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Journal articles on the topic 'Experience of the co-worker'

Author: Grafiati

Published: 29 June 2021

Last updated: 1 February 2022

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1

Mellor, Mary, John Stirling, and Janet Hannah. "Worker co-operatives: A dream with jagged edges?" Local Economy: The Journal of the Local Economy Policy Unit 1, no. 3 (January 1986): 33–41. http://dx.doi.org/10.1080/02690948608725858.

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The authors of this paper argue that worker co-ops need to be valued as an improvement in the quality of working life, yet all too often they and the agencies which support them are caught up in a “numbers game” of trying to maximise the number of jobs created in order to justify funding. It is important not to under-estimate the problem of under-capitalisation in co-ops, the stresses of establishing a new business for those with no management experience, and the cost and time needed for training. Co-ops are more an experiment in a new labour process than an easy cure for a dying economy.

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2

Gorry, Aspen. "Experience and worker flows." Quantitative Economics 7, no. 1 (March 2016): 225–55. http://dx.doi.org/10.3982/qe363.

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3

Jensen, Anthony. "The 1980s Worker Co-operative Buyout Experience in Australia. Learning from Praxis." Journal of Entrepreneurial and Organizational Diversity 5, no. 1 (2017): 54–78. http://dx.doi.org/10.5947/jeod.2016.004.

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Cabacungan, Ashley N., Joseph G. L. Lee, Beth H. Chaney, and Paige E. Averett. "Does Gender Minority Professional Experience Impact Employment Discrimination? Two Résumé Experiments." Journal of Youth Development 14, no. 4 (December 16, 2019): 267–84. http://dx.doi.org/10.5195/jyd.2019.829.

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We sought to examine perceived gender identity, perceived co-worker discomfort, and salary recommendations for youth counselors with transgender-related work experience. In two experiments conducted in 2016 and 2017, we randomized participants to view 1 of 2 résumés with varying work experience at a camp for transgender youth or a generic youth camp. Study 1 participants were 274 adult festivalgoers at a lesbian, gay, bisexual, and transgender pride festival. Study 2 participants were 296 employed, heterosexual adults aged 35-60 from an online survey panel. In Study 1, viewing the résumé with transgender experience resulted in a statistically significantly higher likelihood of reporting the applicant was gender minority than cisgender (adjusted odds ratio = 3.76, 95% confidence interval [1.32, 10.72], p = .01), higher but not a statistically significant level of co-worker discomfort (aOR = 1.39, 95% CI [0.83, 2.32], p = .22), and, although not statistically significant, a $2,605 higher salary (95% CI [-$604, - $5,814], p = .11). In Study 2, we found a statistically significantly greater likelihood of reporting the applicant was gender minority than cisgender (OR = 2.56, 95% CI [1.36, 4.82], p < .01), statistically significantly higher odds of reported co-worker discomfort (OR = 3.57, 95% CI [2.15, 5.92], p < .01), and, although not statistically significant, a $1,374 higher salary (95% CI [-$1,931, $4,679], p = .41). Our results indicate the potential for stigma by association for professionals working with marginalized groups and suggest potential pathways through which employment discrimination may exacerbate existing inequities for gender minority people.

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Lamare, J. Ryan. "Union Experience and Worker Policy." ILR Review 69, no. 1 (October 7, 2015): 113–41. http://dx.doi.org/10.1177/0019793915610559.

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6

Watson, Emma. "A day in the life of a Peer Support Worker: training day." Mental Health and Social Inclusion 18, no. 3 (August 5, 2014): 116–19. http://dx.doi.org/10.1108/mhsi-06-2014-0018.

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Purpose – The purpose of this paper is to describe the experience of being a peer support worker: a day providing training for new peer support workers. Design/methodology/approach – A reflective personal account of a day in the authors work sent as a trainer on a peer support worker training course. Findings – The critical value of co-production. Training is not about an “expert” imparting their wisdom – the answers are in the room. To provide training is to continue to learn. Research limitations/implications – One person's account of their experience of providing peer support worker training. Practical implications – Modelling that which is valued rather than simply telling people. A recovery focus must extend to colleagues as well as the people we serve. Originality/value – While there is a great deal written about the theory of peer support work, little is published about peer support workers experience. This paper provides important insights into the nature of peer support work.

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Nolan, Stephen, Eleonore Perrin Massebiaux, and Tomas Gorman. "Saving Jobs, Promoting Democracy: Worker Co-Operatives." Irish Journal of Sociology 21, no. 2 (November 2013): 103–15. http://dx.doi.org/10.7227/ijs.21.2.8.

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The article examines transformative alternatives that may offer pathways to a more participative, sustainable and equitable social order. It focuses on one form of alternative, worker-owned co-operatives, and argues this existing form of democratic and economic relations has already proven capacity to generate more equitable socio-economic outcomes and residual social capital. The worker-owned model islocated within an ideological framework that focuses on the inherent democratising principles of their praxis that can in the right circumstances underpin firm strategic foundations for radical social change. It examines the development of worker-owned co-ops in Ireland north and south and the obstacles that need to be overcome to make these a more feasible and common form of economic ownership. Reflecting on the current debate in Ireland it argues such co-ops cannot work effectively without a secure legal framework governing their status and softer supports including entrepreneurship development, leadership training, market research, accessing loan finance and grant aid, inter-cooperative networking and federation building. The article poses workers' co-operatives as sites of political struggle and consciousness, expressed in co-operatives' core values including sovereignty of labour, the subordinate nature of capital, democracy, inter-cooperation and sustainability, and in tangible democratic experiences and transformative praxis.

