is that enough to ensure loyalty among staff members? According to different statistics: each year the average company loses 20-50% of its employee base, replacing a lost employee costs 150% of that person’s annual salary. These numbers highlight how important the retention and engagement of the employees are for the profitability of a company.

  2. Save More Tomorrow: Using Behavioral Economics to Increase Employee Saving.

    Science.gov (United States)

    Thaler, Richard H.; Benartzi, Shlomo

    2004-01-01

    As firms switch from defined-benefit plans to defined-contribution plans, employees bear more responsibility for making decisions about how much to save. The employees who fail to join the plan or who participate at a very low level appear to be saving at less than the predicted life cycle savings rates. Behavioral explanations for this behavior…

  3. Employees' Assessment of Leadership in a Tertiary Hospital in ...

    African Journals Online (AJOL)

    Background/Objective: There is some evidence that weak leadership in health institutions contributes to underutilization of health services, resulting in high levels of morbidities and mortalities. Employee-rated leadership gaps in a hospital, as done in this study, can promote employee engagement in leadership capacity ...

  4. Influence of Employees' Sex, Number of Dependants and Family ...

    African Journals Online (AJOL)

    Having a paid job constitute an important component of human needs. When on the job however, the level of job involvement differ among employees. Some salient personal characteristics of employees are seldom considered in discussing job involvement in Nigeria. This necessitated this study, which investigated the ...

  5. Differences in employee satisfaction in new versus traditional work environments

    NARCIS (Netherlands)

    Astrid Kemperman; Philip van Susante; Jan Gerard Hoendervanger; Rianne Appel-Meulenbroek

    2015-01-01

    New Ways of Working (NewWoW) are popular for increasing employee and organisational effectiveness. Facility management (FM) aligns by aiming for higher levels of employee satisfaction and cost savings with introducing the shared features and facilities of activity based working (ABW). However, lack

  6. implications of decision making process on agricultural employees ...

    African Journals Online (AJOL)

    The results also shows that level of decision making process with coefficient value of (0.476), age (−0.079), sex (−0.014), rank (−0.228), income (0.145) and challenges (−0.021) were variable influencing employee's turnover. This study concluded that employees' participation in decision making process will reduce.

  7. Implications of decision making process on agricultural employees ...

    African Journals Online (AJOL)

    The results also shows that level of decision making process with coefficient value of (0.476), age (−0.079), sex (−0.014), rank (−0.228), income (0.145) and challenges (−0.021) were variable influencing employee's turnover. This study concluded that employees' participation in decision making process will reduce ...

  8. managing reward strategy to enhance employee performance ...

    African Journals Online (AJOL)

    Prof

    compensate employees or risk their being poached by their competitors. .... taking, creativity; and. ▫ non-performance considerations. Customary or contractual, where the type of job, nature of the work, equity, tenure, level in hierarchy, and so .... to adopt better and more efficient methods and thereby increase production.

  9. Nigerian Federal Civil Service: Employee Recruitment, Retention ...

    African Journals Online (AJOL)

    Thus, the study recommends that, while the federal character principle is necessary (given the country's “multi-ethnic,” religious and cultural diversity), its application should also pay attention to the merit of prospective employees. It is also recommended that the service raises its rewards to a level where they are competitive ...

  10. Employee Training and Development. Second Edition.

    Science.gov (United States)

    Noe, Raymond A.

    This book presents the main principles of strategic training, which is an approach to employee training and development that supports the employing organization's business goals and strategy. The book is intended for use in undergraduate and master's-level training courses in a variety of disciplines. The following are among the topics covered:…

  11. Evaluating professional development

    CERN Document Server

    Guskey, Thomas R

    2000-01-01

    This is a practical guide to evaluating professional development programs at five increasing levels of sophistication: participants' reaction to professional development; how much participants learned; evaluating organizational support and change; how participants use their new knowledge and skills; and improvements in student learning.

  12. A Research on Employee Ethnocentrism

    Directory of Open Access Journals (Sweden)

    Alptekin Sökmen

    2010-09-01

    Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.

  13. Leaders, managers, and employee care.

    Science.gov (United States)

    Stewart, Della W

    2012-01-01

    With the economic and market changes currently taking place, organizations cannot survive or prosper without quality employees. Key to employee loyalty, performance, and retention is the relationship between the leader, manager, and employee. Leaders are visionaries who make sure that the right things are done for the organization. Managers are in a position to make sure that things are done right within the organization. There are traits and qualities that good leaders and managers must possess to ensure organizational success. Displaying these characteristics will ensure that employees are taken care of, which will benefit both the employees and the organization.

  14. Subjective performance evaluations and employee careers

    DEFF Research Database (Denmark)

    Frederiksen, Anders; Lange, Fabian; Kriechel, Ben

    Firms commonly use supervisor ratings to evaluate employees when objective performance measures are unavailable. Supervisor ratings are subjective and data containing supervisor ratings typically stem from individual firm level data sets. For both these reasons, doubts persist on how useful...... such data are for evaluating theories in personnel economics and whether findings from such data generalize to the labor force at large. In this paper, we examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employees within narrowly...

  15. Competence essence of professional experience staff

    Directory of Open Access Journals (Sweden)

    I. V. Shpektorenko

    2014-09-01

    Full Text Available The advanced studies of researchers, studying components of work experience are considered in the article. Author vision of internal components of work experience is offered in the article, the factors of its forming are selected. Using comparative, comprehensive and systematic method, modeling author examines internal component structure of professional experience personnel, including personnel of public administration. The author determines that professional experience is formed in relation to personal, professional competency as an employee - the ability to learn and academic mobility, based on the importance of intelligence belongs. Professional experience as the degree of formation competency skills, and formed under the influence of value-orientation characteristics, such as professional qualifications and performance, professional orientation of a person, his professional intentions, calling, interests, expectations, satisfaction. Professional experience - a form of assimilation specialist own rational and collective achievements in the professional field, is a summary of the result of the professional man pointing to the implementation of the competency skills of the employee in the course of professional activities on its self-sufficiency

  16. Stres Düzeylerinin Çalışanların İş Doyumu Üzerine Etkisi Celal Bayar Üniversitesi Çalışanları Üzerine Ampirik Bir Araştırma(Effect of Stress Levels Upon The Job Satisfaction of The Employess An Emprical Study on Employees of Celal Bayar University

    Directory of Open Access Journals (Sweden)

    Meltem Onay ÖZKAYA

    2008-01-01

    Full Text Available Stress can be defined as a person's emotional and physical responding to any physical or psychological stimulus in order to accommodate him/herself to circumstances. Job satisfaction on the other hand is the factor that determines the pleasure of employee in working place and this is only.There have been tree main objectives of the study. The first of them was to determine if there is any correlation between demographic characteristics of the employees and their stress levels, the second of them is to detect the correlation between demographic characteristics of the same response group and their job satisfaction and final aim of this study was to understand if there is a relation between stress levels of the employees and their job satisfaction, or not. To be able to satisfy these goals a detailed survey related to the factors of “job satisfaction and job stress” was applied on the administrative staff and academicians working in the Celal Bayar University. Results of the research done in this study indicates that depending on the departments employees are in, the level of the stress factors which was observed on the academic and administrative staff of Celal Bayar University, affects the job satisfaction of these people in changing degrees.

  17. Emotional and Social Competencies and Perceptions of the Interpersonal Environment of an Organization as Related to the Engagement of IT Professionals.

