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Santilli, Sara, Maria Cristina Ginevra, and Laura Nota. "Colleagues’ Work Attitudes towards Employees with Disability." European Journal of Investigation in Health, Psychology and Education 13, no. 1 (January 10, 2023): 130–40. http://dx.doi.org/10.3390/ejihpe13010009.
Background: The present study investigates the significance of work inclusion in people with a disability and then aims to examine colleagues’ attitudes. Considering Stone and Colella’s model, we analyzed the colleagues’ attitudes and variables related to the disability, such as type of disability and type of presentation of colleagues with disability, and colleague’s characteristics, such as gender, educational level, and experience in work with people with disability. Method: We randomly assigned two hundred eighty-six employees to a standard condition (hypothetical colleagues with a disability presented by the impairments labels) or favorable condition (hypothetical colleagues with a disability presented by their past work experiences). Results: The type of disability and its presentation influence colleagues’ attitudes. Besides employees’ gender, educational level and experience in work with people with a disability influences the attitudes toward them. Conclusions: Implications for practice were discussed.
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Griffiths, Mark. "Developing trust with work colleagues." BMJ 332, no. 7550 (May 13, 2006): s193. http://dx.doi.org/10.1136/bmj.332.7550.s193.
Rai, Arjun, Prem Bahadur Budhathoki, and Chandra Kumar Rai. "Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment." Problems and Perspectives in Management 19, no. 1 (February 10, 2021): 127–36. http://dx.doi.org/10.21511/ppm.19(1).2021.11.
Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.
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Robinson, Jane J. A. "Building on the work of our colleagues." International Nursing Review 50, no. 1 (March 2003): 3–4. http://dx.doi.org/10.1046/j.1466-7657.2003.00181.x.
Lavy, Shiri, Hadassah Littman-Ovadia, and Maayan Boiman-Meshita. "The Wind Beneath My Wings." Journal of Career Assessment 25, no. 4 (September 7, 2016): 703–14. http://dx.doi.org/10.1177/1069072716665861.
Using character strengths at work has been associated with desirable feelings, attitudes, and functioning. However, factors promoting strengths use at work have rarely been studied. In the present study, we focused on social support, a key contributor to employees’ functioning and well-being, and examined the effects of supervisor and colleague support on employees’ strengths use. Participants ( N = 120) completed daily measures of their supervisors’ and colleagues’ support, and their use of strengths at work, over 10 workdays. Results indicated that supervisor support (but not colleague support) on a given day predicted increased strengths use on the following day. These results point to the potentially unique role of supervisors (and not colleagues) in promoting employees’ fulfillment of their potential at work and call for examination of strengths use as a mechanism underlying desirable effects of supervisor support on employees’ attitudes and behaviors.
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Credland, Nicki. "Incivility at work damages more than colleagues’ feelings." Nursing Standard 37, no. 10 (October 5, 2022): 42. http://dx.doi.org/10.7748/ns.37.10.42.s18.
Rowlinson, J. S. "The wartime work of Hinshelwood and his colleagues." Notes and Records of the Royal Society of London 58, no. 2 (May 22, 2004): 161–75. http://dx.doi.org/10.1098/rsnr.2004.0050.
C. N. Hinshelwood and his physical and inorganic chemical colleagues in Oxford worked throughout World War II on the improvement of charcoal for use in respirators and on other physicochemical problems. The surviving reports and correspondence give a detailed picture of what they accomplished and on the way in which extramural research contracts were then handled.
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Lelliott, Paul, Richard Williams, Alex Mears, Manoharan Andiappan, Helen Owen, Paul Reading, Nick Coyle, and Stephen Hunter. "Questionnaires for 360-degree assessment of consultant psychiatrists: Development and psychometric properties." British Journal of Psychiatry 193, no. 2 (August 2008): 156–60. http://dx.doi.org/10.1192/bjp.bp.107.041681.
BackgroundExpert clinical judgement combines technical proficiency with humanistic qualities.AimsTo test the psychometric properties of questionnaires to assess the humanistic qualities of working with colleagues and relating to patients using multisource feedback.MethodAnalysis of self-ratings by 347 consultant psychiatrists and ratings by 4422 colleagues and 6657 patients.ResultsMean effectiveness as rated by self, colleagues and patients, was 4.6, 5.0 and 5.2 respectively (where 1=very low and 6=excellent). The instruments are internally consistent (Cronbach's alpha > 0.95). Principal components analysis of the colleague questionnaire yielded seven factors that explain 70.2% of the variance and accord with the domain structure. Colleague and patient ratings correlate with one another (r=0.39, P<0.001) but not with the self-rating. Ratings from 13 colleagues and 25 patients are required to achieve a generalisability coefficient (Eρ2) of 0.75.ConclusionsReliable 360-degree assessment of humane judgement is feasible for psychiatrists who work in large multiprofessional teams and who have large case-loads.
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Stoddard, Woody. "The Life and Work of Bill Heronemus, Wind Engineering Pioneer." Wind Engineering 26, no. 5 (September 2002): 335–41. http://dx.doi.org/10.1260/030952402321160633.
William Edward Heronemus, Captain, USN (Ret.), Professor Emeritus, University of Massachusetts at Amherst, born April 16, 1920, died November 2, 2002. This is a memorial record and obituary of a remarkable wind power engineer, Bill Heronemus of the University of Massachusetts and, previously, of the US Navy. The author, a previous student and close colleague, writes personally, with much input and support from other colleagues and previous students. The aim is not only to record research, development and commitment at the early stages of modern wind power, but also to honour an admirable pioneer. Bill Heronemus is credited with foreseeing the 1973 Oil Crisis and thereafter wind power developments that have since been realised, including offshore wind farms. He is also credited with teaching and motivating many students who later became professional of modern wind power development and commerce. The obituary Note has been written from personal knowledge and from many written and verbal communications from colleagues and friends of Bill Heronemus who worked with him at different stages of his life. Details are referenced, with other records kept with the author.
