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Relevant bibliographies by topics / Behaviours at work

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Academic literature on the topic 'Behaviours at work'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 February 2022

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Journal articles on the topic "Behaviours at work"

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Ab. Wahab, Mastura. "Relationships between religious work values, sustainable work behaviours and sustainable energy consumptions." Management Decision 55, no. 9 (October 16, 2017): 1854–67. http://dx.doi.org/10.1108/md-01-2017-0039.

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Purpose The purpose of this paper is to examine to what extent religious work values such as Islamic work values (IWVs) could have an influence on sustainable work behaviours and sustainable energy consumptions among employees in the workplace. Design/methodology/approach Data were collected through survey questionnaires. The sample consisted of 264 Muslim employees who work in the private and public organisations in Malaysia. Structural equation modelling was conducted using a second-order model. Findings The results showed that religious values (i.e. IWVs) have a significant relationship with sustainable work behaviours and sustainable energy consumptions. The effect on sustainable work behaviours was stronger than its effect on sustainable energy consumptions. Practical implications This study suggests that the policy makers and pundits should pay attention to employees rather than focussing on just the CEO or the managers as the key players in the industries. This would help reduce the emissions of greenhouse gasses and other environmental degradations. Originality/value With regard to sustainability, past studies have mostly used general values rather than religious values in analysing work behaviours or energy consumptions. Furthermore, most previous studies have used behavioural intentions in their theory and concepts when explaining sustainable behaviours. This study extends the literature by conceptualising the value-attitude-behaviour theory which focusses on actual behaviours rather than on intentions in explaining the effect of religious work values on sustainable behaviours and energy consumptions.

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Widmann, Andreas, and Regina H. Mulder. "Team learning behaviours and innovative work behaviour in work teams." European Journal of Innovation Management 21, no. 3 (August 13, 2018): 501–20. http://dx.doi.org/10.1108/ejim-12-2017-0194.

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Purpose The purpose of this paper is to get deeper insight into the complex nature of the relationship between team learning conditions, team learning behaviours (TLBs) and innovative work behaviour (IWB) by considering and combining different neglected aspects in research. Design/methodology/approach A questionnaire was filled out by 593 vocational educators of 117 interdisciplinary work teams in vocational colleges in Germany. Correlations were calculated and structural equation modelling at two levels was conducted. Findings The results indicate that TLBs, especially team reflexivity and boundary spanning, relate positively to IWB. Furthermore, team structure, task interdependence and group potency relate positively to TLBs. It means that TLBs can be fostered by establishing these team learning conditions and, thus, IWB can be fostered. Research limitations/implications The main limitation of the study is that the data collection was cross-sectional. Longitudinal studies are required to capture the dynamic character of team learning and to identify causal relationships. Practical implications It is important to make all employees in vocational education aware of the importance of TLBs especially of team reflexivity and boundary spanning. Originality/value This study provides practical implications for organisations to foster IWB and indications for a better understanding of the relationship between team learning conditions, TLBs and IWB considering and combining different neglected aspects such as examining TLBs separated in one study.

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MITCHELL, JANE A. "Negative work behaviours." International Journal of Rehabilitation Research 18, no. 3 (September 1995): 215–24. http://dx.doi.org/10.1097/00004356-199509000-00003.

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Coetzer, Alan, Chutarat Inma, Paul Poisat, Janice Redmond, and Craig Standing. "Job embeddedness and employee enactment of innovation-related work behaviours." International Journal of Manpower 39, no. 2 (May 8, 2018): 222–39. http://dx.doi.org/10.1108/ijm-04-2016-0095.

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Purpose In a highly competitive globalised environment, the innovation behaviour of employees plays a key role in the economic viability and competitive advantage of organisations. In this context, developing the understanding of innovation work behaviour is important for the field of individual innovation and this is the focus of the study. The paper aims to discuss this issue. Design/methodology/approach Data were collected using a survey from 549 employees in organisations operating in four major business centres in South Africa. Findings On-the-job embeddedness was positively and significantly related to innovation behaviours by employees in organisations operating in diverse industries. Consistent with the view that small organisations have a “behavioural” innovation advantage over larger organisations, the size of the organisation moderated the positive relationship between on-the-job embeddedness and innovation behaviours. On-the-job embeddedness was more positively related to innovation behaviours in small organisations than in larger organisations. Practical implications Employees who are highly embedded in their jobs (but not necessarily their communities) are more likely to enact innovation behaviours than employees who are not similarly embedded. Human resource management professionals and line managers can potentially foster employee innovation behaviours through adopting strategies aimed at positively influencing the fit, links and sacrifice dimensions of on-the-job embeddedness. Originality/value The study contributes to theoretical and empirical expansion of job embeddedness (JE) by examining: how work and non-work forces that attach employees to their organisations influence their propensity to enact innovation behaviours; and how organisation size moderates the relationship between JE and innovation behaviours. The results will help managers who wish to foster innovation.