    Directory of Open Access Journals (Sweden)

    Linda M Pittenger

    2015-06-01

    Full Text Available Diminishing levels of worker productivity and increased employee turnover have become a costly proposition for today’s organizations. Much of the blame for this is a decrease in employee engagement and actual complete disengagement of workers, resulting in tremendous impacts to the achievement of organization goals. In particular, research has focused on IT professionals, which have been found to be the least engaged group of workers in organizations. With such conclusions repeatedly discovered, it is surprising that IT employee engagement has been largely ignored as a focus of scholarly research. This study examines the relationship between specific behavioral competencies and characteristics of the organization environment and the relationship between the organizational environment characteristics and components of employee engagement. We used validated instruments to perform a quantitative study and collected data from 795 IT professionals in North America to test the effects of behavioral competencies and role breadth self-efficacy (RBSE on the organization environment and in turn, the organization environment on employee engagement. The findings revealed two behavioral competencies − achievement orientation and influencing others − powerfully impact the three sub-constructs of the organization environment: vision, compassion and overall positive mood, which in turn, influence the engagement (dedication, vigor, and absorption of IT professionals at work. We contribute to literature by revealing specific behavioral and organizational factors found to positively impact engagement. Our findings contribute to practitioners by enabling them to more effectively select, develop and promote IT professionals. By better understanding what factors differentiate the performance of IT professionals, practitioners can implement tools and programs to increase employee satisfaction, engagement, and retention, resulting in higher productivity, quality

  18. Engineering situational methods for professional service organizations. An action design research approach.

    NARCIS (Netherlands)

    Rothengatter, D.C.F.

    2012-01-01

    Professional service organizations are organizations predominantly employed with professionals; employees with specific and dedicated expertise in an area. IT support of the primary operations in this type of organizations is suboptimal. Methodological support of development and implementation of

  19. The role of managers in addressing employees with musculoskeletal pain: a mixed methods study.

    Science.gov (United States)

    Larsen, Anne Konring; Falkenstrøm, Signe; Jørgensen, Marie Birk; Rod, Morten Hulvej

    2017-12-21

    This study investigates management awareness of employee musculoskeletal pain and conditions that shape managers' handling of employees with pain. We used a mixed methods design including data from a questionnaire survey and focus group sessions. All employees and managers from seven nursing homes were invited to participate in the questionnaire survey and 327 employees (81%) and 31 managers (82%) responded. Employees were asked about their worst pain intensity the past month and managers were asked to estimate the percentage of their employees who had experienced pain. Thirty-eight managers (93%) participated in focus group sessions addressing the culture for handling pain at the workplace. A multiple case study approach allowed for an integrated interpretation of the empirical findings. Results indicate limited manager awareness of employee pain. We identified four conditions that shape managers' handling of employees with pain: (1) Employee handling of-and communication about-pain, (2) the collegial culture for handling pain, (3) managers' perception of their role towards employees with pain and (4) procedures and informal approaches for handling employees with pain. Across these conditions various degrees of openness characterized the nursing homes. The degree of openness towards communicating about-and handling pain-in the organization (individual, collegial and managerial levels) influences how managers handle employees with pain. Awareness about employee health is a prerequisite for management to initiate relevant action towards supporting employees. Future workplace initiatives are likely to benefit from addressing openness in the organization to increase awareness and support employees with pain.

  20. Body mass index and serum gamma-glutamyltransferase level as risk factors for injuries related to professional horse racing: a prospective study.

    Science.gov (United States)

    Tobari, Hiroko; Yamagishi, Kazumasa; Noda, Hiroyuki; Tanigawa, Takeshi; Iso, Hiroyasu

    2009-01-01

    Prevention of horse-related injuries is considered difficult because horse behavior is unpredictable. Therefore, risk factors for injuries related to professional horse racing need to be investigated. We conducted a study to determine whether body mass index (BMI) and gamma-glutamyltransferase (GGT) levels are associated with professional horse racing-related injuries. A baseline healthy survey of 546 male grooms and exercise riders aged 40-70 yr working at Miho Training Center, the largest racing-horse training facility in Japan, was performed in May 2003. A total of 93 occupational injuries occurred from June 1, 2003 to December 31, 2005. The Cox proportional hazards model was used to examine associations between the risk of injury and BMI and GGT. Grooms and exercise riders with BMI or =25 kg/m2 compared to BMI=20.0-22.9 kg/m(2) had 2.5 to 3.5-fold higher age-adjusted risks of injuries. The multivariate hazard ratios (95% confidence interval) after adjustment for age, GGT, smoking habit, and history of injuries were 3.5 (1.5 to 8.4) and 2.4 (1.2 to 4.8) for grooms, 3.1 (1.2 to 8.2) and 1.9 (0.4 to 10.1) for exercise riders, respectively. The age-adjusted hazard ratio of injuries for persons with GGT > or =100 IU/l was 2.0 to 2.5-fold higher than for those with GGT horse racing-related injuries.

  1. CAREER DEVELOPMENT OF TEXTILE INDUSTRY EMPLOYEES

    Directory of Open Access Journals (Sweden)

    UROŠEVIĆ Snežana

    2017-05-01

    Full Text Available Textile industry is a very important industrial branch because it produces clothes for nearly seven billion people and textile materials for technical usage. It employs a huge number of competitive and qualified, mostly female work force. It is also technologically and technically challenging. Thus, it is vital to employ qualified and well trained employees with certain competences, knowledge and skills in order to respond to rapid technological and market changes. Here, we will consider the influence of the career development on doing business in the textile industry while acquiring the competitive advantage. Career development is a lifelong process and it is includes knowledge management. The term career has several meanings while nowadays it can mean advancement. The career usually reflects the professional development path of an individual during his or her working career. The career is that concept which connects and unifies most strongly and explicitly individual and organizational interests and needs. The theoretical part explains terms such as career development, importance and improvement of employees for an organization, the possibility for career development within the textile industry. The second part of the paper deals with research conducted among the employees of the textile sector in Leskovac, the town in Serbia with a long-lasting textile tradition.

  2. Problem-Based Learning in Entry-Level Athletic Training Professional-Education Programs: A Model for Developing Critical-Thinking and Decision-Making Skills

    Science.gov (United States)

    Heinrichs, Kristinn I.

    2002-01-01

    Objective: To establish the underlying theory and benefits and describe the implementation of a problem-based learning curriculum. Data Sources: I searched MEDLINE, SPORT Discus, and nursing, evidence-based medicine, and educational psychology databases from 1987 through 2002 using the terms problem-based learning, physical therapy, nursing, and medicine. Data Synthesis: In the problem-based learning process, students encounter a problem, bring to it their preconceived understanding (accurate or not), learn to identify what they need to learn to better understand the problem, engage in self-directed study, and begin to resolve the problem. Problem-based learning has its origins in medical education but is widely used in K–12 education, social sciences, health professions education, law, business administration, engineering, and aviation. An entry-level master of science degree program in athletic training based on problem-based learning and integrated clinical education is described. Conclusions/Recommendations: Problem-based learning curricula, if implemented correctly, can facilitate the entry-level athletic training student's professional development into that of a life-long learner who bases clinical decisions and procedures on the best available evidence. PMID:12937544

  3. Problem-Based Learning in Entry-Level Athletic Training Professional-Education Programs: A Model for Developing Critical-Thinking and Decision-Making Skills.

    Science.gov (United States)

    Heinrichs, Kristinn I

    2002-12-01

    OBJECTIVE: To establish the underlying theory and benefits and describe the implementation of a problem-based learning curriculum. DATA SOURCES: I searched MEDLINE, SPORT Discus, and nursing, evidence-based medicine, and educational psychology databases from 1987 through 2002 using the terms problem-based learning, physical therapy, nursing, and medicine. DATA SYNTHESIS: In the problem-based learning process, students encounter a problem, bring to it their preconceived understanding (accurate or not), learn to identify what they need to learn to better understand the problem, engage in self-directed study, and begin to resolve the problem. Problem-based learning has its origins in medical education but is widely used in K-12 education, social sciences, health professions education, law, business administration, engineering, and aviation. An entry-level master of science degree program in athletic training based on problem-based learning and integrated clinical education is described. CONCLUSIONS/RECOMMENDATIONS: Problem-based learning curricula, if implemented correctly, can facilitate the entry-level athletic training student's professional development into that of a life-long learner who bases clinical decisions and procedures on the best available evidence.

  4. Re-thinking employee recognition: understanding employee experiences of recognition

    OpenAIRE

    Smith, Charlotte

    2013-01-01

    Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

  5. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    Science.gov (United States)

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  6. Development Professionals at Religiously Based Nonprofit Organizations

    Directory of Open Access Journals (Sweden)

    Jim Pinder

    2012-09-01

    Full Text Available The study of why a fundraising professional would choose to leave his or her employer is critical to the ongoing success of religiously based nonprofit organizations as they work to achieve their mission. Without continuity in the donor relationship, donors will likely leave the organization or become disenfranchised. This study focuses on development professionals at Seventh-Day Adventist institutions across North America. The results of this study are applicable to other religiously based nonprofit organizations. The present article reveals the reasons affecting employee retention and proposes approaches to mitigate the loss of valuable employees. Data were gathered using a structured online survey and analyzed for its descriptive outcomes.

