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Journal articles on the topic 'Work colleagues'

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Author: Grafiati

Published: 4 June 2021

Last updated: 20 February 2023

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1

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.

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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.

2

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.

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3

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.

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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.

4

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.

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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.

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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.

6

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.

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7

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.

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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.

8

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.

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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.

9

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.

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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.

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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.

11

Astrauskaitė, Milda, Aidas Perminas, and Roy Kern. "Sickness, colleagues’ harassment in teachers’ work and emotional exhaustion." Medicina 46, no. 9 (September 11, 2010): 628. http://dx.doi.org/10.3390/medicina46090089.

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The aim of this study was to assess the relationship among colleagues’ harassment, emotional exhaustion, and sickness absence with a sample of teachers. Material and methods. The sample consisted of 351 teachers from 8 secondary schools in Kaunas. Instruments used in the study included the Work Harassment Scale (WHS) developed by Björkqvist and Österman (1992), the Emotional Exhaustion Scale (the MBI-ES) by Maslach et al. (1996), and a questionnaire of demographic information. Results. Data analysis indicated that a higher level of work harassment was related to higher emotional exhaustion. Regression analysis findings indicated that a higher level of emotional exhaustion was related to higher levels of disruption, humiliation, alienation, and indignity. Teachers who observed harassment reported higher levels of emotional exhaustion. Respondents who missed work due to illness reported higher levels of disruption on the WHS. Conclusions. The study indicated that work harassment could be an important aspect in teacher’s health. The seriousness of the work harassment phenomenon may be supported by the results showing that teachers who witnessed others being harassed experienced a higher level of emotional exhaustion. The phenomenon appears to be an area that requires additional research.

12

Cohen, J. "AIDS Research: Quick Work Draws Scientific Praise, Colleagues' Complaints." Science 273, no. 5283 (September 27, 1996): 1798–0. http://dx.doi.org/10.1126/science.273.5283.1798.

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13

Delva, J. "Greetings Social Work Colleagues and Friends of the Profession." Social Work 51, no. 1 (January 1, 2006): 5–7. http://dx.doi.org/10.1093/sw/51.1.5.

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Buchwald, Henry, and Nicola Scopinaro. "An Invitation to Our Medical Colleagues: Work with Us." Obesity Surgery 20, no. 11 (September 4, 2010): 1465–67. http://dx.doi.org/10.1007/s11695-010-0271-3.

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15

Morley, Stephen, Margo Ononaiye, and Sian Coker. "Tributes to Malcolm AdamsTalk for MalcolmTribute to Malcolm Adams." Clinical Psychology Forum 1, no. 244 (April 2013): 53–56. http://dx.doi.org/10.53841/bpscpf.2013.1.244.53.

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On Thursday 31 January, over fifty psychologists from all over the country attended Malcolm Adam’s funeral that was held at Colney Woodland Burials, outside of Norwich. It was a fine and crisp January day and the location was both peaceful and serene. The funeral was arranged according to humanist tradition and was attended by a large number of Malcolm’s family, friends and colleagues. Tributes were paid by family and work colleagues. Stephen Morley gave the following tribute to Malcolm and spoke for all those present as friend and professional colleague.

16

Aguilera-Velasco, Marie Angels. "Educational Intervention to Sensitize Future Retirees and Work Colleagues about Retirement from Work." Social Sciences 3, no. 6 (2014): 208. http://dx.doi.org/10.11648/j.ss.20140306.14.

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17

Newton, Richard. "Can We Be Colleagues?" Bulletin for the Study of Religion 49, no. 3-4 (April 1, 2021): 1–2. http://dx.doi.org/10.1558/bsor.18910.

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Bulletin editor Richard Newton reflects on the meaning of collegiality. Rather than a simple connection between co-workers, Newton suggests that the term is best understood as a relationship to be tended. This issue of the Bulletin reflects on the tumultuous events of 2020 and showcases the tremendous work scholars of religion have been doing in the face of the moment’s challenges. It also introduces a new advisory board while announcing the publication’s 50th anniversary, a moment that Newton hopes to celebrate— as colleagues— in future issues.

18

Crabtree, Jonathan D. "Building on the Work of Colleagues: A Moment of Reflection." IASSIST Quarterly 37, no. 1-4 (May 26, 2014): 57. http://dx.doi.org/10.29173/iq503.