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Betzler, Monika, and Jörg Löschke. "Collegial Relationships." Ethical Theory and Moral Practice 24, no. 1 (February 5, 2021): 213–29. http://dx.doi.org/10.1007/s10677-021-10165-9.
AbstractAlthough collegial relationships are among the most prevalent types of interpersonal relationships in our lives, they have not been the subject of much philosophical study. In this paper, we take the first step in the process of developing an ethics of collegiality by establishing what qualifies two people as colleagues and then by determining what it is that gives value to collegial relationships. We argue that A and B are colleagues if both exhibit sameness regarding at least two of the following three features: (i) the same work content or domain of activity; (ii) the same institutional affiliation or common purpose; and/or (iii) the same status or level of responsibility. Moreover, we describe how the potential value of collegial relationships is grounded in the relationship goods that two colleagues have reason to generate qua colleagues, namely, collegial solidarity and collegial recognition. Two interesting conclusions that can be drawn from our analysis are that one has to be proficient at one’s work if one is to be considered a good colleague and that we are also more likely to be better colleagues if we regard the work we do as valuable. Finally, we draw special attention to the working conditions that are conducive to the generation of good collegial relationships and suggest some policies to promote them.
Dissertations / Theses on the topic "Work colleagues":
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Barlow, Gillian, University of Western Sydney, of Arts Education and Social Sciences College, and of Communication Design and Media School. "Jigsaw : looking at identity, post-colonialism and driving." THESIS_CAESS_CDM_Barlow_G.xml, 2001. http://handle.uws.edu.au:8081/1959.7/260.
This thesis is in the form of a novel about three work colleagues who, as part of their job, have to drive long distances together. The story is told from the perspective of all of them but mainly from one of the women who tells the story in the first person. The man and two women are so different from each other in personality and outlook on life, and the basis of the novel is their interactions with each other, the frictions within their relationships, and the thoughts that go through their heads while they are driving. These people spend long hours together in the car and in motel rooms yet they never get any closer to each other. The only one of them who seems to get anything from the experience is the woman who is in the first person, as she achieves a greater sense of her own identity. The other two regard the experiences as just another job and of no great importance in their lives. Master of Arts (Hons)
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Meza, Luis Adolfo. "A mindfulness-based burnout prevention program for elementary school social workers and colleagues to promote resiliency| A grant proposal." Thesis, California State University, Long Beach, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10096075.
Working in school settings can present school social workers, teachers, and counselors with multiple risk factors that increase their likelihood of experiencing burnout. Providing direct services to students on a regular basis can have a negative impact on their overall sense of well-being along with other factors associated with being employed as a social service provider. Promoting Resilient School Personnel project (PRSP) consists of a series of on-site mindfulness-based stress reduction (MBSR) workshops aimed at providing school social workers, teachers, and counselors at a public school in Los Angeles County with the resources to understand and help prevent burnout, the opportunity to learn and practice different mindfulness-based techniques, and strategies to establish long term self-care habits that promote a high sense of well-being. A potential funder was identified, although actual funding and submission of this grant proposal were not requirements for the successful completion of this project.
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Cherish, Reed, and Pozhegu Arzana. "Motiverande faktorer i det dagliga arbetet hos undersköterskor." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-25213.
Abstract The aim of the present study was to investigate what kind of factors contributed to motivate a group of nurses at a nursing home in western Sweden to to perform their work. Furthermore, the authors wanted to investigate whether the staff nurses felt that the leader helped to increase or reduce the perceived motivation to perform such work, and the way in which staff nurses perceived their relationship to the leader. The study is based on Herzberg's (1959) two-factor theory, Hackman and Oldham's (1980) work designs theory and Leader-member exchange (LMX) theory, and those theories are the basis of the study's structure. The study was of a qualitative property, interviews were conducted with seven nurses and was structured, the questions concerned their subjective experience of motivating factors in their everyday work. The results of this study demonstrated that respondents experienced confirmation, the meaningfulness of the work, work colleagues, beneficiaries of care and residents' families as contributing factors to motivate them in their daily work. It was also found in the results of the study that respondents considered the leader as a factor reducing the motivation to carry out their daily work, as the respondents also felt the relationship with the leader to be very limited. The analysis also identified a new category that the authors have chosen to call "resistance".
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Ermel, Zunica. "Relations of indicators of work climate and satisfaction to turnover intention in the context of social support / Zunica Ermel." Thesis, North-West University, 2007. http://hdl.handle.net/10394/751.
Tertiary institutions in South Africa have experienced radical changes in the past decades,
especially due to the change from technikons to universities of technology. These changes
created new mental and emotional demands for academic staff and placed them under
additional pressure. Problems experienced by tertiary institutions include constantly changing
systems, students from underprivileged backgrounds and decreased subsidies from the state.
These factors could lead to role overload and role conflict. The objective of this research was
to examine the relationships between individual indicators of work climate (job challenge
demand, role overload and role conflict, job satisfaction and pay satisfaction and social
support) and turnover intention. Further objectives included empirically determining if these
indicators of work climate can be used to predict turnover intention and to determine if social
support plays a moderating role in the translation of work climate in turnover intention.
A cross-sectional survey design was used. A convenience sample was taken from a South
African university of technology. Measuring instruments for all the variables of interest were
administered. Descriptive statistics were used to analyse the data. Finally, a structural
equation model was developed to explain the relations between the variables.
