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.

Servant leadership and job satisfaction in the University of Iceland

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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.

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

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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.

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

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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.

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

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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.

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

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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.

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...

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

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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.

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...

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

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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

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

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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.

The importance of a servant leader orientation.

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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.

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

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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.

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

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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.

SERVANT LEADERSHIP

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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

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

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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

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)

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

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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.

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

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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.

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

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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.

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.

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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.

The Functions of a Servant Leader

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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.

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

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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.

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 ...

Son, Sent, and Servant

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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.

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

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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…

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.

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

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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

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

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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.

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

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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…

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

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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

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.

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

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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.

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...

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

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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…

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

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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.

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

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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…

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

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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…

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

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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…

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.

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

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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.

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

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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.

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

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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…

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

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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.

SERVANT LEADERSHIP THROUGH DISTANCE LEARNING: A Case Study

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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.

Servant Leadership: Teaching the Helping Professional

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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…

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,

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

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

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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.

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

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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

Applying Servant Leadership in Today's Schools

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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…

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 ...

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

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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…

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...

Advising as Servant Leadership: Investigating the Relationship

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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.…

Servant Leadership as a Teachable Ethical Concept

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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…

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)

The servant leader: a higher calling for dental professionals.

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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.

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

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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

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...

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

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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.

Quotations from the songs about Servant of Yahwe in Synoptic Gospels

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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.

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 ...

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

Correlational Analysis of Servant Leadership and School Climate

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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…

Have You Paid Your Rent? Servant Leadership in Correctional Education

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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.

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

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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.

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. ...

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

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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…

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

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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,…

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'...

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 ...

RECRUITMENT AND PROFESSIONAL TRAINING OF CIVIL SERVANTS

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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.

[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.

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.

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.

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…

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 ...

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...

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…

DISCIPLINAIRIE LIABILITIES OF THE EUROPEAN PUBLIC SERVANTS

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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.

Servant Leadership Trends Impact on 21st Century Business

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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.

[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.

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…

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

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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.

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.

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

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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. 

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.

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…

The Commitment of Senior Civil Servants to Democratic Freedoms and Equality

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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.

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.

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

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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.

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.

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.

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

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.

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.

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

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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.

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

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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.

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…

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

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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

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.

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

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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.

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

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.

Service and Servants in Early Modern English Culture to 1660

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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.

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 ...

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

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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.

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.

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.

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.

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…

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...

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...

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…

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…

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…

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

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…

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…

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...

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...

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…

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…

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…

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...

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…

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…

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…

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'…

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.

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.

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

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

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...

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.

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.

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…

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,…

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...

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.

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...

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

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 ...

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....

'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…

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.

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…

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.

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

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

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...

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.

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…

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

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).…

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.

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.

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.

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...

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…

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…

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,

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

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 ...

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.

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…

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.

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…

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…

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

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…

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…

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…

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.

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

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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.

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,…

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...

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.

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...

Process of depoliticization of civil servants in the Republic of Macedonia

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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.

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 ...

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)

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.

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 ...

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.

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.

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…

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

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…

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

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…

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

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.

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 ...

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…

Job Satisfaction and the Priority of Valuing People

Directory of Open Access Journals (Sweden)

Michael E. McNeff

2017-01-01

Full Text Available The servant leadership literature has a growing body of evidence pointing to the positive relationship between servant leadership and job satisfaction. Because many of these studies have focused on quantitative analyses of the subject, the present study brings a complementary qualitative perspective. This article presents the findings of a case study focused on the servant leadership practices of the McNeff family in their network of family-owned companies in Anoka, Minnesota. Using the six servant leadership themes developed by Laub, the study focused on interviews with the owners and survey results from employees. The researchers found that the servant leadership practices of the owners are contributing to the job satisfaction of the employees. In addition, the researchers found evidence to suggest that the theme of valuing people may have a disproportionately strong effect on the culture of a business or organization, and serve as the foundation on which other servant leadership behaviors may occur.

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.

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.

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…

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.

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…

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...

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.

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...

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.…

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...

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 ...

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...

Pengelolaan Kepegawaian pada Era Otonomi Daerah

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Erlanda Juliansyah Putra

2015-04-01

ABSTRACTPersonnel management in the era of regional autonomy in essence , has experienced rapid growth , especially in the case of the preparation of the needs of employees , along with the procurement process and the appointment of civil servants. In developing the needs of employees , management personnel requirements determination is based on job analysis and workload that is based on the priority needs of the region . Besides the procurement process and the appointment of civil servants has also contains a provision that puts the professionalism system based on the ability of each candidate civil servants as well as some of the qualification requirements to enable the civil servants to be able to compete boost development in the region , accompanied by the management salary and allowances are based on the management of the budget needs of each region.

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

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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…

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…

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

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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…

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

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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

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

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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.

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

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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

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…

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

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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.

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.

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…

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

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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.

[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.

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

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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.

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.…

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,…

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…

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...

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…

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...

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

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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...

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...

What Type of Leadership in Higher Education Promotes Job Satisfaction and Increases Retention?

Science.gov (United States)

Harris, Kenya; Hinds, Lynette; Manansingh, Sherry; Rubino, Michael; Morote, Elsa Sofia

2016-01-01

Satisfaction (Happiness at Work) and Employee Intention to stay with an organization, utilizing dimensions of servant leadership practices. The six dimensions of servant leadership practice were Values People, Develops People, Builds Community, Provides Leaderships, Displaying Authenticity, and Shared Leadership. The participants consisted of 59…

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

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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.

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…

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

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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.

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…

Dissuasion of nonsmoking doctors teachers and civil servants survey

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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.

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 ...

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 ...

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

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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.

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…

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…

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…

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...

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…

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…

[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.

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...

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 ...

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

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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.