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Magombo-Bwanali, Neria. "Relationship between Leader Behaviours and Subordinates’ Work Performance." International Journal of Research in Business and Social Science (2147-4478) 8, no. 1 (February 24, 2019): 50–63. http://dx.doi.org/10.20525/ijrbs.v8i1.180.

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The paper assesses the relationship between leader behaviours and subordinates’ work performance in the context of tax administration. Data were collected in Malawi using two validated questionnaires administered online for subordinates and team leaders at a field office of a tax administration. Frequency distributions were used to identify dominant primary leader behaviours and the Spearman’s rank-order correlation analysis was used to assess the relationship between leader behaviours and subordinates’ work performance. Participative path-goal leadership behaviour is the most common primary leadership behaviour that team leaders in tax administration employ. Secondly, supportive and achievement oriented leader behaviours have a significant relationship with subordinates’ work performance in tax administration. The study concluded that achievement oriented path-goal leadership behaviour could be effective for public organisations involved in law enforcement. It is recommended that leaders should conduct a self-assessment of their leadership; adopt the relations-oriented leadership behaviours and incorporate coaching during performance evaluation exercise; and that organisations should equip leaders with leadership and management skills through training.The study is limited by the small sample-size, therefore, future studies could repeat the assessment with a larger sample and determine the mathematical equations for predicting the effect of each leadership behaviour on subordinates’ work performance.

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Boyer, Amanda, Hanna Karevold, Derek T. Kreuger, Ned A. Dochtermann, and Erin H. Gillam. "Behavioural repeatability in the Big Brown Bat, Eptesicus fuscus." Behaviour 157, no. 8-9 (September 8, 2020): 699–717. http://dx.doi.org/10.1163/1568539x-bja10019.

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Abstract Work on animal personality, characterized by high behavioural repeatability, shows that animals exhibit limits to plasticity, with an individual’s range of variation only covering a portion of the range observed across the entire population. This work is particularly important for understanding the underlying genetic basis of behaviours. While research on behavioural repeatability has spanned many taxa, little work has focused on bats. Our objective was to determine if big brown bats (Eptesicus fuscus) exhibit moderate to high repeatability of different behavioural traits and if behavioural syndromes (among-individual correlations between behaviours) are present. Using a captive population, repeatability was assessed for aggression, exploration, and activity. Moderate repeatabilities were observed for all behaviours, indicating that individuals exhibit consistent behaviour over time. There were no significant correlations among behaviours. Future research aimed at assessing how changes in social structure impact behavioural repeatability will be valuable for understanding behavioural plasticity in social bat species.

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Samołyk, Dagmara. "Behaviour Modelling and Safety at Work on a Construction Site." Studia Humana 8, no. 4 (December 1, 2019): 34–42. http://dx.doi.org/10.2478/sh-2019-0029.

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Abstract The concept of the method based on the behavioural approach as the method minimizing hazardous behaviours of employees has been discussed in this article. The main focus has been laid upon one of the largest economic sectors, i.e. is the construction industry. Thereby, risks arising from an improper behaviour of construction workers, and also a factor contributing to it, have been described here. The influence of employee’s age and day time have been analysed in terms of accident rates. The attention was also paid to alcohol consumed by workers during and after their work and to the influence that it has on dangerous behaviours. Different ways of approaches to the worker to improve safety and hygiene at work, as well as the manner in which the approach to employee should change depending on the situation, have been presented too.

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BICKES, Durdu Mehmet, Celal YILMAZ, Arif SAMUR, and Ozgur DEMIRTAS. "The Relationship between Perceived Overqualification and Counterproductive Work Behaviors: Moderating Role of Perceived Distributive Justice." International Journal of Social Science Studies 8, no. 1 (November 27, 2019): 46. http://dx.doi.org/10.11114/ijsss.v8i1.4628.

