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Sample records for servant employees permitted

  1. 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.

  2. 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...

  3. 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.

  4. Crossover effects of servant leadership and job social support on employee spouses : the mediating role of employee organization-based self-esteem

    OpenAIRE

    Yang, Ziwei; Zhang, Haina; Ho Kwong, Kwan; Chen, Shouming

    2018-01-01

    The present study investigated the crossover effects of employee perceptions of servant leadership and job social support on the family satisfaction and quality of family life experienced by the employees’ spouses. These effects were explored through a focus on the mediating role of employee organization-based self-esteem (OBSE). Results from a three-wave field survey of 199 employee–spouse dyads in the People’s Republic of China support our hypotheses, indicating that OBSE fully mediates the...

  5. Employee and work-related predictors for entering rehabilitation: a cohort study of civil servants.

    Science.gov (United States)

    Lamminpää, Anne; Kuoppala, Jaana; Väänänen-Tomppo, Irma; Hinkka, Katariina

    2012-07-01

    The aim of this study was to determine how employee well-being, psychosocial factors at work, leadership and perceived occupational health services predict entering rehabilitation as modelled in the Job Well-being Pyramid. A random population of 967 civil servants participated in a survey on psychosocial factors and health at work in 2000 in Finland. A total of 147 employees entered rehabilitation during the median follow-up time of 7 years. Permanent employment, large organizations, feedback from supervisors, client violence and physically monotonous work were associated with an increased rate of entering rehabilitation, whereas physical jobs, clear aims, high appreciation, job satisfaction and job enjoyment were associated with a decreased rate of entering rehabilitation. Employee well-being in general was also associated with entering rehabilitation, and this was decreased by good work ability, good health, mental well-being and physical fitness and increased by constant musculoskeletal symptoms. On the other hand, support from supervisors, job control, work pressure, team climate at work, communication, bullying and discrimination, physical work environment, and sense of coherence appeared to have no association. Various psychosocial factors at work and job well-being predict entering rehabilitation. The association between employee health and entering rehabilitation refers to the fact that the selection process for rehabilitation works reasonably well and those in need of rehabilitation are also granted it. In general, these findings coincide well with the Job Well-being Pyramid model. Improving job conditions and well-being at work is likely to decrease the need for rehabilitation.

  6. The servant/employee relationship in nineteenth century England and India.

    OpenAIRE

    Dussart, F. C.

    2005-01-01

    This thesis juxtaposes the relationship between domestic servants and their employers in metropole (England) and colony (India) between 1850 and 1914. It considers the master/servant relationship as a site for the formation, maintenance and contestation of class, gender, race and national identities. As well as exploring the significance of the relationship in terms of the construction of social identities, this thesis also argues that in certain circumstances the servant/employer relationshi...

  7. The relationship between servant leadership and employee empowerment, commitment, trust and innovative behaviour: A project management perspective

    Directory of Open Access Journals (Sweden)

    Camilla L. Krog

    2015-10-01

    Full Text Available Orientation: Understanding the relationship between a project sponsor’s servant leadership traits and employee commitment, trust and innovative behaviour. Research purpose: This study aimed to understand the relationship, if any, between a project sponsor’s servant leadership traits of altruistic calling, emotional healing, wisdom, persuasive mapping and organisational stewardship and a project team’s empowerment, commitment, trust and innovative behaviour. Motivation of the study: Most project leadership studies focus on understanding the role and power position of the project manager, with very little research being dedicated to understanding the effect the leadership style has on the project team and project success. Research approach: A survey was conducted amongst a non-probability sample of 48 project team members from amongst a population of 257, comprising project managers, business analysts and IT staff of a medium sized fleet management organisation that is in the process of implementing an entirely new enterprise resource planning system. Main findings: Through inferential statistical analysis, using structural equation modelling and path analysis, it was determined that persuasive mapping has the strongest impact on employee innovative behaviour, followed by employee commitment and trust via the mediator of employee perceived empowerment. Wisdom and organisational stewardship had a negative impact on employee perceived empowerment. Practical/managerial implications: Project sponsors need to exhibit persuasive mapping, altruistic calling and emotional healing traits due to the significant influence that these have on employee innovative behaviour, commitment and trust, albeit through their perceived empowerment. Contribution/value-add: This study contributes to knowledge of leadership, more especially servant leadership and its significance in project management, which knowledge may contribute to project success

  8. The influence of leader's spiritual values of servant leadership on employee motivational autonomy and eudaemonic well-being.

    Science.gov (United States)

    Chen, Chin-Yi; Chen, Chun-Hsi Vivian; Li, Chun-I

    2013-06-01

    This research examined the role of leader's spiritual values in terms of the "servant leadership" in the process of promoting employee's autonomous motivation and eudaemonic well-being. Sample consists of 265 Chinese supervisor-subordinate dyads recruited from a variety of industries in Taiwan. Spiritual values perceived by the subordinates, as well as the discrepancy between leader-subordinate perceptions, but not the leader's self-perceptions of spiritual values, were found to contribute significantly beyond transactional leadership in predicting subordinate motivational autonomy and eudaemonic well-being, and subordinate autonomous motivations fully mediates the relationship between spiritual values and eudaemonic well-being.

  9. Employee well-being and sick leave, occupational accident, and disability pension: a cohort study of civil servants.

    Science.gov (United States)

    Kuoppala, Jaana; Lamminpää, Anne; Väänänen-Tomppo, Irma; Hinkka, Katariina

    2011-06-01

    To study the association between employee well-being and sick leave, occupational accident, and disability pension. A random population of 967 civil servants participated in a survey on psychosocial factors and health at work in 2000 in Finland. The median follow-up time was 7.3 years. The risks of sick leave and disability pension were decreased by job satisfaction (RR = 0.78, 95% CI = 0.58 to 1.05; RR = 0.47, CI = 0.20 to 1.06; respectively), good work ability (RR = 0.35, CI = 0.22 to 0.56; RR = 0.11, CI = 0.04 to 0.33), good health (RR = 0.42, CI = 0.27 to 0.64; RR = 0.32, CI = 0.11 to 0.98), and strong sense of coherence (RR = 0.53, CI = 0.36 to 0.79; RR = 0.17, CI = 0.07 to 0.37). Employee well-being was also associated with occupational accident but somewhat less consistently. Employee well-being is associated with sick leave, occupational accident, and disability pension. It is important to find means to support employee well-being both in general and at work.

  10. Discussion on the Scope of Legal Fictions to Assume Executives and Employees of Entrusted Agencies Are Civil Servants in the Application of Punishments

    International Nuclear Information System (INIS)

    Kim, Sang-won; Jang, Gun-hyeon; Kim, Chang-beom; Go, Jae-dong; Ahn, Hyeong-jun; Rhyu, Jung; Chung, Sang-ki

    2008-01-01

    Article 122 of the Atomic Energy Act sets forth that 'executives and employees of an agency engaged in an entrusted work or its associated specialized agency, in the application of any punishment as per the Criminal Act or other laws, shall be regarded as civil servants,' stipulating that the scope of legal fictions to assume such persons are civil servants should be applicable to any punishment as per the Criminal Act or other laws. Accordingly, the executives and employees of an entrusted agency or its associated specialized agency are subject to the punishments not only for acceptance of graft but also for dereliction of duty or divulgence of classified information. In addition, they are also subject to increased punishment in accordance with other laws, for example, such special laws as Law Concerning Increased Punishment for Specified Crimes and Law Concerning Increased Punishment for Specified Economic Crimes

  11. Discussion on the Scope of Legal Fictions to Assume Executives and Employees of Entrusted Agencies Are Civil Servants in the Application of Punishments

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Sang-won; Jang, Gun-hyeon; Kim, Chang-beom; Go, Jae-dong; Ahn, Hyeong-jun; Rhyu, Jung; Chung, Sang-ki [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

    2008-05-15

    Article 122 of the Atomic Energy Act sets forth that 'executives and employees of an agency engaged in an entrusted work or its associated specialized agency, in the application of any punishment as per the Criminal Act or other laws, shall be regarded as civil servants,' stipulating that the scope of legal fictions to assume such persons are civil servants should be applicable to any punishment as per the Criminal Act or other laws. Accordingly, the executives and employees of an entrusted agency or its associated specialized agency are subject to the punishments not only for acceptance of graft but also for dereliction of duty or divulgence of classified information. In addition, they are also subject to increased punishment in accordance with other laws, for example, such special laws as Law Concerning Increased Punishment for Specified Crimes and Law Concerning Increased Punishment for Specified Economic Crimes.

  12. Pengaruh Servant Leadership terhadap Perilaku Inovatif Karyawan

    OpenAIRE

    Syarah, Try May

    2016-01-01

    The purpose of this study was to determine the effect of servant leadership toward innovative behavior. This study used quantitative approach. This study used 65 employees of PT. Telkom Divisi Regional I Sumatera. Innovative behavior was measured using a innovative behavior scale and servant leadership was measured using servant leadership scale. The study were analyzed using simple regression method and the results showed that there is a positive effect of servant leadership to innovative be...

  13. SERVANT LEADERSHIP

    Directory of Open Access Journals (Sweden)

    Manalullaili Manalullaili

    2014-12-01

    Full Text Available "Servant leadership" is one form of leadership style that is based sincerity and provide help without thought of personal gain or reward to be gained. Servant leadership is different with transformational leadership and transactional leadership. Because this type of leadership is a combination of environmental assessment related to good behaviour "akhlakul karimah". Greenleef are researchers who agree that this leadership style is very "up to date" and can apply to any form of organization, including educational organizations. This paper will explain what it is "servant leadership", the characteristics of which can be categorized as "servant leadership", advantages and disadvantages, and how to apply them into educational organizations, for example: UIN Raden Fatah Palembang

  14. Analisis Dampak Servant Leadership Terhadap Competitive Advantage

    OpenAIRE

    Oktavia, Pek Nike

    2014-01-01

    Penelitian ini bertujuan untuk mengetahui apakah terdapat dampak antara Servant Leadership terhadap Competitve Advantage, Employee Empowerment dan Organizational Learning. Variabel Servant Leadership diukur dari lima indikator, yaitu altruistic calling, emotional healing, wisdom, persuasive mapping, dan organizational stewardship. Variabel Competitive Advantage diukur dari lima indikator, yaitu price/cost, quality, delivery dependability, time to market, dan product innovation. Variabel Emplo...

  15. Can Servant Leaders Fuel the Leadership Fire? The Relationship between Servant Leadership and Followers’ Leadership Avoidance

    OpenAIRE

    Martin Lacroix; Armin Pircher Verdorfer

    2017-01-01

    This study tested the effect of servant leadership on followers’ inclinations to strive for and, in contrast, to avoid leadership responsibility. Results from a study in the health care context, including two waves of data from 222 employees, revealed that servant leadership had a small but positive effect on followers’ leadership avoidance. This effect was influenced by followers’ implicit conception of an ideal leader. Specifically, servant leadership was found to reduce leadership avoidanc...

  16. Regulatory Focus as a Mediator of the Influence of Initiating Structure and Servant Leadership on Employee Behavior

    Science.gov (United States)

    Neubert, Mitchell J.; Kacmar, K. Michele; Carlson, Dawn S.; Chonko, Lawrence B.; Roberts, James A.

    2008-01-01

    In this research, the authors test a model in which the regulatory focus of employees at work mediates the influence of leadership on employee behavior. In a nationally representative sample of 250 workers who responded over 2 time periods, prevention focus mediated the relationship of initiating structure to in-role performance and deviant…

  17. PENGARUH SERVANT LEADERSHIP STYLE TERHADAP LOYALITAS KARYAWAN MELALUI PERAN MEDIASI KEPUASAN KARYAWAN (Study Pada Karyawan PT. Bank Syariah Mandiri Malang)

    OpenAIRE

    Ahmad Ritaudin

    2016-01-01

    The purpose of this study was to how servant leadership style, employee performance and employee loyalty. To determine the effect of servant leadership style on employee loyalty, servant leadership style on employee satisfaction, employee satisfaction to employee loyalty, as well as the mediating role of employee satisfaction in PT. Bank Syariah Mandiri Malang. The samples in this research using random sampling with quota sampling technique gained 60 respondents employees at...

  18. PENGARUH SERVANT LEADERSHIP STYLE TERHADAP LOYALITAS KARYAWAN MELALUI PERAN MEDIASI KEPUASAN KARYAWAN (Study Pada Karyawan PT. Bank Syariah Mandiri Malang

    Directory of Open Access Journals (Sweden)

    Ahmad Ritaudin

    2016-07-01

    Full Text Available The purpose of this study was to how servant leadership style, employee performance and employee loyalty. To determine the effect of servant leadership style on employee loyalty, servant leadership style on employee satisfaction, employee satisfaction to employee loyalty, as well as the mediating role of employee satisfaction in PT. Bank Syariah Mandiri Malang. The samples in this research using random sampling with quota sampling technique gained 60 respondents employees at PT. Bank Syariah Mandiri Malang. Model structure equation modeling (SEM type PLS (partial least Square, come to the conclusion: servant leadership style significant positive effect on employee loyalty; servant leadership style positive effect on employee satisfaction; Employee satisfaction is not significant positive effect on employee loyalty; and employee satisfaction does not mediate between servant leadership style on employee loyalty.

  19. Servant leadership and affective commitment in the Chinese public sector: the mediating role of perceived organizational support.

    Science.gov (United States)

    Zhou, Yingying; Miao, Qing

    2014-10-01

    This study examined a possible mediating mechanism between servant leadership and the affective commitment in Chinese employees. Servant leadership, perceived organizational support, and affective commitment was assessed among 239 full-time employees in the Chinese public sector in three rounds of surveys. Servant leadership influenced affective commitment through perceived organizational support. The effect of servant leadership exists in Chinese culture as well as Western cultures.

  20. Alternative Work Schedules: Many Agencies Do Not Allow Employees the Full Flexibility Permitted by Law. Report to Congressional Committees.

    Science.gov (United States)

    General Accounting Office, Washington, DC. General Government Div.

    A review was conducted of the extent to which selected federal agencies are allowing employees to use alternative work schedules (AWS) as authorized by the Federal Employees Flexible and Compressed Work Schedules Act. The statute permits, rather than requires, agencies to institute AWS programs. The study surveyed the policies and practices of 59…

  1. Son, Sent, and Servant

    Directory of Open Access Journals (Sweden)

    Truls Åkerlund

    2015-11-01

    Full Text Available This study challenges the claim that Jesus is the archetypical servant leader as described in contempo-rary leadership literature. Based on a theological reading of the Fourth Gospel, the paper suggests that, as a servant, Jesus cannot be understood apart from his mission and obedience to God. Consequently, Jesus was not primarily a servant leader but rather the Son who was sent to the world to enact the Fa-ther’s will. In this regard, the Fourth Gospel provides a unique perspective that is barely noted in the current discourse on servant leadership modelled on the example of Christ. Although certain aspects of servant leadership theory correspond to John’s portrayal of Jesus, the study concludes that other de-scriptions of him as a servant leader suffer from a one-sided and reductionist Christology. Implications of this view for Christian ministry are briefly sketched out.

  2. Can Servant Leaders Fuel the Leadership Fire? The Relationship between Servant Leadership and Followers’ Leadership Avoidance

    Directory of Open Access Journals (Sweden)

    Martin Lacroix

    2017-02-01

    Full Text Available This study tested the effect of servant leadership on followers’ inclinations to strive for and, in contrast, to avoid leadership responsibility. Results from a study in the health care context, including two waves of data from 222 employees, revealed that servant leadership had a small but positive effect on followers’ leadership avoidance. This effect was influenced by followers’ implicit conception of an ideal leader. Specifically, servant leadership was found to reduce leadership avoidance when the congruence with the followers’ ideal leader prototype was high. Furthermore, followers’ core self-evaluations and affective motivation to lead mediated the relationship between servant leadership and reduced leadership avoidance. Implications of these patterns for theory and practice and avenues for future research are discussed.

  3. Servant leadership and job satisfaction in the University of Iceland

    Directory of Open Access Journals (Sweden)

    Guðjón Ingi Guðjónsson

    2014-12-01

    Full Text Available Servant leadership is a philosophy of communication and leadership whith focus on decentralization, autonomy, mutual respect and commitment to society. In light of universities’ important societal role and importance of equality of academic staff it is presumed that servant leadership suits a university. Prior research indicates the value of servant leadership for universities’ performance. The purpose of the study was to assess servant leadership in the University of Iceland and its correlation with staff job satisfaction using a new Dutch instrument (SLS measuring participants’ attitudes to their next superior. A single item job satisfaction question was included. Results showed considerable practice of servant leadership or 4,19 (scale: 1-6 and the strongest servant leadership characteristic was stewardship, followed by forgiveness and empowerment. 82,6% of participants reported job satisfaction with significant positive correlation with servant leadership. The relatively high degree of servant leadership supports previous study of the uiniversity’s working environment but not recent American studies indicating universities’ a low degree of servant leadership. The degree of servant leadership in the University of Iceland was lower compared to grammar schools (6,46 and general hospital wards (4,33 but identical to hospital emergency care units (4,19. Significant positive correlation of servant leadership with job satisfaction, confirms similar relationships in US universities and in various institutions in Iceland. Results indicate the importance of servant leadership for employees’ job satisfaction, not least empowerment and courage, and this has the potential to support peer management, employee independence and social responsibility of the University of Iceland.

  4. The influence of emotional intelligence and trust on servant leadership

    Directory of Open Access Journals (Sweden)

    Marieta du Plessis

    2015-04-01

    Research purpose: The objective of this research was to investigate the relationships between servant leadership, emotional intelligence and trust in the manager. A model depicting a sequential process of interrelationships amongst the constructs was proposed. Motivation for the study: Organisations worldwide acknowledge the role that leadership and emotions play in psychological and physical well-being, as well as job performance of employees. Therefore, organisations need valid and workable interventions to assist their employees to function optimally in the work environment. By understanding the sequential relationships between servant leadership, emotional intelligence and trust, suggestions for such interventions were put forward. Research approach, design and method: Both survey and statistical modelling methodologies were employed to guide the investigation. Standardised questionnaires were used to measure the three different constructs, based on the responses of 154 employees on a composite questionnaire. Main findings: A high level of reliability was found for all the measurement scales utilised.The results of the structural equation model indicated that emotional intelligence and trust in the manager affected servant leadership. Practical/managerial implications: Emotional intelligence training should form part of a necessary component in the development of servant leaders. Sufficient time should also be given to aspirant servant leaders to build relationships when coaching and mentoring their subordinates in order to build trust. Contribution/value-add: The model of sequential relationships between the constructs assists in understanding the antecedents of servant leadership in the work environment.

  5. “IS THE LABOUR RELATION OF THE CIVIL SERVANT AN ADMINISTRATIVE CONTRACT?”

    Directory of Open Access Journals (Sweden)

    LIANA-TEODORA PASCARIU

    2011-04-01

    Full Text Available Nowadays, public institutions have contractual employees, hired on the basis of the Labour Code, and public servants, appointed on the basis of the Civil Service Statute. If the labour relation of the public servant is not qualified as a labour contract, what is its juridical character? This paper tries to demonstrate that the civil servant develops labour relations under different circumstances, i.e. on the basis of an administrative contract.

  6. Servant Leadership and Follower Outcomes: Mediating Effects of Organizational Identification and Psychological Safety.

    Science.gov (United States)

    Chughtai, Aamir Ali

    2016-10-02

    This study investigated the mediating role of organizational identification and psychological safety in the relationship between servant leadership and two employee outcomes: employee voice and negative feedback seeking behavior. The sample for this study comprised of 174 full-time employees drawn from a large food company based in Pakistan. Results showed that organizational identification and psychological safety partially mediated the effects of servant leadership on voice and negative feedback seeking behavior. The theoretical and practical implications of this research are discussed.

  7. Servant Leadership, Organisational Citizenship Behavior and Creativity: The Mediating Role of Team-Member Exchange

    Directory of Open Access Journals (Sweden)

    Winifrida Malingumu

    2016-10-01

    Full Text Available Using a multi-source field study design with 184 unique triads of employees-supervisor dyads, this paper examines whether servant leaders install a serving attitude among employees. That is, servant leaders aim to encourage employees to take responsibility, to cooperate and to create high quality interactions with each other (team-member exchange; TMX. We hypothesise that servant leadership will have an influence on Organisational Citizenship Behavior (OCB and creativity through team-member exchange. Two facets of OCB are distinguished: organisational citizenship behaviour towards individuals (OCBI, on the one hand, and taking up extra tasks that benefit the organisation (OCBO, on the other hand. The results show that servant leadership is positively related to team-member exchange, and that team-member exchange is positively related to OCBI, OCBO and creativity. The bootstrapping estimates indicated significant indirect effects of servant leadership on the three target variables through team-member exchange. The study’s findings add to the body of literature on servant leadership, OCB and creativity at the workplace, and underline the importance of creating favourable working conditions that foster positive and high quality team-member exchange. This study also broadens our understanding on the importance of co-workers on the relation between servant leadership and organizational citizenship behavior (OCB and creativity.

  8. Servant Leadership dan Kepuasan Kerja terhadap Kinerja Karyawan di Lembaga Keuangan Non Bank Pontianak

    Directory of Open Access Journals (Sweden)

    Yulyanti Fahruna

    2016-12-01

    Full Text Available This research aims to assess and obtain empirical evidence by testing different response toward servant leadership, job satisfaction on the performance of employees in non bank financial institutions of Pontianak. Non probability sampling technique in the form of purposive sampling is applied. The study was conduct 100 respondents, consist of 50 employees of PT. Pegadaian (Persero Area Pontianak and 50 employees of PT. Finansia Multi Finance Pontianak. The result shows that among PT. Pegadaian (Persero Area Pontianak and PT. Finansia Multi Finance Pontianak there is a difference in case of servant leadership, job satisfaction and performance of employees where as the similarity between both non bank financial institutions on Pontianak.

  9. Servant leadership: a phenomenological study of practices, Experiences, organizational effectiveness and barriers

    Directory of Open Access Journals (Sweden)

    Amy R. Savage-Austin, PhD

    2013-07-01

    Full Text Available The subject of leadership is complex, and one of the main issues facing organizational leaders today is how to motivate employees to actively participate in the efforts that lead to accomplishing organizational goals. This study gathered lived experiences of 15 organizational leaders who practice the servant leadership philosophy, and explored how business leaders link their servant leadership practices to their organization’s effectiveness. The qualitative responses obtained during this study indicated that the perceived organizational barriers that prevent the servant leadership practices are the organization’s culture, the fear of change, and the lack of knowledge regarding the servant leadership philosophy. This study also gained insight into the impact that these organizational barriers have on one’s ability to practice servant leadership

  10. Leadership requirements for Lean versus servant leadership in health care: a systematic review of the literature.

    Science.gov (United States)

    Aij, Kjeld Harald; Rapsaniotis, Sofia

    2017-01-01

    As health care organizations face pressures to improve quality and efficiency while reducing costs, leaders are adopting management techniques and tools used in manufacturing and other industries, especially Lean. Successful Lean leaders appear to use a coaching leadership style that shares underlying principles with servant leadership. There is little information about specific similarities and differences between Lean and servant leaderships. We systematically reviewed the literature on Lean leadership, servant leadership, and health care and performed a comparative analysis of attributes using Russell and Stone's leadership framework. We found significant overlap between the two leadership styles, although there were notable differences in origins, philosophy, characteristics and behaviors, and tools. We conclude that both Lean and servant leaderships are promising models that can contribute to the delivery of patient-centered, high-value care. Servant leadership may provide the means to engage and develop employees to become successful Lean leaders in health care organizations.

  11. The importance of a servant leader orientation.

    Science.gov (United States)

    Jenkins, Marjorie; Stewart, Alice C

    2010-01-01

    Ensuring a quality nursing workforce for the future in a time of increasing labor shortage and declining nurse satisfaction is a key challenge to the health care industry. Understanding what impacts job satisfaction is vital to solving the problem of nurse attrition. We suggest that the approach to supporting staff in the care giving role requires additional expectations of managers who supervise inpatient nursing staff. This study empirically tested the impact of nurse managers' servant leadership orientation on nurse job satisfaction. Nurses providing direct bedside patient care within inpatient departments of a five-hospital system were asked to respond to four questionnaires. Seventeen departments participated. There were 346 available nurses across the departments. The average response rate was 73% across all of the units surveyed. Hypotheses were tested using multivariate regression analysis of the nurse-nurse manager dyad. Statistical findings of this study provided evidence that behaviors and attitudes of the nurse manager do impact employee job satisfaction. Departments where staff perceived that managers had higher servant leadership orientation demonstrated significant positive impact on individual employee job satisfaction. Nursing is a unique occupation in that it requires both competence in professional service and compassion in patient caregiving. Hospitals are not factories dealing with inanimate objects or data. The results of this research suggested that the management approach in a health care environment might be enhanced by a more servant-oriented management approach. Specific policy changes that may be implied on the basis of findings of this research include key areas of management selection, management development, and management reward/evaluation.

  12. The Functions of a Servant Leader

    OpenAIRE

    Michiel Frederick Coetzer; Mark Bussin; Madelyn Geldenhuys

    2017-01-01

    Servant leadership has been researched internationally and various types of favourable individual, team, and organisational outcomes have been linked to the construct. Different servant leadership measures have been validated to date and a clear distinction has been made between the theory of servant leadership and other leadership theories. However, it seems that research on the implementation of servant leadership within an organisation is still in need. The main functions of a servant lead...

  13. The impact of servant leadership dimensions on leader-member exchange among health care professionals.

    Science.gov (United States)

    Hanse, Jan Johansson; Harlin, Ulrika; Jarebrant, Caroline; Ulin, Kerstin; Winkel, Jörgen

    2016-03-01

    The aim of the current study was to investigate the impact of servant leadership dimensions on leader-member exchange (LMX) among health-care professionals. Leadership support and the quality of the dyadic relationship between the leader and the employee are essential regarding the work environment and turnover intentions in health care. A questionnaire-based cross-sectional study was undertaken at four hospital units in Sweden. The study sample included 240 employees. Significant bivariate correlations were found between all servant leadership dimensions and LMX. The strongest correlations were found between 'humility' and LMX (r = 0.69, P servant leadership dimensions were strongly related to LMX. The results identify specific servant leadership dimensions that are likely to be useful for developing a stronger exchange relationship between the leader (e.g. nursing manager) and individual subordinates in health care. © 2015 John Wiley & Sons Ltd.

  14. Servant leadership and organizational identity: The mediating role of job involvement

    Directory of Open Access Journals (Sweden)

    Mohsen Akbari

    2014-12-01

    Full Text Available This study examines the relation between servant leadership and organizational identity and job involvement in Tax office of Guilan in Iran. One hundred and twenty two employees are participated in the study. For this purpose, a questionnaire with three parts was used. The questionnaire included three main sections, namely servant leadership, job involvement, and organizational identity. The analysis of the data obtained through the questionnaire indicated that servant leadership has significant effect on organizational identity and job involvement. Also, job involvement has positive effect on organizational identity. The findings, implications of the study, and suggestions for further research in this field are discussed in detail.

  15. SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

    Directory of Open Access Journals (Sweden)

    Morad Rezaei

    2012-01-01

    Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

  16. A confirmatory factor analytical study of a servant leadership measure in South Africa

    OpenAIRE

    Bright Mahembe; Amos S. Engelbrecht

    2013-01-01

    Orientation: Servant leadership is a value-based leadership practice that plays a critical role in team effectiveness and organisational success. Research purpose: The goal of the study was to validate the Servant Leadership Questionnaire(SLQ), which Barbuto and Wheeler developed, on a South African sample. Motivation for the study: The literature is replete with evidence of the role of follower focused leadership practices in improving team effectiveness, employee engagement and organ...

  17. Building Trust Through Servant Leadership

    Science.gov (United States)

    2016-06-10

    expand on their individual leadership styles and compare them with the principals of Servant Leadership . All three portions of the Literature Review...legitimize the theory of Servant Leadership , but also to develop it as a viable style . To expand upon this, it has been narrowed down to three basic...current leadership style . 43 Phillip Bryant, “Enthusiastic Skepticism: The Role of SLTP in advancing

  18. Internal social responsibility: the perception of the public servants from a federal institution

    International Nuclear Information System (INIS)

    Laranja, Leticia Cruz

    2017-01-01

    The paper aims to analyze the perception of public servants from a federal autarchy regarding its practices, actions and Corporate Social Responsibility programs towards its servants, as well as proposing improvements. Thus, a revision of the existing literature on the evolution of Corporate Social Responsibility was carried out, as well as its applications on the public sector and inside its organizations. The quantitative-descriptive research was performed from a survey using a closed questionnaire developed from the Ethos Indicators focused on workforce. The research results indicated the dominance of a negative perception by the servants regarding Internal Social Responsibility practices in the autarchy, as well as the dominant negative perception from servants without leadership positions and with shorter length of service against the point of view of servants that occupy leadership positions and with longer length of service. The research allowed the identification of practices related to Working Conditions, Working Day and Life Quality as being more relevant, and practices regarding Unions Relations as being the least relevant for servants. In order to improve the perception of the servants on the issues evaluated negatively it is recommended to developed actions and programs related to professional development, employability and retirement, health and safety, working conditions and life quality, and to developed actions aimed at employees without leadership positions and with shorter length of service, whose perceptions were more negative. (author)

  19. The radiology manager as a servant leader.

    Science.gov (United States)

    Scott, Jason

    2011-01-01

    Servant leadership utilizes an alternative approach to power-based models by considering the needs of followers and collaborating with them to achieve organizational goals,which can generate higher staff satisfaction and promote a more positive working environment. Servant leadership principles include: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people,and community building. Many researchers have addressed the need for healthcare organizations to adopt a servant leadership model because healthcare has an inherent servant nature.

  20. The Functions of a Servant Leader

    Directory of Open Access Journals (Sweden)

    Michiel Frederick Coetzer

    2017-02-01

    Full Text Available Servant leadership has been researched internationally and various types of favourable individual, team, and organisational outcomes have been linked to the construct. Different servant leadership measures have been validated to date and a clear distinction has been made between the theory of servant leadership and other leadership theories. However, it seems that research on the implementation of servant leadership within an organisation is still in need. The main functions of a servant leader are not yet conceptualised in the literature to help researchers or practitioners to implement servant leadership successfully within organisations. After conducting a systematic literature review, the main functions of a servant leader were identified. These functions were clustered into strategic servant leadership and operational servant leadership and supported by servant leadership characteristics and competencies as defined by current literature. The results of this study might help practitioners to develop servant leaders more effectively and assist organisations to cultivate a servant leadership culture within companies. Limitations and future research needs are discussed.

  1. The Relationship between the Servant Leadership Behaviors of Immediate Supervisors and Followers' Perceptions of Being Empowered in the Context of Small Business

    Science.gov (United States)

    Van Winkle, Barbara; Allen, Stuart; DeVore, Douglas; Winston, Bruce

    2014-01-01

    The purpose of this study was to measure the relationship between followers' perceptions of the servant leadership of their immediate supervisor and followers' sense of empowerment in the context of small businesses. A quantitative survey was completed by 116 employees of small businesses, including measures of supervisors' servant leadership…

  2. The impact of servant leadership dimensions on leader–member exchange among health care professionals

    DEFF Research Database (Denmark)

    Johansson Hanse, Jan; Harlin, Ulrika; Jarebrant, Caroline

    2016-01-01

    the work environment and turnover intentions in health care. Method A questionnaire-based cross-sectional study was undertaken at four hospital units in Sweden. The study sample included 240 employees. Results Significant bivariate correlations were found between all servant leadership dimensions and LMX......Aim The aim of the current study was to investigate the impact of servant leadership dimensions on leader–member exchange (LMX) among health-care professionals. Background Leadership support and the quality of the dyadic relationship between the leader and the employee are essential regarding...

  3. A confirmatory factor analytical study of a servant leadership measure in South Africa

    Directory of Open Access Journals (Sweden)

    Bright Mahembe

    2013-09-01

    Research purpose: The goal of the study was to validate the Servant Leadership Questionnaire(SLQ, which Barbuto and Wheeler developed, on a South African sample. Motivation for the study: The literature is replete with evidence of the role of follower focused leadership practices in improving team effectiveness, employee engagement and organisational success. We need to complement these efforts with psychometrically sound measuring instruments. Research design, approach and method: The authors drew a convenience sample of 288 school teachers from schools in the Western Cape Province of South Africa. They used the SLQ that Barbuto and Wheeler developed to measure servant leadership. Main findings: The authors found high levels of reliability for the sub-scales of the latent variables. They found good fit with the data for the measurement model of the five latent servant leadership dimensions (altruistic calling, persuasive mapping, emotional healing, wisdom and organisational stewardship through confirmatory factor analyses (CFA. They obtained reasonable fit for the first- and second-order servant leadership CFA. The authors concluded that the SLQ shows reasonable fit. Practical/managerial implications: The SLQ showed evidence of reliability and construct validity. It can contribute to the scientific selection and development of education leaders in South African schools. Contribution/value add: Servant leadership incorporates a service ethic that fosters participatory management, teacher development and team building. The department of education should increase team effectiveness in schools by selecting and developing servant leadership.

  4. The Advisor as Servant: The Theoretical and Philosophical Relevance of Servant Leadership to Academic Advising

    Science.gov (United States)

    McClellan, Jeffrey L.