The results obtained for the scales proved that four of the seven specific measuring
instruments are reliable in terms of their specific use for employees in a South African
tertiary institution. Job challenge demand, quantitative role overload and role conflict were
less reliable. Results showed that when an employee feels that he/she has too much to do in
too little time, or if the task is too difficult to complete, he/she will experience lower levels of
job satisfaction which in turn may lead to higher levels of turnover intention. Social support
from the supervisor and colleagues increase job satisfaction. A moderating effect for social
support between work climate (role characteristics and satisfaction) and turnover intention
was demonstrated.
By way of conclusion, recommendations for future research were made. Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.
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Nikorowitsch, Johannes. "The influence of music sharing at work on social relationships between colleagues : a thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Communications Management at Massey University, Wellington." Massey University, 2009. http://hdl.handle.net/10179/1079.
This study explores the influence of music sharing at work on social relationships between colleagues. Music sharing has been proven to facilitate friendship and maintenance in various social environments (Brown, Sellen, & Geelhoed, 2001; Voida, Grinter, & Ducheneaut, 2006). However, music sharing at work in its influence on friendships between colleagues has never been explored, even though establishing and strengthening social relationships within the workplace have become increasingly important within organisations (Berman, West, & Richter, 2002). Informal relationships are beneficial for the overall well-being of an organisation as they increase the exchange of resources between colleagues. For the individual workers these relationships satisfy their need for social interaction. The study applied a mixed methods approach involving quantitative as well as qualitative methods. Twenty-nine employees from design agencies throughout New Zealand participated in an online survey and seven in semi-structured interviews. Both online survey and interviews were used in combination in order to achieve complementarily and triangulation between quantitative and qualitative data. The results suggest that music sharing contributes to the development of social bonding that occurs in the workplace. On the basis of the music that was shared through various technologies colleagues appeared to form impressions of each other. This involved determining each others’ music preferences and associating other personality aspects with those music preferences. It appeared that the more similarly colleagues perceived each others’ musical tastes, the more likely they were to become friends and/or to form informal music taste groups at work. The degree of reciprocity of music predicted the degree of intimacy between colleagues. When colleagues who were friends shared music with each other, they were much more concerned about reciprocating the music adequately than when they shared with colleagues they knew only superficially. The findings of this study are relevant for employers who want to promote relationship development between colleagues in a work environment where employees are passionate about music.
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Duvdahl, Jenny, and Vinnberg Linnea Willebrand. "Konsten att motiveras : En kvalitativ studie om vad säljare anser vara viktigt för deras motivation." Thesis, Södertörns högskola, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31773.
Syfte: Syftet med uppsatsen är att få en ökad förståelse för vad som motiverar säljare, studien ämnar undersöka hur säljares motivation påverkas av belöningssystem och det sociala samspelet i form av; tävlingar, interaktion med kollegorna och utvecklingsmöjligheter. Metod: För att samla in material till studien har semi-strukturerade intervjuer används. I studien har åtta säljare intervjuats. Slutsatser: Studien har visat att kollegor och feedback är viktigt för våra respondenters motivation på arbetsplatsen. Viljan att gå till arbetet påverkas av relationerna till kollegorna. Feedback är viktigt för motivationen till arbetet. Kollegornas feedback värmer medan chefens feedback fungerar mer som en sporre till att arbeta hårdare. Provision, tävlingar och utvecklingsmöjligheter är något som motiverar flertalet av våra respondenter. Provisionen är en morot för de flesta och tävlingar gör det lite roligare för de anställda. Utvecklingsmöjligheter är viktigt för majoriteten av studiens respondenter. Purpose: The purpose of this paper is to obtain a better understanding of what motivates salespeople, the study aims to investigate how the motivation of salespeople is influenced by reward systems and social interaction in the form of; competitions, interaction with colleagues and development opportunities. Methodology: To collect material for the study semi-structured interviews has been used. Eight salespersons were interviewed. Conclusions: The study has shown that for our study’s respondents colleagues and feedback is the most important source of motivation in the workplace. The will to go to work is influenced by relationships with colleagues while the feedback is important for the motivation to work. Colleagues' feedback is warming while the manager's feedback acts more as an incentive to work harder. Commissions, competitions and development is something that motivates the majority of our respondents. The commission is a carrot for the majority and competitions make it more fun for employees. Development opportunities are important for the majority of the study respondents.
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Chao, An-an, and 趙安安. "When a colleague offends you: the antecedentsand consequences of forgiveness at work." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45148545.
Ötting, Sonja Kristine [Verfasser]. "Artificial intelligence as colleague and supervisor: Successful and fair interactions between intelligent technologies and employees at work / Sonja Kristine Ötting." Bielefeld : Universitätsbibliothek Bielefeld, 2021. http://d-nb.info/1231994789/34.
Sääf, Christina. "Att "sitta på två stolar" : En reflekterande essä om dilemmat med att vara både chef och kollega." Thesis, Södertörns högskola, Lärarutbildningen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-14485.