Social health insurance contributes to universal coverage in South Africa, but generates inequities: survey among members of a government employee insurance scheme.

Science.gov (United States)

Goudge, Jane; Alaba, Olufunke A; Govender, Veloshnee; Harris, Bronwyn; Nxumalo, Nonhlanhla; Chersich, Matthew F

2018-01-04

Many low- and middle-income countries are reforming their health financing mechanisms as part of broader strategies to achieve universal health coverage (UHC). Voluntary social health insurance, despite evidence of resulting inequities, is attractive to policy makers as it generates additional funds for health, and provides access to a greater range of benefits for the formally employed. The South African government introduced a voluntary health insurance scheme (GEMS) for government employees in 2005 with the aim of improving access to care and extending health coverage. In this paper we ask whether the new scheme has assisted in efforts to move towards UHC. Using a cross-sectional survey across four of South Africa's nine provinces, we interviewed 1329 government employees, from the education and health sectors. Data were collected on socio-demographics, insurance coverage, health status and utilisation of health care. Multivariate logistic regression was used to determine if service utilisation was associated with insurance status. A quarter of respondents remained uninsured, even higher among 20-29 year olds (46%) and lower-skilled employees (58%). In multivariate analysis, the odds of an outpatient visit and hospital admission for the uninsured was 0.3 fold that of the insured. Cross-subsidisation within the scheme has provided lower-paid civil servants with improved access to outpatient care at private facilities and chronic medication, where their outpatient (0.54 visits/month) and inpatient utilisation (10.1%/year) approximates that of the overall population (29.4/month and 12.2% respectively). The scheme, however, generated inequities in utilisation among its members due to its differential benefit packages, with, for example, those with the most benefits having 1.0 outpatient visits/month compared to 0.6/month with lowest benefits. By introducing the scheme, the government chose to prioritise access to private sector care for government employees, over

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...

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…

Increasing Competence - An Ethical Duty of Civil Servants

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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.

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

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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.

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.

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…

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…

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…

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

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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.

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...

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

ORGANIZATIONAL COMMITMENT AS THE BLACK BOX TO CONNECT THE ISLAMIC WORK ETHICS AND EMPLOYEES BEHAVIOR TOWARD ORGANIZATIONAL CHANGE

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Sri Wartini

2014-09-01

Full Text Available The objective of the study was to examine the direct and indirect influences of Islamic work ethics on employees behavior toward organization change with organizational commitment as mediation. The population of the study was Public Civil Servants of the general inspectors of finance ministry. The samples were taken by Solvin method. It was a purposive sampling with 87 respondents. The results of the study showed that there was a direct influence of Islamic work ethics on organizational commitment, there was not any direct influence of organizational commitment on employees behavior toward organizational change, there was an indirect influence of Islamic work ethics on employees behavior toward organization change with organizational commitment as the mediation. It is concluded that there were a direct and an indirect influences of Islamic work ethics on employees behavior toward organizational commitmen as the mediation. Tujuan penelitian ini untuk menguji pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Populasi dalam penelitian ini adalah karyawan Pegawai Negeri Sipil di Itjen Kementerian Keuangan RI sebanyak 87 responden, menggunakan metode Slovin dengan teknik Purposive Sampling. Berdasarkan hasil penelitian menunjukkan, bahwa terdapat pengaruh langsung etika kerja Islami pada komitmen organisasional, tidak terdapat pengaruh langsung komitmen organisasional pada perilaku karyawan terhadap perubahan organisasi, terdapat pengaruh langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dan terdapat pengaruh etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Penelitian ini menyimpulkan, bahwa ada pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai

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

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…

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.

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...

Cloud computing technologies applied in the virtual education of civil servants

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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.

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.

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

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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.

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

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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.

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...

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.

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…

The Humanitarian Bailment of Foreign Possessed Territories: A Proactive Method of Legal Analysis

Science.gov (United States)

1996-04-01

entrusts an employee with the employer’s lawn mower to mow the employer’s lawn .220 This is analogous to the permissive entry situation where a host...accompanying text. 82 If an employee feloniously takes the lawn mower from the employer’s place of business to the employee’s house the servant has...committed larceny because the employee never had 230possession of the mower, only custody. If the employee picked up the lawn mower from the repair

Professional identity of civil servants as a scientific problem

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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.

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…

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…

48 CFR 852.228-71 - Indemnification and insurance.

Science.gov (United States)

2010-10-01

... negligence or alleged negligence of the Government, its officers, agents, servants, and employees, shall not... liability coverage will conform to applicable State law requirements for the service contemplated, whereas...

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...

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...

Nexus between preventive policy inadequacies, workplace bullying, and mental health: Qualitative findings from the experiences of Australian public sector employees.

Science.gov (United States)

Hurley, John; Hutchinson, Marie; Bradbury, Joanne; Browne, Graeme

2016-02-01

Public sector organizations have been shown to have high levels of workplace bullying, despite widespread adoption of zero-tolerance policy. Given the level of harm that stems from bullying, it has been suggested that it might be one of the most serious problems facing modern organizations. The qualitative findings from a large cross sectional study of public servants in Australia are reported in the present study. The results highlight palpable mental distress and illness stemming from exposure to workplace bullying. This distress was exacerbated by failures in prohibitive workplace procedures. Reporting bullying through formal organization processes did not lead to resolution of the problem; it instead highlighted feelings of powerlessness and mistrust. In light of the findings, we suggest that an alternative discourse is required, one that gives attention to enhancing employee resilience and self-healing behaviours to the emotional trauma of workplaces. Organizations might be better placed investing resources in fostering the resilience and emotional intelligence of their workforce, rather than continuing to invest resources in prohibitive policies that fail to address the problem. Employees should be supported to prioritize responsibility for their own mental health, rather than an overreliance on organizational responses. © 2016 Australian College of Mental Health Nurses Inc.