    2007-01-01

    Servant. This novel actively portrays Greenleaf's concept of servant leadership by describing the extracurricular work of a university professor. Consequently, some scholars have demonstrated the relevance of servant leadership to classroom instruction (Powers & Moore, 2005). However, it was not as an instructor, but as an advisor that the…

  5. Servant First: A Multicase Study Exploring Servant Leadership in Community College Instructional Administrators

    Science.gov (United States)

    Elliott, Marvin Lee

    2012-01-01

    The purpose of this study was to explore the application of servant leadership principles to community college instructional administration. The study conducted was a multicase research design. The conceptual framework for the study was based on Greenleaf's work in servant leadership as expressed in 10 characteristics of servant leaders…

  6. Culture Matters--The Training of Senior Civil Servants in Austria, Germany, the Netherlands and Switzerland

    Science.gov (United States)

    Knassmüller, Monika; Veit, Sylvia

    2016-01-01

    Senior civil servants (SCS) are powerful actors with great responsibilities in the field of policymaking and management. Due to public sector reforms that are New Public Management oriented, specialised education and structured training programmes for (future) SCS as well as fast-track systems for high-potential employees have become increasingly…

  7. Factors affecting the retention of Generation X public servants: An exploratory study

    OpenAIRE

    Vhutshilo Masibigiri; Hester Nienaber

    2011-01-01

    Orientation: Retaining employees, especially Generation Xers, is imperative to ensure the high performance of organisations. Purpose: The purpose of this study was to explore the factors that affect the retention of Generation X public servants. Motivation for the study: Given their unique characteristics, it is a challenge to retain Generation X employees. This problem may be worse in the public sector than in the private sector, as there are fewer financial rewards in the public ...

  8. The spiritual features of servant-leadership

    NARCIS (Netherlands)

    Nandram, S.S.; Vos, J.

    2009-01-01

    In Chap. 19, Sharda Nandram and Jan Vos write about the spiritual foundations of Servant-Leadership. According to them, Servant-Leadership can be approached as a means to create a meaningful workplace for all of the stakeholders involved in an organization. It involves authenticity, listening to,

  9. Advising as Servant Leadership: Investigating the Relationship

    Science.gov (United States)

    Paul, W. Kohle; Smith, K. Courtney; Dochney, Brendan J.

    2012-01-01

    Advisors serve in many, often overlooked, roles. We investigated the supposition that McClellan (2007a) espoused between academic advising and servant leadership. Our hypotheses, that measures of servant leadership and developmental advising are correlated and that wisdom is the best predictor of developmental advising behaviors, were supported.…

  10. Applying Servant Leadership in Today's Schools

    Science.gov (United States)

    Culver, Mary K.

    2009-01-01

    This book illustrates how the ideal of servant leadership can be applied in your school today. With real-life scenarios, discussions, and self assessments, this book gives practical suggestions to help you develop into a caring and effective servant leader. There are 52 scenarios in this book, focusing on situations as varied as: (1) Dealing with…

  11. Servant Leadership: Teaching the Helping Professional

    Science.gov (United States)

    Fields, Joyce W.; Thompson, Karen C.; Hawkins, Julie R.

    2015-01-01

    Robert Greenleaf's principles of servant leadership are relevant to the helping professions, including empowerment and development of others, service to others, and open and participatory leadership. The study of servant leadership was infused into an undergraduate senior capstone experience (an internship) for emerging helping professionals…

  12. Servant Leadership as a Teachable Ethical Concept

    Science.gov (United States)

    McMahone, Marty

    2012-01-01

    This paper considers a different approach for developing ethical organizations. It argues that the practice of servant leadership provides a systematic training approach that should develop a more ethical culture. Servant leadership can serve as a "character ethic" that is teachable to individuals or organizations. The advantages and…

  13. Antecedents of team potency and team effectiveness: an examination of goal and process clarity and servant leadership.

    Science.gov (United States)

    Hu, Jia; Liden, Robert C

    2011-07-01

    Integrating theories of self-regulation with team and leadership literatures, this study investigated goal and process clarity and servant leadership as 3 antecedents of team potency and subsequent team effectiveness, operationalized as team performance and organizational citizenship behavior. Our sample of 304 employees represented 71 teams in 5 banks. Results showed that team-level goal and process clarity as well as team servant leadership served as 3 antecedents of team potency and subsequent team performance and team organizational citizenship behavior. Furthermore, we found that servant leadership moderated the relationships between both goal and process clarity and team potency, such that the positive relationships between both goal and process clarity and team potency were stronger in the presence of servant leadership.

  14. Servant leadership and work-related well-being in a construction company

    Directory of Open Access Journals (Sweden)

    Michiel F. Coetzer

    2017-11-01

    Full Text Available Orientation: High levels of work-related well-being are imperative to ensure financial stability, competitiveness and sustainability in the construction industry. Leadership plays a fundamental role to enhance work engagement and to decrease burnout. The interrelationships between servant leadership, job demands, job resources, work engagement and burnout are still unknown, especially within the construction industry. Research purpose: The aim of this study was to explore the interrelationships between servant leadership, job demands, job resources, work engagement and burnout in a construction company. Motivation for the study: The construction industry is a highly demanding and labour intensive industry, which makes it difficult to sustain high work engagement and low burnout. This industry therefore calls for a people-orientated leadership approach, such as servant leadership, to enhance job resources to ultimately increase work engagement and to decrease burnout levels. Research design, approach and method: A quantitative research design was applied and four quantitative surveys were used to collect data. Two hundred and twenty-four sets of questionnaires were completed by employees in a South African construction company. Main findings: The results indicated that job resources mediated a positive relationship between servant leadership and work engagement and a negative relationship between servant leadership and burnout. Servant leadership had a positive significant relationship with job resources and significantly explained a proportion of the variance in job resources. Job resources, in turn, significantly explained a proportion of increase in work engagement levels and a proportion of reduction in burnout levels. An insignificant relationship was found between job demands and servant leadership. Practical or managerial implications: The findings showed that servant leadership could be used as an effective leadership approach to enhance

  15. Leadership requirements for Lean versus servant leadership in health care: a systematic review of the literature

    Directory of Open Access Journals (Sweden)

    Aij KH

    2017-01-01

    Full Text Available Kjeld Harald Aij, Sofia Rapsaniotis VU University Medical Center, Division Acute Care and Surgery, Amsterdam, The Netherlands Abstract: As health care organizations face pressures to improve quality and efficiency while reducing costs, leaders are adopting management techniques and tools used in manufacturing and other industries, especially Lean. Successful Lean leaders appear to use a coaching leadership style that shares underlying principles with servant leadership. There is little information about specific similarities and differences between Lean and servant leaderships. We systematically reviewed the literature on Lean leadership, servant leadership, and health care and performed a comparative analysis of attributes using Russell and Stone’s leadership framework. We found significant overlap between the two leadership styles, although there were notable differences in origins, philosophy, characteristics and behaviors, and tools. We conclude that both Lean and servant leaderships are promising models that can contribute to the delivery of patient-centered, high-value care. Servant leadership may provide the means to engage and develop employees to become successful Lean leaders in health care organizations. Keywords: management, leadership attributes, efficiency, patient-centered, high-value care

  16. Achievement motivation features of female servants of government and local self-government bodies

    Directory of Open Access Journals (Sweden)

    T.U. Kulakovsk

    2018-03-01

    Full Text Available The article makes the theoretical analysis of the features of professional performance of civil servants and officials of local self-government bodies. The significant level of staff turnover among civil servants and the significant level of registered unemployed among the persons who had previously worked in these structures was revealed. The article carries out the theoretical analysis of psychological researches, which testify to the existence of direct correlation between the level of achievement motivation and success in an entrepreneurial activity. The purpose has been set to study the peculiar properties of achievement motivation of civil servants and officials of local self-government bodies. The researches have shown that the level of motivation for the achievement has a straightforward connection with the success of entrepreneurship. The purpose is to study the peculiarities of the motivation of achievement of civil servants and officials of local self-government bodies. There is the possibility for engagement of fired civil servants to entrepreneurial activities. The empirical study of achievement motivation peculiarities of female employees has been conducted. A statistically significant inverse correlation between the level of achievement motivation and the length of civil service has been established. The paper substantiates the need in further research aimed at uncovering the factors responsible for the inverse correlation between the level of achievement motivation and the term of service in the civil service.

  17. The relationship between servant leadership, affective team commitment and team effectiveness

    Directory of Open Access Journals (Sweden)

    Bright Mahembe

    2013-04-01

    Full Text Available Orientation: Value-based leadership practices play a critical role in teamwork in high-performance organisations. Research purpose: The aim of the study was to empirically validate a theoretical model explicating the structural relationships between servant leadership, affective team commitment and team effectiveness. Motivation for the study: The increased eliance on teams for production calls for an analysis of the role of follower-focused leadership practices in enhancing eam effectiveness. Research design, approach and method: A non-probabilityand multicultural sample consisting of 202 primary and secondary school teachers was drawn from 32 chools in the Western Cape Province of South Africa. Main findings: High levels of reliability were found and uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Good fit with the data was found for the measurement models through confirmatory factor analyses. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found amongst servant leadership, team effectiveness and affective team commitment. Standard multiple regression analysis showed that affective team commitment moderated the relationship between servant leadership and team effectiveness. Practical/managerial implications: The findings emphasise the central role played by servant leadership and affective team commitment in team performance. Servant leadership fosters team effectiveness if employees feel committed to their work team. Contribution/value-add: The servant leadership style alone may not be a sufficient condition for team effectiveness; other variables, such as affective team commitment, also play a role. The study suggested specific variables that may also combine with leadership to positively influence team effectiveness.

  18. The relationship between servant leadership, affective team commitment and team effectiveness

    Directory of Open Access Journals (Sweden)

    Bright Mahembe

    2013-04-01

    Full Text Available Orientation: Value-based leadership practices play a critical role in teamwork in high-performance organisations.Research purpose: The aim of the study was to empirically validate a theoretical model explicating the structural relationships between servant leadership, affective team commitment and team effectiveness.Motivation for the study: The increased eliance on teams for production calls for an analysis of the role of follower-focused leadership practices in enhancing eam effectiveness.Research design, approach and method: A non-probabilityand multicultural sample consisting of 202 primary and secondary school teachers was drawn from 32 chools in the Western Cape Province of South Africa.Main findings: High levels of reliability were found and uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Good fit with the data was found for the measurement models through confirmatory factor analyses. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found amongst servant leadership, team effectiveness and affective team commitment. Standard multiple regression analysis showed that affective team commitment moderated the relationship between servant leadership and team effectiveness.Practical/managerial implications: The findings emphasise the central role played by servant leadership and affective team commitment in team performance. Servant leadership fosters team effectiveness if employees feel committed to their work team.Contribution/value-add: The servant leadership style alone may not be a sufficient condition for team effectiveness; other variables, such as affective team commitment, also play a role. The study suggested specific variables that may also combine with leadership to positively influence team effectiveness.

  19. Servant Leadership and Constructive Development Theory: How Servant Leaders Make Meaning of Service

    Science.gov (United States)

    Phipps, Kelly A.

    2010-01-01

    A connection between servant leadership and constructive developmental theory is proposed. A theoretical framework is offered that examines the subject and object relationship for servant leaders at progressive stages of meaning making, showing how the way leaders make meaning of service evolves with their constructive development. The framework…

  20. Servant Teaching: An Exploration of Teacher Servant Leadership on Student Outcomes

    Science.gov (United States)

    Noland, Aaron; Richards, Keith

    2015-01-01

    Servant leadership is an approach to leadership that embraces the opportunity for the leaders to embrace service to their followers. This approach to leadership puts the goals, needs, and development of "followers" ahead of those of the leader. Applying servant leadership to classroom contexts serves as an opportunity to improve…

  1. Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

    Directory of Open Access Journals (Sweden)

    Hester Nienaber

    2012-12-01

    Full Text Available Purpose: The purpose of this article is to report on the factors perceived to influence the turnover intent of Generation X public servants. The problem: The researcher investigated the factors that Generation X public servants in South Africa perceive as influencing their turnover intent. Design: The problem was studied by way of a case study. The data were collected by means of semi-structured interviews. A total of eight purposively selected Generation X public servants participated in this study. Findings: The findings of the study show that the factors influencing the turnover intent of the Generation X public servants correspond to some of those proposed in the literature, including the nature of the job, traditional attitudes, and organisational context, both on the macro- and the micro-levels. Furthermore, these factors are also congruent with the drivers of engagement as set out in the literature, specifically content, coping, compensation, community and career. One of the implications of the findings of this study is that although the value of employees to organisations were established as long ago as the Renaissance, organisations still do not capitalise on their most important asset. It is in particular the direct (line manager that plays a crucial role in optimising the value-add of employees. Value: This study is original as it was the first to investigate the turnover intentions of Generation X public servants. Generation X employees are important as they are deemed to be the knowledge repositories of organisations and they are next in line to support the organisation when the Baby Boomers retire. The perceived turnover intentions correspond to some of the components of the generic turnover model proposed by Holtom et al. (2008. The question that arises is whether the turnover intentions of Generation X are any different from other generations. Conclusions: Given their unique characteristics, Generation X is a turnover risk, which

  2. How does a servant leader fuel the service fire? A multilevel model of servant leadership, individual self identity, group competition climate, and customer service performance.

    Science.gov (United States)

    Chen, Zhijun; Zhu, Jing; Zhou, Mingjian

    2015-03-01

    Building on a social identity framework, our cross-level process model explains how a manager's servant leadership affects frontline employees' service performance, measured as service quality, customer-focused citizenship behavior, and customer-oriented prosocial behavior. Among a sample of 238 hairstylists in 30 salons and 470 of their customers, we found that hair stylists' self-identity embedded in the group, namely, self-efficacy and group identification, partially mediated the positive effect of salon managers' servant leadership on stylists' service performance as rated by the customers, after taking into account the positive influence of transformational leadership. Moreover, group competition climate strengthened the positive relationship between self-efficacy and service performance. PsycINFO Database Record (c) 2015 APA, all rights reserved.

  3. Servant leadership and job satisfaction in the University of Iceland

    OpenAIRE

    Guðjón Ingi Guðjónsson; Sigrún Gunnarsdóttir

    2014-01-01

    Servant leadership is a philosophy of communication and leadership whith focus on decentralization, autonomy, mutual respect and commitment to society. In light of universities’ important societal role and importance of equality of academic staff it is presumed that servant leadership suits a university. Prior research indicates the value of servant leadership for universities’ performance. The purpose of the study was to assess servant leadership in the University of Iceland and its correlat...

  4. Saratanya (House Servant) in Ethiopia and 'Ya'yan Magajiya ...

    African Journals Online (AJOL)

    Saratanya is the name for House Servant all over Ethiopia, whereas 'Ya'yan Magajiya is the nomenclature for servants of Matrons operating canteens and brothels in Nigeria. The servants in these systems are exploited by their employers and most often treated as if they are slaves. In addition to labour exploitation, the ...

  5. DISCIPLINAIRIE LIABILITIES OF THE EUROPEAN PUBLIC SERVANTS

    Directory of Open Access Journals (Sweden)

    Mihaela Tofan

    2009-09-01

    Full Text Available Work discipline is essential for the proper conduct of business within an organization with implications for productivity and efficiency. Disciplinary liability arises as a direct result of breach of service obligations and rules of behaviour. At EU level, disciplinary responsibility of community public servant is governed by the provisions of the Statute of the European Community published in the Official Journal of the European Community no. L 56 March 4, 1968 and amended on numerous occasions. This paper proposes an analysis of concrete conditions which require disciplinary liability of the European public servant, disciplinary sanctions and procedures for implementing them.

  6. Examining Gender Differences of Servant Leadership: An Analysis of the Agentic and Communal Properties of the Servant Leadership Questionnaire

    Science.gov (United States)

    Barbuto, John E., Jr.; Gifford, Gregory T.

    2010-01-01

    This study examined the use of five servant leadership dimensions including altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship by male and female servant leaders. Staff members (368) employed in county government offices across a Midwestern state were sampled using the Servant Leadership Questionnaire…

  7. 5 CFR 734.202 - Permitted activities.

    Science.gov (United States)

    2010-01-01

    ... (CONTINUED) POLITICAL ACTIVITIES OF FEDERAL EMPLOYEES Permitted Activities § 734.202 Permitted activities. Employees may take an active part in political activities, including political management and political campaigns, to the extent not expressly prohibited by law and this part. ...

  8. New Strategies in the New Millennium: Servant Leadership As Enhancer of Service Climate and Customer Service Performance.

    Science.gov (United States)

    Linuesa-Langreo, Jorge; Ruiz-Palomino, Pablo; Elche-Hortelano, Dioni

    2017-01-01

    In a world in which customers are increasingly looking for solutions to their own concerns on how to make a better globalized world, new organizational strategies are emerging to approach the customer in the current third millennium. Servant leadership, which involves putting employees' needs first and serving the broader society, is emerging as a new strategic mechanism to approach the customer in line with the new social values-driven Marketing 3.0 era. Yet research has ignored the role and the various mechanisms servant leadership might utilize to improve customer service performance of their service units. Spanning 185 hotels located in Spain, a sample of 247 service units -in close contact with customers- was used to investigate whether servant leadership enhances customer service performance through shaping a service climate within the service unit. Results revealed that service climate mediates the positive influence of servant leadership on customer service performance. Managers can use these findings to note the value of leading the service unit in a servant friendly direction, which is better aligned with the new aspirations of customers today.

  9. Factors affecting the retention of Generation X public servants: An exploratory study

    Directory of Open Access Journals (Sweden)

    Vhutshilo Masibigiri

    2011-03-01

    Purpose: The purpose of this study was to explore the factors that affect the retention of Generation X public servants. Motivation for the study: Given their unique characteristics, it is a challenge to retain Generation X employees. This problem may be worse in the public sector than in the private sector, as there are fewer financial rewards in the public service than in the private sector. Research design: The interpretivist paradigm is appropriate for this study. It used a qualitative, empirical approach. The researchers obtained the data through purposive sampling and interviews. Main findings: The study showed that the factors affecting the retention of Generation X public servants include work content, utilisation of skills, career advancement, work–life balance, compensation, security needs, leadership and drive. Practical/managerial implications: Employers, like the civil service, can be proactive in retaining Generation X employees because of the factors that affect their retention. Managers can prevent further pressure on service delivery that the skills shortage has caused if they use the skills the employees already have. Contribution: The article fills a gap, as there has been little research on staff retention. This is particularly true of Generation X employees in South Africa. This article adds information that will improve retention strategies for Generation X employees, particularly in the public service.

  10. Analysis of the Public Servants' Needs. Case Study: Romania, the North-West Region

    Directory of Open Access Journals (Sweden)

    Simona Claudia CREȚA

    2011-02-01

    Full Text Available Considering that individuals can fulfill some of their needs at the workplace, we may assume that, from the moment people choose a job, they are oriented toward those organizations that ease needs’ satisfaction and quitting that job is less likely when the dominant work needs are met. This paper aims to identify and analyze the needs of public servants from the North-West Region of Romania. The research was conducted in two distinct parts: the identification of needs was made using interviews and the analysis was based on data collected by self-administrated questionnaires. Specific needs of public servants were identified, along with general needs which are expressed by employees from other sectors. 77 needs were analyzed and they were grouped in 22 dimensions following the application of a questionnaire to 343 employees. The results showed that there are three major needs that public servants have namely the need for an optimal organizational climate, the need to have a career and the need to have specific work characteristics.

  11. Advising as Servant Leadership: Investigating Student Satisfaction

    Science.gov (United States)

    Paul, W. Kohle; Fitzpatrick, Colleen

    2015-01-01

    Student satisfaction with advising is positively linked to first-year student retention and sophomore persistence to their senior year. However, inconsistencies in the advising literature confound conclusions about the most effective advising approach to elicit student satisfaction. Positive links between the servant leadership approach and…

  12. Servant Leadership and Instructional Literacy Coaching

    Science.gov (United States)

    Phillips, Thelma Jodale

    2013-01-01

    In an effort to enhance student achievement in reading, many high schools have integrated instructional literacy coaches into the teaching staff to provide support for the English teachers. The purpose of this quantitative, correlational study was to explore the relationship between the self-reported servant leadership practices used by…

  13. Putting servant leadership to the test

    NARCIS (Netherlands)

    M.J. Correia de Sousa (Milton Jorge)

    2014-01-01

    markdownabstractAs interest in the servant leadership model has grown among academics and managers alike, so too has curiosity about the complex mechanisms underpinning it and its applicability within real-life relational and organisational circumstances. These and other concerns are explored

  14. Servant Leader Development at Southeastern University

    Science.gov (United States)

    Rohm, Fredric W., Jr.

    2013-01-01

    Servant leadership as envisioned by Robert Greenleaf (1970) is a philosophy whereby leaders put the interests and growth of the follower ahead of themselves. Though the concept has been around since antiquity, scholars and practitioners in organizations began to embrace and expand the idea since the early 1990s. There are currently 20 models of…

  15. Leadership demands a servant heart.

    Science.gov (United States)

    Gray, J L

    1984-01-01

    It takes much more than knowledge to become an outstanding leader today. Authoritative, moral, and sacrificial leadership must be evident in performance, and although increasingly uncommon in our society, involvement with our fellow human beings must go far beyond getting along with others. The true leader must have faith in the unlimited capacities of man, and be loyal, enthusiastic, and absolutely honest. Perhaps above all, he must be willing to pay the price of his position: he must serve his employees, not rule.

  16. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China.

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-08-03

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors-male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants-explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028-0.634; p civil servants with high-job burnout scores and mental fatigue scores compared with civil servants with lower scores (OR = 1.139, 95% CI: 1.012-3.198; OR = 1.697, 95% CI: 1

  17. How to Apply Feedback to Improve Subjective Wellbeing of Government Servants Engaged in Environmental Protection in China?

    Science.gov (United States)

    Wang, Xinmeng; Zhang, Na; Li, Miaomiao

    2018-01-01

    Background In order to improve subjective wellbeing of government servants engaged in environmental protection who work in high power distance in China, it is important to understand the impact mechanism of feedback. This study aims to analyze how feedback environment influences subjective wellbeing through basic psychological needs satisfaction and analyzing the moderating role of power distance. Method The study was designed as a cross-sectional study of 492 government servants engaged in environment protection in Shandong, China. Government servants who agreed to participate answered self-report questionnaires concerning demographic conditions, supervisor feedback environment, basic psychological need satisfaction, and power distance as well as subjective wellbeing. Results Employees in higher levels of supervisor feedback environment were more likely to experience subjective wellbeing. Full mediating effects were found for basic psychological needs satisfaction. Specifically, supervisor feedback environment firstly led to increased basic psychological needs satisfaction, which in turn resulted in increased subjective wellbeing. Additional analysis showed that the mediating effect of basic psychological needs satisfaction was stronger for employees who work in high power distance than in low power distance. Conclusion The results from the study indicate that supervisor feedback environment plays a vital role in improving subjective wellbeing of government servants engaged in environmental protection through basic psychological needs satisfaction, especially in high power distance. PMID:29662901

  18. RECRUITMENT AND PROFESSIONAL TRAINING OF CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    Roxana Cristina RADU

    2014-06-01

    Full Text Available An ever increasing feature of public office is the way in which the recruitment and training of civil servants are controlled by legislation. Civil servants are a basic component of public administration but they are also important for labor law because civil service relations have the characteristics of an employment relationship and also specific features resulting from the rules of public law. The relevant expression of the interferences between public and private law for civil servants is recruitment and training. The originality of this article lies in the multidisciplinary character, combining elements of labor law, administrative law and human resources management, character reflected in the bibliography used. Another merit of this study is that the authors correlated the provisions of various laws: Constitution, Labor Code, Law no. 161/2003 on the transparency in exercising public dignities and public functions, Government Ordinance no. 137/2000 regarding the prevention and sanction of all discrimination forms, Government Ordinance no. 129/2000 concerning adults’ professional training.

  19. Leading people positively: cross-cultural validation of the Servant Leadership Survey (SLS).

    Science.gov (United States)

    Rodríguez-Carvajal, Raquel; de Rivas, Sara; Herrero, Marta; Moreno-Jiménez, Bernardo; van Dierendonck, Dirk

    2014-10-24

    Servant Leadership emphasizes employee's development and growth within a context of moral and social concern. Nowadays, this management change towards workers´ wellbeing is highlighted as an important issue. The aims of this paper are to adapt to Spanish speakers the Servant Leadership Survey (SLS) by van Dierendonck and Nuijten (2011), and to analyze its factorial validity through confirmatory factor analysis and measurement invariance in three countries. A sample of 638 working people from three Spanish-speaking countries (Spain, Argentina and Mexico) participated in the study. In all three countries, confirmatory factor analyses corroborate the eight factor structure (empowerment, accountability, standing back, humility, authenticity, courage, forgiveness and stewardship) with one second order factor (servant leadership) (in all three samples, CFI, IFI > .92, TLI > .91, RMSEA < .70). Also, factor loadings, reliability and convergent validity were acceptable across samples. Furthermore, through measurement invariance analysis, we detected model equivalence in all three countries including structural residual invariance (ΔCFI = .001). Finally, cultural differences in some dimensions were found and discussed, opening the way for future cross-cultural studies.

  20. Relations of occupational stress to occupational class in Japanese civil servants : analysis by two occupational stress models

    OpenAIRE

    Kawaharada, Mariko; Saijo, Yasuaki; Yoshioka, Eiji; Sato, Tetsuro; Sato, Hirokazu; Kishi, Reiko

    2007-01-01

    The aim of the present study was to identify relations between occupational stress and occupational class in Japanese civil servants, using two occupational stress models – the Effort-Reward Imbalance (ERI) Model and the Job Demand-Control (JDC) Model. The subjects were employees of three local public organizations. We distributed self-administered questionnaires and assessed occupational stress by ERI and JDC. We used seven occupational categories based on the Standard Occupational Classific...

  1. Affective temperament, job stress and professional burnout in nurses and civil servants.

    Science.gov (United States)

    Jaracz, Marcin; Rosiak, Izabela; Bertrand-Bucińska, Anna; Jaskulski, Maciej; Nieżurawska, Joanna; Borkowska, Alina

    2017-01-01

    The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses. 100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions. Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant. Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.

  2. Affective temperament, job stress and professional burnout in nurses and civil servants.

    Directory of Open Access Journals (Sweden)

    Marcin Jaracz

    Full Text Available The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses.100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions.Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant.Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.

  3. Internal social responsibility: the perception of the public servants from a federal institution; Responsabilidade social interna: a percepção dos servidores públicos de uma autarquia federal

    Energy Technology Data Exchange (ETDEWEB)

    Laranja, Leticia Cruz

    2017-07-01

    The paper aims to analyze the perception of public servants from a federal autarchy regarding its practices, actions and Corporate Social Responsibility programs towards its servants, as well as proposing improvements. Thus, a revision of the existing literature on the evolution of Corporate Social Responsibility was carried out, as well as its applications on the public sector and inside its organizations. The quantitative-descriptive research was performed from a survey using a closed questionnaire developed from the Ethos Indicators focused on workforce. The research results indicated the dominance of a negative perception by the servants regarding Internal Social Responsibility practices in the autarchy, as well as the dominant negative perception from servants without leadership positions and with shorter length of service against the point of view of servants that occupy leadership positions and with longer length of service. The research allowed the identification of practices related to Working Conditions, Working Day and Life Quality as being more relevant, and practices regarding Unions Relations as being the least relevant for servants. In order to improve the perception of the servants on the issues evaluated negatively it is recommended to developed actions and programs related to professional development, employability and retirement, health and safety, working conditions and life quality, and to developed actions aimed at employees without leadership positions and with shorter length of service, whose perceptions were more negative. (author)

  4. CORE SELF-EVALUATIONS, JOB SATISFACTION, TRANSFORMATIONAL AND SERVANT LEADERSHIP MODEL IN THE ROMAN CATHOLIC EDUCATION SYSTEM

    Directory of Open Access Journals (Sweden)

    Mary Caroline N. Castano

    2017-12-01

    Full Text Available Core self-evaluations, effective leadership styles and employee job satisfaction are essential factors for organizational success. This paper aims to determine the relationship of the leader’s core self-evaluations, transformational leadership and servant leadership styles to their follower’s job satisfaction in selected Parochial Schools in Manila, Philippines under the Roman Catholic Education System. The respondents were selected according to certain criteria. Descriptive correlational design was used. In total, 308 individuals from the teaching and non-teaching personnel participated. The data were collected using survey questionnaires. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM. Research findings revealed that a positive relationship exists between leader’s core self-evaluations and transformational leadership; core self-evaluations to servant leadership; transformational leadership to job satisfaction; and servant leadership to job satisfaction. These relationships are statistically significant. The relationship of the leader’s core self-evaluations to the follower’s job satisfaction indicated a direct effect but were statistically non-significant on the basis of its p-value. The major contribution of the current study is to extend the limited literature regarding the antecedents of the four (4 selected variables. The researcher recommends to the school leaders to create a motivating environment through a more transformational and servant leadership behavior that will enhance their follower’s work satisfaction.

  5. Servant Leadership: Guiding Extension Programs in the 21st Century

    Science.gov (United States)

    Astroth, Kirk A.; Goodwin, Jeff; Hodnett, Frank

    2011-01-01

    A new set of leadership skills is required for Extension administrators for the 21st century. Past models and theories are reviewed and discussed. The old "power" model of leadership is no longer relevant. A relatively new model called "Servant Leadership" is reviewed and explained. Seven key practices of servant leadership are outlined, and the…

  6. Correlational Analysis of Servant Leadership and School Climate

    Science.gov (United States)

    Black, Glenda Lee

    2010-01-01

    The purpose of this mixed-method research study was to determine the extent that servant leadership was correlated with perceptions of school climate to identify whether there was a relationship between principals' and teachers' perceived practice of servant leadership and of school climate. The study employed a mixed-method approach by first…

  7. Tides of School Reform: A Case for Servant Leadership

    Science.gov (United States)

    Betz, Natalie Christine

    2012-01-01

    This qualitative, narrative inquiry, case study explored the philosophy of servant leadership through the lens of a new high school principal and its impact on the culture of a suburban high school in New Jersey. This case study examined the impact the philosophy of servant leadership had on the school's culture by examining to what extent a) the…

  8. Marital Instability And Depression Among Public Servants In Cross ...

    African Journals Online (AJOL)

    This study was carried out to establish the relationship between marital instability as a determinant of depression among public servant in cross river state, Nigeria. The study adopted the ex-post fact design. The sample consisted of 500 (429 males 71 female) public servants who were randomly selected from state ...

  9. Housing and Deviance among Civil Servants' Adolescent Children ...

    African Journals Online (AJOL)

    Both primary and secondary data were used for the study. A cross-sectional research design technique was utilized for the study. Multi-stage and purposive sampling methods were adopted in administering a set of pre-tested questionnaire on 240 civil servants, comprising 120 civil servants that were residing in Lokoja ...

  10. The Effect of Servant Leadership on Organizational Citizenship Behavior: A Study in Five Star Hotel Enterpris es i n İstanbul and Afyonkarahisar

    Directory of Open Access Journals (Sweden)

    Ahmet Baytok

    2013-12-01

    Full Text Available The aim of this study is to identify the effects of servant leadership qualities of managers on organizational citizenship behavior in hotel enterprises. In the scope of the research, the data was obtained from 513 employees in Istanbul and Afyonkarahisar in 2013 by employing questionnaire techniques. As a result of data analysis, a moderate positive relationship between servant leadershipand organizational citizenshipbehavior was detected. In this context, it is found that while empowerment, vision and trust behaviors influence employees’ organizational citizenship behavior positively, no positive impact of agapao love and altruism behavior on organizational citizenship behaviorwas detected. It is seen that, the perceptions of employees on the trust which is one of sub-dimensions of servant leadership and the level of organizational citizenship behavior perceptions in Istanbul is more positive than employees in Afyonkarahisar. In addition, while a significant difference is identified in employees’ servant leadership perceptions according to their education levels, no significant difference was observed in consideration with their other individual characteristics.

  11. The servant leader: a higher calling for dental professionals.

    Science.gov (United States)

    Certosimo, Fred

    2009-09-01

    The dental profession is guided by normative principles that provide guidance to our leaders and practicing dentists in addressing the needs of patients and the profession, yet there is room for incorporating new ideas that help dental professionals meet their professional obligations. The purpose of this essay is to discuss the concept of "servant leadership," especially in contrast with "self-serving leaders," and to suggest that servant leadership is consistent with the high ethical and professional ideals of the dental profession. The servant leader is the antithesis of the self-serving leader, who incessantly seeks more power and acquisition of material possessions. The servant leader's highest priority is the people (patients/students/customers) he or she serves. The concept of the servant-leader can take us away from self-serving, top-down leadership and encourage us to think harder about how to respect, value, and motivate people and ultimately provide better service to our patients.

  12. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China

    Science.gov (United States)

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-01-01

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors—male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants—explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028–0.634; p job tenure of 10–20 years (OR = 0.632, 95% CI: 0.359–0.989; p job strain (OR = 0.657, 95% CI: 0.052–0.698; p job burnout scores and mental fatigue scores compared with

  13. SERVANT LEADERSHIP THROUGH DISTANCE LEARNING: A Case Study

    Directory of Open Access Journals (Sweden)

    Eric James RUSSELL

    2013-10-01

    Full Text Available This qualitative study explored the influence a distance learning servant leadership course had on the emergency service students’ understanding of leadership. The research study utilized a case study design in order to tell the story of the lived experiences of the participants. The setting for the study was a state university in Utah, with the six participants being declared, undergraduate emergency services majors that underwent a 15-week distance learning servant leadership class. The data used in the study consisted of the post-hoc online eJournal writings of the participants. The data analysis revealed to two themes that formed the individual case descriptions presented in results section. The literature review acknowledged the problem of bureaucracy within the emergency services and identified the practice of servant leadership as a possibility for overcoming the often-bureaucratic approach towards leadership. In addition, the literature review identified commonalities between established constructs of servant leadership and the emergency services. The findings of the study seem to demonstrate that undergoing a class on servant leadership left lasting impressions on becoming a servant leader and overall was a positive experience for the student. This study’s findings add to the existing body of knowledge associated with servant leadership within emergency service academia.