På senare år har ett nytt sorts chefskap blivit mer och mer vanligt, ett chefskap där man är både chef och kollega. Detta sätt att vara chef på är vanligt inom många branscher i dag, även inom förskolans värld, där jag är verksam. Att balansera mellan olika roller på ett övertygande sätt är långt ifrån en lätt sak, men de dubbla rollerna har även positiva sidor. Mitt syfte med denna essä, som är baserad på självupplevda händelser, är att försöka reda ut för- och nackdelar med att vara en chef som sitter på två stolar, och att få svar på frågan: Är det möjligt för en och samma person att gå i och ur sina olika roller och vilka egenskaper behöver denna person ha? För att få svar på mina frågor har jag fört diskussioner med den teoretiska litteraturen. Jag har samtidigt fått möjligheten att använda mig av min erfarenhetsgrundade kunskap genom ett reflekterande skrivande. För att få tillfälle att studera dessa fördelar och nackdelar har jag tittat på betydelsen av förhållningssätt hos medlemmarna i en liten arbetsgrupp, hur den skiljer sig mot förhållningssättet i större organisationer. Jag har också försökt ta reda på ledarskapets roll och betydelse i en liten arbetsgrupp i dagens samhälle, men även resonerat kring ledarskapet ur en historisk synvinkel. Jag avslutar med en artikel ur tidningen Chefs nätupplaga som visserligen inte kan räknas som vetenskaplig, men som jag tycker ger bra och tydliga exempel på hur det faktiskt kan se ut för den som är en ”chef på två stolar”. Tack vare detta essäskrivande, som gett mig tillfälle till att reflektera över mina handlingar och tankar, har jag fått möjligheten att se på mitt chefskap med nya ögon. Jag inser mer och mer att en person som har dubbla roller måste vara stresstålig, beslutskraftig och ha ett genuint intresse för verksamheten och personalen. Det viktigaste av allt är att personen har förmågan att lära sig av sina praktiska erfarenheter och göra den till en kunskap som är användbar i sitt chefskap. In recent years, a new kind of leadership has become more and more common, a leadership which includes being both manager and colleague. This kind of leadership is today common in the business world and even in the preschool where I am active. To balance these two different roles in a convincing manner is far from easy to handle. But at the same time the dual roles also have their positive sides. The purpose with writing this essay, which is based on self-experienced situations, is to try to sort out the advantages and disadvantages of being a manager “sitting on two chairs” and to try to find the answer for the question: Is it possible for a person to step in and out of different roles and which kind of personality is suited for this? To find answers of my questions I have used the method of reflective writing and referred to and discussed different theoretical perspectives and positions. I also have the opportunity to use the knowledge I have gained through experience. I have considered the importance of the attitude in a small work group, and how it differs from a larger organization. I have tried to find out the importance of leadership in today`s society and I have also look at leadership from a historical point of view. At the end I used an article from a web magazine called Chef. The article shows good examples of the reality for a “manager who sits on two chairs”. By writing this essay, I have got the opportunity to reflect of my own thoughts and actions in the role of manager. I now realize that a person with dual roles must be stress-resistant, decisive and have a genuine interest in the business as well as in the employees. One of the most important skills is the ability to learn from ones practical experiences, and make it useful in the future leadership.
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Botha, Hanlie. "Relationships between Job Variables: The Moderating Effects of Support and the Mediating Effects of Job Satisfaction, Affective Commitment and Continuance Commitment in the Support Worker Industry." The University of Waikato, 2007. http://hdl.handle.net/10289/2495.
The factors associated with employees' work related attitudes and cognitions were examined. A sample of employees from Community Living Trust (CLT), an organisation within the disability support worker industry, completed a questionnaire that included several measures: supervisor and colleague support, role conflict, role ambiguity and role overload, time-based, strain-based and behaviour-based work-to-family/family-to-work conflict, organisational commitment, job satisfaction and turnover intentions. The purpose of this study was to explore the extent to which supervisor and colleague support contributed to a reduction in role conflict, role ambiguity and role overload. In addition, the relationship between support and work-to-family/family-to-work conflict were also explored. Finally, the organisational outcomes, in particular organisational commitment, job satisfaction and turnover intentions, were examined. It was found that supervisor and colleague support did, in some cases, moderated the relationship between role stressors, conflict and job satisfaction / organisational commitment. It was also found that job satisfaction and affective commitment mediated the relationship between the role stressors, WF strain-based conflict and turnover intentions. The major implications from this research are that human resource initiatives should be developed that aims to identify the support needs employees may have, in order to increase levels of job satisfaction and organisational commitment and decrease levels of turnover intentions. The final chapter of this research explored the practical implications to the organisation, employees and the need for future research.
Warren, Little Judith, and McLaughlin Milbrey Wallin, eds. Teachers' work: Individuals, colleagues, and contexts. New York: Teachers College Press, 1993.
Farquharson, Andy. Teaching in practice: How professionals can work effectively with clients, patients, and colleagues. San Francisco: Jossey-Bass Pub., 1995.
Allen, Sarah Elizabeth. Africa letters: Physician writes to friends, family, and colleagues about medical work and travel in Africa. 2nd ed. San Francisco, Calif: Redactors' Press, 2005.
Dobson, Michael Singer. Exploring personality styles: A guide for better understanding yourself and your colleagues. Mission, KS: SkillPath Publications, 1999.
B, Freeman Richard. Monitoring colleagues at work: Profit sharing, employee ownership, broad-based stock options and workplace performance in the United States. London: Centre for Economic Performance, London School of Economics and Political Science, 2004.
Davi, Wiley C., and Duncan H. Spelman. "Working More Effectively with Non-binary Colleagues." In Exploring Gender at Work, 181–96. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64319-5_10.
Abela, Stefan. "Management of Colleagues Affected by Stress at Work." In Leadership and Management in Healthcare, 219–26. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-21025-9_27.
Herrmann, Tess. "Colleagues, Councils, and Club Owners: The Materialisation of the Whorearchy Inside British Strip Clubs." In Sex Work, Labour and Relations, 73–96. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-04605-6_4.
Longmire, Natalie H., and Julie L. Taylor. "The Role of Colleagues in Work Experiences of Employees With Autism." In Neurodiversity in the Workplace, 168–88. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003023616-7.