  7. Perceived Focus of Professional Mentoring for Goal Setting and ...

    African Journals Online (AJOL)

    Business education graduate employees are often faced with the challenge of setting organizational goals as well as ensuring the utilization of human resources to achieve organizational targets through employee improved performance. This paper therefore, perceives professional mentoring as one of the essential ...

  8. Professional Characteristics Communicated by Formal versus Casual Workplace Attire

    Science.gov (United States)

    Cardon, Peter W.; Okoro, Ephraim A.

    2009-01-01

    Employees are frequently advised to dress for success to build their careers. From the corporate perspective, employees who are well dressed are believed to form better impressions with colleagues, clients, and customers. Many companies create dress codes in order to gain the benefits of a professionally appearing workforce. Developing effective…

  9. Employee innovation behaviour in health care: the influence from management and colleagues.

    Science.gov (United States)

    Amo, B W

    2006-09-01

    This article reports how 'important others' and position in the organizational hierarchy relate to employee innovation behaviour. Empowerment of healthcare workers to engage in innovation behaviour is desired by management in Norwegian municipalities as it is regarded as a way of getting more health care for less money. Innovation behaviour is also desired by nurses' and other healthcare workers' professional organizations of as it is regarded as a way of improving the working conditions of the healthcare worker. The theoretical discussion in this paper includes corporate entrepreneurship, 'important others' and employee innovation behaviour. This article reports on a study concerning empowerment of nurses and other healthcare workers (n = 555) in Norwegian municipalities. The statistical methods used include multiple regressions. The study reveals that there were differences between the nurse (registered nurses), auxiliary nurses (nurse aides) and unskilled healthcare workers concerning how they perceived the opinion of the management and the opinion of the colleagues about how suitable it was to present innovation behaviour at the workplace. Moreover, the different groups of healthcare workers assign different levels of importance to this influence. It is suggested that the findings put forward in this article may lead to an improved understanding of the dynamics behind employee innovation behaviour, and that such knowledge could improve the care provided to the patients, the cost of the care and the working conditions of nurses and other healthcare workers.

  10. How Fleet Bank fought employee flight.

    Science.gov (United States)

    Nalbantian, Haig R; Szostak, Anne

    2004-04-01

    In the late 1990s, Fleet Bank was facing high and rising employee turnover, particularly in its retail operations. Overall turnover had reached 25% annually, and among some groups, such as tellers and customer service reps, turnover was as high as 40%. Using a new methodology developed by Mercer Human Resource Consulting, Fleet set out to determine why so many employees were leaving and what could be done to retain them. It began examining data from HR, finance, operations, and sales about employee behavior and the factors that influence it in different locations and labor markets, departments or work groups, in positions with different pay and benefits, and under different supervisors. Fleet's analysis showed that people were leaving not so much for better pay--their personal testimony notwithstanding--but for broader experience, which they thought would enhance their marketability. Additionally, the analysis revealed a link between the turnover problem and the company's busy history of mergers and acquisitions. Fleet's mergers and acquisitions. frequently meant that it had to consolidate operations. That consolidation resulted in layoffs, which provoked higher levels of voluntary turnover, perhaps because remaining employees began worrying about their job security. While the obvious solution to the turnover problem might have been to compensate the remaining employees--say, with higher pay--the more effective and less costly solution, Fleet discovered, was to focus on employees' career opportunities within the company. Those who moved up the hierarchy, or who even made lateral moves, stayed longer. By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars.

  11. Satisfaction with life and job satisfaction of employees in Slovenian army

    Directory of Open Access Journals (Sweden)

    Tjaša Dimec

    2008-12-01

    Full Text Available The purpose of this study was to investigate satisfaction with life and job satisfaction in the Slovenian army. For this purpose we used Satisfaction With Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 and Pogačnik's (2003 Job Satisfaction Scale. This research involved 168 employees of the Slovenian army: 68 soldiers, 60 officers, and 40 noncommissioned officers. The results showed that employees in Slovenian army are more satisfied than unsatisfied with their lives. Officers are the most satisfied with their life. We found out that appraisals on job satisfaction are rather low and indicate middle level of job satisfaction. The highest level of work satisfaction was expressed in the area of relations with co-workers. Participants were least satisfied with their salary and other material facilities. Individuals with subordinate co-workers showed higher level of satisfaction with work conditions, possibilities for promotion, salary and other material facilities, and also higher level of satisfaction about informing in the army, possibilities for professional development, independence and autonomy at work, work reputation, creativeness at work and also taking part in decision-making. Analysis of differences showed that officers gave the highest score to indicators of work satisfaction, with exception of independence and autonomy at work, work reputation, and pretentiousness of work. Based on the examination of the actual state, to the level the research was enabling, we identified some necessary changes, improvements or measures for improvement of the recognized weak areas.

  12. Factors Affecting the Underperformance of Employees

    Directory of Open Access Journals (Sweden)

    Nadeeka Amarasinghe

    2015-04-01

    Full Text Available BASL Intimate Apparel Mirigama is the largest factory of Brandix Group of Companies catering to VS Pink. It has a labour force of 1250 employees including a direct labour force of 659. Production capabilities have been extended to in-house printing and embroidery sections in addition to cutting and shipping facilities. Like other apparel manufacturers in the industry, BASL Intimate Apparel Mirigama also faces much competition and problems in its day to day business operations. One of the major issues so faced is On-Time-Delivery due to underperformance of the employees. Therefore, with the objectives of studying factors affecting the underperformance of the employees of the production department, analysing and identifying such factors, and providing recommendations, a few variables i.e. machines and methods, skill level, financial incentives, leadership practices and working conditions were identified as having a potential impact over the performance of the production employees. Stratified random sampling method was used to select 64 team members from the 32 production modules, and research work continued to collate primary data through administrating a structured questionnaire among selected associates. Null and alternative hypotheses were tested using correlations, and the data is presented as graphical pictures, tables, and in narrative form. However, there were a few limitations such as management influence, sample basis selection, service period, level of understating, time availability and commitment, time availability for the study etc. which may have had an impact over the research findings.

  13. Perceptions of Future Employees toward CSR Environmental Practices in Tourism

    Directory of Open Access Journals (Sweden)

    Diana Corina Gligor-Cimpoieru

    2017-09-01

    Full Text Available Corporate social responsibility (CSR in tourism, with its central evironmental dimension, represents an important component for the sustainable growth of the tourism industry. The related CSR education could prove a major factor for future professional performance in this field of activity. Thus, this article is aimed at identifying the perceptions of current business students about CSR (students from study programs dedicated to business administration in tourism and the importance they attribute to CSR environmental practices, mainly from their perspective as future employees in the tourism industry. We elaborated a research methodology based on the Ecolabelling principles, designed by the European Union in 2009. Our findings revealed that business tourism students assign more importance to several specific CSR environmental practices and that the importance of these CSR practices is statistically significant (we determined this significance by using the Friedman, Paired-Samples t-, ANOVA, Kruskal-Wallis and Bartlett sphericity statistical tests. The elaborated research methodology proved to be statistically highly reliable. Results also show the differences regarding the CSR practices preferred by various categories of students according to their study levels and gender. Our results pointed out that our third-year bachelor students showed a higher interest in CSR practices related to their professional training, while students from the master level degree attached more importance to CSR practices related to the environment. We also confirmed conclusions of previous studies that female respondents attach more importance to environmental issues than male respondents. Thus, we can state that a higher level of education is a key factor that supports CSR development in practice. Also, a significant conclusion of our research is related to the academic curricula for business faculties which must incorporate solid CSR and business ethics

  14. Employee Motivation at IKEA Espoo

    OpenAIRE

    Thapa, Kumar; Adhikari, Devendra

    2013-01-01

    How to motivate employees and the factors affecting motivation have been subjects of concern for many researchers and practitioners for decades. Until recently employees were primarily regarded as a factor of production (i.e. labor), and not, as in the current view, as an integral part of all businesses. Therefore, motivating employees has become essential in order to achieve the strategic goals of any company. However, due to the current state of competition in the job markets it has increas...