  14. Servant Leadership, Emotional Intelligence: Essential for Baccalaureate Nursing Students.

    Science.gov (United States)

    Anderson, Della

    2016-08-01

    Baker University Bachelor of Science in Nursing students study servant leadership and emotional intelligence in a Leadership and Management in Professional Nursing course. The acquisition of these skills increases collaboration with clients and colleagues. Servant leadership improves care through encouragement and facilitation rather than power (Waterman, 2011). Emotional intelligence allows individuals to deal effectively with emotions and is associated with better health (Por, Barriball, Fitzpatrick, & Roberts, 2011). Knowledge of servant leadership, combined with emotional intelligence, creates a relationship with self; encourages relationships with others, clients, and providers; allows teamwork participation; and impacts the entire community.

  15. Knowledge and attitude of civil servants in Osun State ...

    African Journals Online (AJOL)

    In Nigeria, inequity and poor accessibility to quality health care has been a persistent problem. ... This is a descriptive, cross sectional study of 380 civil servants in the employment of Osun state ... ideally should benefit from the scheme.

  16. Have You Paid Your Rent? Servant Leadership in Correctional Education

    Directory of Open Access Journals (Sweden)

    Alana Jeaniece Simmons

    2015-04-01

    Full Text Available This article makes the case for servant leadership as a model and as a philosophy to guide correctional educationalists on how to interact with their students. This article begins with an introduction to identify the gap in the literature with regards to the relationship between servant leadership and adult and correctional education. It continues with a summary of the 10 characteristics of servant leadership that parallel some of the characteristics that educators exhibit in the prison classroom, and explores how those characteristics impact the student population. We conclude by providing a framework by which further research should explore the link between servant leadership and correctional education in order to enhance classroom practices.

  17. Exploring the differentials between servant and transformational leadership

    NARCIS (Netherlands)

    D. van Dierendonck (Dirk); D.A. Stam (Daan)

    2014-01-01

    textabstractAcademic and managerial opinion has been divided for years over the respective merits of servant leadership and transformational leadership styles. However, a new study suggests that one can be just as effective as the other.

  18. An Analysis of Generational Differences Among Civil Servants

    National Research Council Canada - National Science Library

    Williams, Stacey

    2004-01-01

    .... With the notable exception of the Smola and Sutton (2002) study, little empirical research has explored the extent to which these differences actually exist and whether differences exist among civil servants...

  19. Servant leadership in organizations : a cross-national study.

    OpenAIRE

    Chin, David Teckleong

    2017-01-01

    The primary purpose of the study is to gain a clearer understanding of the phenomenon of servant leadership through the analysis of historical and contemporary empirical data. The study was prompted by recent reports of leadership practices in progressive organizations from leading economies where the traditional way of leading by command and control i.e. the authoritarian type of leadership, is giving way to a more humane and inclusive form of leadership. "Servant leadership" describes leade...

  20. Servant leadership: enhancing quality of care and staff satisfaction.

    Science.gov (United States)

    Neill, Mark W; Saunders, Nena S

    2008-09-01

    Servant leadership encompasses a powerful skill set that is particularly effective in implementing a team approach to the delivery of nursing practice. This model encourages the professional growth of nurses and simultaneously promotes the improved delivery of healthcare services through a combination of interdisciplinary teamwork, shared decision making, and ethical behavior. The authors describe the case application of servant leadership principles in a Department of Veterans Affairs Medical Intensive Care Unit located in a large urban center.

  1. Servant Leadership Trends Impact on 21st Century Business

    Directory of Open Access Journals (Sweden)

    Dr. Oris Guillaume

    2013-07-01

    Full Text Available Servant Leadership (SL has been in the forefront of business theory for the past decade and yet has been slightly utilized to describe and analyze specific areas of the concerns of business today. This study will attempt to apply the theories of Servant Leadership to the concerns of outsourcing, internet-related business and the trends associated with the Baby Boomer generation.

  2. Bureaucratic Dilemmas: Civil servants between political responsiveness and normative constraints

    DEFF Research Database (Denmark)

    Christensen, Jørgen Grønnegård; Opstrup, Niels

    2017-01-01

    The interaction between political executives and civil servants rests on a delicate balance between political responsiveness and the duty of civil servants and ministers to respect legal and other normative constraints on executive authority. In Danish central government, this balance is stressed...... by norms that define the correct behavior when the civil service provides ministers with political advice and assistance. Organizational factors strongly influence civil servants’ behavior when they have to balance responsiveness against constraints on their role as political advisers. Moreover, civil...

  3. Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

    Science.gov (United States)

    Antonakas, Nikolaos; Mironaki, Amalia

    2009-08-01

    The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

  4. An evaluation of Public servant awareness and use of GIS/Remote ...

    African Journals Online (AJOL)

    GIS)/Remote Sensing by public servants in environmental related professions in Ibadan, Oyo State, Nigeria. The data used in this paper was collected through administration of 101 questionnaires to public servants in town planning, architecture ...

  5. The Relationship between Servant Leadership and Student Achievement in Southwest Virginia Schools

    Science.gov (United States)

    Crabtree, Christopher Thomas Stanley

    2014-01-01

    The purpose of this correlational study is to test the theory of servant leadership that relates the servant leadership characteristics of school principals to student achievement in Southwest Virginia schools. The primary independent variable was principals' servant leadership characteristics as derived from a self-assessment survey (SASL). The…

  6. The Relationship between Servant Leadership and Staff Job Satisfaction in Boarding Schools

    Science.gov (United States)

    Fung, Hans

    2017-01-01

    Many studies of organizations that employ the servant leadership model have been conducted, but there is a lack of empirical research on the relationship between servant leadership and staff job satisfaction in religious educational institutions that do not pay their staff. Therefore, a study of the correlation between servant leadership style,…

  7. Servant teaching: the power and promise for nursing education.

    Science.gov (United States)

    Robinson, F Patrick

    2009-01-01

    The best theoretical or practical approaches to achieving learning outcomes in nursing likely depend on multiple variables, including instructor-related variables. This paper explores one such variable and its potential impact on learning. Application of the principles inherent in servant leadership to teaching/learning in nursing education is suggested as a way to produce professional nurses who are willing and able to transform the health care environment to achieve higher levels of quality and safety. Thus, the concept of servant teaching is introduced with discussion of the following principles and their application to teaching in nursing: judicious use of power, listening and empathy, willingness to change, reflection and contemplation, collaboration and consensus, service learning, healing, conceptualization, stewardship, building community, and commitment to the growth of people. Faculty colleagues are invited to explore the use of servant teaching and its potential for nursing education.

  8. Politicization and the Replacement of Top Civil Servants in Denmark

    DEFF Research Database (Denmark)

    Christensen, Jørgen Grønnegård; Opstrup, Niels; Klemmensen, Robert

    2014-01-01

    This article of top civil servants in Danish central and local government sheds new light on politicization. A survival analysis shows that since 1970, the risk that a top civil servant will be replaced has increased. There is no evidence of politicization in central government while city managers......’ risk of replacement increases both when a new mayor, representing another party and holding an absolute majority, and when the shift of mayor takes place within the same party. We interpret these results as evidence of the adaptability of the merit civil service and political executives’ stronger...... insistence on their authority to make discretionary replacements....

  9. 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.

  10. Good to Think with: Domestic Servants, England 1660-1750

    Directory of Open Access Journals (Sweden)

    Jeanne Clegg

    2015-03-01

    Full Text Available This article surveys scholarship dealing with domestic service in England at the latter end of early modernity. Neglected by British social historians of ‘productive’ working classes, servants began to attract serious interest only after demographers of the 1970s showed that in the north and west of pre-industrial Europe youths of all social ranks passed several years in ‘life-cycle service’. The concept has proved controversial, but fruitful for study of the family and of the many functions performed within the extended household. In the 1980s feminism, and the revival of servant-keeping, stimulated interest in modern domestic workers, to whom those of earlier times were often assimilated. The focus has since shifted to radical changes (feminisation and proletarianisation taking place in the later eighteenth century, and away from the complex hierarchies typical of great houses onto middling-sort servant-keeping. Recently historians have investigated the agency enjoyed by eighteenth-century servants, and affective aspects of household relationships. Archival research, facilitated by digitalisation, studies of material culture and household spaces, willingness to read between the lines and against the grain, now offer greater insight into the experiences of and cultural forms used by this group of labouring-class men and women. 

  11. A Study Concerning of Servant Leadership of Radiotechnologist

    International Nuclear Information System (INIS)

    An, Hyun; Ko, Seong Jin; Kang, Se Sik; Kim, Dong Hyun; Kim, Chang Soo; Kim, Jung Hoon

    2012-01-01

    This study aimed to look at servant leadership that general radiotechnologist perceive from the servant leadership perspective and based on this to suggest ways to improve not only organizational effects of radiotechnologist who work clinically but also their working conditions. A population of 290 radiotechnologist who work at hospital in Pusan was the subject of this study and a survey was conducted to them. The analysis for the collected data used SPSS/PC+Win13 version and one-way, ANOVA was carried out to verify differences between groups. Servant leadership according to background factors showed relatively higher values among unmarried than married, twenties or more in terms of age, and nuclear medicine department in terms of the work department than other groups. Regular positions in terms of work types and university hospitals in terms of hospital types showed high scores, and as the motive for being a radiotechnologist, many considered job prospects. Hospitals should improve the organization's ability and performance by managing human resources efficiently. According to this study, servant leadership that radiotechnologist serve the community based on true prestige with basic honesty and trust as a member of fair community is a new model of true leadership that the future society requires.

  12. Bureaucratic Blockages : Water, Civil Servants, and Community in Tanzania

    OpenAIRE

    Bailey, Juli

    2017-01-01

    How do civil servants in district water and sanitation departments address problems of water access in rural communities in Tanzania? What are the bureaucratic procedures they follow? How do the bureaucratic procedures around formulating budgets, managing money, and interacting with communities impede or enhance their ability to manage water projects? This report addresses these and related ...

  13. The Levels of Leadership and Transcendent Servant Leadership Development

    Science.gov (United States)

    McClellan, Jeffrey L.

    2009-01-01

    This paper addresses the challenges associated with defining and conceptualizing leadership amidst the plethora of theoretical constructs and definitions of leadership and proposes a model for developing transcendent servant-leaders. Based on a review of the literature, three categorical levels of leadership are outlined and discussed that…

  14. A Case Study of Servant Leadership in the NHL

    Science.gov (United States)

    Crippen, Carolyn

    2017-01-01

    An examination of the organizational culture of the Vancouver Canucks of the NHL provides exemplars for all learning institutions. A culture connected directly to a servant-leader philosophy was identified through a cumulative qualitative case study of key personnel within the organization. Data included transcribed interviews, archival research,…

  15. The Relationship between School Administrators Personalities and Servant Leadership Behaviours

    Science.gov (United States)

    Saglam, Mehmet Hilmi; Alpaydin, Yusuf

    2017-01-01

    In a globalized world, people's financial opportunities are increasing. However, their spiritual and moral behaviour is diminishing. This situation can be seen in both people and institutions, especially in the education sector. Servant Leadership, which presents a new perspective on this humanitarian crisis, is a modern leadership approach. An…

  16. Servant Leadership Theory and the Emergency Services Student

    Science.gov (United States)

    Russell, Eric James

    2014-01-01

    This present case study explores the influence a servant leadership class had on a group of emergency service students' understanding of the roles and characteristics of a leader. The setting for the study was a state university in the Western United States. The six participants were undergraduate emergency services majors that underwent a 15-week…

  17. Building Effective Medical Missions with Servant Leadership Skills.

    Science.gov (United States)

    Johanson, Linda

    Nurses are naturally drawn to service opportunities, such as short-term medical missions (STMM), which hold great potential to benefit health. But STMMs have been criticized as potentially being culturally insensitive, leading to dependency, inadvertently causing harm, or being unsustainable. Utilizing servant leadership skills, nurses can effectively build community, vision, and sustainability into STMM projects.

  18. Principles of 'servant leadership' and how they can enhance practice.

    Science.gov (United States)

    Waterman, Harold

    2011-02-01

    This article explores the concept of service in modern health and social care. It examines the principles of servant leadership in the contexts of service, community and vision, in that, if service is what leaders do, community is who they do it for and vision is how the two concepts are brought together.

  19. Servant Leadership through Distance Learning: A Case Study

    Science.gov (United States)

    Russell, Eric James

    2013-01-01

    This qualitative study explored the influence a distance learning servant leadership course had on the emergency service students' understanding of leadership. The research study utilized a case study design in order to tell the story of the lived experiences of the participants. The setting for the study was a state university in Utah, with the…

  20. Servants, Managers and Monkeys: New Perspectives on Leadership

    Science.gov (United States)

    Buskey, Frederick C.

    2014-01-01

    In this article the author questions whether the understanding of teaching and leading is the same today as it was last year? The chances are that the concept of what it means to be a teacher and a leader has changed. After describing three leadership types: servants, managers, and monkeys, Buskey suggest several things that are needed to improve…

  1. Authors: T Cohen and L Matee PUBLIC SERVANTS' RIGHT TO ...

    African Journals Online (AJOL)

    10332324

    1996-02-18

    Feb 18, 1996 ... PUBLIC SERVANTS' RIGHT TO STRIKE IN LESOTHO, BOTSWANA AND. SOUTH AFRICA – A COMPARATIVE STUDY. T COHEN*. L MATEE**. 1. Introduction. Freedom of association and its cornerstone, the right to strike, are integral to effective labour relations and a free and democratic society.

  2. Family Planning Behaviour of Male Civil Servants in Ibadan, South ...

    African Journals Online (AJOL)

    Men play critical roles in women's ability to seek health care and Reproductive Health programmes are likely to be more effective when men are involved in some way. The study was designed to assess the family planning (FP) behaviour of male civil servants in Ibadan, and determine their roles in their spouses' FP ...

  3. A Study Concerning of Servant Leadership of Radiotechnologist

    Energy Technology Data Exchange (ETDEWEB)

    An, Hyun; Ko, Seong Jin; Kang, Se Sik; Kim, Dong Hyun; Kim, Chang Soo; Kim, Jung Hoon [Dept. of Radiological Science, College of Health Sciences, Catholic University of Pusan, Pusan (Korea, Republic of)

    2012-09-15

    This study aimed to look at servant leadership that general radiotechnologist perceive from the servant leadership perspective and based on this to suggest ways to improve not only organizational effects of radiotechnologist who work clinically but also their working conditions. A population of 290 radiotechnologist who work at hospital in Pusan was the subject of this study and a survey was conducted to them. The analysis for the collected data used SPSS/PC+Win13 version and one-way, ANOVA was carried out to verify differences between groups. Servant leadership according to background factors showed relatively higher values among unmarried than married, twenties or more in terms of age, and nuclear medicine department in terms of the work department than other groups. Regular positions in terms of work types and university hospitals in terms of hospital types showed high scores, and as the motive for being a radiotechnologist, many considered job prospects. Hospitals should improve the organization's ability and performance by managing human resources efficiently. According to this study, servant leadership that radiotechnologist serve the community based on true prestige with basic honesty and trust as a member of fair community is a new model of true leadership that the future society requires.

  4. Employee Care

    OpenAIRE

    Zavadilová, Eva

    2014-01-01

    The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

  5. Service and Servants in Early Modern English Culture to 1660

    Directory of Open Access Journals (Sweden)

    Elizabeth Rivlin

    2015-03-01

    Full Text Available This review essay surveys the last ten years of literary scholarship on service and servants in early modern England, with a particular focus on Shakespeare, to offer an overview of approaches and a sense of new directions in the field. The essay examines how studies have often pivoted between considering the act (‘service’ and the person (‘servant’ who performs it. Definitional ambiguities seem permanently to hover around these key terms. But rather than portending incoherence, the continuing presence of multiple definitions signals that scholarship about service and servants has reached a certain maturity. In the period under review, the field has matured to the point that critics no longer need to prove that service deserves consideration as an object of study, with the result that they can pursue vigorously the ways in which service and servants are imbricated with larger ontological and phenomenological questions. Investigating recent criticism on service takes this essay into critical territory that encompasses not only social class, economics, occupational identity, and subjectivity, but also aesthetics, ethics, affect, gender and sexuality, politics, race and colonialism. One important conclusion is that a growing body of work, some of it tracing the development of inter-Atlantic slavery from paradigms of service, offers a material, historical perspective on the ways in which servants enable freedom for others without being enabled to experience it for themselves. Looking to the future, the author encourages Anglo-American critics to think more expansively and comparatively about service, so that new connections might be drawn between the supposedly vanished world of servants and service and the global service economy in which we all participate today.

  6. Proud to Be a Public Servant? An Analysis of the Work-Related Determinants of Professional Pride among Dutch Public Servants

    NARCIS (Netherlands)

    Borst, R.T.; Lako, C.J.

    2017-01-01

    A proud public servant is defined as someone who works honorably, conscientiously, and with dedication. Although professional pride has several positive effects on the performances of public servants, it is not instantly apparent which instruments help to stimulate pride. This study combines the Job

  7. Introducing a Short Measure of Shared Servant Leadership Impacting Team Performance through Team Behavioral Integration

    Science.gov (United States)

    Sousa, Milton; Van Dierendonck, Dirk

    2016-01-01

    The research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioral integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to collect data in two similar studies. Study 1 included 244 undergraduate students in 61 teams following an intense HRM business simulation of 2 weeks. The following year, study 2 included 288 students in 72 teams involved in the same simulation. The most important findings were that (1) shared servant leadership was a strong determinant of team behavioral integration, (2) information exchange worked as the main mediating process between shared servant leadership and team performance, and (3) the essence of servant leadership can be captured on the key dimensions of empowerment, humility, stewardship and accountability, allowing for a new promising shortened four-dimensional measure of shared servant leadership. PMID:26779104

  8. Introducing a Short Measure of Shared Servant Leadership Impacting Team Performance through Team Behavioral Integration.

    Science.gov (United States)

    Sousa, Milton; Van Dierendonck, Dirk

    2015-01-01

    The research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioral integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to collect data in two similar studies. Study 1 included 244 undergraduate students in 61 teams following an intense HRM business simulation of 2 weeks. The following year, study 2 included 288 students in 72 teams involved in the same simulation. The most important findings were that (1) shared servant leadership was a strong determinant of team behavioral integration, (2) information exchange worked as the main mediating process between shared servant leadership and team performance, and (3) the essence of servant leadership can be captured on the key dimensions of empowerment, humility, stewardship and accountability, allowing for a new promising shortened four-dimensional measure of shared servant leadership.

  9. Introducing a short measure of shared servant leadership impacting team performance through team behavioral integration

    Directory of Open Access Journals (Sweden)

    Milton eSousa

    2016-01-01

    Full Text Available The research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioural integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to collect data in two similar studies. Study 1 included 244 undergraduate students in 61 teams following an intense HRM business simulation of two weeks. The following year, study 2 included 288 students in 72 teams involved in the same simulation. The most important findings were that (1 shared servant leadership was a strong determinant of team behavioural integration, (2 information exchange worked as the main mediating process between shared servant leadership and team performance, and (3 the essence of servant leadership can be captured on the key dimensions of empowerment, humility, stewardship and accountability, allowing for a new promising shortened four-dimensional measure of shared servant leadership.

  10. Improve Organizational Effectiveness, Culture, and Climate Through Servant Leadership

    Science.gov (United States)

    2017-06-09

    emotional intelligence, moral maturity and conation, prosocial identity, core self-evaluation, and low narcissism.67 These attributes form the way...only themselves, but care for their follower’s emotional pain.35 Servant leaders have a sense of awareness, commonly known as emotional intelligence...Handbook of Leadership and Organizations (2014): 362. 19 different in “moral development, emotional intelligence, and self-determinedness, and

  11. Professional identity of civil servants as a scientific problem

    OpenAIRE

    Nataliia Anatoliivna Lypovska; Mykola Oleksandrovych Malanchii

    2013-01-01

    The article examines the concept of «professional identity» and its importance for the analysis of the professionalization of the civil servants. The basic concepts such as “profession”, “professionalism” (“professional development”), “professional competence”, and their relationship are concerned. Relevance of the research is due to the fact that professional identity acts as an internal source of professional development and personal growth of any business entity, and the question of the de...

  12. Salivary cortisol and sleep problems among civil servants

    DEFF Research Database (Denmark)

    Hansen, Åse Marie; Thomsen, Jane Frølund; Kaergaard, Anette

    2012-01-01

    OBJECTIVE: The present study used information from a field study conducted among 4489 civil servants (70% women) in Denmark in 2007. The purpose was to examine the association between sleep problems and salivary cortisol by using a cross-sectional design with repeated measures in a subsample three...... during the past four weeks were associated with low morning and evening saliva cortisol concentrations: [-3.1% per score of disturbed sleep (p=.009); and -4.7% per score of awakening problems (p...

  13. Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

    OpenAIRE

    Hester Nienaber; Vhusthilo Masibigiri

    2012-01-01

    Purpose: The purpose of this article is to report on the factors perceived to influence the turnover intent of Generation X public servants. The problem: The researcher investigated the factors that Generation X public servants in South Africa perceive as influencing their turnover intent. Design: The problem was studied by way of a case study. The data were collected by means of semi-structured interviews. A total of eight purposively selected Generation X public servants par...

  14. A Literature Review of Servant Leadership and Criticism of Advanced Research

    OpenAIRE

    So-Jung Kim; Kyoung-Seok Kim; Yeong-Gyeong Choi

    2014-01-01

    Although there are many theories and discussion of leadership, the necessity of having a new leadership paradigm was emphasized. The existing leadership characteristic of instruction and control revealed its limitations. Market competition becomes fierce and economic recession never ends worldwide. Of the leadership theories, servant leadership was introduced recently and is in line with the environmental changes of the organization. Servant leadership is a combination of two words, 'servant'...

  15. [Chronic health conditions related to quality of life for federal civil servants].

    Science.gov (United States)

    Saraiva, Luciana Eduardo Fernandes; Medeiros, Lays Pinheiro de; Melo, Marjorie Dantas Medeiros; Tiburcio, Manuela Pinto; Costa, Isabelle Katherinne Fernandes; Torres, Gilson de Vasconcelos

    2015-06-01

    The aim of this study is to correlate the QOL domains of the civil servants to the type and number of chronic health conditions. A transversal, quantitative study, conducted at the Department of Civil Servant Assistance of the Federal University of Rio Grande do Norte with 215 civil servants, during the period from March to May 2011. Among the chronic health conditions studied, there was significant relationship between non-communicable chronic disease and QOL scores, correlating weakly (r civil servants is negatively influenced by chronic health conditions, compromising, in general, their daily work and life activities.

  16. Servant as leader: Critical requirements for the appointment and training of retirement fund trustees

    Directory of Open Access Journals (Sweden)

    L.M. Magda Hewitt

    2017-09-01

    findings support that limitations impacting on good retirement fund governance are (1 lack of knowledge, (2 lack of experience, (3 independence and (4 lack of capacity of RFTs. Legislative and regulatory framework changed in recent years, resulting in an increased complexity in managing the affairs of retirement funds. A great need for qualified and skilled RFTs was expressed. Practical and managerial implications: Servant leadership qualities proved useful to profile and aid the selection, appointment and training of RFTs in a meaningful way, thereby benefiting the broader South African retirement fund industry and social welfare of all South Africans. The importance of the role human resources practitioners can play to aid their employees to correctly select and appoint a RFT cannot be emphasised enough. Contribution: The many practical contributions of the study were evident from the real and tangible outcomes of using a servant leader’s profile to select, appoint and train prospective RFTs to serve on the BoTs of pension funds, to ensure that social justice is upheld for those members of society who cannot protect themselves.

  17. 19 CFR 19.46 - Employee lists.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to a... new employees. The operator shall, within 10 calendar days, advise the port director if the employment...

  18. Socioeconomic and gender inequalities in job dissatisfaction among Japanese civil servants: the roles of work, family and personality characteristics.

    Science.gov (United States)

    Sekine, Michikazu; Tatsuse, Takashi; Cable, Noriko; Chandola, Tarani; Marmot, Michael

    2014-01-01

    This study examines (1) whether there are employment grade and gender differences in job dissatisfaction and (2) whether work, family, and personality characteristics explain grade and gender differences in job dissatisfaction. The participants were 3,812 civil servants, aged 20-65, working at a local government in Japan. In both males and females, low control, low social support, work-to-family conflict, type A behaviour pattern and negative affectivity were significantly associated with job dissatisfaction. In females, high demands, long work hours and being unmarried were also associated with job dissatisfaction. Among males, in comparison with the highest grade employees, the age-adjusted odds ratio (OR) for job dissatisfaction in the lowest grade employees was 1.90 (95% CI: 1.40-2.59). The grade differences reduced to 1.08 (0.76-1.54) after adjustment for work, family and personality characteristics. Among females, similar grade differences were observed, although the differences were not statistically significant. In comparison with males, the age-adjusted OR in females for job dissatisfaction was 1.32 (1.14-1.52). This gender difference was reduced to 0.95 (0.79-1.14) following adjustment for the other factors. The majority of employees belong to low to middle grades, and female employees have increased. Reducing grade and gender differences in work and family characteristics is needed.

  19. Socioeconomic and Gender Inequalities in Job Dissatisfaction among Japanese Civil Servants: The Roles of Work, Family and Personality Characteristics

    Science.gov (United States)

    SEKINE, Michikazu; TATSUSE, Takashi; CABLE, Noriko; CHANDOLA, Tarani; MARMOT, Michael

    2014-01-01

    Abstract: This study examines (1) whether there are employment grade and gender differences in job dissatisfaction and (2) whether work, family, and personality characteristics explain grade and gender differences in job dissatisfaction. The participants were 3,812 civil servants, aged 20–65, working at a local government in Japan. In both males and females, low control, low social support, work-to-family conflict, type A behaviour pattern and negative affectivity were significantly associated with job dissatisfaction. In females, high demands, long work hours and being unmarried were also associated with job dissatisfaction. Among males, in comparison with the highest grade employees, the age-adjusted odds ratio (OR) for job dissatisfaction in the lowest grade employees was 1.90 (95% CI: 1.40–2.59). The grade differences reduced to 1.08 (0.76–1.54) after adjustment for work, family and personality characteristics. Among females, similar grade differences were observed, although the differences were not statistically significant. In comparison with males, the age-adjusted OR in females for job dissatisfaction was 1.32 (1.14–1.52). This gender difference was reduced to 0.95 (0.79–1.14) following adjustment for the other factors. The majority of employees belong to low to middle grades, and female employees have increased. Reducing grade and gender differences in work and family characteristics is needed. PMID:25055848

  20. Ci PERMIT

    CERN Multimedia

    Relations with the Host States Service

    1999-01-01

    The Swiss Permanent Mission to the International Organisations at Geneva recalls that only the spouses and children of members of personnel resident in Switzerland and in possession of a legitimation card of types 'B', 'C', 'D' or 'E' issued by the Swiss Federal Department of Foreign Affairs are entitled to benefit from a Ci Permit.The 'demande d'attestation de permis Ci' (request for a Ci permit attestation) can be sent to the Mission only through Personnel Division (Administrative Services, Office 33/1-025).Additional information on access by family members of CERN officials to the Swiss labour market are available to you on the Web site of the Relations with the Host States Service (cf. document entitled 'Employment in Switzerland for spouses and children of CERN officials' dated March 1996).Relations with the Host States Servicehttp://www.cern.ch/relations/Tel. 72848

  1. Examining the Impact of Servant Leadership on Workplace Related Outcome (JS) at a Selected Private University

    Science.gov (United States)

    Guillaume, Oris

    2012-01-01

    The aim of this study was to examine the impact of Servant Leadership on a workplace related outcome (job satisfaction) at a private University in Atlanta, Georgia. The ten characteristics of Servant Leadership previously identified by Greenleaf (1977) and Spears (1998) played a significant role in job satisfaction. Other researchers (Barbuto…

  2. Distribution of retired civil servants: a case study of forest – based ...

    African Journals Online (AJOL)

    This study aimed at examining occupational distribution of retired civil servants with particular reference to forestbased enterprises in Ibadan, Oyo State. Primary data was collected from 100 retired civil servants using structured questionnaires. The proportion of retired self employed workers in various sectors of the ...

  3. The Relationship between Instructor Servant Leadership Behaviors and Satisfaction with Instructors in an Online Setting

    Science.gov (United States)

    Sahawneh, Faris George; Benuto, Lorraine T.

    2018-01-01

    Servant leadership has the potential to improve student satisfaction within online learning. However, the relationship between servant leadership and student satisfaction in an online environment had not yet been understood at the level of the individual instructor. The purpose of this quantitative, correlational study was to evaluate the…

  4. Relationships among Servant Leadership, Organizational Citizenship Behavior, and School Climate in Alabama High Schools

    Science.gov (United States)

    Dixon, David L.

    2013-01-01

    This study examined the relationship between servant leadership of the principal with Organizational Citizenship Behavior (OCB) and school climate. Servant leadership, a leadership behavior that emphasizes personal growth of followers, has a useful research history in business but limited exposure in public schools. Organizational Citizenship…

  5. Confucius meets Weber or "Managerialism takes all"? Comparing civil servant values in China and the Netherlands

    NARCIS (Netherlands)

    van der Wal, Z.; Yang, L.

    2015-01-01

    This article assesses the validity of normative claims on how civil servant values in East Asian and Western European administrations differ. By triangulating quantitative and qualitative survey data from a sample of Chinese (n = 508) and Dutch (n = 238) civil servants, we aim to answer two main

  6. The Influence of Servant Leadership Theory on the Emergency Services Student

    Science.gov (United States)

    Russell, Eric James

    2013-01-01

    The purpose of this qualitative case study was to explore how participation in a class on servant leadership influenced the emergency services student's understanding of the role and characteristics of a servant leader. The setting for the study was a state university in the Western United States, with the six participants being declared emergency…

  7. Servant Leadership: Faculty and Student Perceptions among Council for Christian Colleges and Universities (CCCU) Nursing Programs

    Science.gov (United States)

    Coffman, Tammie J.

    2017-01-01

    Servant leadership characteristics and caring converged in exploration of faculty and students of private, Christian nursing schools. Faculty assessed their servant leadership behaviors while students disclosed their perceptions of faculty as caring persons. Students evaluated faculty positively on a six-point Likert scale (mean 5.26).…

  8. The Role of Servant Leadership in Faculty Development Programs: A Review of the Literature

    Science.gov (United States)

    Russell, Eric James

    2012-01-01

    The following note is that a review of existing literature pertaining to servant leadership and faculty development. Specifically, this work discussed delivering servant leadership to online faculty through the utilization of a faculty development program. The idea for this literature review stemmed from the author asking how an online academic…

  9. Servant Leadership--Reversing the Pyramid: Self-Perceptions of Principals and Assistant Principals

    Science.gov (United States)

    Valdes, Eileen Patrice

    2009-01-01

    Servant leadership is a phrase that was first coined by Robert Greenleaf. He believed that a servant leader is one, who from a leadership position, wants to serve others. That is the primary driving force behind one aspiring to leadership. The purpose of this researcher was to determine if there was a perceivable relationship between the perceived…

  10. The Effects of Servant Leadership on Teachers' Organizational Commitment in Primary Schools in Turkey

    Science.gov (United States)

    Cerit, Yusuf

    2010-01-01

    This study examines the effects of servant leadership behaviours of primary school principals on teachers' school commitment. The research data were collected from 563 teachers working in primary schools in Duzce. Servant leadership behaviours of principals were measured with a servent organizational leadership assessment scale, and the teachers'…

  11. The Effects of Servant Leadership Behaviours of School Principals on Teachers' Job Satisfaction

    Science.gov (United States)

    Cerit, Yusuf

    2009-01-01

    This article examines the effects of servant leadership behaviours of primary school principals on teacher job satisfaction. The population of this study is 29 primary schools in Duzce, Turkey. Data were collected from 595 teachers working in primary schools in Duzce province of Turkey. Servant leadership behaviours of principals were determined…

  12. Analysis of Servant-Leadership Characteristics: Case Study of a For-Profit Career School President

    Science.gov (United States)

    Hiatt, Elaine M.

    2010-01-01

    Servant leadership is a challenging leadership philosophy to study empirically. The purpose of this qualitative descriptive case study was to determine if an effective leader of a for-profit career school displays the 10 servant-leader characteristics, identified by Larry R. Spears (1995) in "Reflections on Leadership," according to respondents,…

  13. Introducing a short measure of shared servant leadership impacting team performance through team behavioral integration

    NARCIS (Netherlands)

    M. Sousa (Milton); D. van Dierendonck (Dirk)

    2016-01-01

    textabstractThe research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioral integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to

  14. An Analysis of the Relationship between Organizational Servant Leadership and Student Achievement in Middle Level Schools

    Science.gov (United States)

    Babb, Corbett A.

    2012-01-01

    The purpose of this exploratory quantitative research study was to determine if middle schools in which higher levels of servant leadership are evident perform better on school effectiveness measures than middle schools that exhibit lower degrees of servant leadership. Furthermore, it sought to identify contextual factors that were correlated with…

  15. A Study of Student Perceptions of Exemplary Instruction and Servant Leader Behavioral Qualities

    Science.gov (United States)

    Setliff, Richard C., Jr.

    2014-01-01

    This study examined students' perceptions of certain servant leader behaviors associated with either typical or outstanding instruction. Five servant leadership dimensions were considered: altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship. Two groups of 300 students attending a midsized university…

  16. The Impact of Servant Leadership Practices in an Urban Focus Elementary School

    Science.gov (United States)

    Davis-Elenis, Sharon V.

    2016-01-01

    This study examined the impact of servant leadership practices as perceived by faculty and staff in an urban Focus elementary school. A mixed-methods design was used to explore the impact of the school leader's servant leadership practices on the behavior and perceptions of the faculty and staff, and the challenges a school leader faces as a…

  17. 'Apo Poimen Eis Paidagogos: From Pastor into Schoolmaster--A Study of Maturing Servant Leadership

    Science.gov (United States)

    Barber, Robert S.