‘The Purgatory of Servants’: (InSubordination, Wages, Gender and Marital Status of Servants in England and Italy in the Seventeenth and Eighteenth Centuries

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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.

Observations regarding the right of civil servants to pursue a career. About „instability” in civil service and law non-compliance practices

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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.

An Effectiveness Analysis of the U.S. Federal Government Executive Branch Ethics Policy and Program

National Research Council Canada - National Science Library

Stewart, Chanet

2003-01-01

.... As public servants, whether elected or non-elected, Executive Branch employees are expected to make decisions and spend tax-payer dollars in ways that promote the overall interests of the American public...

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...

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…

KEPEMIMPINAN YANG MELAYANI DI SEKOLAH MENENGAH TINGKAT ATAS SWASTA KOTA SALATIGA

Directory of Open Access Journals (Sweden)

Handita Sari

2016-12-01

Full Text Available This study aimed to describe the degree of servant leadership in Salatiga private high schools. This study used descriptive method in which the object of the research are three private schools in Salatiga. Data collection techniques used by spreading questionnaires to the three principals, teachers and employees at those shools and also with interview. Researched indicators arranged based on six characteristics of servant leadership: values people, develop people, build community, display authenticity, provide leadership, dan share leadership. The results of this study showed that the overall degree of servant leadership implementation in the  high category. However, there are some indicators that lead to the medium category. School principals are advised to be willing to improve some of these characteristics by first tried to listen to others. The results of this study can be used as a reference on servant leadership in secondary education.

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.

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

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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.

Being Indigenous in the Bureaucracy: Narratives of Work and Exit

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Julie Lahn

2018-01-01

Full Text Available Australia’s civil service has had some success in attracting substantial numbers of Indigenous employees. But significant numbers also regularly exit the bureaucracy. Retaining Indigenous employees is recognised as an ongoing difficulty for government. This research with former and current Indigenous civil servants outlines factors they identify as contributing to decisions to leave the bureaucracy. A key finding involves their general sense of being underutilised and undervalued— that forms of experience and understanding as Indigenous people go largely unrecognised within government, which in turn constrains their potential to meaningfully contribute to improving government relations with Indigenous Australians or to enhancing the effectiveness of the bureaucracy more broadly. Work as an Indigenous civil servant emerges as a space of contestation with the possibilities and limits of statecraft.

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

Relationships between mental health distress and work-related factors among prefectural public servants two months after the Great East Japan Earthquake.

Science.gov (United States)

Fukasawa, Maiko; Suzuki, Yuriko; Obara, Akiko; Kim, Yoshiharu

2015-02-01

In times of disaster, public servants face multiple burdens as they engage in a demanding and stressful disaster-response work while managing their own needs caused by the disaster. We investigated the effects of work-related factors on the mental health of prefectural public servants working in the area devastated by the Great East Japan Earthquake to identify some ideas for organizational work modifications to protect their mental health. Two months after the earthquake, Miyagi prefecture conducted a self-administered health survey of prefectural public servants and obtained 4,331 (82.8%) valid responses. We investigated relationships between mental health distress (defined as K6 ≥ 13) and work-related variables (i.e., job type, overwork, and working environment) stratified by level of earthquake damage experienced. The proportion of participants with mental health distress was 3.0% in the group that experienced less damage and 5.9% in the group that experienced severe damage. In the group that experienced less damage, working >100 h of overtime per month (adjusted odds ratio [OR], 2.06; 95% confidence interval [CI], 1.11-3.82) and poor workplace communication (adjusted OR, 10.96; 95% CI, 6.63-18.09) increased the risk of mental health distress. In the group that experienced severe damage, handling residents' complaints (adjusted OR, 4.79; 95% CI, 1.55-14.82) and poor workplace communication (adjusted OR, 9.14; 95% CI, 3.34-24.97) increased the risk, whereas involvement in disaster-related work (adjusted OR, 0.39; 95% CI, 0.18-0.86) decreased the risk. Workers who have experienced less disaster-related damage might benefit from working fewer overtime hours, and those who have experienced severe damage might benefit from avoiding contact with residents and engaging in disaster-related work. Facilitating workplace communication appeared important for both groups of workers.

A triad of pastoral leadership for congregational health and well-being: Leader, manager and servant in a shared and equipping ministry

Directory of Open Access Journals (Sweden)

Matsobane J. Manala

2010-10-01

Full Text Available That ministry is to be given back to the laity is a laudable proposition. However, the level of development in many township and village communities is still such that a strong leadership and management facilitation role is demanded of the pastor. In such contexts, the pastor is also the only one who is always available for church tasks. The point of departure of this article was that the pastor is primarily a facilitator who assumes the tasks of a leader, a manager and a servant. The Trinitarian office of Christ is taken as model. Christian leadership, as discussed from a systems perspective, is seen as enabling rather than hegemonic. The pastor fulfils the seven leadership functions in order to equip the saints for their Christian service. Church management is redefined as a process which takes place in meaningful collaboration with others, over against the objectification found in conventional definitions which focus on ‘getting things done through people’. This article discussed servant leadership and service provision as the central purpose of Christian leadership.

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.

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

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

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.

Penyusunan Sistem Perencanaan Karier Pemerintah Kabupaten Klaten, Jawa Tengah

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Atik Septi Winarsih

2011-08-01

Full Text Available In any organization, institution or any institution would be expected an increase in career path for each employee or employees who are on it. Career development and promotion is not based on competence and performance but rather on the DUK (Listings Sort ranks and even sometimes based on nepotism. Career civil servants who do not clear their determination is not supported and other factors that deserve consideration in determining an employee’s career, the PNS will automatically move up and studied them on a regular basis every two years and received regular salary increases. Data collection methods used in this study were: 1 Observations and interviews conducted in each of the personnelinvolved in the activities of Employee Career Planning System, 2 Study of literature intended to get a design plan based on the theory that there is a career in Human Resource Management; 3 Focus Group Discussion (FGD. The results obtained in this study that the civil servant career planning system that fits the context and needs of Klaten is oriented on the competence of employees. Career planning system was developed under the provisions of current legislation

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.