  15. Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

    OpenAIRE

    Upma Goel

    2014-01-01

    Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

  16. [Mental Stress of Professionals in Residential Care for Children and Adolescents].

    Science.gov (United States)

    Rau, Thea; Ohlert, Jeannine; Seidler, Corinna; Fegert, Jörg M; Allroggen, Marc

    2017-08-01

    An increasingly important issue is the mental strain of professionals in residential care for children and adolescents. However, only few studies investigate mental strain and overload of professionals in an educational context in general and even less in youth welfare institutions. The goal of this study was to examine mental strain experiences of professionals with the "Perceived Stress Questionnaire" (PSQ) in youth welfare institutions, as well as to investigate the relationship between age, duration of employment in this work environment and gender of participants. A total of 426 care providers participated in the online survey. The results tend to show higher stress levels among younger professionals and significantly higher values in tension compared to older employees, but no effect of gender. Furthermore, there is no relation between stress experience and duration of employment in this work environment, but a significant correlation between a feeling of security from violence in this institution and stress level. The total score for stress experience of professionals is similar to that of healthy adults, while in the subscales compared to the norm sample professionals show higher scores on requirements in terms of deadlines and time pressure as well as on tension. The results indicate a high vulnerability of young professionals, which could be addressed by institutional interventions. More studies are needed to clarify causal relationships. © Georg Thieme Verlag KG Stuttgart · New York.

  17. Professional stress

    Directory of Open Access Journals (Sweden)

    Stanojević Dragana Z.

    2011-01-01

    Full Text Available Job stress is a line, for the person at work hired adverse physiological, psychological and behavioral reactions to situations in which job requirements are not in accordance with its capabilities, abilities and needs. Sources of stress at work are numerous. Personal factors: personality types have been most studied so far, environmental changes and demographic characteristics as well. Interpersonal stress inducing factors act and influence to the occurrence of many psychosomatic diseases. Psychosocial climate and relationships which are prevented or encouraged such as: cooperation and competition, trust and suspicion certainly affect to the appearance of professional stress. The way of leadership is very important. Organizational factors are the type of work, work time, noncompliance of the job, the introduction of new ethnologies, the conflict of personal roles, fear of job loss, bad physical conditions of working environment. The consequences of stress at work are numerous: at the cognitive level, the emotional level, the production plan, the health, plan reduces the immune system that cause a variety of psychosomatic illnesses and accidents at work.

  18. All Employee Census Survey (AES)

    Data.gov (United States)

    Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...

  19. Investigation of Burnout in Employees Working in a Factory

    Directory of Open Access Journals (Sweden)

    Yasemin Aslan

    2010-10-01

    Full Text Available AIM: This study was performed to determine the burnout levels of employees working in a factory and the factors affecting it. METHOD: This is a cross–sectional study. The study population and sample consisted of 247 employees working in the workshops of a factory located in the a big city center. Data collection was performed using a Personal Information Form and the Maslach Burnout Inventory (MBI. RESULTS: The mean burnout scores increased (p<0.05 with decreasing age and work years of the employees. The mean Emotional Exhaustion score of the employees who were university graduates were higher than those who were primary school or high school graduates (p<0.05. Mean Emotional Exhaustion and Depersonalization scores of employees with no children were higher than those with children (p<0.05. Mean Emotional Exhaustion and Depersonalization scores of the employees stating that their incomes were much lower/lower than their expenditures were higher compared to those stating that their incomes were equal to their expenditures and those stating that their incomes were higher/much higher than their expenditures (p<0.05. CONCLUSION: The findings of the study indicate that factors such as age, education level, status of having children, economic status, and working years were effective on the burnout levels of the employees while the risk area where the workshop was located did not affect the burnout level. [TAF Prev Med Bull 2010; 9(5.000: 453-462

  20. Soccer Endurance Development in Professionals

    NARCIS (Netherlands)

    Roescher, C. R.; Elferink-Gemser, M. T.; Huijgen, B. C. H.; Visscher, C.

    The development of intermittent endurance capacity, its underlying mechanisms and role in reaching professional level in soccer was investigated. The sample included 130 talented youth soccer players aged 14-18, who became professional (n = 53) or non-professional (n = 77) players in adulthood. In

  1. Professional Certification

    Science.gov (United States)

    WaterSense recognizes certification programs for irrigation professionals that meet the specification criteria. Certification programs cover three areas: irrigation system design, installation and maintenance, and system auditing.

  2. 5 CFR 9901.231 - Conversion of positions and employees to NSPS classification system.

    Science.gov (United States)

    2010-01-01

    ... in a pay band based on the level of work of the employee's position in the formerly applicable pay... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion of positions and employees to... Provisions § 9901.231 Conversion of positions and employees to NSPS classification system. (a) Introduction...

  3. Self-Determination as a Moderator of Demands and Control: Implications for Employee Strain and Engagement

    Science.gov (United States)

    Parker, Stacey L.; Jimmieson, Nerina L.; Amiot, Catherine E.

    2010-01-01

    Does job control act as a stress-buffer when employees' type and level of work self-determination is taken into account? It was anticipated that job control would only be stress-buffering for employees high in self-determined and low in non-self-determined work motivation. In contrast, job control would be stress-exacerbating for employees who…

  4. Who's got the balance? A study of satisfaction with the work-family balance among part-time service sector employees in five western European countries

    NARCIS (Netherlands)

    Beham, Barbara; Prag, Patrick; Drobnic, Sonja

    2012-01-01

    Working part-time is frequently considered a viable strategy for employees to better combine work and non-work responsibilities. The present study examines differences in satisfaction with work-family balance (SWFB) among professional and non-professional part-time service sector employees in five

  5. What Business Says about Computer Competencies for Marketing Employees.

    Science.gov (United States)

    James, Richard F.

    1987-01-01

    Discusses a survey of users of microcomputer business applications to determine competencies needed by entry- and second-level employees in marketing occupations. Includes a list of competencies in seven classifications. (JOW)

  6. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    Science.gov (United States)

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  7. Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

    Science.gov (United States)

    Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

    2014-11-01

    In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  8. When the customer is unethical: the explanatory role of employee emotional exhaustion onto work-family conflict, relationship conflict with coworkers, and job neglect.

    Science.gov (United States)

    Greenbaum, Rebecca L; Quade, Matthew J; Mawritz, Mary B; Kim, Joongseo; Crosby, Durand

    2014-11-01

    We integrate deontological ethics (Folger, 1998, 2001; Kant, 1785/1948, 1797/1991) with conservation of resources theory (Hobfoll, 1989) to propose that an employee's repeated exposure to violations of moral principle can diminish the availability of resources to appropriately attend to other personal and work domains. In particular, we identify customer unethical behavior as a morally charged work demand that leads to a depletion of resources as captured by employee emotional exhaustion. In turn, emotionally exhausted employees experience higher levels of work-family conflict, relationship conflict with coworkers, and job neglect. Employee emotional exhaustion serves as the mediator between customer unethical behavior and such outcomes. To provide further evidence of a deontological effect, we demonstrate the unique effect of customer unethical behavior onto emotional exhaustion beyond perceptions of personal mistreatment and trait negative affectivity. In Study 1, we found support for our theoretical model using multisource field data from customer-service professionals across a variety of industries. In Study 2, we also found support for our theoretical model using multisource, longitudinal field data from service employees in a large government organization. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  9. Employee motivation in Ghana: A factor structure and measurement tool

    Directory of Open Access Journals (Sweden)