    2009-01-01

    I have chosen to be a servant leader. Servant leadership is a style of leadership that encourages leaders to serve others by meeting needs. Many leaders are fortunate enough to adapt and maintain a particular leadership style over long periods of time because they stay in a particular field. Others have the opportunity to practice and test their…

  18. Servant Leadership and Its Impact on Classroom Climate and Student Achievement

    Science.gov (United States)

    Mulligan, Daniel F.

    2016-01-01

    The purpose of this quantitative research was to see to what degree a relationship existed between servant leadership, classroom climate, and student achievement in a collegiate environment. This was a quantitative, correlational study. The foundational theories for this research included servant leadership and organizational climate that pertain…

  19. Perceptions of School Principals' Servant Leadership and Their Teachers' Job Satisfaction in Oman

    Science.gov (United States)

    Al-Mahdy, Yasser F. H.; Al-Harthi, Aisha S.; Salah El-Din, Nesren S.

    2016-01-01

    This study identifies Omani teachers' perceptions of servant leadership and teacher job satisfaction, and the impact of several demographic differences on their perceptions. The Servant Leadership Scale (SLS) of Barbuto and Wheeler and the Job Satisfaction Survey (JSS) of Spector are used to collect data from 356 teachers. With a few…

  20. Servant Leadership to the Test: New Perspectives and Insights : Dienend leiderschap getest: Nieuwe perspectieven en inzichten

    NARCIS (Netherlands)

    M.J. Correia de Sousa (Milton Jorge)

    2014-01-01

    markdownabstract__Abstract__ In support of the growing adoption of servant leadership and empirical evidence of its effectiveness, this dissertation expands on the applicability of servant leadership in different organizational and relational contexts. Two of a total of four empirical studies

  1. Leadership Standards in Action: The School Principal as Servant-Leader

    Science.gov (United States)

    Brumley, Cade

    2011-01-01

    "Leadership Standards In Action: The School Principal as Servant-Leader" is a powerful resource for aspiring principals, practicing principals, district leadership, and university faculty. The book responsibly unpacks the metaphor of principal as servant leader to the school's people and purpose. As a framework, the six ISLLC Standards of…

  2. The Historical and Philosophical Influences on Greenleaf's Concept of Servant Leadership: Setting the Stage for Theory Building

    Science.gov (United States)

    Boyum, Ginny

    2008-01-01

    Servant leadership has become a popular topic in both the secular and scholarly literature, as organizations increasingly demand both ethical and authentic leaders. Yet we know little about what informs or directs a person to become a servant leader or why someone would engage in servant leadership. This paper offers a philosophical framework that…

  3. The Relationship between Job Satisfaction of Teachers and the Level of Servant Leadership of Their Campus Administrators

    Science.gov (United States)

    Chambliss, Annette

    2013-01-01

    The purpose of this study was to investigate the relationship between teachers' job satisfaction and their campus administrator's level of servant leadership. Although Greenleaf's (1977) seminal work on servant leadership has led to the connection between servant leadership and education, minimal research has been done to investigate the effect…

  4. Servant-Leadership as Gender-Integrative Leadership: Paving a Path for More Gender-Integrative Organizations through Leadership Education

    Science.gov (United States)

    Reynolds, Kae

    2011-01-01

    Although numerous women have contributed essays and research on servant-leadership there is still a considerable gap in literature addressing feminist perspectives and issues of gender in servant-leadership. This theoretical paper attempts to fill that gap by presenting a discussion of servant-leadership that is informed through feminist…

  5. Employees development

    OpenAIRE

    Kilijánová, Radka

    2010-01-01

    Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

  6. Overweight and factors associated in civil servants from Southern Brazil

    Directory of Open Access Journals (Sweden)

    Eliane Cristina de Andrade Gonçalves

    2016-07-01

    Full Text Available DOI: http://dx.doi.org/10.5007/1980-0037.2016v18n3p277   This study aimed to estimate the prevalence of overweight and investigate its association with sociodemographic factors, physical activity level, hypercholesterolemia, and diabetes in civil servants of a university in the state of Paraná, Brazil. The research was conducted with 339 civil servants aged above 18 years. Overweight was analyzed by self-reported body mass index. Physical activity level was evaluated using a questionnaire. Sociodemographic data (sex, age, economic status, educational level, marital status, and working hours and information on the chronic diseases of interest (hypercholesterolemia and diabetes were obtained from self-report. The association between overweight and the other variables was investigated using binary logistic regression. The prevalence of overweight was 50.6%. The groups most susceptible to overweight were: male civil servants (OR: 2.04; CI: 1.30-3.22, those less than 12 years of education (OR: 2.46; CI: 1.43-4.23, who were insufficiently active (OR: 1.64; CI: 1.03-2.60, and those with hypercholesterolemia (OR: 2.28; CI: 1.32-3.96. This study concluded that more than a half of the sample was overweight and that this condition was associated with male sex, educational level below 12 years, insufficient physical activity, and hypercholesterolemia.

  7. Quotations from the songs about Servant of Yahwe in Synoptic Gospels

    Directory of Open Access Journals (Sweden)

    Dariusz Adamczyk

    2011-03-01

    Full Text Available We don’t get to know from Isaiah’s songs, who is the Servant of Yahwe. In Synoptic Gospels quotations are contained from the first and fourth songs about the Servant of Yahweh. Synopticians interpreted in a new way Old Testament texts in light of Christs resurrection. They see prophetic announcement and the same type of Jesus Christ, Messiah and Saviour in Isaiah’s Servant. In Jesus Christ is filled out in a perfect and final way everything the Old Testament has announced about the Servant of Yahweh. The evangelical context of these quotations allows one to see in the suffering of the Servant of God, announcement of the redemptive fatigue, death and resurrection of Jesus.

  8. Three Tier-Level Architecture Data Warehouse Design of Civil Servant Data in Minahasa Regency

    Science.gov (United States)

    Tangkawarow, I. R. H. T.; Runtuwene, J. P. A.; Sangkop, F. I.; Ngantung, L. V. F.

    2018-02-01

    Minahasa Regency is one of the regencies in North Sulawesi Province. In running the government in Minahasa Regency, a Regent is assisted by more than 6000 people Civil Servants (PNS) scattered in 60 SKPD. Badan Kepegawaian Diklat Daerah (BKDD) of Minahasa Regency is SKPD that performs data processing of all civil servants and is responsible for arranging and formatting civil servants. In the process of arranging and determining the formation of civil servants, many obstacles faced by BKDD. One of the obstacles is the unavailability of accurate data about the amount of educational background of civil servants based on rank/class, age, length of service, department, and so forth. The way to overcome the availability of data quickly and accurately is to do Business analytical. This process can be done by designing the data warehouse first. The design of data warehouse will be done by dividing it into three tiers of level.

  9. The phenomenon of domestic servants in the State of Qatar

    OpenAIRE

    Alshafai, Nedham

    2015-01-01

    Of new phenomena that emerged in the State of Qatar, and on a large scale in the post-oil era (after 1950) is domestic servant's phenomenon. Historically, the phenomenon was presented in the pre-oil and limited to the homes of the royal families, pearls' merchants, senior traders and tribal leaders. However, today the phenomenon exists in all Qatari families, under the name of maids, drivers, educators, nurses and others, recently; it began spreading in non-citizenship families as well. Base...

  10. 31 CFR 31.216 - Communications with Treasury employees.

    Science.gov (United States)

    2010-07-01

    ... employee with personal or direct responsibility for that procurement. (2) Offer, give, or promise to offer... employee, except as permitted by Government-Wide Ethics Rules, 5 CFR part 2635. (3) Solicit or obtain from...

  11. Leadership models in health care - a case for servant leadership.

    Science.gov (United States)

    Trastek, Victor F; Hamilton, Neil W; Niles, Emily E

    2014-03-01

    Our current health care system is broken and unsustainable. Patients desire the highest quality care, and it needs to cost less. To regain public trust, the health care system must change and adapt to the current needs of patients. The diverse group of stakeholders in the health care system creates challenges for improving the value of care. Health care providers are in the best position to determine effective ways of improving the value of care. To create change, health care providers must learn how to effectively lead patients, those within health care organizations, and other stakeholders. This article presents servant leadership as the best model for health care organizations because it focuses on the strength of the team, developing trust and serving the needs of patients. As servant leaders, health care providers may be best equipped to make changes in the organization and in the provider-patient relationship to improve the value of care for patients. Copyright © 2014 Mayo Foundation for Medical Education and Research. Published by Elsevier Inc. All rights reserved.

  12. Impact of civil servant salaries on the performance of local public administration in Kosovo

    Directory of Open Access Journals (Sweden)

    Mr.Sc. Naim Ismajli

    2012-12-01

    Full Text Available Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407. As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but

  13. [An investigation of occupational stress, social support, and happiness of junior civil servants].

    Science.gov (United States)

    Wang, Lingfeng

    2015-10-01

    To investigate the current status of occupational stress, social support, and happiness in junior civil servants in northern Zhejiang Province, China, and to investigate the relationship between occupational stress, social support and happiness. A total of 360 junior civil servants from below-county-level administrative organizations in Huzhou, Jiaxing, and Hangzhou were surveyed using the job stress questionnaire and social support rating scale for civil servants. The total average score of occupational stress in junior civil servants was 2.52 ± 0.48, indicating a moderate level of occupational stress; career prospects topped the rank list of sources of occupational stress with a score of 2.90 ± 0.60; different generations showed significant differences in the sources and total average scores of occupational stress, with the scores of the 1980s, 1990s, 1970s, 1950s, and 1960s groups decreasing in the same order (Phappiness among the junior civil servants were relatively low, with scores of 38.43 ± 8.38 and 76.88 ± 12.77, respectively; different generations also showed significant differences, with the scores of 1980s, 1990s, 1970s, 1950s, and 1960s groups increasing in the same order (Phappiness than males (Phappiness of junior civil servants (r=0.405~0.571, Phappiness of junior civil servants.

  14. THE ROLE OF SERVANT LEADERSHIP IN FACULTY DEVELOPMENT PROGRAMS: A Review of The Literature

    Directory of Open Access Journals (Sweden)

    Eric James RUSSELL

    2012-01-01

    Full Text Available The following note is that a review of existing literature pertaining to servant leadership and faculty development. Specifically, this work discussed delivering servant leadership to online faculty through the utilization of a faculty development program. The idea for this literature review stemmed from the author asking how an online academic administrator could utilize the practice of servant leadership in order to improve the overall online academic experience. The intent of the review involved discovering, through a review of the literature, a way of opening up a dialogue that can possibly drive future research studies regarding the practice of servant leadership to improve of the overall online academic teaching experience. In this work, the author conducted a literature review that identified strengths in both faculty development as well as practicing servant leadership within the online education modality. The literature identified the issue of faculty isolation as challenge for academic administrators and offered up faculty development as a possible solution to overcoming it. The findings of the work showed a benefit to bringing servant leadership practices into faculty development programs in order to improve the overall online teaching environment. The work generates future empirical research ideas regarding building community, the use of servant leadership, and faculty development programs.

  15. Increasing Competence - An Ethical Duty of Civil Servants

    Directory of Open Access Journals (Sweden)

    Sandu FRUNZĂ

    2012-12-01

    Full Text Available The need to cultivate ethical competences and to exercise ethical expertise has become a general feature of the present time. Under the positive influence of the development of minimal ethics as a characteristic of post-modern society, important changes are taking place at the level of the organizational culture. The development of Ethical Codes, the increased importance of Ethical Commissions bring about the obligation of those University Departments which offer programs of specialization in public policies and public administration to propose complex programs in which ethical competences and ethical expertise are developed, as structural elements for professionalization and professional development in the public sector. In this sense, a continuous effort for implementing the features of the deontological codes and of participating in trainings for specializing in the issues of professional ethics for civil servants is required.

  16. Dissuasion of nonsmoking doctors teachers and civil servants survey

    Directory of Open Access Journals (Sweden)

    Yu Song

    2018-03-01

    The job nature and social status of doctors, teachers and civil servants could be influential on dissuading people from smoking. With 2457 questionnaires taken back, 2377 of them are valid. This survey's valid rate is 96.74%. Results 1. 35% interviewees indicate that there are smokers in their home while 73.6% of these families have the limited smoking area. 52.5% interviewees acknowledge dissuasion behavior. Besides, the most effective dissuasion reason is children. 2. 53.5% interviewees indicate that there are smokers in workplace. 28.2% nonsmokers would dissuade while 46.2% would leave and 25.6% would do nothing. 3. 9.5% nonsmokers would take the initiative to discourage smoking in public places while 79% would leave and 11.5% would do nothing. The most effective reason is no-smoking rules. 5.9% people consider the dissuasion effective every time while 51.9% people consider it effective in most of the time. 4. Among the three professions, doctor takes the highest percentage to dissuade smoking in public places, home and workplace. Conclusions 1. The rate of nonsmokers dissuading smoking is still low. Dissuasion at home happens more frequently than in public places and workplace. Dissuasion behavior more possibly happens between acquaintances. 2. Nonsmokers discourage smoking at home because they worry about the smokers' health while the reason turns into worrying about their own health during public place dissuasion and workplace dissuasion. 3. The most effective dissuasion reason at home is "do not smoke beside children" while the most effective dissuasion reason in public places is nonsmoking rules. 4. The doctors' rate of dissuasion is significantly higher than teachers and civil servants.

  17. An evaluation of Public servant awareness and use of GIS/Remote ...

    African Journals Online (AJOL)

    UDOKA ASIYANBOLA

    supply (electricity) problem, lack of knowledge about GIS/remote sensing ... Key words: Public servant, Geographical Information Systems (GIS), Remote Sensing, ... space science and technology for the socio-economic benefits of the nation.

  18. Honour and debt release in the parable of the Unmerciful Servant ...

    African Journals Online (AJOL)

    2015-06-11

    Jun 11, 2015 ... Egypt, sometimes as our only source, can provide some of this needed information on the social ..... of Matthew to always make use of this double designation ..... parable as tax farming, with the servant failing to honour.

  19. An Evaluation of Teachers’ Opinions about the Servant Leadership Behaviours of School Principals

    Directory of Open Access Journals (Sweden)

    Robert Insley

    2016-08-01

    Full Text Available The aim of this study was to determine the servant leadership behaviors that were displayed, or expected to be displayed, by principals towards the teaching staff at their schools, from the teachers’ perspectives. The data was collected during focus group discussion with 12 teachers who were in service in primary and secondary schools. The teachers were chosen using the snowball sampling method. The data obtained from the participants was analyzed using content analysis. When the findings were evaluated, it was determined that the principals were not qualified enough to display servant leadership behaviors. Moreover, the teachers stated that principals should display servant leadership behaviors that are oriented towards community building, sharing, empathy, active listening, humility, and altruism. In this respect, it can be suggested that principals should receive servant leadership education through instructional programs that should be developed.

  20. E-Commerce Adoption among Civil Servants of Selected States in ...

    African Journals Online (AJOL)

    Scholars have compared the way the Internet has changed the rules of ... doing things themselves with the ease, speed and convenience that internet ... Keywords: Civil Servants, Challenges, E-commerce, Socio-demographics, Nigeria ...

  1. An evaluation of Public servant awareness and use of GIS/Remote ...

    African Journals Online (AJOL)

    UDOKA ASIYANBOLA

    Key words: Public servant, Geographical Information Systems (GIS), Remote ... Also in Nigeria, there are some private firms and government institutions offering ... with the GIS/remote sensing technologies adoption and utilization with a view to ...

  2. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy.

    Science.gov (United States)

    Allen, George P; Moore, W Mark; Moser, Lynette R; Neill, Kathryn K; Sambamoorthi, Usha; Bell, Hershey S

    2016-09-25

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy.

  3. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy

    OpenAIRE

    Allen, George P.; Moore, W. Mark; Moser, Lynette R.; Neill, Kathryn K.; Sambamoorthi, Usha; Bell, Hershey S.

    2016-01-01

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy.

  4. The relationship between servant leadership, organisational citizenship behaviour and team effectiveness

    OpenAIRE

    Bright Mahembe; Amos S. Engelbrecht

    2014-01-01

    Orientation: Team effectiveness and organisational citizenship behaviour (OCB) are outcomes vital for team success. Servant leadership practices also play a critical role in team effectiveness and OCB. Research purpose: The goal of the study was to analyse the relationships between servant leadership, OCB and team effectiveness in the South African school system. Motivation for the study: The changing nature of leadership, coupled with the increased use of teams, necessitates a study o...

  5. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy

    Science.gov (United States)

    Allen, George P.; Moore, W. Mark; Neill, Kathryn K.; Sambamoorthi, Usha; Bell, Hershey S.

    2016-01-01

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy. PMID:27756921

  6. Introducing a Short Measure of Shared Servant Leadership Impacting Team Performance through Team Behavioral Integration

    OpenAIRE

    Sousa, Milton; Van Dierendonck, Dirk

    2016-01-01

    textabstractThe research reported in this paper was designed to study the influence of shared servant leadership on team performance through the mediating effect of team behavioral integration, while validating a new short measure of shared servant leadership. A round-robin approach was used to collect data in two similar studies. Study 1 included 244 undergraduate students in 61 teams following an intense HRM business simulation of 2 weeks. The following year, study 2 included 288 students i...

  7. Strategic Decision Making for Organizational Sustainability: The Implications of Servant Leadership and Sustainable Leadership Approaches

    OpenAIRE

    Judita Peterlin; Noel J. Pearse; Vlado Dimovski

    2015-01-01

    This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions. The contributions of these two leadership approache...

  8. Just a Leader or Servant Leader: How Do Teachers Perceive Their School Principals?

    Directory of Open Access Journals (Sweden)

    Ramazan Yirci

    2018-01-01

    Full Text Available This study aims to explore the perceptions of teachers working in state schools in Kahramanmaras, Turkey, of their school principles’ “servant leadership behaviors.” This is a quantitative study conducted in a relational screening model. The sampling of the research consists of 330 teachers working in state schools in the city center of Kahramanmaras province, Turkey, during the 2016-2017academic year. The “Servant Leadership Behavior Scale” developed by Ekinci (2015 was used as the data collection instrument in the research. The scale comprises 36 items and five sub-dimensions of altruistic behaviors, empathy, justice, integrity, and humility. In the analysis of the data, arithmetic mean, standard deviation, t-test, and ANOVA test were employed. The study revealed significant differences between theschool administrators’demographic characteristics of age, branch, seniority, and education status, and the attitudes of servant leadership. Moreover, the differentiation of teachers’ views on servant leadership skills is dependent upon the education level of the school administrator, which leads to a statistical difference between the school principals’ servant leadership behaviors and their education levels. Thus, teachers see a direct connection between the school principals’ level of education and the exhibition of more servant leadership.

  9. Socioeconomic inequalities in physical and mental functioning of British, Finnish, and Japanese civil servants: role of job demand, control, and work hours.

    Science.gov (United States)

    Sekine, Michikazu; Chandola, Tarani; Martikainen, Pekka; Marmot, Michael; Kagamimori, Sadanobu

    2009-11-01

    This study aims to evaluate whether the pattern of socioeconomic inequalities in physical and mental functioning as measured by the Short Form 36 (SF-36) differs among employees in Britain, Finland, and Japan and whether work characteristics contribute to some of the health inequalities. The participants were 7340 (5122 men and 2218 women) British employees, 2297 (1638 men and 659 women) Japanese employees, and 8164 (1649 men and 6515 women) Finnish employees. All the participants were civil servants aged 40-60 years. Both male and female low grade employees had poor physical functioning in all cohorts. British and Japanese male low grade employees tended to have poor mental functioning but the associations were significant only for Japanese men. No consistent employment-grade differences in mental functioning were observed among British and Japanese women. Among Finnish men and women, high grade employees had poor mental functioning. In all cohorts, high grade employees had high control, high demands and long work hours. The grade differences in poor physical functioning and disadvantaged work characteristics among non-manual workers were somewhat smaller in the Finnish cohort than in the British and Japanese cohorts. Low control, high demands, and both short and long work hours were associated with poor functioning. When work characteristics were adjusted for, the socioeconomic differences in poor functioning were mildly attenuated in men, but the differences increased slightly in women. This study reconfirms the generally observed pattern of socioeconomic inequalities in health for physical functioning but not for mental functioning. The role of work characteristics in the relationship between socioeconomic status and health differed between men and women but was modest overall. We suggest that these differences in the pattern and magnitude of grade differences in work characteristics and health among the 3 cohorts may be attributable to the different welfare

  10. Employee health.

    Science.gov (United States)

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers.

  11. Analysis of Servant and Transformational Leadership on Corporate Social Reponsibility at Gereja Kalvari Pentakosta Missi Di Indonesia

    OpenAIRE

    Pangemanan, Sifrid S.; Saerang, David P.E; Rau, Theodorus Vincent

    2015-01-01

    Servant leadership and Transformational leadership are a leadership styles that must be owned by the present leaders. In this study, leadership style (servant leadership and transformational leadership) become the keys for investigating the corporate social responsibility in church. The aim is to examine the impact servant leadership and transformational leadership for the succeed of corporate social responsibility. The population of this research is all pastors of GKPMI. And the sample is 8 ...

  12. Permit to Work System in Nuclear Malaysia

    International Nuclear Information System (INIS)

    Shyen, A.K.S.; Azwafarina Zarmira Aznan; Md Derus Ibrahim

    2015-01-01

    A Permit-To-Work System is an essential part of the job risk assessment process. An effective Permit-To-Work System would help to prevent accident that usually involves maintenance and construction activities. In Malaysian Nuclear Agency, Radiation Safety and Health Division (BKS) has been given the responsibility to implement the system in order to fulfill the requirement of providing a safe and healthy workplace and environment for its employees as pledged in the Occupational Safety, Health and Environmental Policy. This paper presents the roles and functions of Permit-To-Work System, together with the process flow and challenges ahead. (author)

  13. Socioeconomic inequalities in physical and mental functioning of Japanese civil servants: explanations from work and family characteristics.

    Science.gov (United States)

    Sekine, Michikazu; Chandola, Tarani; Martikainen, Pekka; Marmot, Michael; Kagamimori, Sadanobu

    2006-07-01

    Poor physical and mental functioning is more common among people of low socioeconomic status (SES) and those with disadvantaged work and family characteristics. This study aims to clarify whether the SES inequalities in functioning can be explained by the SES differences in work and family characteristics. The subjects were 3787 male and female civil servants, aged 20-65, working in a local government on the west coast of Japan. Logistic regression analysis was performed to examine (1) whether there were employment-grade (SES) differences in poor physical and mental functioning as measured by the Short Form 36 (SF-36) and (2) whether these SES differences were explained by work and family characteristics. In general, low control at work, high demands, low social support, short and long work hours, shift work, being unmarried, high family-to-work conflict and high work-to-family conflict were independently associated with poor physical and mental functioning in both men and women. In men, the age-adjusted odds ratio (OR) of low-grade employees for poor physical functioning was 1.93 (95% confidence interval: 1.38-2.69) in comparison to high-grade employees. The grade difference was mildly attenuated, when adjusted for work and family characteristics (OR = 1.72)(1.20-2.47). The age-adjusted OR of the low-grade employees for poor mental functioning was 1.88 (1.29-2.74). The grade difference was attenuated and no longer significant when adjusted for work and family characteristics (OR = 1.51)(0.99-2.31). Among women, there were no significant grade-differences in poor physical and mental functioning. Although longitudinal research is necessary to clarify the causal nature of these associations, improvements in SES differences in work and family characteristics may be important for reducing SES inequalities in physical and mental functioning among Japanese men. The different patterns of SES inequalities in health between men and women deserve further research.

  14. Hypertensive target organ damage in Ghanaian civil servants with hypertension.

    Directory of Open Access Journals (Sweden)

    Juliet Addo

    2009-08-01

    Full Text Available Low levels of detection, treatment and control of hypertension have repeatedly been reported from sub Saharan Africa, potentially increasing the likelihood of target organ damage.A cross-sectional study was conducted on 1015 urban civil servants aged > or = 25 years from seven central government ministries in Accra, Ghana. Participants diagnosed to have hypertension were examined for target organ involvement. Hypertensive target organ damage was defined as the detection of any of the following: left ventricular hypertrophy diagnosed by electrocardiogram, reduction in glomerular filtration rate, the presence of hypertensive retinopathy or a history of a stroke.Of the 219 hypertensive participants examined, 104 (47.5% had evidence of target organ damage. The presence of target organ damage was associated with higher systolic and diastolic blood pressure levels. The odds of developing hypertensive target organ damage was five to six times higher in participants with blood pressure (BP > or = 180/110 mmHg compared to those with BP < 140/90 mmHg, and there was a trend to higher odds of target organ damage with increasing BP (p = 0.001. Women had about lower odds of developing target organ damage compared to men.The high prevalence of target organ damage in this working population associated with increasing blood pressure, emphasises the need for hypertension control programs aimed at improving the detection of hypertension, and importantly addressing the issues inhibiting the effective treatment and control of people with hypertension in the population.

  15. Professional identity of civil servants as a scientific problem

    Directory of Open Access Journals (Sweden)

    Nataliia Anatoliivna Lypovska

    2013-11-01

    Full Text Available The article examines the concept of «professional identity» and its importance for the analysis of the professionalization of the civil servants. The basic concepts such as “profession”, “professionalism” (“professional development”, “professional competence”, and their relationship are concerned. Relevance of the research is due to the fact that professional identity acts as an internal source of professional development and personal growth of any business entity, and the question of the development of professional identity is included into the total range of problems of any professional. Stages of professional identity are grounded. The paper concludes that professional identity is an integration concept, which expresses the relationship of personal characteristics that provide guidance in the world of professions and allows a person more fully realize his personal potential careers, as well as to predict the consequences of professional choice. Professional identity performs of transforming and stabilizing functions. Therefore professional identity serves like a kind of regulator for a profession.

  16. Betrayed trust: healing a broken hospital through servant leadership.

    Science.gov (United States)

    Yancer, Deborah A

    2012-01-01

    An investigative reporter with The Washington Post broke the news of a no-confidence vote by the medical staff of a hospital in the suburbs of Washington, District of Columbia. The chaos that followed created a perfect storm for needed change and offered the rare opportunity for unbridled deep and creative collaboration. Issues the hospital faced as a result of this crisis and subsequent events that tested the authenticity of change are summarized. This article focuses on the approach used by the registered nurse chief executive officer (RN-CEO) to humanize the hospital, viewing it as though it were a patient and leading a clinical approach to organizational recovery and health. The relationship that developed between the medical staff leaders and the RN-CEO was pivotal to the hospital's recovery and evolved as a hybrid of servant leadership. Outcomes achieved over a 7-year period and attributable to this relational model are summarized. Finally, the RN-CEO shares lessons learned through experience and reflection and advice for nurses interested in pursuing executive leadership roles.

  17. 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

  18. The haunting of Susan Lay: servants and mistresses in seventeenth-century England.

    Science.gov (United States)

    Gowing, Laura

    2002-01-01

    At Easter 1650, Susan Lay, a servant in an Essex alehouse, saw the ghost of her mistress, who had been buried three days before. This article explores the history that lay behind her experience: of sexual relationships with both her master and his son, the births and deaths of two bastard children, and beneath it all, a relationship of antagonism, competition, and intimacy with her mistress. It uses this and other legal records to examine the relationship between women in early modern households, arguing that, while antagonisms between women are typically part of effective patriarchies, the domestic life and social structures of mid seventeenth-century England bound servants and mistresses peculiarly tightly together, giving servants licence to dream of replacing their mistresses and mistresses cause to feel threatened by their servants, and making the competitive relations between women functional to patriarchal order. It suggests, finally, that at this moment in time and in this context, seeing a ghost was the best, perhaps the only, way this servant had to tell a suppressed story and stake a claim to a household that had excluded her.

  19. The relationship between servant leadership, organisational citizenship behaviour and team effectiveness

    Directory of Open Access Journals (Sweden)

    Bright Mahembe

    2014-02-01

    Research purpose: The goal of the study was to analyse the relationships between servant leadership, OCB and team effectiveness in the South African school system. Motivation for the study: The changing nature of leadership, coupled with the increased use of teams, necessitates a study on how follower-focused leadership practices enhance team member effectiveness. Research approach, design and method: A non-probability sample of 288 teachers was drawn from 38 schools in the Western Cape in South Africa. Item analysis and confirmatory factor analysis were conducted on the data. Main findings: The team effectiveness and refined servant leadership questionnaires displayed high levels of internal consistency. The organisational citizenship behaviour scale exhibited moderate reliability coefficients. Good fit was found for the structural and measurement models of the latent variables through confirmatory factor analysis and structural equation modelling. Positive relationships were found between servant leadership, team effectiveness and OCB. Practical/managerial implications: The findings emphasise the role played by servant leadership behaviours in promoting positive behaviours and outcomes for teams. Future studies should develop the theoretical model further, by identifying other variables that influence team effectiveness positively and testing the model using revenue-oriented teams. Contribution/value-add: Schools today face the challenge of developing strategies for achieving team effectiveness. The servant leadership style recognises and promotes the one-on-one development of followers likely to promote positive outcomes and team effectiveness.

  20. Physician assistants as servant leaders: meeting the needs of the underserved.

    Science.gov (United States)

    Huckabee, Michael J; Wheeler, Daniel W

    2011-01-01

    The purpose of this study was to determine if the level of servant leader characteristics in clinically practicing physician assistants (PAs) in underserved populations differed from PAs serving in other locales. Five subscales of servant leadership: altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship, were measured in a quantitative study of clinically practicing PAs using a self-rating survey and a similar survey by others rating the PA. Of 777 PAs invited, 321 completed the survey. On a scale of 1 to 5, mean PA self-ratings ranged from 3.52 (persuasive mapping) to 4.05 (wisdom). Other raters' scores paired with the self-rated PA scores were comparable in all subscales except wisdom, which was rated higher by the other raters (4.32 by other raters, 4.01 by PAs, P= .002). There was no significant difference in the measures of servant leadership reported by PAs serving the underserved compared to PAs serving in other populations. Servant leader subscales were higher for PAs compared to previous studies of other health care or community leader populations. The results found that the PA population studied had a prominent level of servant leadership characteristics that did not differ between those working with underserved and nonunderserved populations.

  1. Delivering ideal employee experiences.

    Science.gov (United States)

    Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

    2009-05-01

    Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

  2. The Effects of Servant Leader and Integrity of Principal Performance in Catholic Senior High Schools in North Sulawesi, Indonesia

    Science.gov (United States)

    Malingkas, Melky; Senduk, Johanis Frans; Simandjuntak, Suddin; Binilang, Benny Blemy

    2018-01-01

    The aim of this research was to examine the effects of servant leader and integrity on principal performance in Catholic senior high schools in North Sulawesi, Indonesia. This quantitative research used questionnaire-gathered data from 75 teachers at 11 schools. The results of research show that the servant leader approach has significant positive…

  3. The Experience of Servant Leaders Who Work in the Field of Corporate Information Technology: A Phenomenological Investigation

    Science.gov (United States)

    Wright, Greggory S.

    2013-01-01

    The field of IT is a service-based field where professionals help others with technical, computer-related issues by supporting organizational goals. Therefore, the field of IT, even unknowingly, practices parts or all aspects of servant leadership. Little research is published on servant leadership models and practices within the field of…

  4. Servant Leadership and the Effect of the Interaction Between Humility, Action, and Hierarchical Power on Follower Engagement

    NARCIS (Netherlands)

    M. Sousa (Milton); D. van Dierendonck (Dirk)

    2017-01-01

    textabstractServant leadership has been theorized as a model where the moral virtue of humility co-exists with action-driven behavior. This article provides an empirical study that tests how these two apparently paradoxical aspects of servant leadership interact in generating follower engagement,

  5. An Examination of the Relationship between Emotional Intelligence and Servant Leadership Practices of Elementary Public School Principals in Washington State

    Science.gov (United States)

    Werner, Kathleen J.

    2013-01-01

    This study investigated whether there was a correlation between principal's emotional intelligence and servant leadership behaviors, as perceived by the teachers in their schools. The teachers ratings their principals' emotional intelligence and servant leadership behaviors were also compared with and the principals' self-ratings on the same…

  6. Federal Fisheries Permit (FFP)/ Federal Processor Permit (FPP) Permit Program

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — The Federal Fisheries Permit (FFP) is required for vessels of the United States which are used to fish for groundfish in the Gulf of Alaska or Bering Sea and...

  7. Rule of morality versus rule of law? A Multi-method comparative study into the values that characterize a good civil servant in China and the Netherlands

    NARCIS (Netherlands)

    Yang, L.

    2015-01-01

    This project answers the following research question: "Do the values that civil servants in China and the Netherlands regard important for being a good civil servant reflect the administrative traditions in both countries?" The findings show that civil servant value preferences do not unambiguously

  8. Examining the Relationship of Follower Perceptions of Leaders' Servant Leadership Behaviors to Leader Immunity to Corruption: Perspectives from Kenya

    Science.gov (United States)

    Muriuki, Nancy Nkirote

    2017-01-01

    The philosophy of servant leadership differentiates servant leaders as those who put the well-being of those served in the larger society as their highest priority. Servant leadership behaviors are manifestations of inner-directed choices that compel one to want to serve first as opposed to leaders who may desire to exercise power and accumulate…

  9. Co-existing institutional logics and agency among top-level public servants

    DEFF Research Database (Denmark)

    Bjerregaard, Toke

    2011-01-01

    to address parts of this void. This study examines the agency exerted by top-level public servants through their everyday strategy and policy work in face of co-existing logics of public administration. The findings illustrate how their action strategies span from more passive strategies of coping...... with coexisting logics of administration to more skilled agency of combining logics aimed at enhancing their opportunity and action space. The study suggests that the interplay between co-existing institutional logics, action strategies and the practical skills of top-level public servants provides the basis...... for both coping and more proactive strategies in pluralistic public administrations. Findings illustrate the role of public servants' practical sense of realizable opportunities that inform such strategies of handling co-existing institutional logics. Implications for institutional studies of organizations...