Verba, Daniel, and Faïza Guélamine. "Secularism, Social Work and Muslim Minorities in France." In Exploring Islamic Social Work, 65–80. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95880-0_4.
AbstractIslam’s increased visibility in France over the past 20 years has challenged social workers, confronted with new practices that often provoke consternation and cause professional difficulties. Social workers’ relationships with members of society who are motivated by faith, and also with their colleagues, some of whom openly express their Muslim identity, force them to adapt to new religious frames of reference. Social workers are also occasionally compelled to revisit the Christian roots of social work that many of them felt had been left behind by the profession. These patterns also explain the prevalence of reminders about the secular basis of social work, in a sector where radicalisation among the young tends to be perceived as a regressive influence on freedom of expression and, above all, on women’s rights.
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Lee, Soo Jeung. "Growth Behavior of Research Collaboration with Heterogeneous Colleagues and Research Commercial Activities in Korean Academics." In The Relevance of Academic Work in Comparative Perspective, 121–37. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-11767-6_8.
Lahtinen, Riitta, Russ Palmer, and Stina Ojala. "Practice-Oriented Safety Procedures in Work Environment with Visually and Hearing Impaired Colleagues." In Communications in Computer and Information Science, 109–19. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10211-5_12.
Lindström, Bengt. "Mileposts in the Development of Salutogenesis." In The Handbook of Salutogenesis, 5–9. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-79515-3_2.
AbstractIn this chapter, the author reviews mileposts in the development of the field of salutogenesis from the late 1990s until today. This is a chronology of the meetings, seminars and other events that have provided space and time for the development of salutogenesis as an academic field. This chapter is of historical value and helps describe the global collaborative work that has supported the network of colleagues whose work is in the book.
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Kwanya, Tom. "Working with Robots as Colleagues: Kenyan Perspectives of Ethical Concerns on Possible Integration of Co-bots in Workplaces." In Social and Cultural Studies of Robots and AI, 65–99. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-08215-3_4.
AbstractRobots are moving closer to human beings especially in work environments. The entry of co-bots into workspaces raises many questions. One of the key questions surrounds the likely relationship between the co-bots and their co-workers. Are co-bots to be considered as colleagues or are they tools? What ethical issues emerge from this consideration in the context of Kenyan workspaces? This chapter discusses these questions in the Kenyan context. Data for the chapter was collected using qualitative interviews with 20 data scientists selected through information-oriented purposive sampling. The chapter concludes that there are six ethical issues which can influence the perceptions of co-bots by data scientists in Kenya. These include the concept of work as a divine gift to humanity which cannot be shared with machines; the notion that treating co-bots as legal persons equates them to human beings which is viewed as demeaning to humanity; the fear that co-bots will dominate and eventually replace humans in ordinary workspaces thereby denying the latter not just an opportunity to work but to livelihood too; fear of unintended social consequences of “anthropomorphisation”; lack of trust for machines created by limited humans to offer unlimited services and companionship; and discomfort with exotic robots entering professional but also indigenous spaces. Until these ethical issues are addressed comprehensively, it is unlikely that information scientists would unreservedly welcome co-bots into their workspaces as colleagues.
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Wolfensohn, James. "Working Together at the World Bank for Broadening the Development Paradigm." In Social Development in the World Bank, 47–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-57426-0_4.
AbstractI accepted with great pleasure the invitation to contribute to this volume intended to honor Michael Cernea, one of the most outstanding colleagues that I had the good fortune to work with during my years at the World Bank. Michael was the leader and spokesperson of the Bank’s initially small but continually growing community of sociologists and anthropologists, a community that was on the front line of my efforts to broaden and strengthen the Bank’s focus on effective poverty reduction.
Conference papers on the topic "Work colleagues":
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Hauptman, Allyson I., Wen Duan, and Nathan J. Mcneese. "The Components of Trust for Collaborating With AI Colleagues." In CSCW '22: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2022. http://dx.doi.org/10.1145/3500868.3559450.
Sharafutdinova, Natalia. "Social-Psychological Features of Leadership Manifestation Within the Environment of the Work Team." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-50.
The effectiveness of a police officer’s professional performance depends on many social processes and phenomena, on socially-oriented and/or person-oriented communication with colleagues, different categories of citizens, on the level of organisation of this activity in general, on leadership and management processes. These days, such areas of psychology as communication between work colleagues, leadership in the circle of colleagues, and other factors impacting professional efficiency remain insufficiently covered. The authors have already touched on the issue of leadership and communication in our research, however, the authors have not carried out a specific study. The study is mainly aimed at the theoretical-methodological and empirical research into the phenomenon of leadership in the workplace team environment. Main research methods: observation, testing, mathematical-statistical analysis and socio-psychological influence methods. Key results: the scientific concept of ‘leadership’ and specificity of its manifestation in the service team was revealed; the problem regarding the lack of methods and techniques for the study of leadership and management processes in the service team was noted; in order to characterise the service team as an integrated system of interpersonal relations the indices of mutual acceptability/unacceptability, cohesion, coherence, etc. were calculated; the results of communicative activity and expression of leadership personality and management style, etc. were obtained; recommendations on how to organise joint activities and develop leadership skills are given. It is also noted that in order to develop leadership qualities in the workplace, it is advisable to develop the readiness of the individual to make responsible decisions, skills and abilities to quickly and correctly assess the personality, the situation, the socio-psychological climate of the workplace team, etc.
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Atstaja, Dzintra, Sanita Osipova, and Gundega Dambe. "Impact of COVID-19 on a Sustainable Work Environment in the Context of Decent Work." In The 8th International Scientific Conference of the Faculty of Law of the University of Latvia. University of Latvia Press, 2022. http://dx.doi.org/10.22364/iscflul.8.2.01.