    B. B. Puplampu

    2007-12-01

    Full Text Available Purpose: This paper reports research on the factor structure of employee motivation as well as provides a tool for measuring the level of employee motivation in Ghanaian organisations. Methodology: The study was designed as exploratory, comparative and cross-sectional. 260 respondents drawn from across the gender, status and job grade hierarchy of 19 organisations participated. The organisations were matched in terms of tenure (over 5years, number of employees (50 or more and geographic location (headquartered in Accra. A 41-item questionnaire on the Level of Motivation (LoM; Characteristics of Employee Motivation (CEM; aspects of Organisational Citizenship Behaviour (OCB; Managerial Assumptions about employee behaviour (MA; Contextual Institutional Analysis (IAN and Organisational Leadership Issues (Le was developed and used. The instrument combined fixed response format on a 3-point scale with open-ended responses. Findings: Exploratory Factor Analyses (Varimax Rotation, converging in 26 iterations yielded 6 factors, which account for 60% of the variance. Thematic analyses of both interview and open-ended questionnaire data support the emergent factor structure, providing some tentative indication that employee motivation in the Ghanaian (or indeed African context should be looked at more in an integrated manner rather than in terms of the limiting confines of any one theory of motivation. The 3 items hypothesised to constitute the measure of level of employee motivation loaded neatly onto Factor 6. One-way ANOVA demonstrated no differences in the level of motivation across the organisational samples; this was confirmed by the interview data. Implications/Originality/Value: The implications and value of this research are: that motivation research in Africa does need to focus more on developing an integrated model of employee motivation; also, a simple 3-item but novel tool for measuring the level of employee motivation as well as its

  10. Making the road by walking : Enhancing employee engagement through more effective online leadership communication

    OpenAIRE

    Nyman, Krista

    2014-01-01

    Many studies indicate that only a small number of employees are truly engaged in their work. Engagement is heavily impacted by the interaction between employees and their immediate and senior managers. It happens on three levels: between the employee and their manager, between teams or functional groups, and within the organisation as a whole. Companies often miss opportunities to become more cooperative, engaged and productive workplaces because their management practices alienate employees....

  11. A strategy for employee motivation : the case of the North West Department of Education / Mogomotsi Ebenezer Sefako

    OpenAIRE

    Sefako, Mogomotsi Ebenezer

    2014-01-01

    This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the perf...

  12. The relationship between employee motivation and job involvement

    Directory of Open Access Journals (Sweden)

    S Govender

    2010-09-01

    Full Text Available The study aims to assess the current level of, and relationship between, employee motivation and job involvement.  This cross-sectional study was undertaken in a financial institution from which 145 employees were drawn using a simple random sampling technique. Data was collected using the Employee Motivation Questionnaire (Fourie, 1989 and the Job Involvement Questionnaire (Lodahl and Kejner, 1965 and, was analysed using descriptive and inferential statistics.  The results indicate that significant intercorrelations exist amongst the majority of dimensions and sub-dimensions of employee motivation and job involvement.  Recommendations are graphically presented to provide practitioners and managers with guidelines for enhancing employee motivation and job involvement respectively.

  13. Motivating pharmacy employees.

    Science.gov (United States)

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  14. Employee benefits or wage increase?

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2011-01-01

    Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

  15. Benchmarking curriculum content in entry-level health professional education with special reference to health promotion practice in physical therapy: a multi-institutional international study.

    Science.gov (United States)

    Bodner, Michael E; Rhodes, Ryan E; Miller, William C; Dean, Elizabeth

    2013-10-01

    Health promotion (HP) warrants being a clinical competency for health professionals given the global burden of lifestyle-related conditions; these are largely preventable with lifestyle behavior change. Physical therapists have a practice pattern conducive to HP, including lifestyle behavior change. The extent to which HP content is included in entry-level physical therapy (PT) curricula, and how it is taught however, is unknown. The aim of this study was to benchmark lifestyle behavior HP content within entry-level curricula of international PT programs. The sampling frame included 258 accredited PT academic programs spanning six countries. An internet-based survey was used to assess HP curricular content. Descriptive questions for HP topics (smoking cessation, nutrition, weight control, alcohol consumption, exercise, and stress management) included hours allotted and instructional methods used. Chi square tests examined differences between the proportion of programs in the United States (US) and other countries (combined) for HP topics, and among HP topics regarding instructional methods. The response rate was 48 %. Most programs (>80 %) included all HP topics except alcohol consumption (65.5 % of programs). Instructional methods used were primarily theory-based; few programs (range 2.6-24.1 %) combined theory, practical and attainment of clinical competency for all HP topics (exercise prescription notwithstanding). Proportionally, more US programs included alcohol and nutrition than other countries combined. Overall, HP lifestyle behavior topics were included to varying extent; however, instructional methods used and hours allotted per topic varied across PT curricula. Universal standards of HP practice as a clinical competency are warranted within the profession.

  16. Employee Satisfaction Survey on the Life Insurance Industry

    Directory of Open Access Journals (Sweden)

    Benţe Corneliu Cristian

    2014-08-01

    Full Text Available This paper has proposed to explore the satisfaction of employees that sell insurance policies. Several authors had examined customer satisfaction, service quality and its implications on customer attitude towards different fields, but our concern was to address this relatively unexplored field which is employees` satisfaction. By using an exploratory approach, we collected data from a sample of 332 employees that sell insurance policies within north-Western Romanian. By analyzing data it was possible to determine the GAP between the expectations of employees that sell insurance policies and their perceptions regarding the service quality in life insurance industry. In addition it was tested whether there is relationship between the frequency of contact with the back office employees and level of income earned from this activity. It was revealed that from the analyzed population the most of those surveyed were employees of insurance intermediaries and not employees of a single company insurance. Considering that the number of researches that analyze the front office employees` satisfaction is rather low we consider that this paper brings a significant contribution to the literature review.

  17. Employee psychological distress and treated prevalence by indices of rurality.

    Science.gov (United States)

    Hilton, Michael F; Scheurer, Roman W; Sheridan, Judith; Cleary, Catherine M; Whiteford, Harvey A

    2010-10-01

    Although there is population data on the prevalence and treated prevalence of mental disorders by urban-rural indices, there is a lacuna of information pertaining to employees. This paper examines the prevalence and treated prevalence of psychological distress in employees by urban-rural indicators. Cross-sectional employee Health and Performance at Work Questionnaire responses (n=78,726 from 58 large companies) are interrogated by indices of remoteness (Accessibility/Remoteness Index of Australia), psychological distress (Kessler 6) and treatment-seeking behaviours for mental health problems. The overall prevalence of moderate or high psychological distress in employees was 35.2%. The prevalence varied only slightly (maximum to minimum difference of 4.6%) by rural/remote indices. Overall treatment-seeking behaviour for psychological distress was low (22.5%). The percentage of employees seeking treatment for high levels of psychological distress was the lowest in very remote regions (15.1%). Very remote employees are less likely to access mental health treatments and may be an employee subgroup that would benefit from specific employer health interventions aimed to increase treatment-seeking behaviours. Employees in very remote Australia could benefit from specific interventions aimed to increase mental health awareness/literacy. © 2010 The Authors. Journal Compilation © 2010 Public Health Association of Australia.

  18. Transforming service employees and climate: a multilevel, multisource examination of transformational leadership in building long-term service relationships.

    Science.gov (United States)

    Liao, Hui; Chuang, Aichia

    2007-07-01

    This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service performance, which, in turn, positively predicted customers' expressed intention to maintain a long-term service relationship with the service employee and manager-reported number of the employee's long-term customers measured 9 months later. In addition, the relationship between TFL and employee service performance was partially mediated by employee self-efficacy. Furthermore, store-level TFL was positively associated with store-level service climate, and service climate further enhanced the relationship between individual-level TFL and employee service performance.

  19. The Employee Stress and Alcohol Project: the development of a computer-based alcohol abuse prevention program for employees.

    Science.gov (United States)

    Matano, R A; Futa, K T; Wanat, S F; Mussman, L M; Leung, C W

    2000-05-01

    The Employee Stress and Alcohol Project (ESAP) developed an interactive computer-based alcohol abuse prevention and early intervention program accessible to employees over the Internet. Behavioral health research recommends that specialists develop and provide comprehensive yet cost-effective approaches to alcohol abuse prevention, early intervention, and treatment within the context of workplace managed care. ESAP is implementing this web site for a diverse 8,567-employee work site. ESAP's web site enables employees to self-assess their stress levels, coping styles, and risk for alcohol-related problems. It provides personalized feedback, recommendations, mini-workshops, a drinking journal, links to other online resources, and an interactive forum for direct participant-to-participant communication. ESAP's web site provides resources for employees who are concerned about another individual's drinking as well as information about adolescent alcohol use. This article discusses the implications of incorporating the ESAP web site into worksite alcohol abuse prevention and early intervention programming.