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Employee behaviors can be classified into two basic groups as positive and negative organizational behaviors. One of the negative organizational behaviors is counterproductive work behaviours. It is aimed to reveal the effects of perceived overqualification on counterproductive work behaviours and moderating role of distributive justice through an empirical study. In this respect, the data obtained from 398 employees in hospitality enterprises was analyzed by means of structural equation modelling (SEM). It is found that there is a positive relationship between perceived overqualification and counterproductive work behaviours, and perceived distributive justice moderates the relationship between perceived overqualification and counterproductive work behaviours towards colleagues. Some theoretical and managerial implications are offered about the variables. Distributive justice is effective in reducing counterproductive work behaviours which emerged from perceived overqualification. Managers need to control the factors that lead to perceived overqualification and implement strategies that can activate catalyst variables, lessening or eliminating its negative consequences. In addition, limitations of the study and suggestions for future studies are provided.

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Amponsah-Tawiah, Kwesi, Akosua Konadu Boateng, and Samuel Doku Tetteh. "Safety climate and employees' voluntary work behaviours: the moderating role of employees' voice." International Journal of Workplace Health Management 13, no. 5 (July 21, 2020): 561–81. http://dx.doi.org/10.1108/ijwhm-05-2019-0078.

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PurposeThis study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.Design/methodology/approachUsing the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.FindingsResults showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.Research limitations/implicationsData was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.Originality/valueThis paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.

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Gautam, Prakash Kumar. "Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction." PYC Nepal Journal of Management 13, no. 1 (September 25, 2020): 17–32. http://dx.doi.org/10.3126/pycnjm.v13i1.31493.

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Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Process Macro approach for examining mediation effect. This study revealed the work-culture significantly influenced employees’ satisfaction and work-behaviour with no moderation effect of job satisfaction. Findings of this study suggest managers to promote supportive work-culture to increase employee satisfaction and positive work-behaviour. This study also provides evidence to strengthen a reciprocity approach of social exchange theory (SET) in employees’ work-behaviour in SMEs.

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Dissertations / Theses on the topic "Behaviours at work"

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Analoui, F. "An investigation into unconventional behaviours within the work place." Thesis, Cranfield University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379487.

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Chan, Kwok-hung. "Sexual risk behaviours of travellers in Hong Kong work population." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31970898.

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Chan, Kwok-hung, and 陳國雄. "Sexual risk behaviours of travellers in Hong Kong work population." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31970898.

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Atewologun, Adedoyin. "An examination of senior Black, Asian and Minority Ethnic women and men's identity work following episodes of identity salience at work." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/7228.

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This study addresses methodological critiques of ethnicity research in organisations by combining intersectionality and identity work frameworks. Additionally, it extends intersectionality beyond its traditional focus on multiple disadvantage and demonstrates contextual sensitivity to ethnicity. Taking an individual constructivist stance, I examined ethnicity and its intersection with gender and seniority through an identity work lens. The research question was: How do senior black, Asian and minority ethnic women and men make meaning of episodes that raise the salience of their intersecting identities at work? The study investigated how 24 senior black, Asian and minority ethnic (BME) women and men constructed an understanding of their multiple-identified selves in response to affirming, contradictory or ambiguous identity-heightening work experiences. Respondents kept journals about episodes that raised the salience of their intersecting identities. Then, in interviews, they described the sense they made of the episodes and their responses to them. Following a template-based analysis of 101 accounts, a typology emerged of Accommodating, Refuting, Reconciling, Affirming and Exploratory identity work modes, describing senior BME individuals’ identity construction in response to identity-heightening episodes. I introduce ‘intersectional identity work’ to illustrate how individual (e.g. cognitive effort to reconcile a paradox), relational (e.g. a sense of responsibility and affinity for subordinate minority colleagues) and contextual (e.g. visibility resulting from demographic distribution in one’s immediate environment) factors influence intersecting senior, ethnic and gender constructions at work. Integrating intersectional and identity work perspectives to examine ethnicity demonstrates the dynamic interplay of multiple identity dimensions during meaning-making, the range of modes adopted and the intensity of effort expended by senior BME women and men during personal meaning-making. This approach makes a methodological contribution to ethnicity and intersectionality research. It also makes an empirical contribution to UK ethnicity and identity work research through the suggestive model of identity work modes and rich insight into senior BME individuals’ experiences at the juxtaposition of disadvantage and privilege.

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Bindl, Uta Konstanze. "Making things happen : the role of affect for proactive behaviours at work." Thesis, University of Sheffield, 2010. http://etheses.whiterose.ac.uk/12866/.