The aim of the study is to analyse decent work as a value stemming from human dignity. The key factors include a safe and healthy work environment and working conditions, social protection, compliance with employment law, stability of a workplace, opportunities for development, training and self-fulfilment, mutual respect, contacts with colleagues, etc. The impact of the pandemic has changed employees’ views on “perfect job”. Remote work is only one of the new forms of employment created by digitalization, which will increasingly enter and strengthen the labour market. However, not all employers are equally prepared for change. The study will illustrate how the concept of decent work has changed in the context of the pandemic, so that the legislator and employers can reorganize themselves, creating appropriate work environment for employees and promoting the economic sustainability of the country.
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Tesinska, Emilie. "Work on magnetron oscillations by Czech physicist August ŽáČek, his students and colleagues." In 2010 International Conference on the Origins and Evolution of the Cavity Magnetron (CAVMAG2010). IEEE, 2010. http://dx.doi.org/10.1109/cavmag.2010.5565559.
Arias-Flores, Hugo, Doris Pérez Vega, and Jorge Guadalupe-Lanas. "Effects of Return to Work after the COVID-19 Pandemic." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002289.
The effect of the COVID-19 pandemic transformed the lives of all people. The vaccination process worldwide, in a way, is creating the necessary conditions to return to face-to-face attendance in daily work activities. In this sense, the research focuses on establishing whether people who are working in person have been affected by their daily activities in their work environment with other colleagues. An online survey was conducted, from which a total of N = 202 participants was taken. Aspects related to efficiency and effectiveness in the workplace, and whether stress affected their performance, were addressed. The results show that the biggest stress for participants is having to share activities with larger groups of people, regardless of whether biosecurity standards are respected.
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CONSTANTINESCU, Lavinia, Elena-Mirela NICHITA, and Mirela PĂUNESCU. "INVESTIGATING THE IMPACT OF TELEWORKING MODEL ON WORK PERFORMANCE AND WORK CONDITIONS IN A ROMANIAN FAMILY BUSINESS." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/04.05.
This research provides an analysis of the teleworking model during the times of pandemic COVID-19 and of the impact on employees' efficiency and shows how the business continuity was assured in a particular setup - a family business. Employing the single case study research methodology, this investigation intends to offer insights of the teleworking model in terms of interviewees' perceptions concerning the work conditions and work performance. The time framework analysed covers the period from March 2020 to June 2021. The data used was obtained through semi-structured interviews with key persons from relevant departments of the company, complemented with information extracted from internal reports. Several concepts related to the teleworking model are addressed: work performance, working conditions and individual perception of employees in respect to teleworking. Our analysis highlights employees’ difficulties to adapt to the new work model caused by the absence of interactions with colleagues, which, in a family business, are assimilated to family members. The research acknowledges the need for digitalization of the company’s processes and for maintaining the hybrid model of working in order to ensure the business continuousness. Our study contributes to the knowledge of how the teleworking model influences employees and family businesses, during the COVID-19 outbreak.
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Whitby, Greg, Maura Manning, and Gavin Hays. "Leading system transformation: A work in progress." In Research Conference 2021: Excellent progress for every student. Australian Council for Educational Research, 2021. http://dx.doi.org/10.37517/978-1-74286-638-3_11.
Internationally, the COVID-19 pandemic has profoundly disrupted the education sector. While NSW has avoided the longer periods of remote learning that our colleagues in Victoria and other countries have experienced, we have nonetheless been provoked to reflect on the nature of schooling and the systemic support we provide to transform the learning of each student and enrich the professional lives of staff within our Catholic learning community. At Catholic Education Diocese of Parramatta (CEDP), a key pillar of our approach is to create conditions that enable everyone to be a leader. Following the initial lockdown period in 2020 when students learned remotely, we undertook an informal teacher voice piece with the purpose of engaging teachers and leaders from across our 80 schools in Greater Western Sydney to reflect on and capture key learnings. This project revealed teachers and leaders reported very high feelings of self-efficacy, motivation and confidence in their capacity to learn and lead in the volatile pandemic landscape. These findings raised the question: how do we enable this self-efficacy, motivation and confidence in an ongoing way? This paper documents the systematic reflection process undertaken by CEDP to understand the enabling conditions a system can provide to activate everyone to be a leader in the post-pandemic future and the key learnings emerging from this process.
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Stromeyer, C. F. "Facilitation of Red-Green Perception by Luminance Pedestals." In Color Appearance. Washington, D.C.: Optica Publishing Group, 1987. http://dx.doi.org/10.1364/ca.1987.tua2.
My colleagues (G.R. Cole, R.T. Eskew, Jr. and R.E. Kronauer) and I have been studying how luminance information may aid perception of red-green color changes. Related work has been done by Hilz et al, (1974), Boynton et al. (1977) and Nick and Larimer (1983).
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Luckner, Naemi, Peter Purgathofer, and Geraldine Fitzpatrick. "Increasing Peer Review Quality in Online Learning Systems." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.7987.
Lecturers face an on-going struggle to keep up-to-date with their students' learning progress in large university courses. This hurts especially when it comes to identifying and supporting the diverse needs of each individual student. One way to approach this challenge is to introduce peer reviewing as a means to provide students with individual feedback throughout the semester. However, the quality of feedback written by peers can vary immensely and some students intentionally avoid putting work into writing reviews. We addressed these issues by calculating a Review Karma (RK), a value indicating how helpful students are in giving feedback to their colleagues and in helping them improve. While this approach shows much promise, especially in identifying different groups of students and enhancing their learning experience, we also identified trends that negatively impact the way students approach reviewing and provide their honest opinions of their colleagues work. The main contributions of this paper are the design of and lessons learned from the introduction of the RK and its initial evaluation via a survey.