  20. Quality Circles and Employee Attitudes.

    Science.gov (United States)

    Rafaeli, Anat

    1985-01-01

    Explored relationship between employees' participation in quality circle activities and perceptions of the influence they have on their job, characteristics of their jobs, and overall job satisfaction. Involvement in a quality circle was significantly related to employees' perception of influence, and some job characteristics, but not to job…

  1. Training Guidelines for Employee Relations.

    Science.gov (United States)

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  2. Helping the New Employee Adjust.

    Science.gov (United States)

    Hayes, James L.

    1981-01-01

    A manager training a new employee should explain what is expected, encourage questions, allow flexibility, expect mistakes, and review procedures. When problems arise, the manager must be honest, set guidelines, and inform the employee of his/her progress. (Author/MLF)

  3. ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

    OpenAIRE

    Milica Jakšiæ, Miloš Jakšiæ

    2014-01-01

    Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

  4. Employee Perceptions of an Organization's Learning Climate: Effects of Employee Orientation Training

    Science.gov (United States)

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    The most important goal of any given training effort is to achieve learning at the individual, group/team, and organizational levels. This study used a repeated measures design to measure the change in employee perception of an organization's learning environment tin a large U.S. manufacturing company. The time period examined included an employee…

  5. The Use of Assessment Center Technology for the Prevention and Reduction of Professional Burnout

    Directory of Open Access Journals (Sweden)

    Stalnova I.A.,

    2014-08-01

    Full Text Available Dynamism of professional activity, increasing workload and working time shortage, high social responsibility for results and other factors increase the probability of formation of burnout in government employees. This actualizes the search for new forms and methods of professional qualification of government employees based on an assessment of their psychological qualities. We discuss the problem of professional and personal burnout in Rosreestr employees, reveal the symptoms of this syndrome. As a tool for preventing and reducing the negative impact of professional deformation in Rosreestr workers, we propose the use of assessment center technology successfully tested in the international practice and requiring adaptation to Russian realities.

  6. (De)stabilizing Self-Identities in Professional Work

    DEFF Research Database (Denmark)

    Buch, Anders; Andersen, Vibeke

    2013-01-01

    implications for the way professionals make sense of their work and their own identities. The identity work of professionals is interwoven with their professional training and career background. With an academic training and a professional career, the individual typically identifies with the profession......, the construction of self-identity becomes the yardstick for the individual’s sense-making and, a fortiori, for the individual’s sense of meaningful work. In this paper, we will claim that the ambiguity involved in professional work becomes a potential strain on the identity construction of the employees engaged...... professionals draw on different frameworks of meaning in order to stabilize their identities....

  7. A set of key questions to assess the stress among bank employees and its reliability

    Directory of Open Access Journals (Sweden)

    Alice Mannocci

    2017-03-01

    Full Text Available The aims of the present study are: to realize a tool, clear and helpful, to assess the occupational distress level in bank employees in Italy; secondly to assess the reliability of the tool. Eight sentences were considered after a consensus meeting that involved different professional figures. 70 questionnaires were collected. The overall Cronbach’s alpha was 0.596, a sufficient reliability was found. The elimination of one sentences (“I haven’t time to dedicate myself to my hobbies/activities/stuff” increases alpha’s value from 0.596 to 0.620, and thus reach fully sufficient score. The claim “The pace of change on work place exceeds my capacity for adaptation” maximises the change of the level of reliability (Inter item Correlation = 0.528.

  8. Employee suggestion programs: the rewards of involvement.

    Science.gov (United States)

    Mishra, J M; McKendall, M

    1993-09-01

    Successful ESPs are the products of a great deal of effort by managers, administrators, teams, individuals, and reviewers, who are all striving to achieve the goals of increased profitability and enhanced employee involvement. A review of the literature indicates that there are several prescriptions that will increase the likelihood of a successful ESP (see the box). Today's American business prophets sound ceaseless calls to arms in the name of "world class performance," "global competitiveness," "total quality management," and a variety of other buzz terms. A burgeoning industry has evolved that promises, through speeches, teleconferences, seminars, and consulting contracts, to teach American organizations how to achieve excellence. In the face of a sputtering economy and unrelenting competitive pressure, today's managers must translate these laudatory ideals into hands-on reality without sacrificing the firm's profit margin to experimentation. If any idea can help an organization achieve improvement through a workable program, then that idea and that program deserve real consideration. An ESP represents an opportunity to tap the intelligence and resourcefulness of an organization's employees, and by doing so, reap significant cost savings. Those companies and managers that have an ESP program uniformly list economic advantages first when describing the benefits of their employee suggestion programs. But there is another deeper and longer term benefit inherent in an ESP. These programs allow employees to become involved in their organization; they drive deaccession to lower levels, they give employees more responsibility, they foster creative approaches to work, and they encourage creativity in pursuit of company goals.(ABSTRACT TRUNCATED AT 250 WORDS)

  9. 29 CFR 541.302 - Creative professionals.

    Science.gov (United States)

    2010-07-01

    .... Employees of newspapers, magazines, television and other media are not exempt creative professionals if they... positions in advertising agencies. This requirement generally is not met by a person who is employed as a... contribute a unique interpretation or analysis to a news product. Thus, for example, newspaper reporters who...

  10. Performance Evaluation for Non-Teaching Professionals.

    Science.gov (United States)

    Panebianco, Anthony F.

    The program Performance Evaluation for Non-Teaching Professionals at the State University of New York Institute of Technology at Utica/Rome provides periodic assessments as required by institutional policy. The system is intended to establish a standard for judging quality of an employee's work and a rational and uniform basis for appraising…

  11. Perception of Organizational Stress among Public Bank employees

    Directory of Open Access Journals (Sweden)

    Pricila de Sousa Zarife

    2016-06-01

    Full Text Available The recent proposal of organizational stress involves organizational characteristics that can cause stress on employees, different from occupational stress that refers to the inability to cope with the demands from work and/or tasks. This article aimed to investigate the perception of organizational stress in bank employees. The study included 158 professionals of bank branches located at Federal District, a Brazilian state. Organizational Stress Scale (EEO was used for data collection, its 32 items distributed in four primary factors: organizational decisions, support, encouraging competition and barriers to professional growth, with rates reliability ranging between 0.73 and 0.95. The collected data were analyzed using descriptive statistics and multivariate analysis of variance. The overall results indicated low organizational stress, and only factor encouraging competition had average scores. Also, significant differences were identified in the scores of different factors of EEO, due to interactions among education, age variation, marital status and management positions.

  12. Employee resistance and injury during commercial robberies.

    Science.gov (United States)

    Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

    2015-05-01

    To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

  13. Employee reactions to the use of management control systems in hospitals: motivation vs. threat.

    Science.gov (United States)

    Lopez-Valeiras, Ernesto; Gomez-Conde, Jacobo; Lunkes, Rogerio Joao

    2017-02-10

    Management control systems (such as budgets or balanced scorecards) are formal procedures used by managers to promote employee behavior aligned with organisational objectives. Employees may react to these control systems by either becoming more motivated or perceiving them as a threat. The aim of this paper is to determine the extent to which hospital ownership (public or private), professional group (physician, nurse, pharmacist or administrative employee), type of contract (fixed or temporary), gender and tenure can condition employee reaction to management control systems. We conducted the study in the three largest hospitals in the State of Santa Catarina (Brazil), two public (federal and state-owned) and one private (non-profit organisation). Physicians, nurses, pharmacists and administrative employees received a questionnaire between October 2013 and January 2014 concerning their current perceptions. We obtained 100 valid responses and conducted an ANOVA variance analysis. Our results show that the effect of management control systems on employees differs according to hospital ownership, professional group and type of contract. However, no significant evidence was found concerning gender or tenure. The results obtained contribute to creating specific knowledge on the reactions of employees to the use of management control systems in hospitals. This information may be important in adapting management control systems to the characteristics of the hospital and its employees, which may in turn contribute to reducing dysfunctional worker behavior. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

  14. The Role of Human Resource Management in Employee Motivation

    Directory of Open Access Journals (Sweden)

    Muhammed Kürşad ÖZLEN

    2014-05-01

    Full Text Available The main objectives of this study are to present the condition of Human resources management in Bosnian and Herzegovinian companies. Therefore, the developed survey questionnaire is conducted through the employees of Bosnian companies. Data was obtained from surveyed 193 employees, and descriptively analyzed using SPSS software. The results identified low level of human resources management in Bosnia and Herzegovina. It can be suggested that Bosnian companies should develop their human resources strategies and functions and enhance the motivation of their employees in order to get more benefit.