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8

Roussin, Christopher Jay. "Age differences in the perception of new co-worker benevolence." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 71–86. http://dx.doi.org/10.1108/jmp-07-2014-0214.

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Purpose – Large numbers of older workers are remaining in the global workforce, raising questions concerning age-related differences in perception and behavior. The purpose of this paper is to examine the interplay between employee age, gender and ethnicity on benevolence perceptions of new co-workers. Design/methodology/approach – Data were obtained through scenario methods from a sample of 215 full-time, team-based employees across nine North American business organizations. Participants evaluated three provocative scenarios depicting initial meetings with new colleagues. Findings – Workers of greater age perceived significantly less benevolence in all three scenarios. In evaluating a new boss, women perceived lower benevolence than men, and gender moderated the relationship between age and perceived benevolence, where aging was associated with significantly lower levels of perceived benevolence only among men. Research limitations/implications – Deeper understandings are needed concerning the behavioral and cognitive mechanisms related to age and workplace perceptions. Practical implications – Older employees, guided by experience, are skeptical of the intentions of a wide variety of newly acquainted colleagues, signaling organizational leaders to customize behaviors and develop programs to encourage awareness and positive relationships across age- and gender-diverse employee groups. Originality/value – This research uniquely explores age influences, and interactions with gender and ethnicity, on benevolence perceptions of diverse new coworkers. The results are robust, considering that age was related to lower benevolence perception across three disparate scenario interpretations.

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Reddy, Atasha, and Sanjana Brijball Parumasur. "Employee perceptions of the influence of diversity dimensions on co-worker interactions and daily organizational operations." Risk Governance and Control: Financial Markets and Institutions 4, no. 4 (2014): 24–33. http://dx.doi.org/10.22495/rgcv4i4art3.

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This study assesses employee perceptions of the influence of diversity dimensions (race, gender, religion, language, sexual orientation, attitudes, values, work experience, physical ability, economic status, personality) on their interactiions with co-workers as well as on their organization in its daily operations. These perceptions were also compared and gender related correlates were assessed. The study was undertaken in a public sector Electricity Department in KwaZulu-Natal, South Africa. The population includes 100 employees in the organization, from which a sample of 81 was drawn using simple random sampling. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The findings reflect that employees perceive that their interactions with co-workers are most likely to be influenced by attitudes, work experience and personality and that daily organizational operations are most likely to be influenced by race, work experience and attitudes. Furthermore, religion and sexual orientation are perceived as having the least influence on co-worker interaction and day-to-day organizational operations. In the study it was also found that employees perceive that race followed by gender influences day-to-day organizational operations to a larger extent than it influences co-worker interactions. Recommendations made have the potential to enhance the management of workforce diversity.

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Reddy, Atasha, and Sanjana Brijball Parumasur. "Employee perceptions of the influence of diversity dimensions on co-worker interactions and daily organizational operations." Corporate Ownership and Control 12, no. 1 (2014): 810–19. http://dx.doi.org/10.22495/cocv12i1c9p5.

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This study assesses employee perceptions of the influence of diversity dimensions (race, gender, religion, language, sexual orientation, attitudes, values, work experience, physical ability, economic status, personality) on their interactiions with co-workers as well as on their organization in its daily operations. These perceptions were also compared and gender related correlates were assessed. The study was undertaken in a public sector Electricity Department in KwaZulu-Natal, South Africa. The population includes 100 employees in the organization, from which a sample of 81 was drawn using simple random sampling. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The findings reflect that employees perceive that their interactions with co-workers are most likely to be influenced by attitudes, work experience and personality and that daily organizational operations are most likely to be influenced by race, work experience and attitudes. Furthermore, religion and sexual orientation are perceived as having the least influence on co-worker interaction and day-to-day organizational operations. In the study it was also found that employees perceive that race followed by gender influences day-to-day organizational operations to a larger extent than it influences co-worker interactions. Recommendations made have the potential to enhance the management of workforce diversity

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11

Lichtenstein, Peter M. "The U.S. experience with worker cooperation." Social Science Journal 23, no. 1 (March 1, 1986): 1–15. http://dx.doi.org/10.1016/0362-3319(86)90002-9.

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12

Xu, Yecheng, Mathew Smidt, and Yaoqi Zhang. "Logging Worker Wage, Performance, and Experience." Forest Products Journal 64, no. 5-6 (September 2014): 210–16. http://dx.doi.org/10.13073/fpj-d-14-00035.

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13

Schlachter, Laura Hanson. "Stronger Together? The USW-Mondragon Union Co-op Model." Labor Studies Journal 42, no. 2 (April 27, 2017): 124–47. http://dx.doi.org/10.1177/0160449x17696989.

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In 2009, United Steelworkers (USW) and Mondragon signed an agreement to promote union co-ops: firms that combine democratic worker ownership and union membership. Eleven U.S. initiatives now seek to implement the USW-Mondragon union co-op model, prompting a debate about whether unions and worker cooperatives are stronger together. This article draws on a case study of the first such initiative in Cincinnati, Ohio, to put claims about the model in dialogue with aspirations and experiences of people on the ground. I synthesize six possibilities and dilemmas of union involvement in worker cooperative formation and argue that these considerations should structure the future debate.