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Lynch, Kathy. "Readiness to Communicate in a Digital World." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2985.
Communicating with friends, family, peers and colleagues has always underpinned work and social behaviour. However, the devices that act as conduits to this communication have changed over time, and differ across the globe. People in industralised corners of the world are more and more frequently using advances in information and communication technologies (ICTs) to assist both the senders and receivers to have more timely, synchronous and value-added communiques. Well, that is what the promotional material is telling us. The primary role of undergraduate education is to best prepare graduates for the workforce that they are being primed. To this end, educators need to be knowledgeable in what students already know, do, and their perceptions of what is required and is of value in assisting them to communicate with colleagues or peers. This paper presents a study that aimed to identify directions for undergraduate IT curriculum in developing the information and communication technology (ICT) readiness of beginning IT (in particular Information Systems) professionals to work in a collaborative team. Three hundred undergraduate Information Systems (IS) students were invited to participate in the study, one-hundred and sixty responded. The results indicate that there is a definitive relationship between frequency of use and the perceived value of an information and communication technology, and that the use of an ICT as a communication device in a social situation does not guarantee its use or even its perceived value as a communication device in a work situation: Visa versa is also true. Findings from the research could be used to influence IS curriculum developers in preparing undergraduate students’ readiness for communicating (and collaborating) in the digital workforce of today.
Reports on the topic "Work colleagues":
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Papay, John, Eric Taylor, John Tyler, and Mary Laski. Learning Job Skills from Colleagues at Work: Evidence from a Field Experiment Using Teacher Performance Data. Cambridge, MA: National Bureau of Economic Research, February 2016. http://dx.doi.org/10.3386/w21986.
Lindquist, Christine, and Tasseli McKay. Sexual Harassment Experiences and Consequences for Women Faculty in Science, Engineering, and Medicine. RTI Press, June 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0018.1806.
In a qualitative study of 40 women faculty in sciences, engineering, and medicine (http://sites.nationalacademies.org/SexualHarrassment.htm), respondents at all career levels and fields reported a range of sexual harassment experiences, including gender-based harassment (e.g., gendered insults, lewd comments), unwanted sexual advances, stalking, and sexual assault by a colleague. Sexual harassment experiences often diminished study participants' scientific productivity as energy was diverted into efforts to process emotional responses, manage the perpetrator, report the harassment, or work to prevent recurrences. Many women who experienced sexual harassment adjusted their work habits and withdrew physically or interpersonally from their departments, colleagues, and fields. Study participants who disclosed harassment to a supervisor or department leader often reported that the reactions they received made them feel dismissed and minimized. Sympathetic responses were often met with dismissiveness, minimization, or sympathy, but active or formal support was rarely provided, and women were typically discouraged from pursuing further action. Formal reporting using university procedures was often avoided. University-level reporting sometimes damaged women's relationships with department colleagues. Women who disclosed their experiences often faced long-term, negative impacts on their careers. Study participants identified opportunities to address sexual harassment by (1) harnessing the power of university leaders, department leaders, and peer bystanders to affect the academic climate; (2) instituting stronger and better-enforced institutional policies on sexual harassment with clear and appropriate consequences for perpetrators; and (3) advancing the cross-institutional work of scientific and professional societies to change the culture in their fields.
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Meadow, Alison, and Gigi Owen. Planning and Evaluating the Societal Impacts of Climate Change Research Projects: A guidebook for natural and physical scientists looking to make a difference. The University of Arizona, June 2021. http://dx.doi.org/10.2458/10150.658313.
As scientists, we aim to generate new knowledge and insights about the world around us. We often measure the impacts of our research by how many times our colleagues reference our work, an indicator that our research has contributed something new and important to our field of study. But how does our research contribute to solving the complex societal and environmental challenges facing our communities and our planet? The goal of this guidebook is to illuminate the path toward greater societal impact, with a particular focus on this work within the natural and physical sciences. We were inspired to create this guidebook after spending a collective 20+ years working in programs dedicated to moving climate science into action. We have seen firsthand how challenging and rewarding the work is. We’ve also seen that this applied, engaged work often goes unrecognized and unrewarded in academia. Projects and programs struggle with the expectation of connecting science with decision making because the skills necessary for this work aren’t taught as part of standard academic training. While this guidebook cannot close all of the gaps between climate science and decision making, we hope it provides our community of impact-driven climate scientists with new perspectives and tools. The guidebook offers tested and proven approaches for planning projects that optimize engagement with societal partners, for identifying new ways of impacting the world beyond academia, and for developing the skills to assess and communicate these impacts to multiple audiences including the general public, colleagues, and elected leaders.
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.
Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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Robson, Jennifer. The Canada Learning Bond, financial capability and tax-filing: Results from an online survey of low and modest income parents. SEED Winnipeg/Carleton University Arthur Kroeger College of Public Affairs, March 2022. http://dx.doi.org/10.22215/clb20220301.