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

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…

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…

Evaluation by employees of employee management on large US dairy farms.

Science.gov (United States)

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

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.

Peran Kepuasan Kerja Terhadap Kinerja Pada Guru Pegawai Negeri Sipil (PNS di Yogyakarta

Directory of Open Access Journals (Sweden)

Fatwa Tentama

2015-04-01

Full Text Available The problems faced by organizations is employee performance tends to decline over time resulting ineffectiveness of the organization. One of the factors that affect performance is job satisfaction. This study aims to determine empirically the correlation between job satisfaction and performance of the civil servant teachers. Subjects were 29 civil service teachers both male and female who become permanent employees and has worked at least 1 year in SLB Negeri 1 Bantul Yogyakarta. Data were collected using the Job Satisfaction Scale and the Performance Scale. Pearson’s product moment correlation were used to test the relationship between job satisfaction and teacher performance. The results showed that there is a significant positive correlation between job satisfaction and performance of the civil servant teachers (rxy= .551; p= .001. The more satisfied the teachers, the higher their performance.

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

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…

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.

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)

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...

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...

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.

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.

Cultivating a Grassroots Aerospace Innovation Culture at NASA Ames Research Center

Science.gov (United States)

D'Souza, Sarah; Sanchez, Hugo; Lewis, Ryan

2017-01-01

This paper details the adaptation of specific 'knowledge production' methods to implement a first of its kind, grassroots event that provokes a cultural change in how the NASA Ames civil servant community engages in the creation and selection of innovative ideas. Historically, selection of innovative proposals at NASA Ames Research Center is done at the highest levels of management, isolating the views and perspectives of the larger civil servant community. Additionally, NASA innovation programs are typically open to technical organizations and do not engage non-technical organizations to bring forward innovative processes/business practices. Finally, collaboration on innovative ideas and associated solutions tend to be isolated to organizational silos. In this environment, not all Ames employees feel empowered to innovate and opportunities for employee collaboration are limited. In order to address these issues, the 'innovation contest' method was adapted to create the NASA Ames Innovation Fair, a unique, grassroots innovation opportunity for the civil servant community. The Innovation Fair consisted of a physical event with a virtual component. The physical event provided innovators the opportunity to collaborate and pitch their innovations to the NASA Ames community. The civil servant community then voted for the projects that they viewed as innovative and would contribute to NASA's core mission, making this event a truly grassroots effort. The Innovation Fair website provided a location for additional knowledge sharing, discussion, and voting. On March 3rd, 2016, the 'First Annual NASA Ames Innovation Fair' was held with 49 innovators and more than 300 participants collaborating and/or voting for the best innovations. Based on the voting results, seven projects were awarded seed funding for projects ranging from innovative cost models to innovations in aerospace technology. Surveys of both innovators and Fair participants show the Innovation Fair was successful

Sağlık Çalışanlarında Hizmetkâr Liderlik: Dennis-Winston ve Dennis-Bocernea Hizmetkâr Liderlik Ölçeklerinin Geçerlik ve Güvenirlik Araştırması( Servant Leadership Among Medical Staff: Investigation of Validity and Reliability of Dennis-Winston and Dennis-Bocernea Servant Leadership Scales

Directory of Open Access Journals (Sweden)

Şebnem ASLAN

2011-01-01

Full Text Available This study aims to contribute the two different scales used in evaluation of servant leadership among medical staff on Turkish literature. In this context, validity and reliability analysis of Dennis and Winston (2003 and Dennis and Bocernea (2006 Servant Leadership Scales are done. Dennis and Winston Scale includes 23 questions and 3 dimensions, and Dennis and Bocernea scale includes 29 questions and 7 dimensions. The survey is conducted with 180 staff in practising in three different hospitals of Konya province. The datas obtained from the survey are analysed with descriptive statistics and confirmatory factor analysis using SPSS 16.0 and Lisrel 8 programmes. As a result, Dennis and Bocernea scale is reduced to 5 dimensions and 14 questions, and Dennis and Winston scale to 3 dimensions and 14 questions. The new scale is found as valid and reliable.

Statsansattes ansættelsesforhold før og efter omdannelsen af en statsvirksomhed til statsejet aktieselskab

DEFF Research Database (Denmark)

Postelmans, Erik

2009-01-01

will be apt to rule against the civil servant. Another law that protects civil servants and other state employees against among other things, dismissals, is the Danish Public Administration Act. No ‘decision’ concerning an individual can be made without them having had the possibility to be heard...... of the responsibility labour Unions have in advising their members should not be underestimated. This is verified by the fact that courts are not apt to dismiss agreements that have been negotiated with the labour unions. From these cases it must be assumed that the unions act in a professional, impartial manner when...

Apparatus Development In Maros

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H. Aras Solong

2015-03-01

Full Text Available ABSTRACT This study aims to identify and describe 1 Development of Administrative through education and training training promotion transfer and rotation and the application of demotion system non-title under Law No. 43 of 1999 on the development of career civil servants based merit system and work performance and Government Regulation No. 101 of 2000 on Education and Training Training for Civil Servants. 2 Revealing differences in work motivation based on the intensity of the education or training training using Herzbergs Two Factor Theory of extrinsic factors hygiene and intrinsic factors motivator that influence employees motivation Maros regency government in carrying out its duties and functions as members civil in public service. This study uses a quantitative approach to date collection techniques through a questionnaire Questionnaire. Informant are civil servants who occupied echelon II III. And IV while the analysis of the date used quantitative analysis to uncover the implementation of personnel development and employees motivation difference Maros region based on the intensity of the education or training training to get job satisfaction in the public service. The results of this study will reveal that 1 Development of Apparatus for improving the knowledge ability professionalism competence skills can work as a reformer change attitude eager to work motivated to do the work get satisfaction in work and getting justice in employment. 2 The difference in work motivation Maros local government employees affected by extrinsic factors hygiene and intrinsic factor motivator is the variable gain high salary H occupies the first ranking while serving the community satisfaction variables M occupy the last ranking. That is that the satisfaction of serving the people affected by the high salaries earned by the employees to do the job.

Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

Directory of Open Access Journals (Sweden)

Susi A. Rahayu

2012-09-01

Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

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.

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...

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.

Reducing suboptimal employee decisions can build the business case for employee benefits.

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

Linking Measured Risk Aversion to Individual Characteristics.

NARCIS (Netherlands)

Hartog, J.; Ferrer-i-Carbonell, A.; Jonker, N.

2002-01-01

From the stated price of a specified lottery in three unrelated surveys we deduce individuals' Arrow-Pratt measure of risk aversion. We find that risk aversion indeed falls with income and wealth. Entrepreneurs are less risk averse than employees, civil servants are more risk averse than private

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.

Efek Keadilan Remunerasi, Kompetensi Atasan dan Kohesivitas Kelompok terhadap Withholding Effort

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Ida Ayu Kartika Maharani

2016-12-01

Full Text Available Withholding effort is a tendency employee to reduce work contribution as the possibility of an individual in giving less than maximum effort on tasks associated with the job. The purpose of this study is to analyze the remuneration fairness influences, supervisor competencies and group cohesiveness on withholding effort. The population in this study was all administrative employees with the status of civil servants and probationary civil servants who were actively working in the Institute Hindu Dharma Negeri Denpasar. The number of respondents were 80 people. The research data was primary data obtained from questionnaires. This study used confirmatory factor analysis and multiple linear regression analysis as analytic technique. The results show that fairness of remuneration has a negative and significant effect on the withholding effort, supervisor competencies has a negative and significant effect on the withholding effort, group cohesiveness  has a negative and significant effect on the withholding effort

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)

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...

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

Directory of Open Access Journals (Sweden)

M. M. C. De Silva

2014-10-01

Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

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…

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...

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

«We Shall See Again in Paradise». The Last Journey of the Servant of God Maria Caterina Brondi (1719)

OpenAIRE

Montserrat MOLINA EGEA

2016-01-01

This article deals with the servant of God Maria Caterina Brondi (Sarzana, 1684-Pisa, 1719), also known by the time as the santina de Sarzana. She begins her road to perfection in her hometown under the auspicies of the Jesuits who are touring the Italian lands deploying the popular missions and then she pursues it under the spiritual direction of a number of ecclesiastics in towns belonging to the Republic of Genoa and to the Grand Duchy of Tuscany. Her experiences arouses the interest of th...

48 CFR 352.228-7 - Insurance-liability to third persons.

Science.gov (United States)

2010-10-01

... not caused by the negligence of the Contractor or the Contractor's agents, servants, or employees, and... represents in its offer that it is partially immune from tort liability as a State agency, the Contracting... tort liability as a State agency, the Contracting Officer shall substitute the following paragraphs (a...

A Confirmatory Factor Analysis Model of Servant Leader of School Director Under the Office of the Vocational Education Commission in Thailand

Directory of Open Access Journals (Sweden)

Boonchan Sisan

2017-11-01

Full Text Available This research aims to develop and examine the Goodness-of-Fit Index of Confirmatory Factor Analysis (CFA in servant leader of school director under the Office of the Vocational Education Commission (OVEC. The result is based on the empirical data. The sample group consisted of 247 school directors under the OVEC. The samples were taken using Multi - Stage Sampling randomized technique. Research instrument was questionnaire which had 0.80 - 1.00 for item objective congruence, discriminative power with 0.46 - .80 , and reliability of .95. The data analysed by Confirmatory Factor Analysis (CFA. The study shows the servant leader of school director under the OVEC consists of six factors: Appreciating of Others, Developing Others, Developing Community, moral Expressions, Supporting Leadership, and Using Leadership Together. The results of examination of the Goodness-of-Fit Index of Confirmatory Factor Analysis (CFA found the model fit indexes based on the empirical data were =280.89; df=252; P-value=0.10204; Relative =1.11; RMSEA=0.022; NFI=0.98; RMR=0.016; SRMR=0.041; GFI=0.92; AGFI=0.89; NIF=0.98; IFI=1.00; CFI=1.00; CN=252.56. The factor loadings of six factors were from 0.73 – 0.94 and factor loadings of indicators were from -0.39 – 0.57.

Leisure time physical activity and subsequent physical and mental health functioning among midlife Finnish, British and Japanese employees: a follow-up study in three occupational cohorts.

Science.gov (United States)

Lahti, Jouni; Sabia, Séverine; Singh-Manoux, Archana; Kivimäki, Mika; Tatsuse, Takashi; Yamada, Masaaki; Sekine, Michikazu; Lallukka, Tea

2016-01-06

The aim of this study was to examine whether leisure time physical activity contributes to subsequent physical and mental health functioning among midlife employees. The associations were tested in three occupational cohorts from Finland, Britain and Japan. Cohort study. Finland, Britain and Japan. Prospective employee cohorts from the Finnish Helsinki Health Study (2000-2002 and 2007, n=5958), British Whitehall II study (1997-1999 and 2003-2004, n=4142) and Japanese Civil Servants Study (1998-1999 and 2003, n=1768) were used. Leisure time physical activity was classified into three groups: inactive, moderately active and vigorously active. Mean scores of physical and mental health functioning (SF-36) at follow-up were examined. Physical activity was associated with better subsequent physical health functioning in all three cohorts, however, with varying magnitude and some gender differences. Differences were the clearest among Finnish women (inactive: 46.0, vigorously active: 49.5) and men (inactive: 47.8, active vigorous: 51.1) and British women (inactive: 47.3, active vigorous: 50.4). In mental health functioning, the differences were generally smaller and not that clearly related to the intensity of physical activity. Emerging differences in health functioning were relatively small. Vigorous physical activity was associated with better subsequent physical health functioning in all three cohorts with varying magnitude. For mental health functioning, the intensity of physical activity was less important. Promoting leisure time physical activity may prove useful for the maintenance of health functioning among midlife employees. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

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.