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Williams, Anne, Ellie Fossey, John Farhall, Fiona Foley, and Neil Thomas. "Recovery After Psychosis: Qualitative Study of Service User Experiences of Lived Experience Videos on a Recovery-Oriented Website." JMIR Mental Health 5, no. 2 (May 8, 2018): e37. http://dx.doi.org/10.2196/mental.9934.

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Background Digital interventions offer an innovative way to make the experiences of people living with mental illness available to others. As part of the Self-Management And Recovery Technology (SMART) research program on the use of digital resources in mental health services, an interactive website was developed including videos of people with lived experience of mental illness discussing their recovery. These peer videos were designed to be watched on a tablet device with a mental health worker, or independently. Objective Our aim was to explore how service users experienced viewing the lived experience videos on this interactive website, as well as its influence on their recovery journey. Methods In total, 36 service users with experience of using the website participated in individual semistructured qualitative interviews. All participants had experience of psychosis. Data analysis occurred alongside data collection, following principles of constructivist grounded theory methodology. Results According to participants, engaging with lived experience videos was a pivotal experience of using the website. Participants engaged with peers through choosing and watching the videos and reflecting on their own experience in discussions that opened up with a mental health worker. Benefits of seeing others talking about their experience included “being inspired,” “knowing I’m not alone,” and “believing recovery is possible.” Experiences of watching the videos were influenced by the participants’ intrapersonal context, particularly their ways of coping with life and use of technology. The interpersonal context of watching the videos with a worker, who guided website use and facilitated reflection, enriched the experience. Conclusions Engaging with lived experience videos was powerful for participants, contributing to their feeling connected and hopeful. Making websites with lived experience video content available to service users and mental health workers demonstrates strong potential to support service users’ recovery.

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Vodopivec, Nina. "Our factory." Narodna umjetnost 57, no. 1 (June 19, 2020): 51–70. http://dx.doi.org/10.15176/vol57no103.

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The article deals with textile workers’ memories of a socialist factory and industrial work in Slovenia, and their experiences during numerous contemporary restructurings and social transformations. It argues that textile workers were heavily marked by the disintegration of their community and loss of social recognition. The loss of the factory was experienced as personal and social loss, the loss of dignity and self-worth. Such experiences are connected to historically shaped meanings of factories, the role and position of industrial workers in the past socialist landscape, with particular memories and experiences of work. The metanarrative of socialist industrialization depicted them as protagonists of modernization and social development. They were co-creators of the industrial miracle, local infrastructure and social standard. They now felt robbed and dispossessed in a material and symbolic sense. The society showed little interest in their experience of such a loss. The absence of research and little attention paid to such questions by the society is connected to the way in which the society dealt with economic restructuring in Slovenia. The local experience is compared with other post-socialist ethnographies and industrial worker ethnographies in the transformed capitalist world.

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Topa, Gabriela, and Jose Perez-Larrazabal. "Newcomers’ learning and co-worker undermining: moderated mediation analysis." Journal of Managerial Psychology 31, no. 5 (July 4, 2016): 914–29. http://dx.doi.org/10.1108/jmp-03-2015-0106.

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Purpose – In the last decade, researchers have suggested relationships between negative mentoring (NM) and undesirable work interactions, termed co-worker undermining. Existing evidence has shown that both NM and group identity positively influence this set of negative co-worker behaviors. The purpose of this paper is to expand the domain by including two additional influences, such as newcomer’s learning (T1) as a mediator between NM (T1) and co-worker undermining (T2), and (low and high) group identity moderation (T1). Design/methodology/approach – The authors collected time-separated data, with a final sample of 303 employees of various Spanish organizations. Findings – As hypothesized, the results indicate that newcomer’s learning mediates the relationships between NM and co-worker undermining. The conditional effect of newcomer’s learning was strong and significant at lower levels of group identity, and it was weaker and non-significant when group identity was higher. Thus, the mediated moderation analyses performed support the study’s main hypothesis. Research limitations/implications – Because of the self-reported approach, the results can be affected by common method variance. But the design with time-separated data enables stronger confidence in the inferences drawn from the study than permitted by a cross-sectional study design. Practical implications – The paper includes implications for employee’s careers and for counseling practitioners. Social implications – This paper is relevant because it shows that group identification can protect newcomers from the consequences of negative events during the organizational entry phase. Additionally, practitioners could design more efficient intervention programs by taking novice employees’ affective experiences into account. Organizational and societal leaders may be well-served by knowledge about preventing both NM and co-worker undermining in order to protect newcomers from the destructive consequences linked to such relationships. Originality/value – This paper focusses on a dysfunctional personnel situation, as co-worker undermining, in order to clarify their links with organizational and group processes. The existing research has tended to address NM, organizational socialization, co-worker undermining and group identification as separate phenomena. In contrast, this study is intended as a first step toward integrating the results of these processes, which interact in a series of complex relations.

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Soni, Swati. "Workplace Emotions: A Study of Frontline Hotel Employees." Management and Labour Studies 42, no. 3 (August 2017): 237–52. http://dx.doi.org/10.1177/0258042x17718735.