  10. Servant leadership: An urgent style for the current political leadership in South Africa

    Directory of Open Access Journals (Sweden)

    Mookgo S. Kgatle

    2018-05-01

    Full Text Available The aspects of the political leadership in South Africa discussed in this article include, among others, abuse of power, corruption and lack of public accountability. In response to these aspects, the article demonstrates that servant leadership is an urgent style for the current state of political leadership in South Africa. The article discusses key aspects of the current political leadership in South Africa as a point of departure. The article also discusses the theological foundation and key principles of servant leadership in order to apply them to the current state of political leadership in South Africa Intradisciplinary and/or interdisciplinary implications: Servant leadership principles as outlined from a theological point of view are applied to the aspects of political leadership in South Africa.

  11. The E-learning system used in the civil servants' job-training

    Science.gov (United States)

    Yang, Rui; Ruan, Jianhai

    The Chinese government is pursuing e-learning policies which makes job-training with a knowledge-based society. To explain more fully the important role of the e-learning environment, this article undertakes some typical examples of the governments' job-training under e-learning environment. The main problems in servants' job-training in China are the low quantity in the servants' training, short of restriction, the uniform manner in the training and less fairness and availability of opportunities for educational training. In order to develop the e-learning system, the civil servant's job-training policies are provided and the measures of the effective e-learning system are designed.

  12. LEGAL ISSUES AND ASPECTS RELATED TO THE HUMAN RESOURCES MANAGEMENT REGARDING THE SELECTION OF CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    MELINDA CENUŞE

    2012-12-01

    Full Text Available Public administration selects its servants exclusively on competence criteria (the so-called merit system. The selection of civil servants is performed by contest, organized within the limit of vacant public positions provided annually for this purpose, by the plan for occupation of public positions. As a general rule, the contest is organized on a quarterly basis. Any individual who meets the general conditions provided by law and the specific conditions established by law for occupying a certain public position may participate at the selection contest organized for the occupation of a public position. Among other aspects, in this study we underline an inconsistency regarding the recruitment defined in the field of Human Resources Management and its definition from The Statute of the Civil Servants.

  13. Servant leadership behaviors of aerospace and defense project managers and their relation to project success

    Science.gov (United States)

    Dominik, Michael T.

    The success of a project is dependent in part on the skills, knowledge, and behavior of its leader, the project manager. Despite advances in project manager certifications and professional development, the aerospace and defense industry has continued to see highly visible and expensive project failures partially attributable to failures in leadership. Servant leadership is an emerging leadership theory whose practitioners embrace empowerment, authenticity, humility, accountability, forgiveness, courage, standing back, and stewardship, but has not yet been fully examined in the context of the project manager as leader. The objective of this study was to examine the relationship between servant leadership behaviors demonstrated by aerospace and defense project managers and the resulting success of their projects. Study participants were drawn from aerospace and defense oriented affinity groups from the LinkedInRTM social media web system. The participants rated their project managers using a 30-item servant leadership scale, and rated the success of their project using a 12-item project success scale. One hundred and fifteen valid responses were analyzed from 231 collected samples from persons who had worked for a project manager on an aerospace and defense project within the past year. The results of the study demonstrated statistically significant levels of positive correlation to project success for all eight servant leadership factors independently evaluated. Using multiple linear regression methods, the servant leadership factors of empowerment and authenticity were determined to be substantial and statistically significant predictors of project success. The study results established the potential application of servant leadership as a valid approach for improving outcomes of projects.

  14. THE CHARACTERS OF SERVANTS IN TITUŠ (TITO BREZOVAČKI’S PLAYS

    Directory of Open Access Journals (Sweden)

    Ana Gospić Županović

    2016-01-01

    Full Text Available The starting point of this paper is the notion that in Tito Brezovački’s plays the characters of servants have an important role and a privileged place – that of social testimonies. This paper is focused on investigating the features of representation and the roles of servants in two key plays: the hagiographic play Sveti Aleksij (1786 and the play Diogeneš iliti sluga dveh zgubljenih bratov (c. 1805. The plays are first situated within the temporal context after which the features of the characters of servants Favorin and Diogeneš are compared primarily in relation with the genre and comic conventions. The focus is then shifted towards the interpretation of their discourses with respect to the philosophical and/or ideological notions that they support and the critical-satirical reflections which direct interpretation towards coeval socio-political reality. Favorin has the role of the bearer of comical-entertaining parts and his function is to relieve the dominant tragic-pathetic tone, while in the philosophical context he is the conveyer of moralistic-deterministic ideological determinants. The character of Diogeneš (although he has, just like Favorin, inherited some typical comedic conventions in the display of willy servants represents the transformed character of critical-satirical servant partly in accordance with the conventions of the emerging sentimental drama and drame bourgeois. Since he unites all the dramaturgical layers of the play the key socio-political aspects of the play are uncovered through his mediation. Given his role and purpose in the plot, along with the Kantian notion of Enlightenment and Hegelian dialectic of the master servant relationship, new possible socio-political implications of this enlightenment play are proposed in the context of the emergence of new social order.

  15. Motivation of employees and employee benefits

    OpenAIRE

    Haninger, David

    2011-01-01

    This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

  16. Where and How You Sit: How Civil Servants View Citizens’ Participation

    DEFF Research Database (Denmark)

    Pedersen, Karin Hilmer; Johannsen, Lars

    2016-01-01

    place on inclusion. Echoing Miles’s law, “where you stand depends on where you sit,” we discuss how administrative structures and processes—“how you sit”—shape civil servants’ values on citizens’ participation. Using survey data from more than 1,700 civil servants in the Baltic countries, the article......Citizen participation is disputed; some see it as enhancing democracy while others see it as undermining representative government. Some find it increases administrative efficiency, and others find it creates additional costs. Studies argue that the outcome depends on the value which civil servants...

  17. Legal regulation of civil servants in Russia and Germany receiving gifts

    OpenAIRE

    ZIMNEVA SVETLANA; CHUMAKOVA ANNA

    2015-01-01

    The article deals with the conflict between the provisions of the Criminal Code of the Russian Federation, where the minimum amount of the bribe is not defined, and the provision of the Federal Law ‘On State Civil Service of the Russian Federation,’ which, on the one hand, contains an absolute ban on civil servants receiving gifts and other types of remuneration, while, on the other hand, Art. 575 of the Civil Code of the Russian Federation admits a possibility for civil servants to receive g...

  18. Strategic Decision Making for Organizational Sustainability: The Implications of Servant Leadership and Sustainable Leadership Approaches

    Directory of Open Access Journals (Sweden)

    Judita Peterlin

    2015-12-01

    Full Text Available This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions. The contributions of these two leadership approaches are explored, before considering the implications for leadership development. Particularly, the inclusion in leadership development programmes of values based leadership, and the development of integrative thinking, is discussed.

  19. 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.

  20. Uncivil servants: Cyberloafing and other misbehavior in organizations

    NARCIS (Netherlands)

    Ouwerkerk, J.W.; Kalkman, A.; Houterman, M.

    2005-01-01

    Although the internet has had many benefits for organizations, employees may misuse their workplace internet access by surfing non-job related Web sites for personal purposes and by both checking and sending personal e-mail. These activities may constitute an unproductive use of time in that they

  1. Permit.LOA table

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This table includes the effective dates by vessel and permit number for each issued letter of authorization (LOA) by the Permit Office (APSD)

  2. State Licenses & Permits

    Data.gov (United States)

    Small Business Administration — Starting a business? Confused about whether you need a business license or permit? Virtually every business needs some form of license or permit to operate legally....

  3. Employee motivation and employee benefits

    OpenAIRE

    Limburská, Martina

    2009-01-01

    The goal of this thesis is to get acquainted with the issue of employee motivation from a theoretical perspective, and then analyze the incentive system in a selected company - Sellier & Bellot. In conclusion, I would like to evaluate the lessons learned and propose some changes and recommendations for improving motivation in the analyzed company. The work is divided into four parts. The first three are rather theoretical. The first part deals with the explanation of the concept of motivation...

  4. Sex inequalities in physical and mental functioning of British, Finnish, and Japanese civil servants: role of job demand, control and work hours.

    Science.gov (United States)

    Sekine, Michikazu; Tatsuse, Takashi; Kagamimori, Sadanobu; Chandola, Tarani; Cable, Noriko; Marmot, Michael; Martikainen, Pekka; Lallukka, Tea; Rahkonen, Ossi; Lahelma, Eero

    2011-08-01

    In general, women report more physical and mental symptoms than men. International comparisons of countries with different welfare state regimes may provide further understanding of the social determinants of sex inequalities in health. This study aims to evaluate (1) whether there are sex inequalities in health functioning as measured by the Short Form 36 (SF-36), and (2) whether work characteristics contribute to the sex inequalities in health among employees from Britain, Finland, and Japan, representing liberal, social democratic, and conservative welfare state regimes, respectively. The participants were 7340 (5122 men and 2218 women) British employees, 2297 (1638 men and 659 women) Japanese employees, and 8164 (1649 men and 6515 women) Finnish employees. All the participants were civil servants aged 40-60 years. We found that more women than men tended to have disadvantaged work characteristics (i.e. low employment grade, low job control, high job demands, and long work hours) but such sex differences were relatively smaller among employees from Finland, where more gender equal policies exist than Britain and Japan. The age-adjusted odds ratio (OR) of women for poor physical functioning was the largest for British women (OR = 2.08), followed by for Japanese women (OR = 1.72), and then for Finnish women (OR = 1.51). The age-adjusted OR of women for poor mental functioning was the largest for Japanese women (OR = 1.91), followed by for British women (OR = 1.45), and then for Finnish women (OR = 1.07). Thus, sex differences in physical and mental health was the smallest in the Finnish population. The larger the sex differences in work characteristics, the larger the sex differences in health and the reduction in the sex differences in health after adjustment for work characteristics. These results suggest that egalitarian and gender equal policies may contribute to smaller sex differences in health, through smaller differences in disadvantaged work

  5. Assessment of Day Caring Methods among Civil Servant Mothers of Reproductive Age in Lagos State Nigeria

    Science.gov (United States)

    Akinnubi, Caroline Funmbi

    2016-01-01

    This study examined the day caring methods among the civil servants of reproductive age with children between three months to four years in Lagos State Nigeria. The research design employed for this study was a descriptive research design. A total number of 212 teachers and 128 ministry workers making a total of 340 reproductive age mothers were…

  6. 70 The Concept of the Servant of God and Isaiah's Connection: A ...

    African Journals Online (AJOL)

    but He uses various instruments: Babylon and Assyria were used to judge Israel, Cyrus (Isa 41,25; .... Gen 6,2; Job 1,6; Ps 29,1 and 89,6). Ringgren .... Servant may not really be Israel, contrary to what most translators believe. This is because ...

  7. The Commitment of Senior Civil Servants to Democratic Freedoms and Equality

    Directory of Open Access Journals (Sweden)

    Miro HACEK

    2012-02-01

    Full Text Available In modern democracies, senior civil servants have outgrown their classic role of mere implementers of orders given by politicians. Both senior civil servants and politicians serve the same democratic state, and both are heirs to the democratic evolution. Our hypothesis is based mainly on the historically developed division of labor between bureaucracy and politics. Senior civil servants have never been tasked with creating the conditions for more democracy in the state, but instead with creating the conditions for a more effective and successful state. Given that political bodies in which politicians operate have been established as the institutionalized personification of democracy, the task of politicians is above all the promotion of democracy, its values and norms. We have tested that hypothesis on the case of Slovenian senior civil servants and politicians and found out, that both elites are favorable to political freedoms and political equality.

  8. Multilingualism among Brussels-Based Civil Servants and Lobbyists: Perceptions and Practices

    Science.gov (United States)

    Krizsán, Attila; Erkkilä, Tero

    2014-01-01

    This article explores the multilingual and multicultural aspects of community-building, networking and communication in the European Union's (EU) political and administrative system. We investigated the networking and communicative preferences of EU civil servants and lobbyists using survey data and thematic interviews. Our aim was to gain a…

  9. Servant Leadership in Alabama's Regional Public Universities: The President's Role in Fostering Job Satisfaction

    Science.gov (United States)

    Farris, Jimmy D.

    2011-01-01

    The purpose of this research was to explore the relationship between two variables, "servant leadership" and "job satisfaction," among management, executive staff, and faculty at Alabama's five regional universities: Jacksonville State University, Troy University, the University of Montevallo, the University of North Alabama,…

  10. Story, Presence, Community: A Servant-Leadership Model for Rocky Bayou Christian School

    Science.gov (United States)

    Hoskins, John Richard

    2014-01-01

    Christian schools ought to revolve around Jesus' teaching, "Whoever would be great among you must be your servant, and whoever would be first among you must be your slave, even as the Son of Man came not to be served but to serve, and to give his life as a ransom for many" (Matthew 20:26-28, ESV). However, Christian schools often model…

  11. Elementary Teacher Assessments of Principal Servant Leadership, Their Experience with Team Learning and Student Academic Achievement

    Science.gov (United States)

    Zahn, Brian

    2011-01-01

    This study compared teacher assessments of principal servant leadership and their experience with team learning in high, moderate, and low student academic achieving elementary schools. The participants were from fifteen moderate need elementary schools located in southern New York State counties. One hundred sixty two teachers responded to a 36…

  12. Servant Leadership in English Sixth Form Colleges: What Do Teachers Tell Us?

    Science.gov (United States)

    Stoten, David William

    2013-01-01

    Purpose: The purpose of this paper is to investigate whether servant leadership can be applied to college management. The research methodology involved questionnaire and co-constructed discussion eliciting the views of teachers on how they interpret leadership in a sixth form college. Three other models of leadership were discussed along with…

  13. Self-Identified Servant Leadership Traits Valued by Elementary Teachers in an Urban Wisconsin School District

    Science.gov (United States)

    Thompson, Christopher S.

    2014-01-01

    Teachers exhibit leadership behaviors of a service nature in their collaborative work with fellow educators. When additional school staff follow the teacher's example by engaging in servant leadership behaviors, a chain-like reaction or virtuous effect may occur. The researcher hypothesized that significant levels of agreement for servant…

  14. Servant leadership: a case study of a Canadian health care innovator

    Directory of Open Access Journals (Sweden)

    Vanderpyl TH

    2012-02-01

    Full Text Available Tim H VanderpylSchool of Global Leadership, Regent University, Virginia Beach, VA, USAAbstract: Both servant leadership and innovation are easier to theorize than to actually implement in practice. This article presents a case study of a Canadian health care executive who led a remarkable turnaround of St Michael's Health Centre, a floundering and almost bankrupt nursing home. In less than 7 years, Kevin Cowan turned around the finances and changed numerous broken relationships into strategic alliances. Under his leadership, St Michael's Health Centre went from being one of the most underperforming health care organizations in Canada, to one of the most innovative. This article describes some of Cowan's strategies and argues that a servant leadership approach has a direct impact on an organization's ability to innovate. As far as the author is aware, this is the first published article on this specific change effort, which presents a unique perspective on the topics of servant leadership and innovation.Keywords: servant leadership, innovation, Canada, health care, case study

  15. The Prediction Power of Servant and Ethical Leadership Behaviours of Administrators on Teachers' Job Satisfaction

    Science.gov (United States)

    Güngör, Semra Kiranli

    2016-01-01

    The purpose of this study is to identify servant leadership and ethical leadership behaviors of administrators and the prediction power of these behaviors on teachers' job satisfaction according to the views of schoolteachers. This research, figured in accordance with the quantitative research processes. The target population of the research has…

  16. Faculty Perceptions of Organizational Leadership at Christian Colleges and Universities with Missions of Servant Leadership

    Science.gov (United States)

    Palmer, Marila Dollahite

    2011-01-01

    This study examined differences in faculty perceptions of organizational leadership at Christian institutions with servant leadership missions. The study evaluated faculty members' perceptions based on the independent variables of employment status (full- or part-time/adjunct), number of years employed at the institution, and attendance at an…

  17. Attitudes towards collaboration and servant leadership among nurses, physicians and residents.

    Science.gov (United States)

    Garber, Jeannie Scruggs; Madigan, Elizabeth A; Click, Elizabeth R; Fitzpatrick, Joyce J

    2009-07-01

    A descriptive, comparative study was conducted to examine the attitudes of nurses, physicians and residents towards collaboration and to assess their self-perception of servant leadership characteristics. The Jefferson Scale of Attitudes toward Physician-Nurse Collaboration and the Barbuto-Wheeler Servant Leadership Questionnaire were utilized for data collection. Registered nurses (RNs) (n = 2,660), physicians (n = 447) and residents (n = 171) in a Southeastern United States health system were surveyed via the intranet; there were 497 responses for analysis. The response rate should be considered and generalizations made with caution regarding the study results. RN scores were higher for both total scores and subscales as compared to physician/resident groups for collaboration and servant leadership. There was a weak positive correlation between collaboration and servant leadership in the RN group and no significant correlation between the variables in the physician/resident group. Findings from this study have implications for nursing and physician education and practice and may serve as a framework for future studies. Representative samples are needed to gain further insight and to guide future research.

  18. Fostering Growth and Development of Recovering Students in Higher Education through Servant Leadership

    Science.gov (United States)

    Thompson, Anne

    2014-01-01

    Servant leadership is a leadership style complementary to a lifestyle of recovery from a substance use disorder. Across the country, thousands of students in recovery from substance use disorders are pursuing higher education. Support for students in recovery is increasing, primarily through collegiate recovery programs (CRP) that are being…

  19. Servant Leadership in Intercollegiate Athletics: Follower Perceptions of NCAA Division II Athletic Directors

    Science.gov (United States)

    Johnson, Harlan L.

    2016-01-01

    Leadership in the intercollegiate athletic setting has come under pressure in recent years due to problem of unethical behavior and falling short of the expectation of serving students in higher education. While servant leadership has been examined in many different contexts, the literature is limited within the intercollegiate athletic setting.…

  20. Perceptions of Administrators' Servant Leadership Qualities at a Christian University: A Descriptive Study

    Science.gov (United States)

    Burch, Michael J.; Swails, Patricia; Mills, Randy

    2015-01-01

    The servant leadership model is often touted as the best model for Administrators to use at Christian schools of higher education. Research indicated, however, that a disconnection between how leaders of an organization perceived the strengths and weaknesses of their leadership skills and how followers perceived those skills can be detrimental to…

  1. Community College Presidents in a Southern State: An Exploratory Qualitative Inquiry of Servant Leadership

    Science.gov (United States)

    Lehning, John

    2013-01-01

    This exploratory qualitative inquiry added to a limited body of research on the topic of community college presidents who practice the servant leadership philosophy, their influence on organizational effectiveness, and their influence on creating benefits for their community. The research question directing this study asked, What are the…

  2. Testing Relationships between Servant Leadership Dimensions and Leader Member Exchange (LMX)

    Science.gov (United States)

    Barbuto, John E.; Hayden, Robert W.

    2011-01-01

    Leader member exchange has previously been found to be a solid predictor of positive organizational outcomes. Much research has tested a variety of possible antecedents to Leader Member Exchange (LMX), but only a limited number involving leadership styles. In this study servant leadership dimensions were tested for relationship to LMX quality.…

  3. The Servant Leadership Survey: Development and Validation of a Multidimensional Measure

    NARCIS (Netherlands)

    D. van Dierendonck (Dirk); I.A.P.M. Nuijten (Inge)

    2011-01-01

    textabstractPurpose: The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. Design/Methodology/Approach Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using

  4. Analysis of Servant Leadership: An Interpretive Biography of a Prominent Leader in Proprietary Higher Education

    Science.gov (United States)

    Negron, Martin

    2012-01-01

    Values and ethical behaviors in corporate higher education are perceived to be deteriorating, with some leaders accused of financial mismanagement and corruption. Servant leadership has the potential to address these value-related problems but has not been studied in the for-profit environment. The purpose of this qualitative, single-case study…

  5. Examining Perceptions of Servant Leadership in Administration of Selected Public Schools

    Science.gov (United States)

    Dunn, Peggy Jane Mattson

    2012-01-01

    The primary purpose of this study was to examine the impact of "Servant Leadership" in an organization using the following variables: valuing people, developing people, building community, displaying authenticity, providing leadership and sharing leadership. The study also examined whether or not a correlation existed between years of…

  6. The Relationship between Spirituality and Servant Leadership in a Title I Elementary School

    Science.gov (United States)

    Freeman, Noreen A.

    2016-01-01

    In this study, the researcher examined the relationship between teachers' perceived reliance on their spirituality, their functions as servant leaders, and the relationship between their perceived reliance on their spirituality and their perceived levels of serenity in the academic setting. Participants included 45 certified, full-time general…

  7. Measurement Invariance of the "Servant Leadership Questionnaire" across K-12 Principal Gender

    Science.gov (United States)

    Xu, Lihua; Stewart, Trae; Haber-Curran, Paige

    2015-01-01

    Measurement invariance of the five-factor "Servant Leadership Questionnaire" between female and male K-12 principals was tested using multi-group confirmatory factor analysis. A sample of 956 principals (56.9% were females and 43.1% were males) was analysed in this study. The hierarchical multi-step measurement invariance test supported…

  8. Servant Leadership as Defined by K-12 ACSI Christian School Administrators in Arizona, USA

    Science.gov (United States)

    Temperley, Austin J.

    2016-01-01

    This study was designed to understand how ACSI certified Christian School leaders in Arizona lead their schools. There are a variety of leadership models available. Servant leadership, being a fairly recent phenomenon has been studied and implemented by numerous organizations and leaders with great organizational success and buy in. One area of…

  9. School Leadership Retention: A Study of Servant Leadership and School Leader Satisfaction

    Science.gov (United States)

    Bovee, Jeffery A.

    2012-01-01

    The purpose of this quantitative correlation study was to find the relationship between the level of perceived servant leadership and the school leader job satisfaction in the North American Division (NAD) of Seventh-day Adventists P-12 schools. This quantitative correlation study utilized Laub's (1999) Organizational Leadership Assessment…

  10. EMPLOYEE PROMOTION PLANNING IN ANALYTICAL HIERARCHY PROCESS PERSPECTIVE: STUDY ON NATIONAL PUBLIC PROCUREMENT AGENCY

    Directory of Open Access Journals (Sweden)

    Ayuningtyas A.K.

    2017-10-01

    Full Text Available The promotion process is part of the career development conducted by Civil State Apparatus Employee (Pegawai Aparatur Sipil Negara which should be implemented by applying merit system. Employee-related strategic decision making has not applied merit system as mandated in applied laws. It occurred due to Public Service Appointment Board (Badan Pertimbangan Jabatan dan Kepangkatan not possessing assessment model and criteria which could be used to support promotion process implementation in the appropriate structural position based on employee competence and performance. This study aims to describe and analyze assessment criteria and subcriteria required to be considered in State Civil Servant Officers promotion planning by applying Analytical Hierarchy Process (AHP method in National Public Procurement Agency (Lembaga Kebijakan Pengadaan Barang/Jasa Pemerintah. This study uses the explanative quantitative univariate method. Data collection technique used questionnaire instrument. Analytical tool used was AHP. Research result exhibits that ASN employee promotion planning using assessment model is described as follows: Employee Performance Assessment consist of Employee Work Performance element with three criteria and Employee Work Behavior with twenty-three criteria; and Evaluation of Employee Promotion Implementation with eleven criteria. Through the use of AHP methods employee, promotion planning could be utilized as a tool for Baperjakat to produce employee decisions that will be promoted objectively and effectively.

  11. The Servant Leadership Survey: Development and Validation of a Multidimensional Measure.

    Science.gov (United States)

    van Dierendonck, Dirk; Nuijten, Inge

    2011-09-01

    PURPOSE: The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. DESIGN/METHODOLOGY/APPROACH: Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. FINDINGS: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. IMPLICATIONS: With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. ORIGINALITY/VALUE: The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.

  12. Employee Rights

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2016-01-01

    -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......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 smarter working procedures and solutions? These are central concerns of motivation theory, where rational choice decisions are counterbalanced by endowment effects or other fairness concerns. Management is placed in a dilemma between what is, e.g., an economically rational structure of incentives...

  13. Tradeable carbon permits

    International Nuclear Information System (INIS)

    Koutstaal, P.R.

    1995-01-01

    The research project on tradeable carbon permits has focused on three elements. First of all, the practical implications of designing a system of tradeable emission permits for reducing CO2 has been studied. In the second part, the consequences of introducing a system of tradeable carbon permits for entry barriers have been considered. Finally, the institutional requirements and welfare effects of coordination of CO2 abatement in a second-best world have been examined

  14. Determinants of Accounting Frauds:Perceptions of Indonesian Civil Servants

    Directory of Open Access Journals (Sweden)

    Hadri Kusuma

    2017-10-01

    Full Text Available This study aimed to examine a number of factors that affect the accounting fraud. This study used the variables consisting of information asymmetry, organizational commitment and individual morality. Theauthors study surveyed the employees at the Office for Management of Regional Revenue, Finance and Assets (Dinas Pendapatan Pengelolaan Keuangan Aset, Yogyakarta Province. This study uses convenience sampling technique method. The data from 96 respondents revealed that the variables of information asymmetry and organizational commitment significantly enhanced the accounting fraud while the individual morality significantly diminished the accounting fraud.

  15. PENGARUH SERVANT LEADERSHIP TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR DENGAN MEDIASI TRUST IN LEADERSHIP PADA KARYAWAN THE LODEK VILLAS

    Directory of Open Access Journals (Sweden)

    I Dewa Gede Dadhi Rakasiwi

    2017-12-01

    Full Text Available Perilaku karyawan yang melebihi peran yang diwajibkan dikategorikan dalam perilaku organizational citizenship behavior. Tujuan dari penelitian ini untuk menguji pengaruh servant leadership terhadap organizational citizenship behavior dengan mediasi trust in leadership pada karyawan The Lodek Villas Seminyak dengan menggunakan metode sensus (total sampling dalam menentukan sampel sebanyak 65 responden, melalui teknik analisis jalur (Path analisis. Hasil analisis menunjukkan bahwa servant leadership memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Servant leadership memiliki pengaruh positif dan signifikan terhadap trust in leadership yang diterapkan pimpinan The Lodek Villa. Trust in leadership memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Trust in leadership mampu memediasi hubungan positif servant leadership terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Pimpinan perusahaan disarankan mempertimbangkan kepentingan bersama dalam mengambil keputusan sehingga karyawan merasa dihargai. Sebagai seorang pemimpin harus menjaga kebersamaan dengan mengajak karyawan berdiskusi untuk memberikan masukan dan saran yang berguna untuk kepentingan perusahaan.

  16. Automatic Commercial Permit Sets

    Energy Technology Data Exchange (ETDEWEB)

    Grana, Paul [Folsom Labs, Inc., San Francisco, CA (United States)

    2017-12-21

    Final report for Folsom Labs’ Solar Permit Generator project, which has successfully completed, resulting in the development and commercialization of a software toolkit within the cloud-based HelioScope software environment that enables solar engineers to automatically generate and manage draft documents for permit submission.

  17. Lifestyle and health-related quality of life: a cross-sectional study among civil servants in China.

    Science.gov (United States)

    Xu, Jun; Qiu, Jincai; Chen, Jie; Zou, Liai; Feng, Liyi; Lu, Yan; Wei, Qian; Zhang, Jinhua

    2012-05-04

    Health-related quality of life (HRQoL) has been increasingly acknowledged as a valid and appropriate indicator of public health and chronic morbidity. However, limited research was conducted among Chinese civil servants owing to the different lifestyle. The aim of the study was to evaluate the HRQoL among Chinese civil servants and to identify factors might be associated with their HRQoL. A cross-sectional study was conducted to investigate HRQoL of 15,000 civil servants in China using stratified random sampling methods. Independent-Samples t-Test, one-way ANOVA, and multiple stepwise regression were used to analyse the influencing factors and the HRQoL of the civil servants. A univariate analysis showed that there were significant differences among physical component summary (PCS), mental component summary (MCS), and TS between lifestyle factors, such as smoking, drinking alcohol, having breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness (P breakfast, sleep time, physical exercise, operating computers, sedentariness, work time, and drinking (P breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness in China. The performance of the questionnaire in the large-scale survey is satisfactory and provides a large picture of the HRQoL status in Chinese civil servants. Our results indicate that lifestyle factors such as smoking, drinking alcohol, having breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness affect the HRQoL of civil servants in China.

  18. Association of smoking behavior and socio-demographic factors, work, lifestyle and mental health of Japanese civil servants.

    Science.gov (United States)

    Hu, Lizhen; Sekine, Michikazu; Gaina, Alexandru; Nasermoaddeli, Ali; Kagamimori, Sadanobu

    2007-11-01

    Few studies have examined the individual and social impact of smoking behavior in the Japanese population. The purpose of this study was to clarify the association between smoking behavior and socio-demographic factors, lifestyle, mental health and work characteristics of Japanese civil servants. A self-administered questionnaire survey of 1,439 employees (821 men and 618 women) aged 20-64 yr was conducted in a local government department in 2001. The questionnaire included items on socio-demographic factors, education level, grade of employment, lifestyle, affect balance scale, and work characteristics. Smoking status was divided into current smoker, ex-smoker and never smoked. Multiple logistic regression analysis was performed to evaluate the relationship between smoking and the other items. Men presented a higher smoking prevalence rate than women (53.1% vs. 4.9%). In men, a strong relationship between current smoker and advanced age (40 yr or older), low education level, less physical activity, irregular breakfast and negative affect balance was found. Among men with a low education, the prevalence of smoking cessation was significantly lower in comparison to men with a high education. In women, being young (20-29 yr), unmarried (single or other), having a hobby, and irregular breakfast were associated with smoking behavior. Furthermore, smoking cessation was significantly associated with having a hobby and negative affect balance. The above results suggest that socio-demographic, lifestyle and mental health characteristics are independently associated with current smoking. These factors should be considered in smoking cessation policies as program components.

  19. Process of depoliticization of civil servants in the Republic of Macedonia

    Directory of Open Access Journals (Sweden)

    Xhemazie Ibraimi

    2015-03-01

    Full Text Available In administrative theory and practice, there is a dilemma whether public administrators should be chosen based on political criteria, based on professional values confirmed by the job performances or based by the combination of these two principles. The Republic of Macedonia as a country aiming the Integration in the EU, and fulfilling the criteria’s of Copenhagen, should aim at building up a qualitative civil administration comprised of public servants who perform their duties in order to realize the citizen’s rights and interests, regardless their political orientation, politically amorphous, and serving as a good enforcer of law and order. In this sense, main objective of this paper is to analyze the process of Depoliticization of civil servants in Macedonia as one of the main criteria’s toward EU.

  20. Ubuntu leadership in conversation with servant leadership in the Anglican Church: A case of Kunonga

    Directory of Open Access Journals (Sweden)

    Johann-Albrecht Meylahn

    2017-10-01

    Full Text Available This article is a practical theological reflection on leadership practice. The study offers a critical reflection of the Church’s practice of leadership as it interacts with the practices of the world. The leadership has been focused upon conversation between ubuntu and servant leadership as presented by their respective theorists. The two concepts ubuntu and servanthood are congruent to each other, and both have been used in connection with leadership studies, offering leadership a set of values. The key underlying principle is a focus on the importance of service and community. These leadership concepts have been applied upon the Anglican Diocese of Harare in a recent empirical study which revealed that, by and large, the institution does not embrace ubuntu and servant leadership.

  1. The servants of chivalry? Dwarfs and porters in Malory and the Middle English Gawain romances

    OpenAIRE

    Leitch, Megan

    2017-01-01

    This essay explores the ways in which dwarfs and porters are sources of\\ud information, and often, more specifically, of ethical advice and/or judgement. As masculine,\\ud non-chivalric servants, dwarfs and porters are important to Arthurian epistemology—to what\\ud and how Arthurian knights, and readers of Arthurian romances, know—and not always in a\\ud comfortable way.

  2. Tendency of corruption and its determinants among public servants: A case study on Malaysia

    OpenAIRE

    Duasa, Jarita

    2008-01-01

    This study attempts to analyze determinants of corruption tendency on a single country, namely Malaysia, using cross-sectional data. Using survey questions on sample of respondents in two states of Malaysia, Kuala Lumpur and Selangor, data are collected and logit model is developed for estimation. The results from the regression on sample indicate that age negatively contributes to corruption tendency among government servants. The results also show that there are two departments, namely Poli...

  3. Leadership requirements for Lean versus servant leadership in health care: a systematic review of the literature

    OpenAIRE

    Aij,Kjeld Harald; Rapsaniotis,Sofia

    2017-01-01

    Kjeld Harald Aij, Sofia Rapsaniotis VU University Medical Center, Division Acute Care and Surgery, Amsterdam, The Netherlands Abstract: As health care organizations face pressures to improve quality and efficiency while reducing costs, leaders are adopting management techniques and tools used in manufacturing and other industries, especially Lean. Successful Lean leaders appear to use a coaching leadership style that shares underlying principles with servant leadership. There is little inform...