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...

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...

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...

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....

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.

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...

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...

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…

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...

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...

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...

78 FR 68992 - Visas: Documentation of Nonimmigrants-Visa Classification; T Visa Class

Science.gov (United States)

2013-11-18

... on the economy that would result from this rulemaking, nor will there be any increase in costs or prices; or any effect on competition, employment, investment, productivity, innovation, or the ability of...) Government Official . or Employee, or Immediate Family. A3 Attendant, Servant, 101(a)(15)(A)(iii or Personal...

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

Science.gov (United States)

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

Science.gov (United States)

Przybelinski, Steven A.

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

Role of employee benefits in the motivation of employees at H1.cz

OpenAIRE

Hrubá, Markéta

2012-01-01

This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...

77 FR 22267 - Eagle Permits; Changes in the Regulations Governing Eagle Permitting

Science.gov (United States)

2012-04-13

... with rotating wind turbines. Permit Duration and Transferability In February 2011, we published draft... permit applicants, because of the known risk to eagles from collisions with wind turbines and electric... change does not affect the tenure of any other migratory bird or eagle permit type. DATES: Electronic...

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

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

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...

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....

Missile Defense: LBJ's Bid To Curb Arms Race Gains Support.

Science.gov (United States)

Carter, L J

1967-04-14

In the article of 31 March on antiballistic missile defense, the last sentence of paragraph 2, p. 1654, should read: "Manpower for producing . . . but the outer limit would be about 200,000, or half the number of contractor employees and civil servants working for NASA at the peak of the Apollo program."

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.

An analysis of the relation between employee-organization value congruence and employee attitudes.

Science.gov (United States)

Amos, Elizabeth A; Weathington, Bart L

2008-11-01

Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

Conflicts between work and family life and subsequent sleep problems among employees from Finland, Britain, and Japan.

Science.gov (United States)

Lallukka, T; Ferrie, J E; Kivimäki, M; Shipley, M J; Sekine, M; Tatsuse, T; Pietiläinen, O; Rahkonen, O; Marmot, M G; Lahelma, E

2014-04-01

Research on the association between family-to-work and work-to-family conflicts and sleep problems is sparse and mostly cross-sectional. We examined these associations prospectively in three occupational cohorts. Data were derived from the Finnish Helsinki Health Study (n = 3,881), the British Whitehall II Study (n = 3,998), and the Japanese Civil Servants Study (n = 1,834). Sleep problems were assessed using the Jenkins sleep questionnaire in the Finnish and British cohorts and the Pittsburgh Sleep Quality Index in the Japanese cohort. Family-to-work and work-to-family conflicts measured whether family life interfered with work or vice versa. Age, baseline sleep problems, job strain, and self-rated health were adjusted for in logistic regression analyses. Adjusted for age and baseline sleep, strong family-to-work conflicts were associated with subsequent sleep problems among Finnish women (OR, 1.33 (95 % CI, 1.02-1.73)) and Japanese employees of both sexes (OR, 7.61 (95 % CI, 1.01-57.2) for women; OR, 1.97 (95 % CI, 1.06-3.66) for men). Strong work-to-family conflicts were associated with subsequent sleep problems in British, Finnish, and Japanese women (OR, 2.36 (95 % CI, 1.42-3.93), 1.62 (95 % CI, 1.20-2.18), and 5.35 (95 % CI, 1.00-28.55), respectively) adjusted for age and baseline sleep problems. In men, this association was seen only in the British cohort (OR, 2.02 (95 % CI, 1.42-2.88)). Adjustments for job strain and self-rated health produced no significant attenuation of these associations. Family-to-work and work-to-family conflicts predicted subsequent sleep problems among the majority of employees in three occupational cohorts.

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...

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...

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...

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...

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...

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...

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...

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...

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...

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

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)

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...

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...

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...

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...

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...

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...

Prosocial motivation and physicians' work attitudes. Effects of a triple synergy on prosocial orientation in a healthcare organization.

Science.gov (United States)

Kim, Young Shin

2015-01-01

Employees work attitudes are key determinants to organizational performance. This article proposes a model integrating servant leadership, prosocial motivation, and corporate social responsibility (CSR) in order to explain a mechanism through which prosocial motivation plays a central role in enhanding physicians' work attitudes. A cross sectional survey from a sample of physicians indicates that (1) prosocial motivation can be shaped from servant leadership when physicians perceive high value fit with their supervisors, (2) prosocial motivation improves physicians' job satisfaction. Its effects is strengthened when physicians perceive high CSR, and (3) job satisfaction improves organizational commitment. The results provide meaningful insights that a triple synergy of prosocial orientation among physicians, supervisors and organization enhances physicians' work attitudes.

Employee Ownership and Perceptions of Work: The Effect of an Employee Stock Ownership Plan.

Science.gov (United States)

Tucker, James; And Others

1989-01-01

A small company was studied before and after introduction of an employee stock ownership plan. Employees' commitment to the organization and job satisfaction were higher after plan implementation, while perceived worker influence levels did not change. Findings suggest that ownership changes employees' attitudes without changing employees'…

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

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.