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The study examines the phenomenon of emotional labour, with a special reference to the frontline hotel employees. Deep acting and surface acting have been discussed as emotion regulation processes. The study hypothesized that emotional labour results in emotional exhaustion and co-worker support acts as a moderator in the relationship between emotional exhaustion and emotional labour. Responses of 140 frontline hotel employees were measured using a self-administered questionnaire to obtain data on emotional labour, consequent emotional exhaustion and moderating role of co-worker support in the proposed relationship. The findings suggest that emotional labour leads to emotional exhaustion, and surface acting was positively related to emotional exhaustion and deep acting was negatively related to emotional exhaustion. Male and female employees, in similar profiles, showed differences in their emotional experiences and emotion regulation processes. Co-worker support was found to have a ‘reverse buffering’ effect suggesting that high level of co-worker support may result in decrease in job satisfaction as emotional labour increases. This was indeed an interesting observation. The article discusses the managerial implications of these findings.

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김선애 and Hyewon Jeon. "Experience of Participation in Care worker Curriculum." Korean Journal of Local Government & Administration Studies 31, no. 4 (December 2017): 289–308. http://dx.doi.org/10.18398/kjlgas.2017.31.4.289.

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Ahmed, Mahamud. "My Experience as a Community Health Worker." Journal of Ambulatory Care Management 34, no. 3 (2011): 287. http://dx.doi.org/10.1097/jac.0b013e318223fe4a.

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Pollard, Lee W. "Social Worker Experience of Fatal Child Abuse." British Journal of Social Work 48, no. 7 (December 18, 2017): 1948–66. http://dx.doi.org/10.1093/bjsw/bcx138.

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Jarkiewicz, Anna. "Documentary film as a tool for social work – the experience of social worker." Social Work: Experience and Methods 16, no. 2 (2015): 83–98. http://dx.doi.org/10.7220/2029-5820.16.2.5.

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Chaitanya, Gupta, Satsangi Amitabh, and Nath Gupta Prashant. "Successful Management of Intentional Amlodipine Poisoning: A Survival Experience of Health Care Worker." Journal of Heart 1, no. 1 (December 31, 2020): 1–3. http://dx.doi.org/10.46619/joh.2020.1-1001.

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Amlodipine is a calcium channel blockers and belongs to class Dihydropyridines and used to reduce systemic vascular resistance and arterial pressure. Nevertheless, they remain the major case of cardiovascular drug overdose that often leads to lethal outcome. We report the case of intoxication with Amlodipine. This caused severe hypotension, in young health care worker. Patient was initially treated in our ICU with leg and elevation, fluids, calcium gluconate, noradrenaline, glucagon.

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Watson, Emma. "A day in the life of a peer support worker: endings." Mental Health and Social Inclusion 20, no. 1 (March 14, 2016): 17–21. http://dx.doi.org/10.1108/mhsi-01-2016-0001.

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Purpose – The purpose of this paper is to describe the experiences of a day in the life of a peer support worker based within an NHS trust and to use these experiences as a basis for reflection on key issues in recovery focused practice and peer support. Design/methodology/approach – A reflective approach is used to consider the experience of ending peer support relationships and the emotion which this creates for both parties. Findings – Reflections are offered relating to boundaires, grieving and the experience of endings within peer support and other contexts. Originality/value – As a narrative account of the experience of a peer support worker, this paper adds to the small number of reflective pieces in this area.

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Makkawy, Amin, and Shawn Long. "Visual Impairment in the Virtual Workplace: Exploration, Experience, and Interpretation." Journal of Visual Impairment & Blindness 115, no. 4 (July 2021): 299–309. http://dx.doi.org/10.1177/0145482x211028396.

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Introduction: This study utilizes interpretive phenomenology to understand the experiences of people with visual impairments in the virtual workplace. As virtual work is becoming increasingly common, this investigation is timely for employment research that is especially relevant to people who are visually impaired. Methods: Using an interpretive phenomenological approach, individuals who have experienced working in the virtual workplace filled out an in-depth online questionnaire. The resulting qualitative data were analyzed and interpreted via Applied Thematic Data Analysis (ATDA). ATDA was used to transform the raw qualitative data into themes regarding the essence of the experience of being a visually impaired employee in the virtual workplace. Results: Based on the phenomenological data, three primary themes emerged: defined by blindness, technology as the catalyst of inequality, and ingenuity as efficacy.Discussion: Using co-cultural theory, in-depth interpretations of the data were conducted. Key to these interpretations were the technological and communicative structures that mute the voice of the virtual worker with visual impairment and the experiential factors, with special attention to inaccessible technology, that shape the unique standpoint of the virtual worker who has visual impairment. Implications for practitioners: Both theoretical and applied implications are presented. This study takes note of the social factors that surround the navigation of the workplace with a focus on how communicating about access, advocating for accessibility, and requesting assistive technology are embedded in a larger conversation of culture and societal norms of employment. Accessibility is discussed as both a technical and social challenge. This consideration of accessibility is crucial in current and future workplaces where even the simplest task is to be completed via a technological tool.

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Janowitz, Ira, Arlie Stern, Don Morelli, Eileen Vollowitz, Mark Hudes, and David Rempel. "Validation and Field Testing of an Ergonomic Computer Use Checklist and Guidebook." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 46, no. 13 (September 2002): 1007–11. http://dx.doi.org/10.1177/154193120204601301.