  4. Legal Regulation of Civil Servants in Russia and Germany Receiving Gifts

    Directory of Open Access Journals (Sweden)

    Svetlana Zimneva

    2015-01-01

    Full Text Available The article deals with the conflict between the provisions of the Criminal Code of the Russian Federation, where the minimum amount of the bribe is not defined, and the provision of the Federal Law ‘On State Civil Service of the Russian Federation,’ which, on the one hand, contains an absolute ban on civil servants receiving gifts and other types of remuneration, while, on the other hand, Art. 575 of the Civil Code of the Russian Federation admits a possibility for civil servants to receive gifts of an amount not exceeding 3,000 rubles in the performance of their official duties. This legal conflict necessitates conceptual clarification of such notions as ‘gift’ and ‘bribe.’The authors underline that a determining factor for establishing the legitimacy of the customary gifts given to government officials is whether the gifts were accepted by the officials, while executing their duties, without a prior agreement for an action or inaction. It is noted that the limitation of a gift’s maximum value to 3,000 rubles, as stated in the Civil Code of the Russian Federation, creates an opportunity to abuse or evade the law.The article presents a comparative study of European laws, more specifically dealing with the institute of donation, and Russian legislation regarding the possibility of civil servants receiving gifts. German law does not single out ‘customary gifts;’ it simply does not admit the possibility of giving gifts or the right to receive gifts by German civil servants.The authors have developed proposals to improve the legal regulation concerning the giving of gifts to government officials in Russia.

  5. Understanding the Service Quality Perception Gaps between Judicial Servants and Judiciary Users

    OpenAIRE

    Rodrigo Murillo

    2014-01-01

    Judiciary service user expectations are usually not the same as ideas harbored in the minds of civil servants delivering such services. This discrepancy matches the definition of the service delivery GAP 1, as identified and assessed by SERVQUAL (Service Quality), a tool that for almost three decades has been employed worldwide in measuring service quality in many different industries and countries, in both private and public organizations. Through participant observation, semi-structured int...

  6. Servant leadership relationship with leader-member exchange: The moderating role of motivation-to-serve and motivation-to-lead

    OpenAIRE

    Amah, Okechukwu Ethelbert

    2015-01-01

    Using 200 paired responses from managers/supervisors, and their subordinates working in three big organizations in Nigeria, this study validated the factor structure for servant leadership and combined the motivational and behavioral approaches in the servant leadership model to enhance the predictive power of servant leadership. Cross sectional survey design was used to acquire data. Principal component factor analysis and confirmatory factor analysis both confirmed that 7-factor structure w...

  7. Integral indicator for evaluating system of material motivation employees of state and private enterprises in the construction sector

    Directory of Open Access Journals (Sweden)

    Zotkina Natalia

    2017-01-01

    Full Text Available The article is devoted to modeling mechanism for evaluation the labor contribution of Russian employees of public and private enterprises in the construction sector based on an analysis of current problems in the remuneration of the government. There was also taken into account the state of motivation system and job satisfaction of human resources in the executive authorities in the subject of Russian Federation (on an example of the Yamalo-Nenets Autonomous Okrug - YaNAO. The survey was dedicated to revealing preferences of civil servants in matters of career growth, professional development. On the basis of the quota survey of civil servants using absentee (dispenser survey, conducted in July-September 2015 in Yamalo-Nenets, the following conclusions were formulated. The study has found that enrollment in the personnel reserve is not an effective measure to motivate public servants since it functions mostly just formally. Of particular importance are such working conditions as “remuneration dependence on the actual results” and “Personal responsibility for specific areas of activity”, which is directly linked with the possibility to receive appropriate remuneration. Authors propose an integral indicator for assessing labor contribution of an employee of public and private enterprises of the construction sector in order to improve financial motivation and increase the level of interest, which is based on the principles of economic and mathematical modeling.

  8. Permitted Marine Hydrokinetic Projects

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This data represents pending or issued preliminary permits or issued licenses for marine hydrokinetic projects that produce energy from waves or directly from the...

  9. BCDC Minor Permits

    Data.gov (United States)

    California Natural Resource Agency — An administrative permit can be issued for an activity that qualifies as a minor repair or improvement in a relatively short period of time and without a public...

  10. Allegheny County Asbestos Permits

    Data.gov (United States)

    Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Current asbestos permit data issued by the County for commercial building demolitions and renovations as required by the EPA. This file is updated daily and can be...

  11. Floodplain District Permit

    Data.gov (United States)

    Montgomery County of Maryland — The purpose of a Floodplain District Permit (FPDP) is to control floodplain development in order to protect persons and property from danger and destruction and to...

  12. Coal Mine Permit Boundaries

    Data.gov (United States)

    Earth Data Analysis Center, University of New Mexico — ESRI ArcView shapefile depicting New Mexico coal mines permitted under the Surface Mining Control and Reclamation Act of 1977 (SMCRA), by either the NM Mining these...

  13. HOW TO IMPROVE EMPLOYEE MOTIVATION AND GROUP PERFORMANCE THROUGH LEADERSHIP – CONCEPTUAL MODEL

    Directory of Open Access Journals (Sweden)

    Tebeian Adriana

    2012-07-01

    Full Text Available We live times of intense change, due to fast technological development, when information and knowledge are certain factors of power. Organizations today must not underestimate the importance of capable employees, owners of these great factors like information and knowledge. The key to success, as many organizations have shown, is, of course a mix of attributes, but one of much importance stands in the quality of employees and their performance. How to motivate and keep such employees is a real challenge in the actual business world. Employee fluctuation is a big risk, because it brings many losses: loss of expertise, of know-how, of time, it breaks relationships and teams. One solution to this problem is creating a good and attractive environment, so that employees are motivated enough to bring up the best in them and rise their performance to a high level. The main objective of this study is to present a new approach in motivating employees and raising their performance. In this approach, the leader is the main pawn, the generator and sustainer of a healthy environment. By reviewing the literature and the most recent works in this domain, two styles of leadership come into focus: transformational and servant leadership. Both are relatively new concepts, with common but also different attributes, and both having the same final goal: performance, but through a different approach. Based on a vast literature research, the conceptual model was built, considering the main attributes of the two leadership styles, their impact on motivational factors, their influence on job satisfaction and ultimately on team performance. The intermediary results of the research sustain the conceptual framework and main hypothesis of the study. One important contribution of this research is introducing elements of servant leadership together with transformational leadership in the empirical research and also creating an overall conceptual framework which can be applied

  14. Employee motivation and benefits

    OpenAIRE

    Březíková, Tereza

    2009-01-01

    The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

  15. Determinants of employee punctuality.

    Science.gov (United States)

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

  16. Analysis of Employee Benefits

    OpenAIRE

    Burešová, Lenka

    2013-01-01

    The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

  17. Retaining and properly developing employees: Could this impact professional conduct?

    Directory of Open Access Journals (Sweden)

    Christiana Kappo-Abidemi

    2015-11-01

    Full Text Available Human resource retention and development (HRRD relationship with public servants’ professionalism is examined in this study. Variables such as performance appraisal, training and motivation are used to measure HRRD and the effect on professional output of public service employees are examined. Both quantitative and qualitative methods of data collection were adopted; four hundred and seventy six (476 useable questionnaires were retrieved from respondents and used in the quantitative analysis, while three different groups consisting of between eight to twelve people were involved in focus group discussions. Inferential statistics was used to analyse the quantitative data, while the qualitative data was organised into themes. Findings indicate among others a lack of motivation among Nigerian public servants in terms of salaries and other incentives that could have enhanced performance output. Likewise, training and developmental strategy embarked on presently is not problem targeted. Therefore, a revamp of the current performance appraisal system is suggested amongst many others.

  18. Hanford Facility RCRA permit handbook

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-03-01

    Purpose of this Hanford Facility (HF) RCRA Permit Handbook is to provide, in one document, information to be used for clarification of permit conditions and guidance for implementing the HF RCRA Permit.

  19. Title V Permitting Statistics Inventory

    Data.gov (United States)

    U.S. Environmental Protection Agency — The Title V Permitting Statistics Inventory contains measured and estimated nationwide statistical data, consisting of counts of permitted sources, types of permits...

  20. 76 FR 22444 - Privacy Act; System of Records: State-52, Parking Permit and Car Pool Records

    Science.gov (United States)

    2011-04-21

    ...; bureau; office telephone number and e-mail address; and type of parking permit and desired [[Page 22445... authentication and time out function. All Department of State employees and contractors with authorized access...

  1. New Strategies in the New Millennium: Servant Leadership As Enhancer of Service Climate and Customer Service Performance

    Directory of Open Access Journals (Sweden)

    Jorge Linuesa-Langreo

    2017-05-01

    Full Text Available In a world in which customers are increasingly looking for solutions to their own concerns on how to make a better globalized world, new organizational strategies are emerging to approach the customer in the current third millennium. Servant leadership, which involves putting employees’ needs first and serving the broader society, is emerging as a new strategic mechanism to approach the customer in line with the new social values-driven Marketing 3.0 era. Yet research has ignored the role and the various mechanisms servant leadership might utilize to improve customer service performance of their service units. Spanning 185 hotels located in Spain, a sample of 247 service units –in close contact with customers– was used to investigate whether servant leadership enhances customer service performance through shaping a service climate within the service unit. Results revealed that service climate mediates the positive influence of servant leadership on customer service performance. Managers can use these findings to note the value of leading the service unit in a servant friendly direction, which is better aligned with the new aspirations of customers today.

  2. New Strategies in the New Millennium: Servant Leadership As Enhancer of Service Climate and Customer Service Performance

    Science.gov (United States)

    Linuesa-Langreo, Jorge; Ruiz-Palomino, Pablo; Elche-Hortelano, Dioni

    2017-01-01

    In a world in which customers are increasingly looking for solutions to their own concerns on how to make a better globalized world, new organizational strategies are emerging to approach the customer in the current third millennium. Servant leadership, which involves putting employees’ needs first and serving the broader society, is emerging as a new strategic mechanism to approach the customer in line with the new social values-driven Marketing 3.0 era. Yet research has ignored the role and the various mechanisms servant leadership might utilize to improve customer service performance of their service units. Spanning 185 hotels located in Spain, a sample of 247 service units –in close contact with customers– was used to investigate whether servant leadership enhances customer service performance through shaping a service climate within the service unit. Results revealed that service climate mediates the positive influence of servant leadership on customer service performance. Managers can use these findings to note the value of leading the service unit in a servant friendly direction, which is better aligned with the new aspirations of customers today. PMID:28559873

  3. 75 FR 11193 - Endangered Wildlife and Plants; Permits

    Science.gov (United States)

    2010-03-10

    ...] Endangered Wildlife and Plants; Permits AGENCY: Fish and Wildlife Service, Interior. ACTION: Notice of... employees and their designated agents to conduct enhancement of survival activities for a plant that was recently added to the List of Endangered and Threatened Plants (Phyllostegia hispida). The Endangered...

  4. 50 CFR 21.12 - General exceptions to permit requirements.

    Science.gov (United States)

    2010-10-01

    ..., as amended (40 Stat. 755; 16 U.S.C. 703-(711), may, without a permit, take or otherwise acquire, hold in custody, transport, and dispose of migratory birds or their parts, nests, or eggs as necessary in performing their official duties. (b) Employees of certain public and private institutions: (b)(1) State game...

  5. Examining Civil Servants' Decisions to Use Web 2.0 Tools for Learning, Based on the Decomposed Theory of Planned Behavior

    Science.gov (United States)

    Lai, Horng-Ji

    2017-01-01

    The purpose of this study was to investigate the decisions of civil servants to use Web 2.0 applications while engaging in online learning. The participants were 439 civil servants enrolled in asynchronous online learning programs, using an e-learning portal provided by Taiwan's Regional Civil Service Development Institute. The participants…

  6. New Public Management, Public Service Bargains and the challenges of interdepartmental coordination: a comparative analysis of top civil servants in state administration

    DEFF Research Database (Denmark)

    Hansen, Morten Balle; Steen, Trui; de Jong, Marsha

    2013-01-01

    In this article we are interested in how the coordinating role of top civil servants is related to the argument that country-level differences in the adoption of New Public Management significantly alter the Public Service Bargains of top civil servants and consequently their capacity to accompli...

  7. The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

    Directory of Open Access Journals (Sweden)

    Cemal Zehir

    2013-07-01

    Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed

  8. THEORETICAL APPROACHES TO THE DEFINITION OF MOTIVATION OF PROFESSIONAL ACTIVITY OF PUBLIC SERVANTS

    Directory of Open Access Journals (Sweden)

    E. V. Vashalomidze

    2016-01-01

    Full Text Available The relevance of the topic chosen due to the presence of performance motivation development problems of civil servants, including their motivation for continuous professional development, as one of the main directions of development of the civil service in general, approved by the relevant Presidential Decree on 2016–2018 years. In the first part of this article provides a brief analytical overview and an assessment of content and process of theoretical and methodological approaches to solving the problems of motivation of the personnel of socio-economic systems. In the second part of the article on the basis of the research proposed motivating factors in the development of the approaches set out in the first part of the article.The purpose / goal. The aim of the article is to provide methodological assistance to academic institutions involved in the solution of scientific and practical problems of motivation of civil servants to the continuous professional development in accordance with the Presidential Decree of 11 August 2016 № 408.Methodology. The methodological basis of this article are: a comprehensive analysis of normative legal provision of state of the Russian Federation; systematic approach and historical analysis of the theory and methodology of solving problems of staff motivation; method of expert evaluations; the scientific method of analogies.Conclusions / relevance. The practical significance of the article is in the operational delivery of the scientific and methodological assistance to the implementation of the Russian Federation "On the main directions of the state civil service of the Russian Federation in the years 2016–2018" Presidential Decree of 11 August number 403 regarding the establishment of mechanisms to motivate civil servants to continuous professional development.

  9. Permit application modifications

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-11-01

    This document contains the Permit Application Modifications for the Y-12 Industrial Landfill V site on the Oak Ridge Reservation. These modifications include the assessment of stability of the proposed Landfill V under static and loading conditions. Analyses performed include the general slope stability, veneer stability of the bottom liner and cover system, and a liquefaction potential assessment of the foundation soils.

  10. Permit application modifications

    International Nuclear Information System (INIS)

    1995-11-01

    This document contains the Permit Application Modifications for the Y-12 Industrial Landfill V site on the Oak Ridge Reservation. These modifications include the assessment of stability of the proposed Landfill V under static and loading conditions. Analyses performed include the general slope stability, veneer stability of the bottom liner and cover system, and a liquefaction potential assessment of the foundation soils

  11. PERMITTING HAZARDOUS WASTE INCINERATORS

    Science.gov (United States)

    This publication is a compilation of information presented at a seminar series designed to address the issues that affect the issuance of hazardous waste incineration permits and to improve the overall understanding of trial burn testing. pecifically, the document provides guidan...

  12. GDOT employee survey.

    Science.gov (United States)

    2017-07-04

    The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

  13. Employee wellness program evaluation.

    Science.gov (United States)

    2008-12-01

    Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

  14. Employees with Sleep Disorders

    Science.gov (United States)

    ... syndrome was often 10-15 minutes late for work every day due to amount and quality of sleep. The employer provided this employee with a half an hour flexible start time. Depending on when the employee arrived, ...

  15. Employees with Epilepsy

    Science.gov (United States)

    ... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

  16. Lifestyle and health-related quality of life: A cross-sectional study among civil servants in China

    Directory of Open Access Journals (Sweden)

    Xu Jun

    2012-05-01

    Full Text Available Abstract Background Health-related quality of life (HRQoL has been increasingly acknowledged as a valid and appropriate indicator of public health and chronic morbidity. However, limited research was conducted among Chinese civil servants owing to the different lifestyle. The aim of the study was to evaluate the HRQoL among Chinese civil servants and to identify factors might be associated with their HRQoL. Methods A cross-sectional study was conducted to investigate HRQoL of 15,000 civil servants in China using stratified random sampling methods. Independent-Samples t-Test, one-way ANOVA, and multiple stepwise regression were used to analyse the influencing factors and the HRQoL of the civil servants. Results A univariate analysis showed that there were significant differences among physical component summary (PCS, mental component summary (MCS, and TS between lifestyle factors, such as smoking, drinking alcohol, having breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness (P  Conclusion In this study, using Short Form 36 items (SF-36, we assessed the association of HRQoL with lifestyle factors, including smoking, drinking alcohol, having breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness in China. The performance of the questionnaire in the large-scale survey is satisfactory and provides a large picture of the HRQoL status in Chinese civil servants. Our results indicate that lifestyle factors such as smoking, drinking alcohol, having breakfast, sleep time, physical exercise, work time, operating computers, and sedentariness affect the HRQoL of civil servants in China.

  17. Theoretical reference on the evaluation of professional performances of public servants in the Republic of Moldova

    Directory of Open Access Journals (Sweden)

    Ana VARZARI

    2017-09-01

    Full Text Available Staff policy in public administration must be based on the principle of merit. In the Republic of Moldova, performance management is the less used concept and has been approached in the specialized literature, but there is an evolving evolution. The efficiency and effectiveness of public administration can only be achieved with a professional body of civil servants. The performance and effectiveness of public administration activity, both at central and local level, is approached by Moldovan authors in multiple analytical studies and scientific communications.

  18. Judicial individualization of criminal penalties for corruption offenses committed by civil servants and/or dignitaries

    Directory of Open Access Journals (Sweden)

    Ion TIPA

    2017-06-01

    Full Text Available This article focuses on the study of judicial personalization of criminal penalties applied for corruption offenses of civil servants and / or dignitaries. At the same time, the following study shows the criteria and rules for the individualization of a criminal punishment, the attenuating and aggravating circumstances that influence the application of criminal penalties, with examples from practice, thus mentioning the errors made by some instances of Lower court judgment in the Republic of Moldova. The study also shows the process of individualization of criminal punishment in the light of exceptional circumstances and the way of calculating sentences and arrest computations.

  19. Using servant leadership to facilitate healing after a drug diversion experience.

    Science.gov (United States)

    Ramer, Lynne Marie

    2008-08-01

    Although much has been written about substance abuse in nursing, little attention has been paid to the reaction of a nurse's coworkers after he or she has been caught diverting drugs. The remaining staff members may enter into a grieving process, which can have a serious effect on the delivery of patient care and staff satisfaction. Devoting time and energy to addressing the challenges faced by staff members after a drug diversion experience is essential to reestablishing equilibrium in the department. Using the servant leadership model, managers can exemplify the characteristics of commitment, persuasion, awareness, and foresight to facilitate the grieving process and solidify staff cohesion to help ensure quality patient care.

  20. Archbishop Desmond Tutu as moral sage and servant leader: A compassionate zealot

    Directory of Open Access Journals (Sweden)

    R. Rensburg

    2002-08-01

    Full Text Available Desmond Mpilo Tutu, Archbishop emeritus, has been a prominent character in the global sphere for many years and more recently he has established himself as one of the great leaders in the world. This article investigates transformational and charismatic leadership, as well as the concept of zealotry and comes to the conclusion that the leadership of Desmond Tutu is a synthesis of elements of pragmatic, transformational and charismatic leadership. The article further describes the Archbishop as a servant leader with elements of self-sacrifice, and a zealot with deep compassion for people and causes. Desmond Tutu remains a leading moral and reconciliatory voice across the globe.

  1. Job and Workload Analysis System for Civil Servants in North Sulawesi Province, Indonesia

    Science.gov (United States)

    Krisnanda, M.; Mewengkang, A.; Rompas, P. T. D.; Togas, P. V.

    2018-02-01

    This study aims to create automation system to assist sub division of job analysis and workload of North Sulawesi, Indonesia in completing its annual tasks to record all civil servants. The method used in this research is prototyping where a system will be developed according to the revision supplied by the user. The result of this research is a system used to generate reports and calculations based on user filled forms. The result gathered from the interviews, users can make reports faster and easier. Users can also optimise reports on time using the built system.

  2. Understanding the Service Quality Perception Gaps between Judicial Servants and Judiciary Users

    Directory of Open Access Journals (Sweden)

    Rodrigo Murillo

    2014-12-01

    Full Text Available Judiciary service user expectations are usually not the same as ideas harbored in the minds of civil servants delivering such services. This discrepancy matches the definition of the service delivery GAP 1, as identified and assessed by SERVQUAL (Service Quality, a tool that for almost three decades has been employed worldwide in measuring service quality in many different industries and countries, in both private and public organizations. Through participant observation, semi-structured interviews and empirical data collected by SERVQUAL, this paper focuses on assessing this service delivery GAP 1 for the Second Court of Appeal within Costa Rica’s Judicial Branch.

  3. Family employees and absenteeism

    OpenAIRE

    Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

    2014-01-01

    Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

  4. Documenting Employee Conduct

    Science.gov (United States)

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  5. Permitting issues in Virginia

    International Nuclear Information System (INIS)

    Kennel, R.P.

    1992-01-01

    As background, LG and E Development Corporation (formerly Hadson) has successfully put 16 Qualifying Facilities in the ground over the past 9 years in California, Maine, Virginia, and North Carolina. Each of these qualifying facilities has had some environmental innovative first, so there is no apology for the authors' environmental credentials. In Virginia, there are four identical 60 MW stoker coal cogeneration projects in Southampton County, Altavista, Hopewell, and -lastly-Buena Vista. The Buena Vista cogeneration project becomes the exception that proves the permitting rules. It has been in the permitting process for over 4 years; and despite being the cleanest coal project ever considered east of the Mississippi (design at 0.1 lbs/MMBtu for both So 2 and NO x ), it has suffered serous consequences from permitting delays and BACT ratcheting. As a simple comparison of importance, the Virginia Power Mt. Storm coal power facility emits approximately 150,000 tons of So 2 per year, while the Buena Vista project will actually emit approximately 150 tons of SO 2 per year (not including 1,500' tons of purchased SO 2 offsets). Both are similar distances from the Shenandoah National Park which has been the primary environmental point of concern in Virginia

  6. 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......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

  7. Romanians Civil Servants between New Public Management and Neo Weberian Principles. Some perspectives

    Directory of Open Access Journals (Sweden)

    Ana-Maria Bercu

    2012-02-01

    Full Text Available This paper aims at outlining the contents of the special issue on Romanian civil servants,making a comparative analyze of the principles applicable: can we discuss about New PublicManagement (NPM approaches or, taking into consideration the Romanian civil service reform, wehave a Neo Weberian model? The article provides reviews of the scientific literatures in this specialissue. The argument is that the work performance ofcivil servants are based on a set of goalsdetermined by the citizens-clients needs and the market movements, but, in the mean time, it is aboutthe quality of work in terms of citizens satisfaction and the innovative solutions for the administrativeproblems. The special issue, of which this articleprovides an overview, make an incursion in theliterature providing analyze on the Romanians civilservants based on the steps of actual reform andputting on the questions the managerial and bureaucratic principles. Research limitations include thewidth of the phenomenon under discussion. We statethat the work and performance means not onlyNPM principles, but have instead chosen to adopt the Neo Weberian approach.

  8. Tinder and Fire. Determinants of Sexual Behaviour for Domestic Servants in XVIII Century Spain

    Directory of Open Access Journals (Sweden)

    Daniel Santiago Baldellou Monclús

    2015-12-01

    Full Text Available This article analyzes the position of domestic workers between the late seventeenth and early nineteenth centuries in order to determine what their situation facing the dilemma of preserving their honor in an, usually, hostile enviroment and the social imperative of courting and got married placed on them. The Spanish domestic service in the Old Regime Spain, specially the maids, was exposed to plenty of risks. Sexual harassement was by far one of the most common. This happening could appear in several forms, since an originally consented relationship until crimes such as raping. Through this paper, we annalyze the most common servant ´s sexual conducts based on the court documentation for the XVII and XVIII centuries by analyzing the conflicts reflected in these sources. Maids precariousness, their legal resources and the society perspective over their position are the issues adressed in the paper searching for a overview of the servant´s sexual dangers and its consequences as well as the maid's strategies in openly hostile ambient.

  9. GENERAL INFORMATION MEETING on the European Co-operative Association of International Civil Servants (AMFIE)

    CERN Multimedia

    HR Department

    2010-01-01

    Wednesday 29 September 2010 at 11h (160/1-009) Mr. Dimitri ARGYROPOULOS, Chairman of AMFIE's*) Board of Directors and Mrs. Janine RIVALS, Member of AMFIE's Board of Directors, will make a general presentation on AMFIE's personal financial services and how they may benefit international civil servants. They will also focus on the particular financial challenges faced by expatriate civil servants and on the solutions AMFIE can offer. The presentation will be followed by a question and answer session. Private consultations - 9:00 to 11:00 and 14:00 to 17:30 (5/1-030) Participants who wish to meet AMFIE's representatives for one-to-one private consultations are invited to contact directly Mrs. Janine Rivals (+33/1 45 35 70 79, GSM +33/6 63 58 36 62 or jr@amfie.org) or AMFIE's Secretariat in Luxembourg (+352/42 36 61-1 or amfie@amfie.org). A dedicated form will also be available for this purpose in the meeting room during the presentation. *)\tAMFIE is a cooperative society open exclusively to international ...

  10. General Information Meeting on the European Co-operative Association of International Civil Servants (AMFIE)

    CERN Multimedia

    HR Department

    2011-01-01

    Monday 28 November 2011 at 12h (61/1-009 – Pas Perdus, room C) Mrs. Janine RIVALS, Vice-Chairwoman of AMFIE's* Board of Directors and Mrs. Hélène ECKERT, coordinator for all international organisations in Switzerland, will make a general presentation on AMFIE's personal financial services and how they may benefit international civil servants. They will also focus on the particular financial challenges faced by expatriate civil servants and on the solutions AMFIE can offer. The presentation will be followed by a question and answer session. Private consultations – from 11:00 to 12:00 and from 14:00 to 17:30 (61/1-009 and 61/0-006) Participants who wish to meet AMFIE's representatives for one-to-one private consultations are invited to contact directly Mrs. Janine Rivals (+33/1 45 35 70 79, GSM +33/6 63 58 36 62 or jr@amfie.org) or AMFIE's Secretariat in Luxembourg (+352/42 36 61-1 or amfie@amfie.org). It will be possible to make an ...

  11. Features of Active Stress Overcoming Behavior among Civil Servants and Students of Humanities and Social Sciences Faculty

    Directory of Open Access Journals (Sweden)

    T S Pilishvili

    2014-12-01

    Full Text Available The study is devoted to the active overcoming of everyday stress by civil servants and students of Humanities and Social Sciences Faculty, focused on a similar professional activity. Different behavioral coping strategies are shown in terms of personal activity and their relationship with vitality.

  12. Rule of morality vs. rule of law? An exploratory study of civil servant values in China and the Netherlands

    NARCIS (Netherlands)

    Yang, L.; van der Wal, Z.

    2014-01-01

    This article assesses whether civil servant values in China and the Netherlands reflect different administrative traditions (i.e., rule of morality vs. rule of law). The question is highly relevant because both countries have recently undergone reform and modernization, and their mutual dealings and

  13. Back Stairs at Brucemore: Life as Servants in Early 20th-Century America. Teaching with Historic Places.

    Science.gov (United States)

    Alexander, Melanie; Pustz, Jennifer

    When friends and family visited the Douglas family at Brucemore in Cedar Rapids, Iowa, they had the opportunity to enjoy the beauty and grace of the mansion's public places. On its 33 acres, Brucemore had a duck pond, swimming pool, tennis courts, and large formal gardens, besides its 21 extravagant rooms and furnishings. Domestic servants were…

  14. Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor

    OpenAIRE

    Miao, Qing; Newman, Alexander; Schwarz, Gary; Xu, Lin

    2013-01-01

    The present study examines whether participative leadership engenders organizational commitment among Chinese civil servants, and analyzes the mechanisms by which it transmits its effects. Confirmatory factor analysis and structural equation modeling revealed that there was a significant relationship between supervisor-level participative leadership and the affective and normative commitment of subordinates, but no relationship with continuance commitment. Affective trust was identified as th...

  15. Predicting Pre-Service Classroom Teachers' Civil Servant Recruitment Examination's Educational Sciences Test Scores Using Artificial Neural Networks

    Science.gov (United States)

    Demir, Metin

    2015-01-01

    This study predicts the number of correct answers given by pre-service classroom teachers in Civil Servant Recruitment Examination's (CSRE) educational sciences test based on their high school grade point averages, university entrance scores, and grades (mid-term and final exams) from their undergraduate educational courses. This study was…

  16. The Effects of Secondary School Administrators' Servant Leadership Behaviors on Teachers' Organizational Commitment

    Science.gov (United States)

    Türkmen, Fatma; Gül, Ibrahim

    2017-01-01

    The purpose of this research is to examine the effects of secondary school administrators' servant leadership behavior on teachers' organizational commitment. This research was designed based on the relational screening model. The population of the study consists of 753 secondary school teachers. 438 teachers from the total population participated…

  17. Assessing the State of Servant Leadership, Teacher Morale, and Student Academic Performance Outcomes in a Florida Elementary School District

    Science.gov (United States)

    EL-Amin, Abdul

    2013-01-01

    This descriptive research study was conducted to determine the state of perceived teacher morale and student academic performance as measured by fourth-grade reading and math scores among four elementary schools defined by the servant leadership score of each principal in this Florida elementary school district. While related research from other…

  18. Self-Perceived Traits of Servant Leadership in AmeriCorps Volunteers: A Mixed Method Concurrent Explanatory Study

    Science.gov (United States)

    Cook, Karen F.

    2015-01-01

    Although the tenets of modern servant leadership originated by Greenleaf (1970) have long been applied to service enterprise, no known research has applied the principles to the self-perception of AmeriCorps volunteers who commit to one year of service. The purpose of this mixed-method study was to determine whether volunteers who commit to one…

  19. Lean in Air Permitting Guide

    Science.gov (United States)

    The Lean in Air Permitting Guide is designed to help air program managers at public agencies better understand the potential value and results that can be achieved by applying Lean improvement methods to air permitting processes.

  20. Pacific Islands Region Fishing Permits

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — The Sustainable Fisheries Division Permits Program issues around 300 permits annually for pelagic longline and troll & handline, bottomfish, crustacean (lobster...

  1. Vessel Permit System Data Set

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — GARFO issues federal fishing permits annually to owners of fishing vessels who fish in the Greater Atlantic region, as required by federal regulation. These permits...

  2. ANTESEDEN EMPLOYEE TURNOVER

    Directory of Open Access Journals (Sweden)

    Heryadi Fardilah

    2018-03-01

    Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

  3. Malnutrition in elder care: qualitative analysis of ethical perceptions of politicians and civil servants.

    Science.gov (United States)

    Mamhidir, Anna-Greta; Kihlgren, Mona; Soerlie, Venke

    2010-06-16

    Few studies have paid attention to ethical responsibility related to malnutrition in elder care. The aim was to illuminate whether politicians and civil servants reason about malnutrition in elder care in relation to ethical responsibility, and further about possible causes and how to address them. Eighteen elected politicians and appointed civil servants at the municipality and county council level from two counties in Sweden were interviewed. They worked at a planning, control and executive level, with responsibility for both the elder care budget and quality of care. Qualitative method was used for the data analysis. Two themes emerged from their reasoning about malnutrition related to ethical responsibility. The theme assumed role involves the subthemes quality of care and costs, competent staff and govern at a distance. Old and ill patients were mentioned as being at risk for malnutrition. Caregivers were expected to be knowledgeable and stated primary responsible for providing adequate nutritional care. Extended physician responsibility was requested owing to patients' illnesses. Little was reported on the local management's role or on their own follow-up routines. The theme moral perception includes the subthemes discomfort, trust and distrust. Feelings of discomfort concerned caregivers having to work in a hurried, task-oriented manner. Trust meant that they believed for the most part that caregivers had the competence to deal appropriately with nutritional care, but they felt distrust when nutritional problems reappeared on their agenda. No differences could be seen between the politicians and civil servants. New knowledge about malnutrition in elder care related to ethical responsibility was illuminated by persons holding top positions. Malnutrition was stressed as an important dimension of the elder care quality. Governing at a distance meant having trust in the staff, on the one hand, and discomfort and distrust when confronted with reports of

  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. Partnership in employee health. A workplace health program for British Columbia Public Service Agency (Canada).

    Science.gov (United States)

    Tarride, J E; Harrington, K; Balfour, R; Simpson, P; Foord, L; Anderson, L; Lakey, W

    2011-01-01

    To evaluate the My Health Matters! (MHM) program, a multifaceted workplace intervention relying on education and awareness, early detection and disease management with a focus on risk factors for metabolic syndrome. The MHM program was offered to 2,000 public servants working in more than 30 worksites in British Columbia, Canada. The MHM program included a health risk assessment combined with an opportunity to attend an on-site screening and face-to-face call back visits and related on-site educational programs. Clinical and economic outcomes were collected over time in this one-year prospective study coupled with administrative and survey data. Forty three per cent of employees (N=857) completed the online HRA and 23 per cent (N=447) attended the initial clinical visit with the nurse. Risk factors for metabolic syndrome were identified in more than half of those attending the clinical visit. The number of risk factors significantly decreased by 15 per cent over six months (N=141). The cost per employee completing the HRA was $205 while the cost per employee attending the initial clinical visit was $394. Eighty-two per cent of employees would recommend the program to other employers. This study supports that workplace interventions are feasible, sustainable and valued by employees. As such, this study provides a new framework for implementing and evaluating workplace interventions focussing on metabolic disorders.

  6. Cloud computing technologies applied in the virtual education of civil servants

    Directory of Open Access Journals (Sweden)

    Teodora GHERMAN

    2016-03-01

    Full Text Available From the perspective of education, e-learning through the use of Cloud Computing technologies represent one of the most important directions of educational software development, because Cloud Computing are in a rapid development and applies to all areas of the Information Society, including education. Systems require resources for virtual education on web platform (e-learning numerous hardware and software. The convenience of Internet learning, creating a learning environment based on web has become one of the strengths in virtual education research, including applied Cloud Computing technologies in virtual education of civil servants. The article presents Cloud Computing technologies as a platform for virtual education on web platforms, their advantages and disadvantages towards other technologies.