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19

Hermawan, Eric. "Building Work Spirit: Analysis of the Work Environment, Workload and Co-Workers (Study Literature)." Dinasti International Journal of Economics, Finance & Accounting 2, no. 5 (December 23, 2021): 540–52. http://dx.doi.org/10.38035/dijefa.v2i5.1441.

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Article Literature Review Building Work spirit: Analysis of the Work Environment, Workload and Colleagues is a scientific article that aims to build a research hypothesis of the influence between variables that will be used in future research, within the scope of science Human Resource Management. The method of writing this Literature Review article is by the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this Literature Review article are that: 1) The Work Environment affects Work spirit; 2) Workload affects Work spirit; and 3) Colleagues affect Work spirit. Apart from these 3 exogenous variables that affect the endogenous variables of Work spirit, there are many other factors including the variables compensation, leadership and company loyalty.

20

DEMİREL, Ayşe, Ayşe ÖTKEN, and Özlem KUNDAY. "MOBBING AND WORK ALIENATION: SUPPORT FROM COLLEAGUES AS A MODERATOR." Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 30, no. 1 (April 14, 2015): 1–28. http://dx.doi.org/10.17065/huniibf.103699.

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21

Watts, Jane C. "Black Managers and Their Work Colleagues: A Study of Perceptions." South African Journal of Psychology 18, no. 2 (June 1988): 31–40. http://dx.doi.org/10.1177/008124638801800201.

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South African black managers are experiencing numerous problems as pioneers in the white-dominated managerial world. Management and research studies have usually concentrated on black managers' behaviour without considering their perceptions. Investigations have also typically examined the viewpoints of either black managers or white employees without exploring both groups' perspectives and perceptual differences. The present investigation attempted to redress this by examining the perceptions of 34 black managers, and of selected work colleagues (a boss, peer and subordinate, if available) in regard to the black manager and black job advancement issues. In-depth, focused interviews were conducted. Fundamental interpersonal perceptual discrepancies emerged between the black managers and their work associates. The black managers tended to attribute their work problems and behaviour to external, situational factors. By contrast, their work colleagues often ascribed them to personal dispositions of the black manager. Euclidean distance analyses revealed that the largest interpersonal perceptual differences existed between black manager—boss dyads. This was followed by black manager—peer dyads, boss—peer dyads and black manager—subordinate dyads. The black managers' perceptions diverged significantly from those of their white bosses, whose perceptions were closer to those of the white peers.

22

Nguyen, Ngoc Tram, Mélyssa Lorrain, Joe Nayima Pognon-Hanna, Caroline Elfassy, Valerie Calva, Ana de Oliveira, and Bernadette Nedelec. "Barriers and facilitators to work reintegration and burn survivors’ perspectives on educating work colleagues." Burns 42, no. 7 (November 2016): 1477–86. http://dx.doi.org/10.1016/j.burns.2016.05.014.

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Mellor, Nadine Joelle, George Michaelides, Maria Karanika-Murray, Damien Vaillant, and Laurence Saunder. "Social support as protective factor of the effects of part-time work on psychological health: a moderated mediation model." International Journal of Workplace Health Management 13, no. 5 (June 9, 2020): 497–511. http://dx.doi.org/10.1108/ijwhm-12-2019-0159.

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PurposeThe purpose of this study is to examine the protective effect of social support on psychological health and how it differs by gender in the context of part-time employment.Design/methodology/approachThe sample consisted of 22,786 employees from four service sector organisations. Structural equation modelling was used to test a moderated mediation model assessing the relationship between employment status (part-time vs full-time) and psychological health mediated by social support (from management and colleagues) and moderated by gender.FindingsSocial support from management and colleagues was associated with fewer symptoms of stress, anxiety and depression. Notably, management support had a stronger association than that of colleagues’ support on each of the three health-related variables. Social support was also found to be a mediator of part-time working on health such that lower social support led to increased health symptoms. Moreover, we found moderating gender effects between social support and psychological health such that colleague support had a stronger effect on reduced depression and stress among men than women whilst management support had a stronger effect on reduced anxiety for women. Finally, significant moderated mediating paths were found, but further research is needed to identify other potential moderators of the mediating effects.Originality/valueThe findings suggest complex relationships between part-time employment, social support, psychological health and gender not examined in previous studies. It highlights the value of diverse sources of support and the necessity of addressing specific gender's needs for enhancing psychological health of part-time employees.

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Teoh, Ai Ni, and Livia Kriwangko. "Humility and Competence: Which Attribute Affects Social Relationships at Work?" International Journal of Environmental Research and Public Health 19, no. 10 (May 14, 2022): 5969. http://dx.doi.org/10.3390/ijerph19105969.