Previous research has identified several likely causes of eligible non-participation in the Canada Learning Bond (CLB), including awareness, financial exclusion, and administrative barriers. This study expands on that research, with a particular focus on the role of tax-filing as an administrative obstacle to accessing the CLB. I present results from an online survey of low and modest income parents (n=466) conducted in 2021. We find that, even among parents reporting they have received the CLB (46%), a majority (51%) report low confidence in their familiarity with the program, and more than one in six (17%) are unaware of the need to file tax returns to maintain eligibility for annual CLB payments. Self-reported regular tax-filing is associated with a 59% increase in the probability of accessing the CLB, even when controlling for a range of parental characteristics. This study confirms previous work by Harding and colleagues (2019) that non-filing may explain some share of eligible non-participation in education savings incentives. Tax-filing services may be an important pathway to improve CLB access. Low and modest income parents show substantial diversity in their preferred filing methods and outreach efforts cannot be concentrated in only one avenue if they are to be successful. The study also tests a small ‘nudge’ to address gaps in awareness and finds that information-only approaches to outreach are likely to have limited success, even with motivated populations.
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Moro, Leben, and Alice Robinson. Key Considerations: Cross-Border Dynamics between Uganda and South Sudan in the Context of the Outbreak of Ebola, 2022. Institute of Development Studies, December 2022. http://dx.doi.org/10.19088/sshap.2022.045.
This brief summarises key considerations concerning cross-border dynamics between South Sudan and Uganda in the context of the 2022 outbreak of Ebola in Uganda, and the risk of the spread of the virus into South Sudan. It is one of four briefs exploring cross-border dynamics in the context of the outbreak, alongside Kenya, Rwanda and Tanzania. The outbreak is of the Sudan strain of Ebola (Sudan Virus Disease, SVD). SVD is used in this paper to refer to the current outbreak in East Africa, whereas outbreaks of Zaire Ebolavirus disease or general references to Ebola are referred to as EVD. The outbreak of SVD began in Mubende, Uganda, on 19 September 2022. At the time of writing (25 November), there had been 141 confirmed cases and 55 deaths, including seven health workers. Infections had been confirmed in nine districts in Uganda, including in Kampala – a major transport hub. Vaccines used in previous Ebola outbreaks are effective against the Zaire strain of Ebola, and vaccines that could work against the Sudan strain remain under investigation. As of November 2022, there have been no confirmed cases of SVD imported into South Sudan, although several alerts have been investigated. However, the fear that travellers from Uganda might bring the disease into South Sudan has spurred preparations by government institutions and partner organisations, building on the experiences acquired during past outbreaks, particularly Ebola and COVID-19. An EVD High Level Taskforce has been formed, chaired by the Minister for Cabinet Affairs and co-chaired by the Minister of Health. The South Sudan Ministry of Health (MoH) has activated the Public Health Emergency Operation Centre (PHEOC) and Incident Management System (IMS). A national EVD Readiness Plan has been developed and endorsed by the government. A free hotline (number 6666) is in place, which can be used either to report suspected cases or for information on Ebola. Training of staff at border entry points has started. This brief is based on a rapid review of published and grey literature, and informal discussions with the South Sudan Red Cross, IOM, academics from University of Juba, and the PHEOC. It was requested by the Collective Service and was written by Leben Nelson Moro (University of Juba) and Alice Robinson (London School of Economics). It was reviewed by colleagues at the University of Bath, the PHEOC, Internews, Anthrologica, the Institute of Development Studies and the Collective Service. The brief is the responsibility of the Social Science in Humanitarian Action Platform (SSHAP).
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CBT and sertraline are effective treatments for paediatric anxiety, but how do they work? ACAMH, March 2020. http://dx.doi.org/10.13056/acamh.11581.
The Office of Anticorruption and Integrity (OAI) leads the Asian Development Bank’s integrity initiatives by conducting investigations, proactive integrity reviews, integrity due diligence, and knowledge-sharing and collaboration. The coronavirus disease (COVID-19) pandemic continued to impact OAI’s operations in 2021. With significant restrictions still in place at the time, this annual report outlines the initiatives deployed by OAI personnel while predominantly working from home and conducting most prevention and investigation work virtually. It shows how OAI used technology and continued to collaborate with colleagues from ADB resident missions and external experts to assist where in-country work was necessary.
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Office of Anticorruption and Integrity Annual Report 2021. Asian Development Bank, April 2022. http://dx.doi.org/10.22617/arm220160-2.
The Office of Anticorruption and Integrity (OAI) leads the Asian Development Bank’s integrity initiatives by conducting investigations, proactive integrity reviews, integrity due diligence, and knowledge-sharing and collaboration. The coronavirus disease (COVID-19) pandemic continued to impact OAI’s operations in 2021. With significant restrictions still in place at the time, this annual report outlines the initiatives deployed by OAI personnel while predominantly working from home and conducting most prevention and investigation work virtually. It shows how OAI used technology and continued to collaborate with colleagues from ADB resident missions and external experts to assist where in-country work was necessary.
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Facts about adolescents from the Demographic and Health Survey—Statistical tables for program planning: Jordan 1997. Population Council, 2001. http://dx.doi.org/10.31899/pgy21.1018.
The Population Council initiated its work on adolescents in the mid-1990s. At that time, those advocating greater attention to adolescent issues were concerned about adolescent fertility—particularly outside of marriage—and adolescent “risk-taking” behavior. As an international scientific organization with its mandate centered around the needs of developing countries, the Council sought a more nuanced and context-specific understanding of the problems confronting adolescents in the developing world. In working with colleagues inside and outside the Council, it became clear that information on adolescents, and the way data are organized, were limiting the ability to understand the diversity of their experiences or to develop programs to address that diversity. In the absence of data, many adolescent policies were implicitly based on the premise that the lives of adolescents in developing countries were like those of adolescents in Western countries. In fact, significant numbers of young people in the West do not fit this description, and even larger groups within the developing countries. The Council created tables to more clearly describe the diversity of the adolescent experience by drawing on Jordan Demographic and Health Survey data. The tables, presented in this report, are intended to be used as a basis for developing programs.