  15. Professional competence of the person in the Smart-society

    Directory of Open Access Journals (Sweden)

    Nina V. Komleva

    2017-01-01

    Full Text Available Now, there are processes of formation of a knowledge society – the Smart-society – are all the new features, which are characterized by obtaining a new effect from the use of information and communication technologies. The development of computers and communications creates the preconditions for moving the place of work out of the office space in the digital home. In these circumstances, more and more importance is given to the individual skills of the person, its ability to absorb a huge amount of diverse information, generate and innovate. Therefore, empowerment process for every professional who wants to be popular, it becomes continuous, becomes a constant need to learn and lifelong learning. In addition, requirements for the employees are changing, and the person must evaluate its relevance to society. This raises the question: how to evaluate the relevance? What is necessary for the Smart-society?What to learn or re-learn? Focus shifts from classical training to personal development. Traditional methods and approaches to learning have stopped covering the needs of the knowledge. Instead of selecting a limited number of the templates, each person is faced with the necessity to configure your own unique personality, to increasingly use informal learning, providing the individual development.The professional competence of the person in the Smart-society is formed in an interactive learning environment, using content from around the world, which is in the public domain. The assessment level of competence, identifying the need for professional development, early learning with the use of technology, provided by the Smart-education, are essential components of the formation process of professional competence of the person in the Smart-society. It is important to provide the compliance of the business metrics of employees to the content of the assessment test at the stage of internal validation for the purpose of timely identification of those

  16. Mandatory communication training of all employees with patient contact

    DEFF Research Database (Denmark)

    Ammentorp, Jette; Graugaard, Lars Toke; engelbrecht lau, marianne

    2014-01-01

    In 2010 a communication program that included mandatory communication skills training for all employees with patient contact was developed and launched at a large regional hospital in Denmark. OBJECTIVE: We describe the communication program, the implementation process, and the initial assessment...... assessment based on feedback from the departments will be presented. RESULTS: The elements of the communication program are as follows: (1) education of trainers; (2) courses for health professionals employed in clinical departments; (3) education of new staff; (4) courses for health professionals in service...

  17. Turning Doctors Into Employees

    Directory of Open Access Journals (Sweden)

    Matthew Anderson

    2014-05-01

    Full Text Available Background: Much of the contentious debate surrounding the Patient Protection and Affordable Care Act (“Obamacare” concerned its financing and its attempt to guarantee (near universal access to healthcare through the private insurance market.  Aside from sensationalist stories of “death panels,” much less attention went to implications of the bill for the actual provision of healthcare. Methodology: This paper examines the "patient-centered medical home" (PCMH model which has been widely promoted as a means of reviving and improving primary care (i.e. general internal medicine, family medicine, and pediatrics. Argument: The PCMH and many of its components (e.g pay-for-performance, electronic medical records were interventions that were implemented on a massive basis without any evidence of benefit. Recent research has not generally supported clinical benefits with the PCMH model. Instead it seems to designed to de-professionalize (make proletarians of health care workers and enforce corporate models of health. The core values of professional work are undermined while the PCMH does nothing to address the structural marginalization of primary care within US health care. Conclusions: The development of alternative models will require political changes. Both doctors and teachers are in a position of advocate for more progressive systems of care and education.

  18. Professional Synergy.

    Science.gov (United States)

    Harris, P. R.

    1981-01-01

    True professionals develop and create together a better future by their human endeavors in synergy. They must operate comfortably in two cultures--the industrial culture which is disappearing, and the superindustrial or cyberculture which is emerging. (CT)

  19. Scaling Professional Problems of Teachers in Turkey with Paired Comparison Method

    Directory of Open Access Journals (Sweden)

    Yasemin Duygu ESEN

    2017-03-01

    Full Text Available In this study, teachers’ professional problems was investigated and the significance level of them was measured with the paired comparison method. The study was carried out in survey model. The study group consisted of 484 teachers working in public schools which are accredited by Ministry of National Education (MEB in Turkey. “The Teacher Professional Problems Survey” developed by the researchers was used as a data collection tool. In data analysis , the scaling method with the third conditional equation of Thurstone’s law of comparative judgement was used. According to the results of study, the teachers’ professional problems include teacher training and the quality of teacher, employee rights and financial problems, decrease of professional reputation, the problems with MEB policies, the problems with union activities, workload, the problems with administration in school, physical conditions and the lack of infrastructure, the problems with parents, the problems with students. According to teachers, the most significant problem is MEB educational policies. This is followed by decrease of professional reputation, physical conditions and the lack of infrastructure, the problems with students, employee rights and financial problems, the problems with administration in school, teacher training and the quality of teacher, the problems with parents, workload, and the problems with union activities. When teachers’ professional problems were analyzed seniority variable, there was little difference in scale values. While the teachers with 0-10 years experience consider decrease of professional reputation as the most important problem, the teachers with 11-45 years experience put the problems with MEB policies at the first place.

  20. PROFESSIONAL CATEGORIES

    Directory of Open Access Journals (Sweden)

    Sorin Fildan

    2012-01-01

    Full Text Available The transition process which Romanian commercial law underwent has affected both the term of ‘trader’, by redefining it, and the classification of professional categories. Currently, the term of ‘professional’ is conveyed by a descriptive listing of the categories of persons it comprises: traders, entrepreneurs, business operators, as well as any other person authorized to carry out economic or professional activities.

  1. 15 CFR 28.300 - Professional and technical services.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Professional and technical services. 28.300 Section 28.300 Commerce and Foreign Trade Office of the Secretary of Commerce NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 28.300 Professional and technical services. (a...

  2. 22 CFR 227.300 - Professional and technical services.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Professional and technical services. 227.300 Section 227.300 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 227.300 Professional and technical services. (a) The prohibition on...

  3. 40 CFR 34.300 - Professional and technical services.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Professional and technical services. 34.300 Section 34.300 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GRANTS AND OTHER FEDERAL ASSISTANCE NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 34.300 Professional and...

  4. 22 CFR 138.300 - Professional and technical services.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Professional and technical services. 138.300 Section 138.300 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 138.300 Professional and technical services. (a) The prohibition on...

  5. 12 CFR 411.300 - Professional and technical services.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Professional and technical services. 411.300 Section 411.300 Banks and Banking EXPORT-IMPORT BANK OF THE UNITED STATES NEW RESTRICTIONS ON LOBBYING Activities by Other Than Own Employees § 411.300 Professional and technical services. (a) The prohibition on...

  6. 45 CFR 93.300 - Professional and technical services.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Professional and technical services. 93.300 Section 93.300 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION NEW RESTRICTIONS ON LOBBYING Activities by Other than Own Employees § 93.300 Professional and technical services...

  7. Sexual Minority and Employee Engagement: Implications for Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Myung H. Jin

    2016-04-01

    Full Text Available Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature. Using Kahn’s conceptual foundation of work engagement, this study examines whether high levels of work engagement lead to equally satisfying work experiences for members of the workforce regardless of their sexual orientation. Using the 2012 Federal Employee Viewpoint Survey (FEVS, authors find that while active engagement at work had positive influence on employee job satisfaction regardless of one’s sexual orientation, high level of engagement at work among LGBT employees was less strongly associated with job satisfaction than it was for those non-LGBT employees. Implications are discussed.

  8. Organizational-professional conflict of I/O psychologists, job satisfaction and work engagement

    OpenAIRE

    Mladenović Branko; Petrović Ivana B.