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In this thesis, I investigate how affective experience influences proactivity at work. Proactivity is a special type of goal-directed behaviour in which individuals actively take charge of situations to bring about change in a future-focused way for themselves or their organisation. Firstly, I draw on self-regulation research to conceptualise and empirically validate a model of proactive goal regulation that comprises employees' efforts in setting a proactive goal (envisioning), preparing to implement their proactive goal (planning), implementing their proactive goal (enacting) and engaging in learning processes concerning the outcomes of their proactive goal (reflecting). Secondly, I draw on affect research to argue that different types of work-related moods and emotions have an impact on the elements of proactive goal regulation in important ways. I investigate the relationship between affective experience and proactive goal regulation in three empirical studies: In Study 1, I use a cross-sectional survey design to investigate the role of moods for work-related proactive goal regulation in a study of call centre employees (N=227). In Study 2, I replicate and extend findings from Study 1 in the context of career-relatedp roactive goal regulation. Specifically, I draw on longitudinal surveys of undergraduatem edical students( N=250) over four time pointsa crosst he academicy ear in order to test how moodsa ndc areer-relatedp roactive goal regulation are related over time. In Study 3, I employ a qualitative interview approach in a sample of call centre employees (N=39) to explore the role of emotions in employees' accounts of past proactive goal regulation. The findings of this thesis provide initial empirical support for the model of proactive goal regulation. Results also indicate that work-related moods and emotions are significant predictors of proactive goal regulation and that the role of affective experience for proactivity at work is more nuanced than previously assumed.

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Oke, Adekunle. "Understanding waste recycling behaviour in the UK : home-work consistency." Thesis, Robert Gordon University, 2018. http://hdl.handle.net/10059/3122.

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Despite the increasing attention being paid to waste recycling, there is a dearth of both empirical evidence on recycling at work and examination of any spillover effects of recycling behaviour from home to work. Situated at the confluence of three social science debates (the study of recycling set within the waste management literature; the examination of spillover in the social psychology literature, and the work on pro-environmental behaviour at work in the organisational behaviour literature), this research seeks to understand recycling at work and the relationship between recycling behaviour at home and recycling at work using a sequential mixed methods approach. Due to the complexity of human behaviours including the heterogeneity of the factors underpinning recycling, this research adopts a sequential mixed methods approach with its pragmatic philosophical assumptions to examine recycling at work. Initially, semi-structured interviews with 15 key informants from different organisations including environmental/waste organisations in the UK were conducted. The findings from the interviews were used along with the evidence from the literature to develop the conceptual model and the research hypotheses. The quantitative data were collected, using a web-based questionnaire survey, from 367 respondents representing 43 different organisations across the UK. The collected quantitative data were analysed using SPSS for windows and IBM AMOS for path and causal analyses. Based on the findings, this research demonstrates that contextual factors such as organisational support are better determinants of recycling at work than personality/psychological factors such as attitudes that have dominated empirical and theoretical studies on pro-environmental behaviours for decades. Also, the findings of this research suggest that the concept of spillover of recycling from home to work is complex and inconsistent. Whilst there is a tendency for spillover of recycling behaviour, there is a significant difference between recycling at home and at work with regards to the volume of materials, the range of materials, and frequency of recycling. Nonetheless, the PROCESS macro allows the identification of various conditions that are likely to facilitate spillover of recycling from home to work. As a result, factors that are likely to determine recycling at work including the possible spillover of recycling from home to work are classified into personal/psychological and situational factors. These findings contribute to the existing bodies of knowledge on recycling behaviour, spillover effects, and organisational citizenship behaviour for the environment (OCBE). Also, the findings could assist businesses in finding proactive measures to increase recycling within their organisations. This would consequently reduce the total amount of resources being disposed of in the UK landfill sites.

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McBain, Laura-Lynne. "Women's and men's networks in the workplace : attitudes, behaviours and outcomes." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/32295.

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Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization. Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes. Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate

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Cheung, Man-sze. "Grandmotherhood : a study of role behaviours, significance and mental health /." Click to view the E-thesis via HKUTO, 1987. http://sunzi.lib.hku.hk/hkuto/record/B42128274.

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Botes, Antonette, and Antonette Crouse. "The effect of rater-ratee personality similarity on ratings of task-oriented work behaviours." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71936.