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Between likability and competence, people value likable colleagues (regardless of their competence level) more than competent colleagues. If humility replaces competence, the preference might be different since humility is not always associated with positive outcomes. Humility and competence form four archetypes: humble star, humble fool, competent jerk, and incompetent jerk. This study examined the personal and professional preferences for these archetypes in the workplace and how the preference is moderated by colleagues’ seniority. There were 475 working adults aged between 21 and 77 (M = 40.34, SD = 11.32) recruited to complete an online survey. While humble fools were more likable than competent jerks in personal interactions, competent jerks received more cooperation than humble fools in professional interactions. Seniority did not affect these findings. Our findings shed light on whether, and when, humility should be highly valued in organizational settings. Promoting humility in the workplace setting might require more caution.

25

Griffin, Jenna. "Harassment at Work: Technical Guidance." ITNOW 62, no. 2 (May 8, 2020): 32. http://dx.doi.org/10.1093/itnow/bwaa043.

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Abstract Gender inequality in tech has created an industry where women have less power and pay than male colleagues. Information Age compares men’s and women’s salaries in the tech industry by the size of the company uncovering the significant pay gap, especially in smaller organisations1, writes Jenna Griffin, Policy Programme Manager at BCS.

26

Dear, Greg E., Nicole S. Bowron, Simon Burke, Louise C. Furey, Nicholas J. Griffiths, and Sue-Ellen J. Paull. "Perceptions of Another Person's Heavy Drinking as a Function of One's Relationship to the Drinker: A Pilot Study." Psychological Reports 90, no. 2 (April 2002): 426–30. http://dx.doi.org/10.2466/pr0.2002.90.2.426.

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Of 301 participants in a telephone survey, 201 could identify a problem drinker within their social networks. In 67 cases the drinker was a partner, in 45 another family member, in 61 a friend, and in 28 a work colleague. Another person's heavy drinking was reported as most disrupting to one's life when that person was a partner or other family member or if one was living in the same residence as the drinker. The exception to this was that reported disruption to respondents' work life was greatest when the drinker was a work colleague. While there appear to be problems for friends and work colleagues, partners and other family members appear to report the most disruption so providing services to family members seems appropriate.

27

Garelick, Antony, and Leonard Fagin. "Doctor to doctor: getting on with colleagues." Advances in Psychiatric Treatment 10, no. 3 (May 2004): 225–32. http://dx.doi.org/10.1192/apt.10.3.225.

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Doctor-to-doctor relationships are explored. The impact of the employing organisation on working relationships is considered and methods of analysing problems at the organisational and individual level are described. The application of psychodynamic and systems theory in deepening understanding is discussed, illustrated by vignettes from the work situation. The impact of changes in the work environment are considered and potential sources of support listed.

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Coverley, Hannah, Lady Jo Reyes, Susie Verow, and Jason Wong. "It's back to work we go…" Dental Nursing 16, no. 8 (August 2, 2020): 382–83. http://dx.doi.org/10.12968/denn.2020.16.8.382.

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Dental nurse Hannah Coverley talks about her return to practice with colleagues Lady Jo Reyes and Susie Verow at The Maltings Dental Practice in Grantham, Lincolnshire, as they worked alongside newly appointed deputy chief dental officer for England, Jason Wong to welcome back their patients

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Stuart, Paul H. "Political Social Work: Belle Moskowitz Encourages Her Social Work Colleagues to Engage in Political Action." Journal of Community Practice 28, no. 2 (April 2, 2020): 112–20. http://dx.doi.org/10.1080/10705422.2020.1757394.

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Cook, Rosemary. "Russian colleagues remind us to feel proud of our good work." Nursing Standard 22, no. 49 (August 13, 2008): 24. http://dx.doi.org/10.7748/ns.22.49.24.s27.

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Berg, Lena M., Jan Florin, Anna Ehrenberg, Jan Östergren, Therese Djärv, and Katarina E. Göransson. "Reasons for interrupting colleagues during emergency department work – A qualitative study." International Emergency Nursing 29 (November 2016): 21–26. http://dx.doi.org/10.1016/j.ienj.2016.06.001.

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Hambrick, Donald C. "The fattest of the fat cats: observations on Aguinis and colleagues’ findings on CEO pay." Management Research: Journal of the Iberoamerican Academy of Management 16, no. 1 (April 9, 2018): 31–37. http://dx.doi.org/10.1108/mrjiam-04-2017-0741.