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The authors developed a validated office ergonomics checklist that focused on outcomes instead of workstation features. The workstation is evaluated primarily through observed working postures and movement patterns while the subject performs their usual tasks. A guidebook for the improvement of computer workstations is keyed to the checklist, to lead the user in reducing risk factors and improving workstation ergonomics. The checklist was first validated in a field test with three expert evaluators. The checklist and guidebook were later tested with a large employer and used as a self-evaluation instrument, by a co-worker, and by an Ergonomics Coordinator with training and experience. Workstations were evaluated by an independent ergonomist before and after interventions were made. Results indicated that the checklist and guidebook were effective in making significant improvements in workstation conditions when administered by an Ergonomics Coordinator, but not when used as a self-assessment or by an untrained co-worker.

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Simon, Patrick, Tua A. Björklund, and Sheri Sheppard. "Early-Career Engineers’ Perceptions of Support for Innovation at the Workplace - What Seems to Matter." Proceedings of the Design Society: International Conference on Engineering Design 1, no. 1 (July 2019): 1753–62. http://dx.doi.org/10.1017/dsi.2019.181.

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AbstractPrevious research has shown the importance of contextual factors for increasing employee innovativeness, but to effectively support innovative behavior, we need to also understand what forms of support are perceived as meaningful by the employees themselves. The current study investigated the experiences of 35 early-career engineers in creating, championing and implementing new ideas at the workplace. They reported relatively few instances of support that had been experienced as helpful, and nearly all of these were related to either managerial or co-worker support. This support ranged from encouragement and positive feedback to tangible help in troubleshooting and finding resources, and, in the case of managers, providing sufficient autonomy and responsibility to enable the interviewees to pursue their ideas. Managerial support was most frequently reported by those working in self-described innovative positions, whereas co-worker support was more commonly reported by those working in self- described innovative environments. Formal processes and incentives were less likely to have been perceived as helpful than informal interactions with managers and co-workers.

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McCabe, Brenda, Catherine Loughlin, Ramona Munteanu, Sean Tucker, and Andrew Lam. "Individual safety and health outcomes in the construction industry." Canadian Journal of Civil Engineering 35, no. 12 (December 2008): 1455–67. http://dx.doi.org/10.1139/l08-091.

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Between 2004 and 2006, 911 self-administered questionnaires were collected from 84 nonresidential Ontario construction sites. Each questionnaire contained 105 questions and took approximately 15 min to complete. This paper presents one study from that research project that seeks to understand the relationship among worker demographics, worker safety attitudes, and worker health and safety outcomes (e.g., worker well-being and accidents). The participants had an average age of 38.3 years with 15.1 years experience in the industry. Short job tenure, age, experience, and job position were highly related to safety outcomes. Apprentices experienced more accidents, whereas supervisors reported more work-related psychological symptoms. Among the situational factors, higher work pressure, high interpersonal conflict, and low-quality leadership were most strongly associated with work-related health outcomes and accidents. Regression models were developed with a maximum adjusted coefficient of determination of 0.28. A graphical means of modeling the data was demonstrated in the form of a Bayesian belief network.

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Downey, Greg. "Commentary: The Place of Labor in the History of Information-Technology Revolutions." International Review of Social History 48, S11 (October 24, 2003): 225–61. http://dx.doi.org/10.1017/s0020859003001330.

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As co-editor of this IRSH supplement “Uncovering Labour in Information Revolutions”, I have to begin this commentary with a confession. Before I entered the world of abstract knowledge production, commodification, and consumption known as academia, I was myself a worker in a world of much more concrete information processing: I was a computer programmer in the US from the mid-1980s to the mid-1990s, a time we might now consider the nostalgic heyday of desktop-office information technology (IT). In the spirit of full disclosure, before I leap into an analysis of how we might more broadly conceptualize information technology together with information labor in different historical contexts, I have decided to work through my own historical narrative a bit. After all, if historical practice teaches us nothing else, it teaches that each of us makes sense of the world through the lens of personal experience, leaving historians (among others) with the daunting task of interpreting, translating, and finding patterns of meaning in those experiences. Thus I offer this candid admission: “I was a teenage information worker!”

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Eliezer, Dina, and Brenda Major. "It’s not your fault: The social costs of claiming discrimination on behalf of someone else." Group Processes & Intergroup Relations 15, no. 4 (January 12, 2012): 487–502. http://dx.doi.org/10.1177/1368430211432894.

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Two experiments examined responses to bystanders who claimed that another person experienced discrimination. Participants read about a woman or man who experienced sexism and whose co-worker (male or female) either expressed sympathy or claimed that the target experienced sexism. Participants then evaluated the co-worker (bystander). Overall, participants evaluated bystanders who claimed that someone else experienced discrimination more negatively than they evaluated bystanders who did not claim discrimination. Furthermore, female bystanders who claimed discrimination on behalf of someone else were derogated more than male bystanders who did the same. Additional analyses indicated that female bystanders who claimed that another person experienced discrimination were derogated more than male bystanders who did so because the former threatened participants’ beliefs about the fairness of status differences to a greater extent than the later.