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Thesis (MComm)--Stellenbosch University, 2012.
As a means to measure job performance, performance appraisal plays a central role in effective individual and organisational management (Behn, 2003). Sound performance management and performance measurement are fundamental to a productive workplace and critical for a high-performing organisation (Jordan, 2002). Performance appraisal research has shifted its emphasis from psychometric issues to the examination of rater cognitive processes and the social and contextual variables which affect performance evaluation. Since raters are important factors in successful performance measurement, one line of research has investigated the effect of similarity, between rater and ratee, on subsequent performance ratings. These studies have mostly relied on similarity measures based on physical similarity characteristics, such as demographic variables. The inconclusive nature of these studies’ findings suggests that the complexity of interpersonal similarity and its effect on ratings has most likely been oversimplified. In the social-cognition literature, substantial evidence exists that rater-ratee acquaintance shifts the focus of similarity judgment to “deeper”, sometimes unobservable, characteristics, like values, motives and attitudes. This research study investigates whether rater-ratee similarity in Big Five personality traits unduly influences task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006) were collected from university lecturers and their students (N = 152). Actual lecturer task performance assessment data (end-of-semester student feedback ratings) were gathered concurrently. Data were analysed through polynomial regression analysis and response surface methodology. Results indicated that ratee (i.e., lecturer) extraversion (r = .357), conscientiousness (r = .413) and openness (r = .178) had significant main effects on average performance ratings. Also, rater-ratee personality similarity in extraversion (p < .001), neuroticism (p < .01) and openness (p < .001) had a significant effect on performance ratings, with the effects of agreeableness and conscientiousness also approaching significance. The present study further extends earlier research by using task performance ratings as criterion measures — as opposed to earlier studies that used contextual performance ratings — and also used “upward” ratings of seniors, instead of peer- or ‘downward’ ratings of performance, as was done in earlier studies of personality similarity effects. The results suggest that (a) earlier conclusions that personality similarity does not affect performance ratings seem to be premature, (b) more research is needed to investigate why personality similarity affects ratings and last, (c) we do not yet understand the boundary conditions that affect this phenomenon.

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Payne, Nicola. "The determinants of health behaviours in employees : the impact of work stressors and other predictors." Thesis, University of Hertfordshire, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251551.

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Books on the topic "Behaviours at work"

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Dincer, Hasan, and Serhat Yüksel, eds. Strategic Outlook for Innovative Work Behaviours. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50131-0.

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Furnham, Adrian. The Protestant work ethic: The psychology of work-related beliefs and behaviours. London: Routledge, 1990.

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The Protestant work ethic: The psychology of work-related beliefs and behaviours. London [England]: Routledge, 1990.

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Monkton, M. Work self identity and empowering management behaviours: An exploratory study. Manchester: UMIST, 1996.

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Kemp, Stephen. Perceived control and empowering work behaviours among community mental health workers. London: University of East London, 1996.

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Hong, Kian Sam. Leadership behaviours, university culture and leadership effectiveness for academic work in Malaysian public universities. Sarawak, Malaysia: Universiti Malaysia Sarawak, 2013.

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Behaviour at work. London: Collins Educational, 1995.

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Sibley, Rob. Behaviour at work. Cheltenham: Stanley Thornes, 1995.

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Hudson, Barbara L., and Geraldine M. Macdonald. Behavioural Social Work. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-18294-7.

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Maureen, Guirdham, ed. Interactive behaviour at work. 3rd ed. New York: Pearson Education, 2002.

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Book chapters on the topic "Behaviours at work"

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Furnham, Adrian, and John Taylor. "Counterproductive Behaviours at Work." In The Dark Side of Behaviour at Work, 83–129. London: Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230510104_4.

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Lishman, Joyce. "Intervention: written techniques for changing attitudes and behaviours." In Communication in Social Work, 188–202. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-11803-5_10.

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Lishman, Joyce. "Intervention: Written Techniques for Changing Attitudes and Behaviours." In Communication in Social Work, 128–40. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23219-2_9.

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Hobson, Pat. "Positive Person Work (PPW): Behaviours That Promote Dignity." In Enabling People with Dementia: Understanding and Implementing Person-Centred Care, 11–14. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20479-2_3.

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Chadwick, Nick, Ralph C. Serin, and Caleb D. Lloyd. "Examining community supervision officers’ skills and behaviours." In The Routledge Companion to Rehabilitative Work in Criminal Justice, 274–87. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2019. http://dx.doi.org/10.4324/9781315102832-27.

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Evans, Karen, Martina Behrens, and Jens Kaluza. "Risky Voyages: Learning Experiences, Transition Behaviours and Career Outcomes." In Learning and Work in the Risk Society, 114–37. London: Palgrave Macmillan UK, 2000. http://dx.doi.org/10.1057/9780230596023_8.