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Purpose This paper aims to elaborate upon the work of Aguinis and colleagues (this issue), who showed that there is almost no overlap between the chief executive officers (CEOs; of American publicly traded corporations) who are in the upper tail of the CEO pay distribution and the firms that are in the upper tail of the performance distribution. Design/methodology/approach This paper is an essay/commentary regarding the merits and implications of the paper by Aguinis and colleagues. Findings Drawing upon prior work, the author proposes that CEOs’ tenure-long pay patterns are established – essentially baked-in or hardwired – when CEOs first get hired. For various reasons, some CEOs receive ultra-grand pay packages at the outset of their tenures, and nothing – including mediocre performance – brings about subsequent diminishment of those sweet terms. Research limitations/implications This paper sheds new light on the work by Aguinis and colleagues, in turn contributing new insights about the fairness (or lack thereof) of CEO pay determinations. Originality/value This paper integrates Aguinis and colleagues with prior works on CEO over- and underpayment.

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Wilson, Jeanne M., Michael Boyer O'Leary, Anca Metiu, and Quintus R. Jett. "Perceived Proximity in Virtual Work: Explaining the Paradox of Far-but-Close." Organization Studies 29, no. 7 (May 20, 2008): 979–1002. http://dx.doi.org/10.1177/0170840607083105.

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One's colleagues can be situated in close physical proximity, yet seem quite distant. Conversely, one's colleagues can be quite far away in objective terms, yet seem quite close. In this paper, we explore this paradoxical phenomenon of feeling close to geographically distant colleagues and propose a model of perceived proximity (a dyadic and asymmetric construct which reflects one person's perception of how close or how far another person is). The model shows how communication and social identification processes, as well as certain individual and socio-organizational factors, affect feelings of proximity. The aim is to broaden organizational studies' theoretical understandings of proximity to include the subjective perception of it. By shifting the focus from objective to perceived proximity, we believe that scholars can resolve many conflicting findings regarding dispersed work. By understanding what leads to perceived proximity, we also believe that managers can achieve many of the benefits of co-location without actually having employees work in one place.

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Van de Leemput, Cécile, and Ophélie Amelin. "A Study on Gravity Perception, Causal Attributions and Risk Perception in the Work Accidents Victims Colleagues." Psihologia Resurselor Umane 5, no. 2 (January 20, 2020): 48–57. http://dx.doi.org/10.24837/pru.v5i2.327.

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The influence of causal explanations on the attitudes and behaviours of victims of work accidents is frequently testified. Studies highlight the reality of self-defensive bias, preserving the individual from the feelings of uncertainty and control loss. Focused on the colleagues of accident victims, this research, based on semi-structured interviews with 38 manual technical workers, showed that causal explanations refer mainly to bad luck or to the victims' errors, this result varying according to accident severity. Workers with the same occupation and the same status estimated the severity of their colleague's accident to be lower than that of other workers. Comparative optimism bias was observed for those who declare not to have modified their behaviours in the aftermath of the accident.

35

Rhodes, Margaret L. "Social Work Challenges: The Boundaries of Ethics." Families in Society: The Journal of Contemporary Social Services 73, no. 1 (January 1992): 40–47. http://dx.doi.org/10.1177/104438949207300105.

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The author discusses the boundaries we draw around ethics in social work and how we distinguish ethical from nonethical concerns. The author purports that sometimes we restrict our ethical vision by drawing ethical boundaries around our understanding of clients, our relationships with colleagues, and political issues.

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Fenton, Jane. "Talkin’ Bout iGeneration: A New Era of Individualistic Social Work Practice?" British Journal of Social Work 50, no. 4 (August 23, 2019): 1238–57. http://dx.doi.org/10.1093/bjsw/bcz099.

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Abstract This article considers the impact of generational changes on the new cohort of social work students most of whom were born post-1995, and therefore belong to ‘iGeneration’ (iGen). This article is especially concerned with the finding that the generation before iGen is more right-wing authoritarian than all post-war generations and what this might mean for the future of social work should that trajectory continue. A study was undertaken to examine the attitudes of 122 iGen students in first-year university course in Scotland. Results show that mean attitudinal measures were right-wing authoritarian in relation to crime and punishment and to unemployed people. Social work students aligned more in their attitudes with their primary education colleagues and less with their less authoritarian community education colleagues, and, overall, the iGen cohort was significantly more right-wing authoritarian than their older colleagues. In essence, there was evidence to suggest that an individualistic, self-sufficiency neoliberal narrative had been quite profoundly internalised by the iGen cohort of students. Implications of a new individualistic practice are considered, and suggestions for social work education programmes are made.