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Park, Hyang Kyung, and Ja Young Kwon. "Experience of Social Worker for Elderly Client’s Death." Mental Health & Social Work 45, no. 4 (December 31, 2017): 109–38. http://dx.doi.org/10.24301/mhsw.2017.12.45.4.109.

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31

Orazem, Peter F., Milan Vodopivec, and Ruth Wu. "Worker displacement during the transition: Experience from Slovenia1." Economics of Transition 13, no. 2 (April 2005): 311–40. http://dx.doi.org/10.1111/j.1468-0351.2005.00216.x.

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32

Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.

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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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Cochrane, Robyn, and Tui McKeown. "Vulnerability and agency work: from the workers’ perspectives." International Journal of Manpower 36, no. 6 (September 7, 2015): 947–65. http://dx.doi.org/10.1108/ijm-01-2014-0030.

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Purpose – The notion of worker vulnerability is often seen as synonymous with disadvantage in discussions of nonstandard work. The purpose of this paper is to separate and examine these two notions by considering economic, social and psychological perspectives and exploring the reality as experienced by agency workers. Design/methodology/approach – In total, 178 Australian clerical agency workers employed by eight agencies completed a mail questionnaire. Personalised responses were subjected to computer-assisted template analysis. Findings – Sample characteristics revealed a gendered and heterogeneous workforce. Findings showed evidence of economic, psychological and social vulnerabilities although favourable features were also reported. This apparent contradiction suggests linkages between the features of nonstandard work, worker preferences, individual characteristics and the experience of worker vulnerability. Research limitations/implications – The notion of varying degrees of worker vulnerability offers a new lens to investigate agency work. The relatively small sample size, focus on clerical work and features of the Australian context may limit generalisability. Practical implications – Findings demonstrate the nature and extent of agency worker vulnerability which allows us to offer policy interventions for governments, agencies and user organisations and insights for prospective agency workers. Originality/value – The widespread use of agency workers provides an imperative for frameworks to assess the nuances of the agency work experience. This study presents the reality of agency work as experienced by the workers and reveals the good and bad aspects of agency work.

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OOSAWA, Ayumu, and Miwa NAKANISHI. "2E2-1 Analysis of Worker Experience: Basic research on good experiences of workers." Japanese Journal of Ergonomics 55, Supplement (June 15, 2019): 2E2–1–2E2–1. http://dx.doi.org/10.5100/jje.55.2e2-1.

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Östbring, Lisa, Rikard Eriksson, and Urban Lindgren. "Relatedness through experience: On the importance of collected worker experiences for plant performance." Papers in Regional Science 97, no. 3 (October 18, 2016): 501–18. http://dx.doi.org/10.1111/pirs.12273.

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McColl-Kennedy, Janet R., Lilliemay Cheung, and Elizabeth Ferrier. "Co-creating service experience practices." Journal of Service Management 26, no. 2 (April 20, 2015): 249–75. http://dx.doi.org/10.1108/josm-08-2014-0204.

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Purpose – The purpose of this paper is threefold: to introduce a practice-based framework designed to integrate and deepen our understanding of how individuals co-create service experience practices; to identify co-creating service experience practices; and to provide a compelling agenda for future research, and offer practical strategies to enhance co-created service experiences. Accordingly, we extend practice theory, building on Kjellberg and Helgesson’s (2006) practice-based framework for markets by integrating Holt’s (1995) consumer practices and social capital-based practices (Gittell and Vidal, 1998; Woolcock, 2001). Design/methodology/approach – The authors interpretive analysis draws on naturalistic observations carried out over 18 months, supplemented with 35 interviews (17 with residents, and 18 with staff) and a diary study of nine non-management staff (including nursing staff, kitchen and cleaning staff and administrative staff) at a residential aged care facility. Findings – This paper offers a new conceptualization of service experience. Rather than viewing service experiences as dyadic, designed and produced by the firm for the customer, the authors conceptualize service experience as dynamic, experiential, relational activities and interactions, thus highlighting the collective, collaborative, evolving and dynamic nature of service experience. Research limitations/implications – Building on McColl-Kennedy et al.’s (2012) foundational work, the authors articulate three distinct types of practices that characterize service experiences. We extend practice theory offering an integrative practice-based framework consistent with our practice-based conceptualization of service experience. Based on the service ecosystem metaphor and drawing parallels and contrasts with an ant colony, the authors provide a co-created service experience practices (CSEP) framework comprising: representational practices – assimilating, producing and personalizing; normalizing practices – bonding, bridging and linking; and exchange practices – accounting (searching and selecting), evaluating (sorting and assorting), appreciating, classifying (displaying objects and demonstrating collective action, and play (communing and entertaining). Our CSEP framework integrates three theoretical frameworks, that of Kjellberg and Helgesson’s (2006) market practices framework, Holt’s (1995) consumer practices and social capital-based practices (Gittell and Vidal, 1998; Woolcock, 2001), to yield a deeper explanation of co-created service experience practices. Practical implications – It is clear from our observations, interviews with residents and staff, and from the diary study, that customers co-create service experiences in many different ways, each contextually determined. In some cases the customers are well equipped with a wide array of resources, integrated from exchanges with other customers, staff, friends and family and from their own resources. In other cases, however, few resources are integrated from few sources. Importantly, the authors found that some staff are willing and able to offer an extensive range of resources designed to complement the customers’ own resources to help facilitate the service experience. We offer a seven-point practical plan designed to enhance service experiences. Originality/value – The authors work contributes theoretically and practically in four important ways. First, the authors provide a critical analysis of prior service experience conceptualizations. Second, consistent with the conceptualization that service experiences are dynamic, experiential, relational activities and interactions developed with the customer and potentially other actors, including for example, other customers, organizations, and friends and family, we draw parallels and contrasts with a biological ecosystem and offer a co-created service experience practices (CSEP) framework designed to integrate and deepen the understanding of co-created service experiences and extend practice theory. Third, the authors provide managerial implications, including a seven-point practical plan. Finally, the authors offer a research agenda to assist further theory development.