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Furnham, Adrian, and John Taylor. "Measuring Dark- and Bright-side Attitudes, Beliefs and Behaviours." In The Dark Side of Behaviour at Work, 144–63. London: Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230510104_6.

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Matysiak, Anna, and Daniele Vignoli. "Childbearing Behaviours of Employed Women in Italy and Poland." In Rethinking Gender, Work and Care in a New Europe, 231–49. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137371096_11.

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Choi, Hyunsik, and Noriko Iwashita. "4. Interactional behaviours of low-proficiency learners in small group work." In Peer Interaction and Second Language Learning, 113–34. Amsterdam: John Benjamins Publishing Company, 2016. http://dx.doi.org/10.1075/lllt.45.05cho.

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Chmiel, Nik, and Gudela Grote. "Why Do I Put Myself and Others in Danger or Help Increase Safety? Person- and Situation-Related Causes of Safety Behaviours." In An Introduction to Work and Organizational Psychology, 388–409. Oxford, UK: John Wiley & Sons, Ltd, 2017. http://dx.doi.org/10.1002/9781119168058.ch21.

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Conference papers on the topic "Behaviours at work"

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Ladrero, E. Urbón. "Behaviours, Attitudes, And Dietary Intake In Nursing Staff Members Who Work Shifts." In International Conference of Psychology, Sociology, Education and Social Sciences. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.05.34.

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Evanoff, BA, D. Rohlman, JR Strickland, KM Kelly, and AM Dale. "519 Influence of work organisation and environment on health behaviours of construction apprentices." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1659.

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Burch, KA, and JL Barnes-Farrell. "569 Influence of work and personal-protective factors on commuting safety behaviours: a growth modelling approach." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1752.

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Goh, C. S., J. Wei, and M. Gupta. "Influence of Carbon Nanotubes on the Physical and Mechanical Behaviours of Magnesium." In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-82392.

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The powder metallurgy technique was used to synthesize magnesium reinforced with up to 0.3 weight percentage of carbon nanotubes (CNTs). The nanocomposites fabricated were extruded at an extrusion ratio of 20.25:1 and then characterized for their physical and mechanical properties. The influences of carbon nanotubes on the physical and mechanical properties of Mg were investigated. The thermomechanical property characterization shows an increase in thermal stability of the Mg nanocomposites with increasing amount of CNTs added. Mechanical property results reveal an improvement in yield strength, ductility and work of fracture with higher weight percentages of CNTs incorporated. An attempt is made to correlate the physical and mechanical properties with the increasing weight fractions of carbon nanotubes in pure Mg matrix.

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Pereira, Filipe Dwan, Elaine Harada Teixeira de Oliveira, David Braga Fernandes de Oliveira, Leandro Silva Galvão de Carvalho, and Alexandra Ioana Cristea. "Interpretable AI to Understand Early Effective and Ineffective Programming Behaviours from CS1 Learners." In Anais Estendidos do Simpósio Brasileiro de Educação em Computação. Sociedade Brasileira de Computação, 2021. http://dx.doi.org/10.5753/educomp_estendido.2021.14853.

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Building predictive models to estimate the learner performance in the beginning of CS1 courses is essential in education to allow early interventions. However, the educational literature notes the lack of studies on early learner behaviours that can be effective or ineffective, that is, programming behaviours that potentially lead to success or failure, respectively. Hence, beyond the prediction, it is crucial to explain what leads the predictive model to make the decisions (e.g., why a given student s is classified as `passed'), which would allow a better understanding of which early programming behaviours are to be encouraged and triggered. In this work in progress, we use a state-of-the-art unified approach to interpret black-box model predictions, which uses SHapley Additive exPlanations (SHAP) method. SHAP method can be used to explain linearly a complex model (e.g. DL or XGboost) in instance level. In our context of CS1 performance prediction, this method gets the predictive model and the features values for a given student as input and the possibility of explanation of which feature values are increasing or decreasing the learner chances of passing as output. That is, using SHAP we can identify early effective and ineffective behaviours in student-level granularity. More than that, using this local explanation as building blocks, we can also extract global data insight and give a summarisation of the model. A video explaining this work can be found at the following link: https://youtu.be/pd6Ma6uInHo

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Park, Dong-Yeob, Hisakazu Tajika, Takahiro Sakimoto, Satoshi Igi, James A. Gianetto, Jie Liang, Jean-Philippe Gravel, and Joe Kondo. "Relationship of Fracture Behaviours Between Full-Scale Pipe Bending and Small-Scale Toughness Tests." In ASME 2018 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/pvp2018-84138.