The independence of international civil servants during the neoliberal decades: implications of the work stoppage involving 700 staff of the World Health Organization in November 2005.

Science.gov (United States)

Katz, Alison

2008-01-01

The independence of international civil servants is critical to the fulfillment of their organizations' mandates, but it has been seriously undermined during 25 years of neoliberal influence in U.N. agencies, including the World Health Organization. In November 2005, 700 staff at WHO headquarters participated in a one-hour work stoppage--the first industrial action in the organization's history. Hierarchical and arbitrary management, abuse of rules and procedures, nepotism and harassment, and undue influence of international financial institutions, powerful member states, and transnational corporations have exhausted morale and motivation, creating a conformist environment and interfering with technical health work. In the neoliberal era, WHO staff confront conflicting duties of loyalty to a handful of member states and their private interests and loyalty to WHO's constitutional mandate. International civil servants need support from governing bodies and from the world's people in finding the correct balance. A first essential step would be respect for international labor standards within the U.N. family and, in particular, negotiation status and collective bargaining--human rights in the workplace and prerequisites for staff independence, integrity, and competence, qualities required to serve the world's people.

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...

The Kitchen

DEFF Research Database (Denmark)

Bech-Danielsen, Claus

2012-01-01

in housing architecture. In this paper the analysis focuses particularly on the kitchen. A 100 years ago the kitchen of the bourgeoisie and the middle class was used only by servants and other employees – the kitchen was not designed to be used by the residents. Today the kitchen has developed into a central...

Architecture – a mirror of everyday life

DEFF Research Database (Denmark)

Bech-Danielsen, Claus

2010-01-01

in housing architecture. In this paper the analysis focuses particularly on the kitchen. A 100 years ago the kitchen of the bourgeoisie and the middle class was used only by servants and other employees – the kitchen was not designed to be used by the residents. Today the kitchen has developed into a central...

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

Science.gov (United States)

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

2016-09-01

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

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

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...

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

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...

19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...

Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

Science.gov (United States)

McCroskey, James C.; And Others

Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

38 CFR 48.640 - Employee.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1472.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

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...

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...

32 CFR 26.640 - Employee.

Science.gov (United States)

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

2 CFR 182.640 - Employee.

Science.gov (United States)

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1201.4 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...

24 CFR 21.640 - Employee.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

40 CFR 36.640 - Employee.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis.

Science.gov (United States)

Gayed, Aimée; Milligan-Saville, Josie S; Nicholas, Jennifer; Bryan, Bridget T; LaMontagne, Anthony D; Milner, Allison; Madan, Ira; Calvo, Rafael A; Christensen, Helen; Mykletun, Arnstein; Glozier, Nicholas; Harvey, Samuel B

2018-06-01

Managers are in an influential position to make decisions that can impact on the mental health and well-being of their employees. As a result, there is an increasing trend for organisations to provide managers with training in how to reduce work-based mental health risk factors for their employees. A systematic search of the literature was conducted to identify workplace interventions for managers with an emphasis on the mental health of employees reporting directing to them. A meta-analysis was performed to calculate pooled effect sizes using the random effects model for both manager and employee outcomes. Ten controlled trials were identified as relevant for this review. Outcomes evaluating managers' mental health knowledge (standardised mean difference (SMD)=0.73; 95% CI 0.43 to 1.03; pmental health (SMD=0.36; 95% CI 0.18 to 0.53; pemployees experiencing mental health problems (SMD=0.59; 95% CI 0.14 to 1.03; p=0.01) were found to have significant pooled effect sizes favouring the intervention. A significant pooled effect was not found for the small number of studies evaluating psychological symptoms in employees (p=0.28). Our meta-analysis indicates that training managers in workplace mental health can improve their knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems. At present, any findings regarding the impact of manager training on levels of psychological distress among employees remain preliminary as only a very limited amount of research evaluating employee outcomes is available. Our review suggests that in order to understand the effectiveness of manager training on employees, an increase in collection of employee level data is required. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

How to Keep Gen X Employees from Becoming X-Employees.

Science.gov (United States)

Ruch, Will

2000-01-01

Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

50 CFR 18.31 - Scientific research permits and public display permits.

Science.gov (United States)

2010-10-01

... the population stock and the marine ecosystem. In determining whether to issue a public display permit... 50 Wildlife and Fisheries 6 2010-10-01 2010-10-01 false Scientific research permits and public..., DEPARTMENT OF THE INTERIOR (CONTINUED) TAKING, POSSESSION, TRANSPORTATION, SALE, PURCHASE, BARTER...

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.

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.

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....

Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

Directory of Open Access Journals (Sweden)

Tehmina Fiaz Qazi

2014-12-01

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

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...

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 ...

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...

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...

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.

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.

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.

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 ...

Employee Engagement Factor for Organizational Excellence

Directory of Open Access Journals (Sweden)

Tzvetana Stoyanova

2017-03-01

Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

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.

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.

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…

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

Directory of Open Access Journals (Sweden)

Dilhani Anuradha Akuratiya

2017-08-01

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

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.

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.

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.

Does employee involvement work? Yes, sometimes.

Science.gov (United States)

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

Organisational justice and change in justice as predictors of employee health: the Whitehall II study.