  7. Servant leadership in nursing: a framework for developing sustainable research capacity in nursing.

    Science.gov (United States)

    Jackson, Debra

    2008-01-01

    In the current professional climate, research activities are highly valued with nurses in all sectors actively encouraged to participate. However, working environments for many nurses are such that it can be difficult to privilege research activities in any sustained way. A number of organisational challenges coalesce to impede participation in research activities, including limited resources, lack of skills, knowledge and opportunities, and a culture of individualism. Strong, effective research leadership is essential to help mediate some of these negative aspects of organisational life, and promote creative environments to facilitate the development of research capacity. Servant leadership is a service-oriented approach that focuses on valuing and developing people, and offers a participatory and collaborative framework within which to build creative and productive research communities. Such communities can encourage connectedness between people, deepen the capacity for supportive collegiality, and foster a holistic social learning milieu to support researchers of all levels, including early career researchers and research higher degree candidates.

  8. Employee Assistance Programs.

    Science.gov (United States)

    Levine, Hermine Zagat

    1985-01-01

    The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

  9. [Effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and additional effort: focused on the mediating effects of leader trust and value congruence].

    Science.gov (United States)

    Han, Sang Sook; Kim, Nam Eun

    2012-02-01

    This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

  10. 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....

  11. 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......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...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

  12. God-image of Servant King as powerful but vulnerable and serving: Towards transforming African church leadership at an intersection of African kingship and biblical kingship to servant leadership

    Directory of Open Access Journals (Sweden)

    Vhumani Magezi

    2015-11-01

    Full Text Available Christianity is mediated through culture and people’s cultural practices. One such cultural practice is African kingship. African kingship conveys on the ruler sovereignty, power, authority and supremacy over people under one’s jurisdiction. Intricately linked to respect for elders and those in power, African church leaders are at an intersection of the African kingship leadership style and the biblical kingship leadership style. Consciously or unconsciously, church leaders tend to embrace the African kingship approach to leadership and to a lesser extent biblical servant leadership. In such a situation, what God-image of biblical leadership could be discerned for constructive church leadership? In response, the God-image of Servant King as all powerful God, although vulnerable and serving, provides the framework for a transformative approach to church leadership in Africa.

  13. 78 FR 14437 - Government Employees Serving in Official Capacity in Nonprofit Organizations; Sector Unit...

    Science.gov (United States)

    2013-03-06

    ... because of discomfort about waiving the application of a criminal statute. OGE fielded numerous inquiries... organization; agencies will remain free to impose similar limits as they deem appropriate in the future.\\5\\ See... speech, by declining to permit employee participation, would have to outweigh employees' strong interest...

  14. 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.

  15. 48 CFR 307.108-70 - Telecommuting of contractor employees.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Telecommuting of... Telecommuting of contractor employees. (a) SOWs/PWSs shall permit offerors or contractors to specify their own... telecommuting) for any part of an SOW/PWS, after determining that the work or any portion thereof must be...

  16. The influence of lotteries on employees' workplace HIV testing ...

    African Journals Online (AJOL)

    The influence of lotteries on employees' workplace HIV testing behaviour. ... The findings point to the importance of providing workers with an opportunity to openly discuss HIV testing thus allowing mitigation of HIV stigma and discrimination and permitting HIV testing to become socially sanctioned and seen as part of a ...

  17. Essays on Employee Ownership

    DEFF Research Database (Denmark)

    Faigen, Benjamin

    This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...

  18. Socialização organizacional: estudo comparativo entre servidores públicos brasileiros e noruegueses Organizational socialization: a comparative study among Brazilian and norwegian civil servants

    Directory of Open Access Journals (Sweden)

    Virgínia Donizete de Carvalho

    2012-08-01

    demonstraram uma socialização mais satisfatória comparativamente aos noruegueses. Atentando para os diferentes contextos em que se inserem as duas universidades estudadas, reflexões acerca de possíveis influências das orientações culturais nos resultados foram tecidas.The aim of the study was to analyze the organizational socialization outcomes among civil servants at two public universities, from different countries (Brazil and Norway, comparing the results obtained in a cross-cultural perspective. The samples were composed of professors and technical-administrative employees at a Brazilian university (N=72 and a Norwegian university (N=63. The data collection instruments used were the Organizational Socialization Inventory (OSI and a sociodemographic form. Data analysis was preceded by a number of tests to verify possible distinct response styles among the respondents, as they came from different cultures. Descriptive analysis, t-tests and ANOVA were performed to identify and compare organizational socialization outcomes. The results showed that the Norwegian civil servants, in general, reported better integration to people compared to Brazilians, which tended to be more integrated to organization than Norwegians. It was also observed and interaction effect between nationality and occupation, so that only among Norwegians civil servants in distinct occupations the organizational socialization outcomes were homogeneous. At the Brazilian university, professors related to be more socialized than technical-administrative employees. Furthermore, Norwegian technical-administrative employees tended to be more socialized than their Brazilian counterparts, while Brazilian professors showed better socialization outcomes comparatively to Norwegian professors. Given the different contexts in which the two universities operate, some considerations about cultural orientations and their possible influence in the findings were proposed.

  19. 20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are students permitted to hold jobs other than work-based learning opportunities? 670.520 Section 670.520 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...

  20. The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

    OpenAIRE

    Cemal Zehir; Bulent Akyuz; M.Sule Eren; Gulden Turhan

    2013-01-01

    The relationship between leader and followers plays a vital role, particularly in educational institutions where a keen understanding of human character and high level of social interaction ought to be facilitated. For this reason, in stark contrast to contemporary leaders who see people only as units of production or expendable resources in a profit and loss statement, servant leadership focuses on meeting the needs of followers, making them reach their maximum potential and so perform optim...

  1. 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)

  2. Allegheny County Employee Salaries

    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...

  3. 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 ...

  4. 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.

  5. 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...

  6. Employee, State of Alaska

    Science.gov (United States)

    Business Resources Division of Corporations, Business & Professional Licensing Dept. of Commerce Benefits Resources State Employee Directory State Calendar State Training: LearnAlaska State Travel Manager) Web Mail (Outlook) Login Who to Call Health Insurance Insurance Benefits Health and Optional

  7. An Exploratory Study of Civil Servants Spatial Thinking, Awareness and Use of Maps in Africa-Nigeria

    Science.gov (United States)

    Asiyanbola, R. A.

    2018-04-01

    The paper is an exploratory study of spatial thinking, awareness and use of maps among civil servants in Nigeria with a view towards enhancing capacity building in the development and use of global mapping and geospatial information technologies products and services. The data used in the paper was from administration of 152 questionnaires to civil servants in Ibadan, Oyo State, Nigeria between February and August, 2017. Descriptive statistics were used to analyse the data. The study shows among others that majority of the civil servants had situations in their daily lives or specialty that require spatial thinking; the three top situations in their daily lives or specialty that require spatial thinking were identification of places, wayfinding and walking; majority of them asked from people information about location, direction, distances and other needed information about places they do not know; majority of them were aware of maps; majority of them could read maps; majority of them had interest to learn more how to read maps and were willing to pay for the training.

  8. [Relationships of positive and negative affectivity to sleep quality in Japanese civil servants: 3-year follow-up study].

    Science.gov (United States)

    Saeki, Urara; Nasermoaddeli, Ali; Sekine, Michikazu; Kagamimori, Sadanobu

    2008-11-01

    We conducted this longitudinal study to evaluate the relationships of positive and negative affectivity (Affect Balance Scale) to sleep quality among civil servants. For this study we evaluated 827 civil servants of T city in Toyama prefecture in the springs of 2001 (Baseline) and 2004 with complete information in both phases of the study. Based on the median score at each phase, we divided Affect Balance Scale (ABS) scores into high and low groups. We conducted logistic regression analysis to determine the odds ratios (OR) of 3-yr follow-up sleep quality by baseline and follow-up ABS scores. After adjusting for baseline sleep quality scores, age, sex, employment, job strain, and exercise habits, participants who had high ABS scores were more likely (OR: 3.13, 95% confidence interval (CI): 1.78-5.53) to have better sleep quality than those with low ABS scores at both phases. In addition, participants with low ABS scores at baseline and high ABS scores 3 yr later had better sleep quality (OR: 1.81, 95%CI: 1.02-3.20) than those with low ABS scores at both phases. These findings substantiate the relationships of positive and negative affectivity to sleep quality. Improving the affect balance condition as well as maintaining good affect balance condition may be important determinants of sleep quality in civil servants.

  9. Employers meet employees

    OpenAIRE

    Scheuer, Christian

    2009-01-01

    "Leaping into the future of labor economics: the research potential of linking employer and employee data" is the title of a paper by Daniel S Hammermesh published in Labour Economics in 1999. I quote it here, since it captures much of my motivation for the work included in this thesis. Considering applied micro econometrics and labor economics my main elds of interest, the development of linked employer-employee data that took place in Denmark around the time of the new mille...

  10. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    Science.gov (United States)

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  11. Employee Benefit Status from E-Employee Service

    Science.gov (United States)

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

    The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

  12. The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation

    Directory of Open Access Journals (Sweden)

    Chengedzai Mafini

    2014-04-01

    Research purpose: To examine the relationships between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. Motivation for the study: Labour strife is an endemic phenomenon in South Africa’s public sector as evidenced by the high incidences of industrial action and labour turnover. This study contributes to this subject by identifying the extrinsic factors that could be optimised with a view to enhancing job and life satisfaction amongst government employees. Research approach, design and method: The study used the quantitative research survey approach: a questionnaire was administered to 246 employees in a South African public organisation. Extrinsic motivation factors were identified using principal components analysis. Mean score ranking was used to compare the relative importance of all factors. The conceptual framework was tested using Spearman’s rank correlation analysis and linear regression analysis. Main findings: Statistically significant relationships were observed between job satisfaction and four extrinsic motivation factors: remuneration, quality of work life, supervision and teamwork. The relationship with promotion was insignificant, but a statistically significant relationship was established with life satisfaction. Practical/managerial implications: The findings may be used to implement strategies for enhancing employee performance and industrial relations within public organisations. Contribution/value-add: The study provides evidence of the interplay between extrinsic motivation, job satisfaction and life satisfaction for public servants in developing countries.

  13. Employee motivation development opportunities seeking to reduce employee turnover

    OpenAIRE

    Pilukienė, Laura; Kšivickaitė, Gertūda

    2014-01-01

    In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

  14. 2008 Contruction General Permits & Multi-Sector General Permits

    Data.gov (United States)

    U.S. Environmental Protection Agency — View stormwater notices of intent (NOIs) for construction projects under EPA's 2008 Construction General Permit (CGP), for Low Erosivity Waivers (LEWs) submitted...

  15. The employee motivation and benefits

    OpenAIRE

    Fuhrmannová, Petra

    2013-01-01

    The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

  16. Legal Liability of Civil Servants of Local Public Authorities in the Republic of Moldova

    Directory of Open Access Journals (Sweden)

    Natalia Saitarli

    2015-08-01

    Full Text Available In the working out of legal liability, there are a lot of published articles, collections and monographs nowadays which have got already some productive achievements. However, the notion of liability and its central problems have been controversial subjects for long years that create discussions and cause the necessity to elaborate some methodological questions. The legal liability is being determined as a duty “to be responsible“, “to account“. One of the results in the research is to determine that the legal liability has become the idea of “positive law responsibility“, under which we understand not the liability of the person who has committed an infringement of the law but vice versa a lawful behavior of the person who commits no law infringements. The goal of the given article is to regard the legal liability of civil servants of local public authorities in the Republic of Moldova because an efficient activity of the state (a good state government depends on the determination of concrete forms of the legal liability for the local public authorities.

  17. Job dissatisfaction as a contributor to stress-related mental health problems among Japanese civil servants.

    Science.gov (United States)

    Tatsuse, Takashi; Sekine, Michikazu

    2013-01-01

    Although studies on the association of job dissatisfaction with mental health have been conducted in the past, few studies have dealt with the complicated links connecting job stress, job dissatisfaction, and stress-related illness. This study seeks to determine how job dissatisfaction is linked to common mental health issues. This study surveyed 3,172 civil servants (2,233 men and 939 women) in 1998, taking poor mental functioning, fatigue, and sleep disturbance as stress-related mental health problems. We examine how psychosocial risk factors at work and job dissatisfaction are associated independently with poor mental functioning, fatigue, and sleep disturbance after adjustment for other known risk factors, and how job dissatisfaction contributes to change in the degree of association between psychosocial risk factors at work and mental health problems. In general, psychosocial risk factors were independently associated with mental health problems. When adjusted for job dissatisfaction, not only was job satisfaction independently associated with mental health problems but it was also found that the association of psychosocial risk factors with mental health problems declined. Our results suggest that, although longitudinal research is necessary, attitudes toward satisfaction at work can potentially decrease the negative effects of psychosocial risk factors at work on mental health.

  18. THE BORDER BETWEEN BRIBERY AND SPONSORSHIP OF A MEDICPUBLIC SERVANT, IN THE EXERCISE OF HIS DUTIES

    Directory of Open Access Journals (Sweden)

    Mihaela Onofrei

    2017-12-01

    Full Text Available Present paper aims to analyze the situation of a medic, civil servant in the exercise of his duties, who is compelled to ask the patient to pay the provided medical services from his own funds. The economic and social context of Romania over the last ten years, along with Romania's entry into the economic crisis, has led to drastic austerity measures. A major area that has been affected was the medical field in which patients were faced with two situations. On the one hand, in order to benefit from medical services, reimbursed by the Romanian state, they had to be included on waiting lists, and on the other hand, they had the possibility to sign a sponsorship contract with the medical unit and to pay out of their own funds the medical services they were receiving. Thus, as many people have opted for the sponsorship contract, this situation has come to the attention of anticorruption prosecutors who have considered that signing of a sponsorship contract is a disguised form of bribery of the medic. In the context of the fight against corruption, prosecutors investigated whether the constitutive elements of the bribery offense were met in these conditions. The present study follows the arguments used by lawyers to prove that signing a sponsorship contract between a patient and the medical unit not only cannot have criminal connotations but the most important that the criminal responsibility of the physician involved cannot be attributed.

  19. Calcium intake and 28-year cardiovascular and coronary heart disease mortality in Dutch civil servants.

    Science.gov (United States)

    Van der Vijver, L P; van der Waal, M A; Weterings, K G; Dekker, J M; Schouten, E G; Kok, F J

    1992-02-01

    Data obtained from a general health examination in 1953-1954 of 2605 middle-aged Dutch civil servants were analysed to investigate the relation between dietary calcium and cardiovascular (CVD) and coronary heart disease (CHD) mortality. Calcium intake was assessed at baseline by a 1-week food frequency recall. Multivariate adjusted odds ratios (OR) were calculated using the highest quintile of calcium intake as the reference. No statistically significant associations were observed for low calcium intake in 15 and 28 years of follow-up in both men and women. For men, multivariate adjusted OR for the lowest quintile of calcium intake were 1.3 (95% confidence interval (CI): 0.8-1.9) and 0.9 (95% CI: 0.6-1.6) for 28-year CVD and CHD mortality, respectively. For women, corresponding OR were 1.1 (95% CI: 0.6-2.0) and 1.1 (95% CI: 0.5-2.5). Although an inverse association between calcium intake and CVD and CHD mortality, possibly mediated by blood pressure, might be hypothesized, no clear association was observed. Because dietary patterns in the 1950s were quite stable, and major calcium sources were addressed, misclassification of calcium intake may not be fully responsible for this finding.

  20. The function of a medical director in healthcare institutions: a master or a servant.

    Science.gov (United States)

    Kossaify, Antoine; Rasputin, Boris; Lahoud, Jean Claude

    2013-01-01

    The function of a medical director is presented along with features of efficiency and deficiencies from the perspective of healthcare system improvement. A MEDLINE/Pubmed research was performed using the terms "medical director" and "director", and 50 relevant articles were selected. Institutional healthcare quality is closely related to the medical director efficiency and deficiency, and a critical discussion of his or her function is presented along with a focus on the institutional policies, protocols, and procedures. The relationship between the medical director and the executive director is essential in order to implement a successful healthcare program, particularly in private facilities. Issues related to professionalism, fairness, medical records, quality of care, patient satisfaction, medical teaching, and malpractice are discussed from the perspective of institutional development and improvement strategies. In summary, the medical director must be a servant to the institutional constitution and to his or her job description; when his or her function is fully implemented, he or she may represent a local health governor or master, ensuring supervision and improvement of the institutional healthcare system.

  1. Students' perceptions of the interprofessional team in practice through the application of servant leadership principles.

    Science.gov (United States)

    Neill, Mark; Hayward, Karen S; Peterson, Teri

    2007-08-01

    This study examined students' perceptions of interprofessional practice within a framework of servant leadership principles, applied in the care of rural older adults utilizing a service learning model. Mobile wellness services were provided through the Idaho State University Senior Health Mobile project in a collaborative team approach in the community-based setting. Students from varied health professional programs were placed in teams for the provision of wellness care, with communication among team members facilitated by a health professions faculty member serving as field coordinator. The Interdisciplinary Education Perception Scale (IEPS) was used to measure students' perceptions of interprofessional practice using a pretest post-test research design. Multivariate analysis was performed revealing a significant pretest to post-test effect on students' perceptions as measured by factors inherent in the IEPS and deemed essential to effective interprofessional practice. Univariate analysis revealed a significant change in students' perception of professional competence and autonomy, actual cooperation and resource sharing within and across professions, and an understanding of the value and contributions of other professionals from pretest to post-test.

  2. The Function of a Medical Director in Healthcare Institutions: A Master or a Servant

    Directory of Open Access Journals (Sweden)

    Antoine Kossaify

    2013-01-01

    Full Text Available The function of a medical director is presented along with features of efficiency and deficiencies from the perspective of healthcare system improvement. A MEDLINE/Pubmed research was performed using the terms “medical director” and “director”, and 50 relevant articles were selected. Institutional healthcare quality is closely related to the medical director efficiency and deficiency, and a critical discussion of his or her function is presented along with a focus on the institutional policies, protocols, and procedures. The relationship between the medical director and the executive director is essential in order to implement a successful healthcare program, particularly in private facilities. Issues related to professionalism, fairness, medical records, quality of care, patient satisfaction, medical teaching, and malpractice are discussed from the perspective of institutional development and improvement strategies. In summary, the medical director must be a servant to the institutional constitution and to his or her job description; when his or her function is fully implemented, he or she may represent a local health governor or master, ensuring supervision and improvement of the institutional healthcare system.

  3. Noncooperative models of permit markets

    Energy Technology Data Exchange (ETDEWEB)

    Godal, Odd

    2011-07-15

    The applicability of some popular and basic permit market theories has been questioned. Drawing on noncooperative equilibrium theory for pure exchange economies, this article adapts several well-established alternative models to permit exchange. Some qualitative properties of the associated equilibria are provided, including two games with equilibria that in a sense coincide. Nevertheless, as there exist quite a few models potentially applicable to emissions trading, with equilibria that range from autarky to Pareto optimality, it seems that economics lacks a broadly accepted basic theory for permit markets. (Author)

  4. 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...

  5. 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.

  6. Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

    Science.gov (United States)

    Moore, T

    1989-12-01

    Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

  7. Permit trading and credit trading

    DEFF Research Database (Denmark)

    Boom, Jan-Tjeerd; R. Dijstra, Bouwe

    This paper compares emissions trading based on a cap on total emissions (permit trading) and on relative standards per unit of output (credit trading). Two types of market structure are considered: perfect competition and Cournot oligopoly. We find that output, abatement costs and the number...... of firms are higher under credit trading. Allowing trade between permit-trading and credit-trading sectors may increase in welfare. With perfect competition, permit trading always leads to higher welfare than credit trading. With imperfect competition, credit trading may outperform permit trading....... Environmental policy can lead to exit, but also to entry of firms. Entry and exit have a profound impact on the performance of the schemes, especially under imperfect competition. We find that it may be impossible to implement certain levels of total industry emissions. Under credit trading several levels...

  8. Factors Influencing Learner Permit Duration

    Directory of Open Access Journals (Sweden)

    Johnathon P. Ehsani

    2016-12-01

    Full Text Available An increasing number of countries are requiring an extended learner permit prior to independent driving. The question of when drivers begin the learner permit period, and how long they hold the permit before advancing to independent licensure has received little research attention. Licensure timing is likely to be related to “push” and “pull” factors which may encourage or inhibit the process. To examine this question, we recruited a sample of 90 novice drivers (49 females and 41 males, average age of 15.6 years soon after they obtained a learner permit and instrumented their vehicles to collect a range of driving data. Participants completed a series of surveys at recruitment related to factors that may influence licensure timing. Two distinct findings emerged from the time-to-event analysis that tested these push and pull factors in relation to licensure timing. The first can be conceptualized as teens’ motivation to drive (push, reflected in a younger age when obtaining a learner permit and extensive pre-permit driving experience. The second finding was teens’ perceptions of their parents’ knowledge of their activities (pull; a proxy for a parents’ attentiveness to their teens’ lives. Teens who reported higher levels of their parents’ knowledge of their activities took longer to advance to independent driving. These findings suggest time-to-licensure may be related to teens’ internal motivation to drive, and the ability of parents to facilitate or impede early licensure.

  9. The National Solar Permitting Database

    Energy Technology Data Exchange (ETDEWEB)

    2014-08-31

    "The soft costs of solar — costs not associated with hardware — remain stubbornly high. Among the biggest soft costs are those associated with inefficiencies in local permitting and inspection. A study by the National Renewable Energy Laboratory and Lawrence Berkeley National Laboratory estimates that these costs add an average of $0.22/W per residential installation. This project helps reduce non-hardware/balance of system (BOS) costs by creating and maintaining a free and available site of permitting requirements and solar system verification software that installers can use to reduce time, capital, and resource investments in tracking permitting requirements. Software tools to identify best permitting practices can enable government stakeholders to optimize their permitting process and remove superfluous costs and requirements. Like ""a Wikipedia for solar permitting"", users can add, edit, delete, and update information for a given jurisdiction. We incentivize this crowdsourcing approach by recognizing users for their contributions in the form of SEO benefits to their company or organization by linking back to users' websites."

  10. 50 CFR 679.4 - Permits.

    Science.gov (United States)

    2010-10-01

    ... this section, with the exception that an IFQ hired master permit or a CDQ hired master permit need not... program permit or card type is: Permit is in effect from issue date through the end of: For more... section (C) Halibut & sablefish hired master permits Specified fishing year Paragraph (d)(2) of this...

  11. Employees on the Move!

    Science.gov (United States)

    Levin, Sarah

    This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

  12. Managing Employee Assistance Programmes.

    Science.gov (United States)

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  13. 20 CFR 439.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  14. Consequences of Job Insecurity on the Psychological and Physical Health of Greek Civil Servants

    Directory of Open Access Journals (Sweden)

    Dimitra Nella

    2015-01-01

    Full Text Available The aim of this study was to estimate the short term consequences of job insecurity associated with a newly introduced mobility framework in Greece. In specific, the study examined the impact of job insecurity on anxiety, depression, and psychosomatic and musculoskeletal symptoms, two months after the announcement of the mobility framework. In addition the study also examined the “spill over” effects of job insecurity on employees not directly affected by the mobility framework. Personal interviews using a structured questionnaire were conducted for 36 university administrative employees awaiting repositioning, 36 coworkers not at risk, and 28 administrative employees of a local hospital not at risk. Compared to both control groups the employees in the anticipation phase of labor mobility had significantly worse scores for perceived stress, anxiety, depression, positive affect, negative affect, social support, marital discord, common somatic symptoms, and frequency of musculoskeletal pain. This study highlights the immediate detrimental effects of job insecurity on the physical, psychological, and social functioning of employees. There is a need for the development of front line interventions to prevent these effects from developing into chronic conditions with considerable cost for the individual and society in general.

  15. 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

  16. 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 ...

  17. Employee Attitudes toward an Internal Employee Assistance Program.

    Science.gov (United States)

    Harlow, Kirk C.

    1998-01-01

    Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

  18. 2003 Employee Attitude Survey: Analysis of Employee Comments

    Science.gov (United States)

    2005-06-01

    171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

  19. Employee Assistance Programs: Effective Tools for Counseling Employees.

    Science.gov (United States)

    Kraft, Ed

    1991-01-01

    College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

  20. Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

    Science.gov (United States)

    Gerstein, Lawrence; And Others

    1993-01-01

    Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

  1. 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...

  2. Bereaved Employee: Returning to Work

    Science.gov (United States)

    ... Work Working Through Grief About Us The Bereaved Employee: Returning to Work By Helen Fitzgerald, CT After ... One employer called a grief therapist to help employees after a co-worker reported the death of ...

  3. 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)

  4. Employee guide to respiratory protection

    International Nuclear Information System (INIS)

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities

  5. 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...

  6. Employee Engagement: A Literature Review

    OpenAIRE

    Dharmendra MEHTA; Naveen K. MEHTA

    2013-01-01

    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...

  7. Employee motivation in health care

    Directory of Open Access Journals (Sweden)

    Joanna Rosak-Szyrocka

    2015-03-01

    Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.

  8. 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)

  9. FIRE PERMIT NOW ON EDH!

    CERN Multimedia

    TIS General Safety Group or

    2001-01-01

    The electronic version of the Fire Permit form is now active. The aim of the Fire Permit procedure is to reduce the risk of fire or explosion. It is mandatory when performing 'hot work' (mainly activities which involve the use of naked flames or other heat sources - e.g. welding, brazing, cutting, grinding, etc.). Its use is explained in the CERN Fire Protection Code E. (Fire Protection) The new electronic form, which is substantially unchanged from the previous authorizing procedure, will be available on the Electronic Document Handling system (https://edh.cern.ch/) as of 1st September 2001. From this date use of the paper version should be discontinued.

  10. 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.

  11. Education of employees

    OpenAIRE

    Malachová, Jana

    2011-01-01

    The thesis aims to assess the functioning of educational methods that is being used by LEGO Group and propose appropriate measures or recommendations for future development. The conclusion of this work is evaluating the results of the investigation and provides recommendations counter measures to improve the current situation. The theoretical part describes principles of systematic employee training, forms and methods of education, also it further defines the learning organization. Part of th...

  12. THE EVALUATION OF THE INTERNET USAGE HABITS OF PUBLIC EMPLOYEES IN KASTAMONU

    Directory of Open Access Journals (Sweden)

    ERSIN KAVI

    2011-04-01

    Full Text Available Changes in the last 10 years in information technology have increased the use of computers and internet. The changes brought about fundamental changes the way we do business and behave in social life from communication and reaching information to daily habits. Effective use of the information technology, which has become the main condition of being competitive at work, has required all employees in public and private sectors to improve themselves in the computer and internet usage. In addition, the public sector also encourages the use of internet via e-government applications. Thus, the computers and internet play a big part in the work of public sector and its employees as well. The usage of computers and the internet in working places not only have changed the way we do business also have changed some ethical rules and issues. They brought some complicated problems for people, organizations and states. Online fraud, carelessness, negligence, viruses, system crashing, broadcasting personal information are among the most well-known ethical problems related to computers and internet and caused by employees. In addition to these, personal use of computers and internet by employees for their private usage during working hours create another problem. The objective of the study is to reveal the internet usage habits and behaviors of public employees at work, using a field research that was carried out in Kastamonu that is a city of north of Turkey. It is especially of interest how and for what purposes the chat programs, which encourage the use of internet, are used. The results are analyzed from the point of view of public ethics. The data is collected from the state servants in Kastamonu and is analyzed on SPSS statistic program.

  13. 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.

  14. 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.

  15. ASSESSMENT OF THE PUBLIC SERVANT. ASPECTS REGARDING THE COMPETENCE OF THE COURT IN CHANGING THE MARK GRANTED BY THE ASSESSOR

    Directory of Open Access Journals (Sweden)

    Eugenia IOVANAȘ

    2015-12-01

    Full Text Available The assessment of the performance – aims to analyze the way in which the job tasks are being accomplished and the work tasks related to the professional standards. The results obtained are considered in fulfilling the tasks specific to the job he/she is on and other gathered tasks, the results of the professional training in the assessed time, the performance obtained related to the individual performance objectives and to the performance standards, contribution in fulfilling the tasks of the unit and the deficiencies in activity. The evaluation of the performance characteristics highlights the strong and the weak points, under the form of certain levels which will be taken into consideration, as a synthesis reflection, in establishing the general mark of the performance. The general evaluation of the performance, under narrative form, considers the detailing and the explaining of the performance characteristics, of the way in which the objectives and the performance standards of the assessed public servant are reached, so that it can distinguish his/her professional particularity and personality. The law issue subject to debate aims at the competence of the court in proceeding to a new assessment of the public servant activity, which contests the mark granted by the assessor.

  16. Hydroelectric Generating Facilities General Permit ...

    Science.gov (United States)

    2017-08-28

    The Notice of Availability of the Final NPDES General Permits (HYDROGP) for Discharges at Hydroelectric Generating Facilities in Massachusetts (MAG360000) and New Hampshire (NHG360000) and Tribal Lands in the State of Massachusetts was published in the Federal Register on December 7, 2009 (see 74 Fed. Reg. No. 233, pages 64074 - 64075).

  17. Factors associated to antidepressant prescription for civil servants of Belo Horizonte, MG

    Directory of Open Access Journals (Sweden)

    Renato Lopes Hurtado

    2010-06-01

    Full Text Available Selecting the most suitable drug for the treatment of depression has clinical and economic implications, since both safety and cost of antidepressants (AD vary among therapeutic subgroups. This study aimed to evaluate the prescription of antidepressants for users of the pharmacy for civil servants of PBH (FARMASERV in 2005. Univariate, bivariate and multivariate analyzes using logistic regression were performed. Of the total prescriptions analyzed (652, the majority were for women (81.7% and individuals aged between 19 and 59 years (81.7%. The variables independently associated with the selection of AD were gender, age and the specialty of the prescriber. Women and young adults were more likely to be prescribed an SSRI compared to their congeners, with statistically significant differences. Psychiatrists were more likely to prescribe an SSRI than neurologists or general physicians. The determinant factors for selecting antidepressants may aid the planning of interventions aimed at patients and prescribers which can enable rationalization of the use of antidepressants.A seleção adequada do medicamento para o tratamento da depressão tem implicações clínicas e econômicas, visto que a segurança e o custo dos antidepressivos (AD variam entre as subclasses terapêuticas. Esse estudo avaliou prescrições de AD dispensadas em 2005 para usuários da Farmácia da Clínica dos Servidores da PBH (FARMASERV. Foram realizadas análises univariada, bivariada e multivariada dos dados, utilizando-se regressão logística. Do total de prescrições (652, a maioria era para mulheres (81,7% e para indivíduos com idade entre 19 e 59 anos (81,7%. As variáveis independentemente associadas à seleção de AD foram gênero, faixa etária e especialidade do prescritor. Mulheres e adultos jovens têm maior chance de receber prescrição de ISRS, em comparação aos seus congêneres, sendo as diferenças estatisticamente significativas. A chance dos psiquiatras

  18. The seventh servant: the implications of a truth drive in Bion's theory of 'O'.

    Science.gov (United States)

    Grotstein, James S

    2004-10-01

    Drawing upon Bion's published works on the subjects of truth, dreaming, alpha-function and transformations in 'O', the author independently postulates that there exists a 'truth instinctual drive' that subserves a truth principle, the latter of which is associated with the reality principle. Further, he suggests, following Bion's postulation, that 'alpha-function' and dreaming/phantasying constitute unconscious thinking processes and that they mediate the activity of this 'truth drive' (quest, pulsion), which the author hypothesizes constitutes another aspect of a larger entity that also includes the epistemophilic component drive. It purportedly seeks and transmits as well as includes what Bion (1965, pp. 147-9) calls 'O', the 'Absolute Truth, Ultimate Reality, O' (also associated with infinity, noumena or things-in-themselves, and 'godhead') (1970, p. 26). It is further hypothesized that the truth drive functions in collaboration with an 'unconscious consciousness' that is associated with the faculty of 'attention', which is also known as 'intuition'. It is responsive to internal psychical reality and constitutes Bion's 'seventh servant'. O, the ultimate landscape of psychoanalysis, has many dimensions, but the one that seems to interest Bion is that of the emotional experience of the analysand's and the analyst's 'evolving O' respectively (1970, p. 52) during the analytic session. The author thus hypothesizes that a sense of truth presents itself to the subject as a quest for truth which has the quality and force of an instinctual drive and constitutes the counterpart to the epistemophilic drive. This 'truth quest' or 'drive' is hypothesized to be the source of the generation of the emotional truth of one's ongoing experiences, both conscious and unconscious. It is proposed that emotions are beacons of truth in regard to the acceptance of reality. The concepts of an emotional truth drive and a truth principle would help us understand why analysands are able to

  19. 50 CFR 660.25 - Permits.

    Science.gov (United States)

    2010-10-01

    ... change and the reasons for the request. If the permit requested to be changed to the base permit is..., vessel owner, or permit owner for any reason. The sablefish at-sea processing exemption will expire upon... ownership. (G) For a request to change a permit's ownership that is necessitated by divorce, the individual...

  20. 10 CFR 50.23 - Construction permits.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Construction permits. 50.23 Section 50.23 Energy NUCLEAR... Description of Licenses § 50.23 Construction permits. A construction permit for the construction of a... part 52 of this chapter, the construction permit and operating license are deemed to be combined in a...

  1. 31 CFR 20.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

  2. 43 CFR 43.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  3. 7 CFR 3021.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

  4. 14 CFR 1267.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  5. 15 CFR 29.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  6. In the shadow of the company : the VOC (Dutch East India Company) and its servants in the period of its decline (1740-1796)

    NARCIS (Netherlands)

    Nierstrasz, Jan Christiaan

    2008-01-01

    The relationship between the VOC (Dutch East India Company) and its servants fundamentally changed with its decline (1740-1796). The changing circumstances of the eighteenth century demanded too much of the VOC. The solution to these new demands was not sought in new capitalization from Europe, but

  7. Inspiring Teachers to Reflect and Ask for Feedback: An Interplay of Teachers' Self-Efficacy, Principals' Feedback, and Servant Leadership Characteristics

    Science.gov (United States)

    Birringer-Haig, Joan I.