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A comparison of the fracture behaviours for a full-scale (FS) pipe bending test and small-scale fracture toughness tests was carried out in this investigation. For the FS pipe test, two 4-meter long large diameter (914 mm) X70 pipes were girth-welded together to facilitate bend testing with an internal pressure of 72% of specified miniminm yield strength (SMYS). The test assembly also contained a semi-ellipical notch that was prepared by means of electrical discharge machining (EDM) from the outside surface in the heat-affected zone. Single-edge notched bend (SE(B) or SENB) and single-edge notched tension (SE(T) or SENT) test specimens were prepared from a duplicate girth weld produced with the same pipe and weld procedure with equivalent notch depths. The FS pipe test showed deformation along the pipe axis asymmetric to the girth weld centre. The comparison of fracture behaviours between small-scale and FS tests suggests that toughness measurements (crack-tip opening displacement or J-integral) at maximum load might be useful as a reference for strain-based design although further work is needed.

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Aloui, F., E. Berrich, and D. Pierrat. "Experimental and Numerical Investigations of a Turbulent Flow Behaviours in Isolated and Non Isolated Conical Diffusers." In ASME 2009 Fluids Engineering Division Summer Meeting. ASMEDC, 2009. http://dx.doi.org/10.1115/fedsm2009-78086.

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This work presents an experimental and numerical investigation of a confined turbulent flow behavior across a conical diffuser (2α = 16°). The role of a perturbation caused by the presence of an elbow in the test-section, upstream of the progressive enlargement, was studied. The main measurements were the static pressure, and the instantaneous velocity fields using the Particle Image Velocimetry (PIV). Post-processing of these PIV measurements were adopted using the Γ2 criterion for the vortices detection, and the Proper Orthogonal Decomposition (POD) technique to extract the most energetic modes contained in the turbulent flow and to the turbulent flow filtering. A data base has been also constituted, and was used to test the validity of the most models of turbulence, and in particular, a variant of the SST model.

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Fito, Pedro J., Juan Angel Tomas-Egea, and Marta Castro-Giraldez. "Thermodynamic model of freeze-drying of poultry breast using infrared thermography." In 21st International Drying Symposium. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/ids2018.2018.7756.

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Food dehydration is one of a main process to preserve meal. In order to optimaze a freeze-drying operation a physic model is needed to well describe the thermodynamic behaviors involved in this process. In this work, a thermographic camera and different physico-chemical determinations are used to monitor many phenomena that occur during the lyophilization of poultry breast. Finally, a non-continuous irreversible thermodynamic model, based on thermal infrared measures and in shrinkage/swelling mechanism, has been developed, wich explains the behaviours produced throughout the meat freeze-drying process. Keywords: freeze-drying, thermodynamic model, infrared thermography, poultry.

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Romanelli, Mauro. "Rethinking Public Administration through Managers as Leaders." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.

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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able to proceed towards future as a sustainable public organisation which develops the quality of human capital and improves performances, supports public trust and enhances democratic life. Rediscovering the organisational dimension helps to develop the leadership as identity and source for ethical and transformational behaviours of a leader, and enables public managers to assume coherent values, attitudes and behaviours developing the leadership as central identity. Today, driving public administration requires effective public managers who are able to behave as ethical and transformational leaders who motivate, support and drive the employees at work.

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Lazor, Robert, Brock Bolton, and Aaron Dinovitzer. "Validation of Sleeve Weld Integrity and Workmanship Level Development." In 2006 International Pipeline Conference. ASMEDC, 2006. http://dx.doi.org/10.1115/ipc2006-10425.