Science.gov (United States)

Kivimäki, Mika; Ferrie, Jane E; Head, Jenny; Shipley, Martin J; Vahtera, Jussi; Marmot, Michael G

2004-11-01

Organisational justice has been proposed as a new way to examine the impact of psychosocial work environment on employee health. This article studied the justice of interpersonal treatment by supervisors (the relational component of organisational justice) as a predictor of health. Prospective cohort study. Phase 1 (1985-88) measured relational justice, job demands, job control, social support at work, effort-reward imbalance, and self rated health. Relational justice was assessed again at phase 2 (1989-90) and self rated health at phase 2 and phase 3 (1991-93). 20 civil service departments originally located in London. 10 308 civil servants (6895 men, 3413 women) aged 35-55. Self rated health. Men exposed to low justice at phase 1 or adverse change in justice between phase 1 and phase 2 were at higher risk of poor health at phase 2 and phase 3. A favourable change in justice was associated with reduced risk. Adjustment for other stress indicators had little effect on results. In women, low justice at phase 1 predicted poor health at phase 2 and phase 3 before but not after adjustment for other stress indicators. Adverse change in justice was associated with worse health prospects irrespective of adjustments. The extent to which people are treated with justice in workplaces seems to predict their health independently of established stressors at work. Evidence on reduced health risk after favourable change in organisational justice implies a promising area for health interventions at workplace.

[A systemic risk analysis of hospital management processes by medical employees--an effective basis for improving patient safety].

Science.gov (United States)

Sobottka, Stephan B; Eberlein-Gonska, Maria; Schackert, Gabriele; Töpfer, Armin

2009-01-01

Due to the knowledge gap that exists between patients and health care staff the quality of medical treatment usually cannot be assessed securely by patients. For an optimization of safety in treatment-related processes of medical care, the medical staff needs to be actively involved in preventive and proactive quality management. Using voluntary, confidential and non-punitive systematic employee surveys, vulnerable topics and areas in patient care revealing preventable risks can be identified at an early stage. Preventive measures to continuously optimize treatment quality can be defined by creating a risk portfolio and a priority list of vulnerable topics. Whereas critical incident reporting systems are suitable for continuous risk assessment by detecting safety-relevant single events, employee surveys permit to conduct a systematic risk analysis of all treatment-related processes of patient care at any given point in time.

Employee retention: a customer service approach.

Science.gov (United States)

Gerson, Richard F

2002-01-01

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

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...

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...

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

DEFF Research Database (Denmark)

Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

2017-01-01

analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...

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

Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

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.

78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

Science.gov (United States)

2013-10-30

... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

Business Ethics & Employee Turnover: CAFE Matrix

OpenAIRE

Sapovadia, Vrajlal; Patel, Sweta

2013-01-01

Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

9 CFR 78.2 - Handling of certificates, permits, and “S” brand permits for interstate movement of animals.

Science.gov (United States)

2010-01-01

... âSâ brand permits for interstate movement of animals. 78.2 Section 78.2 Animals and Animal Products... certificates, permits, and “S” brand permits for interstate movement of animals. (a) Any certificate, permit, or “S” brand permit required by this part for the interstate movement of animals shall be delivered...

20 CFR 229.45 - Employee benefit.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

10 CFR 72.10 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

20 CFR 404.1045 - Employee expenses.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

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...

10 CFR 61.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 70.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 60.9 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 50.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 63.9 - Employee protection.

Science.gov (United States)

2010-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

10 CFR 52.5 - Employee protection.

Science.gov (United States)

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 30.7 - Employee protection.

Science.gov (United States)

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

29 CFR 2200.38 - Employee contests.

Science.gov (United States)

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

29 CFR 779.114 - Transportation employees.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...

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.

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."

Analysis of employee benefits in company

OpenAIRE

Burda, Tomáš

2011-01-01

The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...

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...

41 CFR 105-74.640 - Employee.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

28 CFR 97.12 - Employee training.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...

17 CFR 204.34 - Employee response.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...

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)

Nature Contacts: Employee Wellness in Healthcare.

Science.gov (United States)

Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

2016-04-01

This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

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.

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...

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

Science.gov (United States)

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

2002-04-01

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

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

Employees´ Job Satisfaction in Company

OpenAIRE

Václavková, Barbora

2015-01-01

This Master´s thesis Employees´ Job Satisfaction in Company is focused on job satisfaction of employees in a particular company. The aim of this thesis is to analyse the current level of employees´ satisfaction, factors that affect the degree of satisfaction and weak segments propose recommendations to increase the level of satisfaction among employees. The first part is theoretical and deals with the approach of the topic employees´ job satisfaction describe theoretical methods that are in p...

Collective Labour Conflicts in Companies and Public Institutions: Some Prospects

Directory of Open Access Journals (Sweden)

Raluca DIMITRIU

2011-10-01

Full Text Available Participation of the employees and of the public servants in collective labor conflicts constitutes a significant chapter regarding the concrete way in which the Romanian legislator implements the concept of flexicurity and re-defines labor relations. Indeed, the entire Romanian legislation on labor relations and dispute resolution has been tremendously changed in May 2011, and the impact of these changes is about to be very intense. The new law on collective labor conflicts, currently at crossroads, is rather susceptible to discourage the initiation of such conflicts and even to limit the freedom of strike. The legislator adopted a unified regulation, applicable to both employees and public servants; as such individuals who work under an employment contract are governed by the same dispute resolution norms as those individuals who perform their professional activity under an administrative act. Beyond the theoretical aspects that the new view of the Romanian laws on the labor conflict resolution raises, there are many direct, practical consequences, as well as difficulties that courts face since the entering into force of the new legislation. This study aims to analyze some of these practical consequences.

Job stress among Iranian prison employees.

Science.gov (United States)

Akbari, J; Akbari, R; Farasati, F; Mahaki, B

2014-10-01

Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

Directory of Open Access Journals (Sweden)

Michael M. Mackay

2016-09-01

Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an employer...

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.

34 CFR 32.4 - Employee response.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office... FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement. Within 7 days of receipt of the written notice under § 32.3, the employee may submit a request to the...

49 CFR 218.22 - Utility employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22... employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements for... parts 217, 219, and 228 of this chapter. (b) A utility employee shall perform service as a member of...

Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

Science.gov (United States)

Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

2015-04-22

We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

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Patrizia Gazzola

2014-12-01

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

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)