    2015-01-01

    organizational-professional conflict occurs among employees in situations when organizational expectations and demands are opposed to the professional principles and standards. The results of studies have shown that this conflict negatively affects employees' attitude towards the job and affective-motivational state of fulfilment with work role. The purpose of this research was to examine exposure to organizational-professional conflict among I/O psychologists in Serbia, to find out whether t...

  9. LEADERSHIP ETHICS AND THE CHALLENGES OF EMPLOYEES ...

    African Journals Online (AJOL)

    FBL

    to be a critical factor in the production process in the globalized economic organizations. Leadership has shaped and reshaped corporate organizations, ... destabilizations of labour force, political violence and high level of poverty, alienation and derivation. There is very low level of professional ethics and accountability in.

  10. Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money.

    Science.gov (United States)

    Davis, Jennifer J J

    2008-09-01

    Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, "Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense." This promising approach to improving health and reducing healthcare costs could potentially be applied to other employer groups.

  11. Health care employee perceptions of patient-centered care.

    Science.gov (United States)

    Balbale, Salva Najib; Turcios, Stephanie; LaVela, Sherri L

    2015-03-01

    Given the importance of health care employees in the delivery of patient-centered care, understanding their unique perspectives is essential for quality improvement. The purpose of this study was to use photovoice to evaluate perceptions and experiences around patient-centered care among U.S. Veterans Affairs (VA) health care employees. We asked participants to take photographs of salient features in their environment related to patient-centered care. We used the photographs to facilitate dialogue during follow-up interviews. Twelve VA health care employees across two VA sites participated in the project. Although most participants felt satisfied with their work environment and experiences at the VA, they identified several areas for improvement. These included a need for more employee health and wellness initiatives and a need for enhanced opportunities for training and professional growth. Application of photovoice enabled us to learn about employees' unique perspectives around patient-centered care while engaging them in an evaluation of care delivery. © The Author(s) 2014.

  12. Impact of organizational socialization towards employees' social adaptation

    Directory of Open Access Journals (Sweden)

    Ratković-Njegovan Biljana

    2014-01-01

    Full Text Available The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.

  13. A suggested emergency medicine boot camp curriculum for medical students based on the mapping of Core Entrustable Professional Activities to Emergency Medicine Level 1 milestones

    Directory of Open Access Journals (Sweden)

    Lamba S

    2016-03-01

    Full Text Available Sangeeta Lamba, Bryan Wilson, Brenda Natal, Roxanne Nagurka, Michael Anana, Harsh Sule Department of Emergency Medicine, Rutgers New Jersey Medical School, Newark, NJ, USA Background: An increasing number of students rank Emergency Medicine (EM as a top specialty choice, requiring medical schools to provide adequate exposure to EM. The Core Entrustable Professional Activities (EPAs for Entering Residency by the Association of American Medical Colleges combined with the Milestone Project for EM residency training has attempted to standardize the undergraduate and graduate medical education goals. However, it remains unclear as to how the EPAs correlate to the milestones, and who owns the process of ensuring that an entering EM resident has competency at a certain minimum level. Recent trends establishing specialty-specific boot camps prepare students for residency and address the variability of skills of students coming from different medical schools. Objective: Our project’s goal was therefore to perform a needs assessment to inform the design of an EM boot camp curriculum. Toward this goal, we 1 mapped the core EPAs for graduating medical students to the EM residency Level 1 milestones in order to identify the possible gaps/needs and 2 conducted a pilot procedure workshop that was designed to address some of the identified gaps/needs in procedural skills. Methods: In order to inform the curriculum of an EM boot camp, we used a systematic approach to 1 identify gaps between the EPAs and EM milestones (Level 1 and 2 determine what essential and supplemental competencies/skills an incoming EM resident should ideally possess. We then piloted a 1-day, three-station advanced ABCs procedure workshop based on the identified needs. A pre-workshop test and survey assessed knowledge, preparedness, confidence, and perceived competence. A post-workshop survey evaluated the program, and a posttest combined with psychomotor skills test using three

  14. Utilization of Professional Mental Health Services Related to Population-Level Screening for Anxiety, Depression, and Post-traumatic Stress Disorder Among Public High School Students.

    Science.gov (United States)

    Prochaska, John D; Le, Vi Donna; Baillargeon, Jacques; Temple, Jeff R

    2016-08-01

    This study examines results from three mental health screening measures in a cohort of adolescent public school students in seven public schools in Southeast Texas affiliated with the Dating it Safe study. We estimated the odds of receiving professional mental health treatment in the previous year given results from different mental health screening batteries: the CES-D 10 battery for depression screening, the Screen for Child Anxiety Related Disorders, and the Primary Care Posttraumatic Stress Disorder screen. Overall, students with higher scores on screening instruments for depression, posttraumatic stress disorder, and combinations of screening instruments were more likely to have sought past-year professional mental health treatment than non-symptomatic youth. However, the proportion of students screening positive and receiving professional treatment was low, ranging from 11 to 16 %. This study emphasizes the need for broader evaluation of population-based mental health screening among adolescents.

  15. A RESEARCH ANALYSIS OF THE LEVEL OF EMPLOYEES’ SATISFACTION BY TRAINING PROGRAMS IN BOSNIA AND HERZEGOVINA BANKING SECTOR

    Directory of Open Access Journals (Sweden)

    Adisa DELIĆ

    2015-07-01

    Full Text Available Investment into people through education, professional training in accordance to bank’s needs, and work on “nurturing” the readiness to challenges and changes are all significant starting points for achieving bank competitiveness. Identifying the dominant forms of employee training and determining the level of employee satisfaction by the existing training programs, which is the basic goal of this paper, enable bank managers to obtain valid information on appropriate changes of certain training programs and development of employees. The paper presents the results of the empirical research conducted in a subject BiH bank, aimed at defining the methods of employee training that are characteristic of the banking sector and the level of employee satisfaction by training programs they attend. The research included 172 employees of the subject bank. The authors believe that the critical analysis of the employee training and development methods applied in the banking sector as well as the criteria for selecting the programs for the realization of these methods can lead to widening the scientific knowledge in the field of human resource management in banking and to creating specific recommendations for bank managers which they can/need apply in their practice in order to improve the entire business operations.

  16. Professionals vs. role-professionals

    DEFF Research Database (Denmark)

    Milana, Marcella; Skrypnyk, Oleksandra

    2010-01-01

    several occupations in the field of adult education that position themselves along a continuum. Consequently the authors suggest that professionalization among adult education practitioners should be assessed in light of the knowledge about adult learning theories practitioners possess, the ethical...

  17. Metode inovative de învăţare și formare profesională continuă în scopul creşterii performanţelor personalului din activitatea de execuţie a drumurilor forestiere/Inovative methods of learning and professional training with the purpose of improving employee performance in the execution of forrest roads

    Directory of Open Access Journals (Sweden)

    Cristina Ioana POPESCU (DRAGOMIR

    2016-12-01

    Full Text Available For a sustainable future we must build short term strategies which might also be useful for the long term strategies. In the past few years, important changes have occurred both in Romania and in the European Union. The economic situation has challenged people, companies and economies to step out of their comfort zone and prove they are worthy to succeed. It is obvious the importance of the human capital for the design, construction and improvement of the social and economic context. The importance of lifelong learning is also emphasized in many strategic documents on national, European and international level. Lifelong learning plays a crucial role due to its ability to empower human resources to perform better in their work places; it provides people with knowledge, skills and abilities relevant to their personal and professional goals. These aspects reveal the importance of professional training in connection with the occupational standard for performance in work places. The occupational standard which outlines the training program must comply to the occupational modules.

  18. Allegheny County Employee Salaries 2016

    Data.gov (United States)

    Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

  19. Work environments for employee creativity.

    Science.gov (United States)

    Dul, Jan; Ceylan, Canan

    2011-01-01

    Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness.

  20. Employee motivation and job satisfaction

    OpenAIRE

    Ionova, Daria

    2016-01-01

    One of the purposes of this research was to explore the topics of employee motivation and job satisfaction along with finding out key motivational factors for employees in two case companies. The idea behind the thesis was to check whether Frederick Herzberg’s opinion regarding money not being the most important motivating factor at work is applicable to the two case companies. The author attempted to answer the following questions: - Which motivators affect job performance and employe...