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Holmvall, Camilla M., and Shayda Maria Sobhani. "Incivility toward managers: gender differences in well-being outcomes." Equality, Diversity and Inclusion: An International Journal 39, no. 3 (June 3, 2019): 301–17. http://dx.doi.org/10.1108/edi-07-2018-0120.

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Purpose Drawing on selective incivility theory (Cortina, 2008) and the literature on gender and leadership (e.g. Vial et al., 2016), the purpose of this paper is to investigate well-being outcomes of often neglected targets of incivility – those who manage or lead the work of others. The authors examined links between managers’ experiences of incivility from those to whom they report and five well-being outcomes, controlling for co-worker and subordinate incivility. Design/methodology/approach The authors used a cross-sectional correlational design to test the hypotheses, with a sample of 50 employees (28 females, 22 males) who supervise, manage or lead the work of others. Findings Male and female managers reported similar levels of incivility from subordinates and higher-ups; males reported greater incivility from co-workers. Significant interactions were also found: the relationship between incivility from those higher up and positive affect (high and low intensity) and perceived impact were significantly stronger for female (vs male) managers. Research limitations/implications Women did not experience greater workplace incivility than men, albeit the two-week timeframe of measurement may be too short to capture differences. The authors did, however, find evidence that well-being implications of experienced incivility from those higher up are generally stronger for female leaders. Originality/value The study investigates multi-source incivility directed at those in leadership/managerial positions and contributes to a growing literature seeking to understand the experiences of women in these roles. Although women in management roles may experience similar levels of incivility as men, they may interpret the behavior in a more negative light, in line with the persistence of sexism in the workplace.

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Watson, Emma. "A day in the life of a peer support worker: re-entry." Mental Health and Social Inclusion 20, no. 3 (August 8, 2016): 149–52. http://dx.doi.org/10.1108/mhsi-05-2016-0014.

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Purpose – The purpose of this paper is to share the experiences and reflections of a peer support worker over the course of a day working in mental health services. Design/methodology/approach – A narrative approach has been taken to structure reflections based on the experience of returning to work after taking sick leave. Findings – Reflections are offered based on the process of returning to work and the way that this experience sheds light on personal recovery. Originality/value – This paper adds to the small number of accounts of the experiences of peer support working in mental health services and as such is highly original.

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Earle, John S., Álmos Telegdy, and Gábor Antal. "Foreign Ownership and Wages: Evidence from Hungary, 1986–2008." ILR Review 71, no. 2 (March 15, 2017): 458–91. http://dx.doi.org/10.1177/0019793917700087.

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This article estimates the wage effects of foreign direct investment (FDI) using firm-level and linked employer-employee panel data containing a large number of foreign acquisitions over a long period of rapid development in Hungary. Matching on pre-acquisition data, the authors find that much of the raw foreign wage premium represents selection bias, but that foreign acquisition nevertheless raises average wages by 15 to 29% when controlling for fixed effects for firms and highly detailed worker groups, and by 6% with firm–worker match effects. Acquired firms that are later divested to domestic owners experience a substantial reversal of the positive acquisition effect. No type of worker—defined by education, experience, gender, incumbency, and occupational group—experiences wage decline, but the patterns suggest skill bias in the gains from acquisition. The evidence implies a strong cross-firm correlation of FDI wage and productivity differentials, and an inverse relationship between FDI effects and economic development level of the sending country relative to Hungary.

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BATTARBEE, KATJA, and ILPO KOSKINEN. "Co-experience: user experience as interaction." CoDesign 1, no. 1 (March 2005): 5–18. http://dx.doi.org/10.1080/15710880412331289917.

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Nascimento, Elisa Larkin. "The Ram’s Horns: Reflections on the Legacy of Abdias Nascimento." Journal of Black Studies 52, no. 6 (April 13, 2021): 588–601. http://dx.doi.org/10.1177/00219347211006484.

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Abdias Nascimento’s legacy is timely in a world experiencing exacerbated racial conflict and setbacks in public policy addressing inequality. This essay addresses two dimensions: on one hand, Nascimento’s life and work, and the tools he used to combat racism in the diverse realms of social and political activism as well as culture and the arts; on the other, IPEAFRO’s efforts and initiatives to make his legacy a living one, current with the needs of our time. My sources are my firsthand experience as Nascimento’s translator, co-author, and co-worker for 36 years; and his archives, the contents of which IPEAFRO is in the process of organizing, microfilming, digitizing, and making available via internet, a project that I coordinate.

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Kasmir, Sharryn, and Raymond Russell. "Utopia in Zion: The Israeli Experience with Worker Cooperatives." Social Forces 75, no. 4 (June 1997): 1506. http://dx.doi.org/10.2307/2580705.