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Full encirclement repair sleeves with fillet-welded ends are often used as permanent repairs on pipelines to reinforce areas with defects, such as cracks or corrosion. In-service failures have occurred at reinforcing sleeves as a result of defects associated with the sleeve welds, such as hydrogen-induced cracks and undercut at the fillet welds, inadequate weld size, and sleeve longitudinal seam ruptures. This work was undertaken to support the development of tools for sleeve design and for conducting an engineering assessment to determine the tolerable dimensions of flaw indications at full encirclement repair sleeves. In particular, the project was intended to validate the stresses estimated using finite element analysis (FEA) models against actual in-service loading conditions experienced at reinforcing sleeves. The experimental work focused on the collection of full-scale experimental data describing pipe and sleeve strains for the following field and laboratory conditions: • Strains induced by sleeve welding, • Strains induced by pressurization of the sleeved pipe, • Strains induced by pressurization of the sleeved pipe and the annulus between the pipe and sleeve. Finite element models of the field and laboratory sleeved pipe segments were developed and subjected to the same applied loading conditions as the full-scale sleeved pipe segments. Comparisons of the measured strains against those estimated using FEA were completed to determine the ability of the models to predict the behaviour of the sleeved pipe segments. Comparisons were made to illustrate the relative strain levels and deformation trends, the accuracies of the strain predictions and trends in changes with pressure, the differences in behaviours between tight and loose fitting sleeves, and the effects of pressurizing the annulus between the pipe wall and sleeve. The analysis of the field data and FEA modeling predictions led to several conclusions regarding to use of numerical models for predicting sleeved pipe behaviour and weld flaw acceptance: • FEA results demonstrated behaviours that were consistent with full scale data, • Trends in the FEA predicted strains agreed with the full-scale data, • FEA models describing the effects of gaps between the pipe and sleeve and annulus pressurization agreed with field experience and engineering judgment, • Evaluation of the significance of root and toe flaws can be completed by extending the models validated in this work.

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Reports on the topic "Behaviours at work"

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Yonally, Emilie, Nadia Butler, Santiago Ripoll, and Olivia Tulloch. Review of the Evidence Landscape on the Risk Communication and Community Engagement Interventions Among the Rohingya Refugees to Enhance Healthcare Seeking Behaviours in Cox's Bazar. Institute of Development Studies (IDS), July 2021. http://dx.doi.org/10.19088/sshap.2021.032.

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This report is the first output in a body of work undertaken to identify operationally feasible suggestions to improve risk communication and community engagement efforts (RCCE) with displaced Rohingya people in Cox’s Bazar. Specifically, these should seek to improve healthcare seeking behaviour and acceptance of essential health services in the camps where the Rohingya reside. It was developed by the Social Science in Humanitarian Action Platform (SSHAP) at the request of the UK Foreign, Commonwealth & Development Office in Bangladesh. As a first step in this process, this review paper synthesises and assesses the quality of evidence landscape available in Cox’s Bazar and how the Rohingya seek and access healthcare services in Cox’s Bazar and presents the findings from key informant interviews on the topic. Findings are structured in five discussion sections: (1) evidence quality; (2) major themes and variations in the evidence; (3) learnings drawn and recommendations commonly made; (4) persistent bottlenecks; and (5) areas for further research. This synthesis will inform a roundtable discussion with key actors working for the Rohingya refugees to identify next steps for RCCE and research efforts in Cox’s Bazar to improve health outcomes among the Rohingya.

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True, Connie. The influence of work station architecture on work perceptions and work behavior. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5736.

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Tseng, Carol. Work hardening behavior in aluminum alloy 2090. Office of Scientific and Technical Information (OSTI), December 1993. http://dx.doi.org/10.2172/10125908.

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Dave, Dhaval, Hope Corman, Ariel Kalil, Ofira Schwartz-Soicher, and Nancy Reichman. Effects of Maternal Work Incentives on Adolescent Social Behaviors. Cambridge, MA: National Bureau of Economic Research, February 2019. http://dx.doi.org/10.3386/w25527.

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Chu, David. Structural influences on the work hardening behavior of aluminum. Office of Scientific and Technical Information (OSTI), December 1994. http://dx.doi.org/10.2172/64278.

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Hakel, Milton D., Esther K. Weil, and Lee Hakel. The Assessment of Social Work Behaviors in 25 Navy Occupational Ratings. Fort Belvoir, VA: Defense Technical Information Center, August 1988. http://dx.doi.org/10.21236/ada199567.

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Spurlock, C., Saika Belal, K. Fujita, and Nikhil Sawe. Enabling behavior through personal commitment statements: why do they work? Office of Scientific and Technical Information (OSTI), December 2020. http://dx.doi.org/10.2172/1737634.

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Lopes, Helena, Teresa Calapez, and Sérgio Lagoa. Declining autonomy at work and civic behavior: Exploring the connection between work life and life in society. DINÂMIA'CET-IUL, 2011. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2011.11.

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Sale, Brittany. Predictors of Family-Supportive Supervisor Behaviors: Supervisor Job Stress and Work-Family Climate. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.276.

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Bernard, Michael Lewis. Sociocultural Behavior Influence Modelling & Assessment: Current Work and Research Frontiers. Office of Scientific and Technical Information (OSTI), January 2018. http://dx.doi.org/10.2172/1418201.

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