    2014-01-01

    The goal of the study was to investigate how teachers' reflection and asking for feedback--critical aspects of teachers' professional growth--can be explained and stimulated by teachers' self-efficacy, principals' feedback, and servant leadership characteristics. A mixed-method study was conducted with data collected from surveys and interviews…

  8. Serving the Once and Future King: Using the TV Series "Merlin" to Teach Servant-Leadership and Leadership Ethics in Schools

    Science.gov (United States)

    Oliver, Laura M.; Reynolds, Kae

    2010-01-01

    The recent financial crisis has brought business ethics issues to the forefront. While most colleges have formal training in business ethics, a person's ethical standards have often developed before college age. This application brief proposes using digital popular media to teach servant-leadership principles to public school adolescents. The…

  9. Seasonal variation in cause-specific mortality: are there high-risk groups? 25-year follow-up of civil servants from the first Whitehall study

    NARCIS (Netherlands)

    C.T.M. van Rossum (Caroline); M.J. Shipley; H. Hemingway; D.E. Grobbee (Diederick); J.P. Mackenbach (Johan); M.G. Marmot

    2001-01-01

    textabstractOBJECTIVES: To determine the seasonal effect on all-cause and cause-specific mortality and to identify high-risk groups. METHODS: A 25-year follow-up of 19,019 male civil servants aged 40-69 years. RESULTS: All-cause mortality was seasonal (ratio of highest mortality

  10. Employee recruitment: using behavioral assessments as an employee selection tool.

    Science.gov (United States)

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

  11. Career Trajectories of Municipal Servants: Two Types of Professional Mobility (Case Study in Novgorod Region

    Directory of Open Access Journals (Sweden)

    A A Kurakin

    2013-12-01

    Full Text Available The case study of a district in the Novgorod region shows some scenarios of recruiting new employees in the district and town municipalities, their work motivation and the most plausible career trajectories. The author argues that on the municipal level (district or its administrative center there are parallel career ladders for the top-ranked municipal clerks and for the rest of the municipal staff: the career trajectory of the high-ranked clerks can be described as a step-by-step trajectory, while the one of the lower-ranked employees — as a shuttle trajectory. There is an almost insurmountable border line between these two levels of municipal hierarchy, an obstacle for implementing the classical Weberian characteristics of “proper” bureaucracy: meritocratic recruitment and workers’ promotion and predictable long-term career ladders.

  12. License agreement, employee work

    OpenAIRE

    Poncová, Veronika

    2012-01-01

    The rigorous thesis is focused on license agreement and employee work. The aim of the thesis is not only an analysis of the use of a copyrighted work by a person different from the author of the work, but also an analysis of the performance of copyright by a person different from the author of the work. The thesis consists of five chapters. The opening chapter provides a summary of the notion of copyright, its sources at the national and international levels, but also the European Union legis...

  13. 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...

  14. Trust in Management under Post-bureaucratic Conditions: The Case of Finnish Civil Servants

    OpenAIRE

    Jaakko Koivumäki; Pasi Pyöriä

    2013-01-01

    The Finnish state administration has recently undergone a wave of reforms towards decentralized decision-making and increased flexibility in organizing work. Traditional bureaucracy, however, has its virtues. Based on a survey and qualitative interview material, the results presented in this paper indicate that many characteristics of bureaucracy, such as well-defined work roles and hierarchical control, facilitate trust among employees. In contrast, the current post-bureaucratic model of org...

  15. Trust in Management under Post-bureaucratic Conditions: The Case of Finnish Civil Servants

    Directory of Open Access Journals (Sweden)

    Jaakko Koivumäki

    2013-12-01

    Full Text Available The Finnish state administration has recently undergone a wave of reforms towards decentralized decision-making and increased flexibility in organizing work. Traditional bureaucracy, however, has its virtues. Based on a survey and qualitative interview material, the results presented in this paper indicate that many characteristics of bureaucracy, such as well-defined work roles and hierarchical control, facilitate trust among employees. In contrast, the current post-bureaucratic model of organizing work may increase insecurity and decrease trust.

  16. The Effect of the Servant Leadership on Organizational Citizenship Behavior: Case Study of a University

    Directory of Open Access Journals (Sweden)

    Cem GÜÇEL

    2012-01-01

    Full Text Available The aim of this study is to examine the effectsofservant leadershiponorganizational citizenship behaviors. For this aim,firstly, theservant leadership,then organizational citizenship behaviorsare explained. In the application part,aquestionnaire including the measures of theservant leadership andorganizationalcitizenship behaviors is distributed to employees of one of the leadingprivateuniversitiesinTurkey and the data were assessed by statistical analysis methods.Finally, it isfoundthat there is a positive relationshipbetweenservant leadershipandorganizational citizenship behaviors.

  17. THE EFFECT OF GENDER ON JOB SATISFACTION: A STUDY ON CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    Yahya FİDAN

    2016-04-01

    Full Text Available Job satisfaction refers to the pleasure a person gets from their job, the feeling of satisfaction and the quality of life. The main aim of this study is to examine the effect of gender on job satisfaction, which is an important factor for both organizations and employees. Job satisfaction can be defined as the feeling that the human resources feel about their work and it has an important place among the concepts that affect the success of organizations such as business efficiency, employee attendance and performance. In this context, job satisfaction levels of the employees in a public institution in Karabük and the effect of gender on job satisfaction were examined using the job satisfaction scale. Data were gathered through a questionnaire and analyzed by using frequency and percentage distribution. According to the findings, it was found that some concepts in the job satisfaction scale were meaningfully differentiated from gender. It could be claimed that if the managers take the concepts that were found to be meaningful into consideration, it will increase the motivation of human resources and will serve creating viable organizations.

  18. 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.

  19. NPDES permits and water analyses

    International Nuclear Information System (INIS)

    Pojasek, R.B.

    1975-01-01

    Provisions of the Federal Water Pollution Control Act, as amended by P. L. 92-500, including an explanation of the National Pollutant Discharge Elimination System (NPDES), and EPA's criteria for the analysis of pollutants are discussed. The need for a revision of current restrictive variance procedures is pointed out. References for the comparison of analytical methods for water pollutants under permits, including radioactive parameters, are tabulated. (U.S.)

  20. Willingness to pay for National Health Insurance Fund among public servants in Juba City, South Sudan: a contingent evaluation.

    Science.gov (United States)

    Basaza, Robert; Alier, Paul Kon; Kirabira, Peter; Ogubi, David; Lako, Richard Lino Loro

    2017-08-30

    This study assessed willingness to pay for National Health Insurance Fund (NHIF) among public servants in Juba City. NHIF is the proposed health insurance scheme for South Sudan and aims at achieving universal health coverage for the entire nation's population. One compounding issue is that over the years, governments' spending on healthcare has been decreasing from 8.4% of national budget in 2007 to only 2.2% in 2012. A cross-sectional study design using contingent evaluation was employed; data on willingness to pay was collected from 381 randomly selected respondents and 13 purposively selected key informants working for the national, state and Juba County in September 2015. Qualitative data were analysed using conceptual content analysis. T-tests and linear regressions were performed to determine association between WTP for NHIF and independent variables. Up to 381 public servants were interviewed, of which 68% indicated willingness to pay varying percentages of total monthly individual income for NHIF. Over two-thirds (67.8%) of those willing to pay could pay up to 5% of their total monthly income, 22.9% could pay up to 10% and the rest could pay 25%. Over 80% were willing to pay up to 50 SSP (1 USD = 10 SSP) premiums for medical consultation, laboratory services and drugs. The main factors influencing the respondents' decisions were awareness, alternative sources of income, household size, insurance cover and religion. Willingness to pay is mainly influenced by awareness, alternative sources of individual income, household size, insurance cover and religion. Most of the public servants were aware of and willing to pay for NHIF and prefer a premium of up to 5% of total monthly income. There is need to create awareness and reach out to those who do not know about the scheme in addition to a detailed analysis of other stakeholders. Consideration could be made by the Government of South Sudan to start the scheme at the earliest opportunity since the majority of

  1. 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...

  2. Work environments for employee creativity

    OpenAIRE

    Dul, Jan; Ceylan, Canan

    2010-01-01

    textabstractInnovative 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. We apply this instrument to a sample of 409 employees and find support for the hypothesis that a creative work envir...

  3. 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...

  4. Employee Screening : Theory and Evidence

    OpenAIRE

    Fali Huang; Peter Cappelli

    2007-01-01

    Arguably the fundamental problem faced by employers is how to elicit effort from employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to screen job candidates to find workers with a stronger work ethic who require less monitoring. This should be especially useful in work systems where monitoring by supervisors is more difficult, such as tea...

  5. Employee Referrals and Efficiency Wages

    OpenAIRE

    Kugler, Adriana D.

    2002-01-01

    Many workers believe that personal contacts are crucial for obtaining jobs in high-wage sectors. On the other hand, firms in high-wage sectors report using employee referrals because they help provide screening and monitoring of new employees. This Paper develops a matching model that can explain the link between inter-industry wage differentials and the use of employee referrals. Referrals lower monitoring costs because high-effort referees can exert peer pressure on co-workers, allowing fir...

  6. Recruitment and selection of employees

    OpenAIRE

    Čermochová, Barbora

    2017-01-01

    The Bachelor's thesis focuses on the process of recruitment and selection of employees. The thesis is divided into theoretical and practical part. The theoretical part includes concepts that are important for understanding of issues of the process of recruitment and selection of employees. The practical part is divided into three chapters. The first chapter briefly describes the company xxx. Next two chapters deal with the process of recruitment and selection of employees in the company. The ...

  7. Employee coaching and counseling program metode alternatif untuk optimalisasi human capital pada pegawai aparatur sipil negara (ASN

    Directory of Open Access Journals (Sweden)

    Marina Sulastiana

    2017-06-01

    Full Text Available State Civil Servants Apparatus (ASN have to be more integrity, professional, neutral and capable to carrying out a public service to the community. It was an important one that can be optimized through development of human capital. Based on previous research investigated role of Human Capital towards Services and performance of Public Service, shows that staff and head divison level only has moderate degree of human capital. While, Emotional Capital was a most dominan aspect in Human Capital. Otherwise, Social Capital aspects results in the low level. It comes with consequences to optimized them through psychological intervention with group Employee Coaching and Counseling Program (ECCP. This study was action research, experimental one group preteset and postest design. The result shows that ECCP was contribute effectively to enhance Human Capital, particularly in Emotional Capital optimization.

  8. Preserving Employee Privacy in Wellness.

    Science.gov (United States)

    Terry, Paul E

    2017-07-01

    The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

  9. 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...

  10. The misadventures of a narrator and his servant: Machado de Assis and the characters of “A Semana”.

    Directory of Open Access Journals (Sweden)

    Ana Paula Cardozo de Souza

    2016-06-01

    Full Text Available Between 1892 and 1897 Machado de Assis published “A Semana”, his last and longest-running series of crônicas, in which it was possible to identify his opinions on the first years of the Brazilian Republic in between the lines. Commenting on the weekly events reported by the “Gazeta the Notícias” and other daily papers, the author criticized the ongoing attempts at hygienizing and modernizing Rio de Janeiro and the habits of its citizens. In his task, he created fictional characters to exemplify the contradictions inherent to the society and reflected in the press: the narrator and his servant, José Rodrigues. In this article, I analyze Rodrigues' appearances in “A Semana” and their possible significance in the context of a society undergoing profound changes while retaining some old customs.

  11. Psychosocial work factors and sick leave, occupational accident, and disability pension: a cohort study of civil servants.

    Science.gov (United States)

    Hinkka, Katariina; Kuoppala, Jaana; Väänänen-Tomppo, Irma; Lamminpää, Anne

    2013-02-01

    To study associations between psychosocial work factors (PWF) and sick leave, occupational accident, and disability pension. A random population of 967 civil servants participated in a survey on PWF and health. The median follow-up time was 7 years. Frequent feedback from supervisor, good opportunities for mental growth, good team climate, and high appreciation were associated with a decrease in the risk of sickness absences and shift/period work, monotonous movements, and crowdedness of workplace were associated with an increase in the risk of sickness absences. Good communication at work was associated with a decrease in client violence and high work pressure was associated with an increased risk of occupational accidents. High work control and good team climate were associated with a decreased and shift/period work and client violence was associated with an increased risk of disability pensions. Psychosocial work factors can predict health outcomes with economic impact.

  12. Understanding Physical Activity Motivation and Behaviour Through Self-Determination and Servant Leadership Theories in a Feasibility Study.

    Science.gov (United States)

    Gray, Samantha M; Wharf Higgins, Joan; Rhodes, Ryan E

    2017-09-27

    Despite its well-established benefits, physical activity (PA) engagement is low in the adult population; evidence suggests that this is especially a concern for women > 60 years. The purpose of this mixed methods study was to explore the feasibility of a six-week randomized control trial of Self-Determination Theory-based dance and walking programs for older women. Primary outcomes were feasibility measures: recruitment, retention, and satisfaction. Secondary outcomes included self-reported PA, behavioural regulations, and psychological needs. Thirty-five women completed the study (M = 62.8 ± 4.8 years), representing 39% recruitment and 95% retention rate. Both programs were highly attended. Exploratory effect sizes for secondary measures were promising. Emergent themes highlighted the importance of servant leadership concepts in the group setting for motivating PA. Our findings provide support for expanding this trial to a full-scale study.

  13. The power of servant leadership to transform health care organizations for the 21st-century economy.

    Science.gov (United States)

    Schwartz, Richard W; Tumblin, Thomas F

    2002-12-01

    Physician leadership is emerging as a vital component in transforming the nation's health care industry. Because few physicians have been introduced to the large body of literature on leadership and organizations, we herein provide a concise review, as this literature relates to competitive health care organizations and the leaders who serve them. Although the US health care industry has transitioned to a dynamic market economy governed by a wide range of internal and external forces, health care organizations continue to be dominated by leaders who practice an outmoded transactional style of leadership and by organizational hierarchies that are inherently stagnant. In contrast, outside the health care sector, service industries have repeatedly demonstrated that transformational, situational, and servant leadership styles are most successful in energizing human resources within organizations. This optimization of intellectual capital is further enhanced by transforming organizations into adaptable learning organizations where traditional institutional hierarchies are flattened and efforts to evoke change are typically team driven and mission oriented.

  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. 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.

  16. [Employee assistance program].

    Science.gov (United States)

    Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

    2002-03-01

    Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.

  17. Three-Frames Approach to Cardiovascular Disease Prevention: A Quasi-Experimental Educational Intervention among Civil Servants in Calabar, Nigeria

    Directory of Open Access Journals (Sweden)

    Ogban E. Omoronyia

    2017-08-01

    Full Text Available Cardiovascular diseases (CVDs have continued to be a leading cause of death among adults. Civil servants constitute vital workforce, and high CVD burden in this group has implications for national productivity. Unfortunately, guided cardiovascular health education interventions are uncommon. This study assessed the effect of an educational intervention on knowledge and practice of CVD prevention among Nigerian civil servants. Quasi-experimental study design was employed among subjects in distant communities in Cross River State. Multistage technique was used to recruit 172 subjects into one control group (Ogoja and two intervention groups (Calabar and Ikom. The first intervention group received 4-h daily, 5-day cardiovascular health education, with emphasis on burden, risk factors, and preventive measures including nutrition, stress, alcohol, medicals, exercise, and smoking. The second intervention group received the same content of education, but with the use of Food, Rest for stress management, Alcohol, Medicals, Exercise, and Smoking (FRAMES as guide for delivery. Questionnaires were used to assess knowledge and practice at baseline and post-intervention. Data were analyzed using SPSS version 20.0. Knowledge scores and practice of CVD prevention were compared between study groups using inferential statistics. Mean age was 46.3 ± 7.4 years, and no significant difference in sociodemographic characteristics was observed by comparing the study groups (p > 0.05. Baseline knowledge and practice of preventive measures were generally poor, and no significant difference was observed by comparing the groups (p > 0.05. At 12 weeks post-intervention, knowledge of CVD was higher in the intervention groups compared with the control group (p 0.05. For effective delivery of cardiovascular health education, the use of “FRAMES” is as effective as its nonuse. Further studies in other settings are recommended.

  18. Forest Products Industry Permitting Information

    Science.gov (United States)

    This document may be of assistance in applying the New Source Review (NSR) air permitting regulations including the Prevention of Significant Deterioration (PSD) requirements. This document is part of the NSR Policy and Guidance Database. Some documents in the database are a scanned or retyped version of a paper photocopy of the original. Although we have taken considerable effort to quality assure the documents, some may contain typographical errors. Contact the office that issued the document if you need a copy of the original.

  19. 300 area TEDF permit compliance monitoring plan

    International Nuclear Information System (INIS)

    BERNESKI, L.D.

    1998-01-01

    This document presents the permit compliance monitoring plan for the 300 Area Treated Effluent Disposal Facility (TEDF). It addresses the compliance with the National Pollutant Discharge Elimination System (NPDES) permit and Department of Natural Resources Aquatic Lands Sewer Outfall Lease

  20. Rosebud Casino and Hotel NPDES Proposed Permit

    Science.gov (United States)

    Indian Country, Minor Permit, proposed permit SD-0034584, Rosebud Casino and Hotel, South Dakota, is authorized to discharge from its wastewater treatment facility in Todd County, South Dakota to an unnamed drainageway(s) tributary to Rock Creek.

  1. 300 area TEDF permit compliance monitoring plan

    Energy Technology Data Exchange (ETDEWEB)

    BERNESKI, L.D.

    1998-11-20

    This document presents the permit compliance monitoring plan for the 300 Area Treated Effluent Disposal Facility (TEDF). It addresses the compliance with the National Pollutant Discharge Elimination System (NPDES) permit and Department of Natural Resources Aquatic Lands Sewer Outfall Lease.

  2. Employee Ownership, Motivation and Productivity.

    Science.gov (United States)

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

    The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

  3. Employee turnover: measuring the malady.

    Science.gov (United States)

    O'Connor, Stephen

    2002-01-01

    One measure of an organization's value to its employees is turnover. But how do you know if your employees are wondering if the grass is greener elsewhere? Scott Badler in his book What's So Funny about Looking for a Job? suggests a quick quiz to find out.

  4. Assessing New Employee Orientation Programs

    Science.gov (United States)

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  5. Community College Employee Wellness Programs

    Science.gov (United States)

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  6. 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.

  7. Work environments for employee creativity

    NARCIS (Netherlands)

    J. Dul (Jan); C. Ceylan (Canan)

    2010-01-01

    textabstractInnovative 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

  8. Counseling Employees: A Multifaceted Approach.

    Science.gov (United States)

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  9. Public Sector Employee Assistance Programs.

    Science.gov (United States)

    Kemp, Donna R.; Verlinde, Beverly

    This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…

  10. 25 CFR 700.549 - Employee organizations.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

  11. 13 CFR 147.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  12. 45 CFR 1173.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  13. 28 CFR 83.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  14. 21 CFR 1405.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  15. 22 CFR 210.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  16. 29 CFR 94.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  17. 34 CFR 84.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  18. 49 CFR 32.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

  19. 10 CFR 607.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  20. 22 CFR 312.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  1. 22 CFR 1509.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  2. 22 CFR 133.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  3. 45 CFR 1155.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  4. 29 CFR 1917.122 - Employee exits.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

  5. 22 CFR 1008.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  6. Using Readership Research to Study Employee Views.

    Science.gov (United States)

    Pavlik, John; And Others

    1990-01-01

    Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)

  7. Air permitting of IGCC plants

    Energy Technology Data Exchange (ETDEWEB)

    Chitikela, S.R.

    2007-07-01

    The IGCC process is, currently, the preferred choice over conventional thermal power production in regard to cleanup of fuel and significantly reduced contaminant emissions. The air permitting requirements include the review of: feed preparation and PM emissions; feed gasification and contaminant emissions; elemental sulfur recovery and SO{sub 2} emissions; options for carbon-dioxide recovery; syngas characteristics for combustion; CT design and combustion mechanisms; air contaminant emissions of CT; controlled CT emissions of nitrogen-oxides and carbon-monoxide gases using the SCR and oxidation catalysts, respectively; and, emission of volatile organic compounds (VOCs), and hazardous air pollutants (HAPs). However, the IGCC processes are being rigorously reviewed for the system integration and reliability, and significant reduction of air contaminant emissions (including the greenhouse gases). This paper included a review of IGCC air contaminant emission rates, and various applicable regulatory requirements, such as NSR (New Source Review), NSPS (New Source Performance Standards), and MACT (Maximum Achievable Control Technology). The IGCC facility's NOX, CO, SO{sub 2}, PM, VOCs, and HAPs emission rates would be significantly low. Thus, effective, construction and installation, and operation air permits would be necessary for IGCC facilities.

  8. The Effect of Dual Role Woman Performance as a Civil Servant in the Level of Government Tomohon

    OpenAIRE

    Mekel, Peggy Adeline; Mait, Swingli

    2014-01-01

    Today, woman in Indonesia their role as a housewife has been divided with role as an employee to meet the family needs because of unfavorable economic conditions. However having to simultaneously act for two roles is not easy. This situation will result in a very significant achievement for business establishments, which is affected their performance in the office. This study aimed to determine the influence of role as a housewife and role as an employee to the employee performance as a civil...

  9. Deterring and remedying employee theft.

    Science.gov (United States)

    Buzogany, Bill; Mueller, Michael J

    2010-01-01

    Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

  10. 7 CFR 319.75-3 - Permits.

    Science.gov (United States)

    2010-01-01

    ... Animal and Plant Health Inspection Service, Plant Protection and Quarantine, Port Operations, Permit Unit... article may be imported only after issuance of a written permit by Plant Protection and Quarantine. (b) An application for a written permit should be submitted to the Animal and Plant Health Inspection Service, Plant...

  11. 77 FR 25082 - Picture Permit Imprint Indicia

    Science.gov (United States)

    2012-04-27

    ... POSTAL SERVICE 39 CFR Part 111 Picture Permit Imprint Indicia AGENCY: Postal Service\\TM\\. ACTION... Service, Domestic Mail Manual (DMM[supreg]) 604.5 to add picture permit imprint indicia standards allowing...: The use of picture permit imprint indicia is designed to improve the effectiveness of a mailpiece by...

  12. 40 CFR 70.6 - Permit content.

    Science.gov (United States)

    2010-07-01

    ... § 70.5(d) of this part. (B) Prompt reporting of deviations from permit requirements, including those... corrective actions or preventive measures taken. The permitting authority shall define “prompt” in relation... and air pollution control equipment), practices, or operations regulated or required under the permit...

  13. Employee Assistance Program Issues

    Science.gov (United States)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  14. CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2016-07-01

    Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

  15. 76 FR 2142 - Employee Benefits Security Administration

    Science.gov (United States)

    2011-01-12

    ... DEPARTMENT OF LABOR Employee Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security Administration, Labor. ACTION: Notice of hearing and extension of comment period. SUMMARY: Notice is hereby given that the Employee Benefits Security Administration will...

  16. 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.

  17. Fostering employee involvement.

    Science.gov (United States)

    Beecher, G P

    1997-11-01

    Every year, the ODA's Economics of Practice Committee, with the help of an independent consulting firm, carries out the Cost of Practice Monitor which tracks the various costs of running a dental practice in Ontario. This article is the result of a joint ODA-Arthur Andersen initiative to provide members with detailed information from the Monitor. Over the next year, there will be a series of articles published under the heading "Best practises for Ontario's Dental Practices." The article featured in this issue focuses on wage expenses in dental practices and how to foster employee involvement as a means of addressing cost-productivity issues. Furthermore, information relating to wage expenses may be used by practitioners to benchmark their practice against the average Ontario dental practice. Appendix C was developed for this purpose. Through benchmarking, the practitioner may gain insight into ways of evaluating their practice and in addressing issues that could improve the management of the practice. For a long time, concepts of best business practises were applied only to manufacturing organizations or large multi-national corporations but experience has demonstrated that these activities are universal to all organizations, including service companies, schools, government and not-for-profit organizations.

  18. 75 FR 6703 - Notice of Rights and Protections Available Under the Notification and Federal Employee...

    Science.gov (United States)

    2010-02-10

    ... Antidiscrimination Laws and Whistleblower Protection Laws sections. Disciplinary Actions Under the existing laws... existing laws or permits an agency to take unfounded disciplinary action against a federal employee or to... Commission. ACTION: No FEAR Act Notice. SUMMARY: The National Indian Gaming Commission (NIGC) is publishing...

  19. Annual Hanford Site Environmental Permitting Status Report

    International Nuclear Information System (INIS)

    HOMAN, N.A.

    2000-01-01

    The information contained in, and/or referenced in, this Annual Hanford Site Environmental Permitting Status Report addresses Permit Condition II.W (Other Permits and/or Approvals) of the Dangerous Waste Portion of the Resource Conservation and Recovery Act Permit for the Treatment, Storage, and Disposal of Dangerous Waste, issued by the Washington State Department of Ecology (WA7890008967). Condition II.W specifies that the Permittees are responsible for obtaining all other applicable federal, state, and local permits authorizing the development and operation of the Hanford Facility. This status report also addresses Permit Condition I.E.22, as interpreted in Section 12.1.25 of the Hanford Facility Dangerous Waste Permit Application, General Information Portion (DOE/RL-91-28, Rev. 4), that states this report will be prepared annually and a copy of this report will be placed in the Facility Operating Record, General Information file by October 1 of each year

  20. Annual Hanford Site Environmental Permitting status report

    International Nuclear Information System (INIS)

    SONNICHSEN, J.C.

    1999-01-01

    The information contained in, and/or referenced in, this Annual Hanford Site Environmental Permitting Status Report addresses Permit Condition II.W (Other Permits and/or Approvals) of the Dangerous Waste Portion of the Resource Conservation and Recovery Act Permit for the Treatment, Storage, and Disposal of Dangerous Waste, issued by the Washington State Department of Ecology (WA7890008967). Condition II.W specifies that the Permittees are responsible for obtaining all other applicable federal, state, and local permits authorizing the development and operation of the Hanford Facility. Condition II.W further specifies that the Permittees are to use their best efforts to obtain such permits. For the purposes of this Permit Condition, ''best efforts'' mean submittal of documentation and/or approval(s) in accordance with schedules specified in applicable regulations, or as determined through negotiations with the applicable regulatory agencies

  1. Every employee an owner. Really.

    Science.gov (United States)

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  2. 41 CFR 102-74.500 - Can Federal agencies disapprove permit applications or cancel issued permits?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Can Federal agencies disapprove permit applications or cancel issued permits? 102-74.500 Section 102-74.500 Public Contracts and... cancel issued permits? Yes, Federal agencies may disapprove any permit application or cancel an issued...

  3. Observations regarding the right of civil servants to pursue a career. About „instability” in civil service and law non-compliance practices

    Directory of Open Access Journals (Sweden)

    Camelia STOICA

    2013-06-01

    Full Text Available In the present study the regulation of the carrier of the civil servants is considered, especially the stability and continuity – essential elements at the European Union level. Unfortunately, in the Romanian legislation, as well as in the institutional case law, it remains a purely declarative issue. The study is based on a series of recent court decisions. We criticized the abusive use of the expeditious ordinances and the instruments of legislative regulation. This is considered as an abusive practice of the law maker and shows a legislative inability related to the regulation of the public office, especially by not observing the conditions in which a person could be relieved of his office. The conclusion of the study leads to the necessity for the law maker to revise the statute of the civil servant, especially by eliminating the fluctuation determined by the succession of the governing political forces.

  4. Addressing problems of employee performance.

    Science.gov (United States)

    McConnell, Charles R

    2011-01-01

    Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

  5. Employee Reward Systems in Organizations

    Directory of Open Access Journals (Sweden)

    Došenović Dragana

    2016-06-01

    Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.

  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...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  7. Does an employee assistance programme benefit employers and employees alike?

    Science.gov (United States)

    MacAlister, E

    1999-09-01

    EAPs are not a psychological sticking plaster. They are a clinically and corporately balanced service which benefits the employee, via the direct services and the employer, via the feedback in the form of usage statistics derived from the continuous tracking of the account through which organizational and employment issues are identified. Well positioned EAPs offer employees confidential counselling, and information services including legal, financial and child-based issues and are able to offer employers tailored training and consultancy.

  8. 5 CFR 733.103 - Permitted political activities-employees who reside in designated localities.

    Science.gov (United States)

    2010-01-01

    ... subdivision designated by OPM under § 733.107 may: (1) Run as independent candidates for election to partisan..., accept, or receive a political contribution as, or on behalf of, an independent candidate for partisan... volunteer services as an independent candidate, or on behalf of an independent candidate, for local partisan...

  9. ‘The Purgatory of Servants’: (InSubordination, Wages, Gender and Marital Status of Servants in England and Italy in the Seventeenth and Eighteenth Centuries

    Directory of Open Access Journals (Sweden)

    Raffaella Sarti

    2015-03-01

    Full Text Available Over the last fifty years, historians have been trying to understand differences between the characteristics of servants and their working conditions in different regions of pre-industrial and industrial Europe, differences which seem to be crucial to explaining discrepancies among those regions with respect to important aspects of life, such as the presence of the so-called European marriage pattern, the strength of family ties, the role of the family in providing assistance to its members in need of care. However, modern scholars are not the first to be interested in such diversity of domestic service: so were people who lived in early modern times. So far, their opinions have been neglected, yet they offer precious evidence of how our ancestors imagined European diversity, a crucial theme not only for cultural and social historians but also for contemporaries trying to understand continuities and discontinuities in representations of Europe. I will give examples of the ideas circulating in early modern Europe about servants and servant-keeping in Britain and Italy, making reference to other countries, too, especially France. The sources used are mainly printed texts, particularly travel books, a literary genre that often expresses prejudices and stereotypes. I will evaluate the perspectives of the authors used, drawing on my previous studies on the social history of domestic service, especially as regards the key issues of marriage and family formation.

  10. Social barriers in wind power implementation in The Netherlands: Perceptions of wind power entrepreneurs and local civil servants of institutional and social conditions in realizing wind power projects

    International Nuclear Information System (INIS)

    Agterbosch, Susanne; Glasbergen, Pieter; Vermeulen, Walter J.V.

    2007-01-01

    The primary social factors for the implementation of wind energy projects in a liberalized market are entrepreneurs willing to invest. Understanding conditions that trigger entrepreneurs to invest in these projects, and understanding conditions that determine the chance of success for entrepreneurs to implement and exploit their projects, is vital for setting up effective policies to stimulate wind electricity generation. This paper analyses the way in which wind power entrepreneurs and local civil servants experience social and institutional conditions in the operational process of realizing wind power projects, and their perceptions of policy implications. A groups support system in an electronic board room was used to analyze the perceptions. From the analysis it was concluded that wind power entrepreneurs and civil servants share the opinion that the institutionally embedded power position of local politicians, and the sensitiveness of the local political debate for the popular opinion are most critical for project realization. With regard to the proposed solutions, both groups differ in their approach. Entrepreneurs stress procedural solutions, such as limiting the possibilities to appeal, reducing the complexity of the formal authorization trajectory and using a top down planning approach. Civil servants stress more strategic solutions, such as providing more public information on the necessity of wind power for local politicians and citizens, and community involvement in planning processes. Finally, the analysis explains that steering strategies that have been developed at the national level to solve the planning problems at the operational level do not address the right problems. (author)

  11. Employee share ownership in Germany

    DEFF Research Database (Denmark)

    Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon

    2016-01-01

    Politicians and scholars alike praise the significant benefits associated with employee share ownership (ESO). However, little is known about the concrete motives of firms to provide ESO to their employees. In particular, it is unknown how these motives correlate with firms’ contexts. Drawing...... on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...

  12. Employee Benefit Reporting After ERISA

    Science.gov (United States)

    Steen, Wesley W.

    1976-01-01

    The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)

  13. Employees' Perceptions of Their Leaders

    Directory of Open Access Journals (Sweden)

    Golubović-Stojanović Aleksandra

    2016-06-01

    Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.

  14. 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.

  15. Employee Resistance to Computer Technology.

    Science.gov (United States)

    Ewert, Alan

    1984-01-01

    The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

  16. Implementing an Employee Assistance Program.

    Science.gov (United States)

    Gam, John; And Others

    1983-01-01

    Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

  17. Strategy Innovation with Employee Involvement

    DEFF Research Database (Denmark)

    Friis, Ole Uhrskov; Koch, Christian

    2015-01-01

    The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even...... if the managers still dominate, some processes of direct involvement of employees occur, in particular when employees are asked to supplement overall strategic goals and when they directly shape several sub-strategies. Strategy practices found include strategy planning, an open space workshop and organised...... strategy projects. Especially the latter two are important in facilitating the employee involvement. The case, however, also exhibits enterprise-situated praxises related to unplanned events, like the mitigation of taboos....

  18. (Mis)managing employee motivation?

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...

  19. Strategies for improving employee retention.

    Science.gov (United States)

    Verlander, Edward G; Evans, Martin R

    2007-03-28

    This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

  20. RPP Environmental Permits and Related Documentation

    International Nuclear Information System (INIS)

    DEXTER, M.L.

    2001-01-01

    This document contains the current list of environmental permits and related documentation for RPP facilities and activities. Copies of these permits and related approvals are maintained by RPP Environmental. In addition, notices of Correction and Notices of Violation are issued by State and Federal Regulators which are tracked by RPP Environmental to resolve any recently identified deficiencies. A listing of these recent Notices is provided as an attachment to this document. These permits, approval conditions, and recent regulatory agency notices, constitute an important element of the RPP Authorization Envelope. Permits are issued frequently and the reader is advised to check with RPP environmental for new permits or approval conditions. Interpretation of permit or approval conditions should be coordinated with RPP Environmental. This document is updated on a quarterly basis