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Ingram, Paul, and Raymond Russell. "Utopia in Zion: The Israeli Experience with Worker Cooperatives." Administrative Science Quarterly 42, no. 4 (December 1997): 829. http://dx.doi.org/10.2307/2393664.

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Ranis, P. "Factories without Bosses: Argentina's Experience with Worker-Run Enterprises." Labor: Studies in Working-Class History of the Americas 3, no. 1 (March 1, 2006): 11–24. http://dx.doi.org/10.1215/15476715-3-1-11.

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Spickard, James V. "Ritual, Symbol, and Experience: Understanding Catholic Worker House Masses." Sociology of Religion 66, no. 4 (2005): 337. http://dx.doi.org/10.2307/3712385.

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Gold, Michael. "‘The Bullock Report and European Experience’: What We Can Still Learn about Worker Directors from Hugh Clegg." Historical Studies in Industrial Relations 41, no. 1 (September 1, 2020): 197–212. http://dx.doi.org/10.3828/hsir.2020.41.9.

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Hugh Clegg’s paper, ‘The Bullock Report and European Experience’, written in 1977, analyses the role of worker directors appointed to the boards of UK companies, a move which formed part of the then Labour government’s Social Contract with the trade unions designed to stem the country’s long-term industrial decline. My commentary argues that three aspects of the paper are likely to strike the contemporary reader most forcibly. Initially it seems alien as it describes a world of collectivist industrial relations that was erased by the Conservative government elected in 1979. Yet on closer reading its main theme - reforming corporate accountability - emerges as all too familiar, as worker exploitation and other corporate scandals have continued largely unchecked to the present. And we may reflect that more recent research into policy transfer has improved our contemporary understanding of the barriers to corporate governance reform since the 1970s. Clegg correctly cautioned against attempting to import institutions from countries such as Germany into the UK, a view that has since been refined by analysis of the contrasts between co-ordinated and liberal market economies. Reforming corporate governance requires tailor-made policies, not those transferred merely on grounds of success in their original host countries.

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Lammert, Marilyn. "Experience as Knowing: Utilizing Therapist Self-Awareness." Social Casework 67, no. 6 (June 1986): 369–76. http://dx.doi.org/10.1177/104438948606700606.

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Awareness and empathy are processes central to client-worker interaction in productive therapeutic work. For the therapist, the processes involve experiencing, making meaning of experience, and making behavioral choices.

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Shepp, Veronica, Erin O’Callaghan, Anne Kirkner, Katherine Lorenz, and Sarah Ullman. "Sexual Assault Survivors Who Exchange Sex: Identity, Stigma, and Informal Responses From Support Providers." Affilia 35, no. 1 (August 18, 2019): 105–28. http://dx.doi.org/10.1177/0886109919866161.

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It is well established in the literature that individuals who engage in sex work are more likely to experience sexual trauma/violence, but little research has examined experiences of sexual assault survivors who exchange sex from the survivor’s perspective. Sexual assault survivors and their informal support providers (SPs; e.g., family, friends, romantic partners) were interviewed separately about disclosure, social reactions, and help-seeking following assault. Sixteen survivors mentioned experiences exchanging sex, which comprise the sample for the current study as well as comments from twelve SPs. Qualitative analysis revealed several themes including violence experienced engaging in sex work, navigating stigma and the identity of both sexual assault survivor and sex worker, and how survivors’ social supports impact their recovery. Survivors endorsed their sex worker identities at varying levels, and others used their identity as a sexual assault survivor to explain why they engaged in sex work. Social work implications regarding service provision and advocacy work are discussed.

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ST-Hilaire, Walter Amedzro, and Catherine de la Robertie. "Correlates of affective commitment in organizational performance: Multi-level perspectives." Australian Journal of Career Development 27, no. 1 (February 27, 2018): 3–8. http://dx.doi.org/10.1177/1038416217744215.

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The aim of this study was to investigate the predictors of employees’ affective commitment to an organization. In doing this, we examined the influence of individual work experience and the social relationship it embraced. Three predictors were examined: internal-motivation to remain, job challenge, and workload. All three were significant and positive predictors of affective commitment. We also tested these relationships at different levels of leadership and harmonious co-worker relationships. Results here indicated higher organizational commitment when the supervisor climate was more pleasant. Theoretical and managerial implications are discussed.

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Collins, Frank. "Career Self-Interest and Concern for Others—The Effects of Co-Worker Attitudes on Fraudulent Behavior." Accounting and the Public Interest 6, no. 1 (January 1, 2006): 95–115. http://dx.doi.org/10.2308/api.2006.6.1.95.

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The numerous corporate scandals in recent years raise questions as to why experienced business leaders would make unethical, and often illegal, decisions. Research (Collins et al. 2004a, 2004b; Shaub et al. 2005) has demonstrated that measures of self-interest and concern for others influence the likelihood that an individual will commit egregious acts of self-interest. The current study examines the moderating effects of co-worker attitudes on the relationship between career self-interest, concern for others, and the likelihood of committing egregious acts of self-interest. We find that co-worker attitudes do affect ethical decision making. The potential effect of peer opinion on individuals in the workplace highlights the importance of organizational culture in controlling incidents of unethical behavior, a matter of public interest (Harrison and Huntington 2000).

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