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van Gelderen, Benjamin R., and Leonie W. Bik. "Affective organizational commitment, work engagement and service performance among police officers." Policing: An International Journal of Police Strategies & Management 39, no. 1 (March 21, 2016): 206–21. http://dx.doi.org/10.1108/pijpsm-10-2015-0123.

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Purpose – The purpose of this paper is to examine the relationship between police officers’ affective organizational commitment, work engagement, and (perceived) service performance. Design/methodology/approach – Participants included 114 police officers who completed a questionnaire that measured their affective commitment, social job resources, supervisor support, work engagement, and extra-role performance (i.e. offering service to colleagues). A dyadic design was used that related police officer commitment to the perceived service performance as rated by 165 crime victims (cross-over effect). Findings – Results of structural equation modeling revealed that commitment was positively related to seeking colleague support to increase social job resources. Furthermore, the results indicated that supervisor support mediated the positive relationship between commitment and work engagement/extra-role performance. In contrast, commitment was negatively related to the perceived service performance of police officers as rated by crime victims. Research limitations/implications – The results indicate that while affective commitment supports police officers’ work engagement and promotes the seeking and offering of colleague assistance, it also tempers external service performance ratings. Originality/value – This paper enhances the understanding of how the affective commitment of police officers can be related differently to internal and external outcomes. The results are discussed in relation to police culture and performance theory.

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Hagihara, Akihito, Kimio Tarumi, and Koichi Nobutomo. "Work Stressors, Drinking with Colleagues after Work, and Job Satisfaction among White-Collar Workers in Japan." Substance Use & Misuse 35, no. 5 (January 2000): 737–56. http://dx.doi.org/10.3109/10826080009148419.

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Coghill, David. "Services for adults with ADHD: work in progress." BJPsych Bulletin 39, no. 3 (June 2015): 140–43. http://dx.doi.org/10.1192/pb.bp.114.048850.

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SummaryMagon and colleagues highlight a number of relative strengths and weaknesses very reminiscent of those we have seen over the years in the development of similar services for children and adolescents. It is clear that we all have a lot of work to do to improve our approach to the transition from child to adult services. There was clear evidence that adult services can adapt to manage ADHD, but there is also a clear need for increased upskilling of clinicians in the practical management of medication and other treatments. I disagree with Magon and colleagues about the role of primary care and believe that treatment initiation and ongoing monitoring should, for the time being, remain in secondary care and that, because of the volume of work that will come our way, this will need to become a core rather than specialist task. As with other aspects of psychiatric care, there is a clear role for specialist nurses in delivering a significant proportion of the core care.

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Singh, Joginder P. "Managerial Culture and Work-related Values in India." Organization Studies 11, no. 1 (January 1990): 075–101. http://dx.doi.org/10.1177/017084069001100106.

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Replication studies using Hofstede's Values Survey Module (VSM) show that scores on the four dimensions of culture tend to vary considerably for different samples. The present research studied the Indian managerial culture based upon a sample of 176 managers from 56 organizations and analysed variations in scores due to age, education and the nature of job, etc. The results show that considering the effective range of the scales, the Indian managers' scores are low on all four dimensions. Results also show that cultural scores tend to vary selectively with age, education, nature of job and economic sector. Variations in power distance were related to preferred and perceived style of the superior, in uncertainty avoidance to stress at work and employment stability, in individualism to the importance of cooperative colleagues and desirable area for living, and in masculinity to cooperative colleagues, and opportunities for earning and advancement. Finally, the results show that different dimensions have varying degrees of stability.

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Nelson, Ryan H., and Michael Ashley Stein. "Erasing Workers’ Identities: Comment on Blanck, Hyseni, and Altunkol Wise’s National Study of the Legal Profession." American Journal of Law & Medicine 47, no. 1 (March 2021): 71–75. http://dx.doi.org/10.1017/amj.2021.4.

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“Bring your whole self to work” remains a common mantra of supporters of workplace diversity, equity, and inclusion (“DEI”).1 For example, disability rights advocates have long contended that hiding or downplaying one’s disability from one’s colleagues at work “create[s] an invisible layer of additional work for the individual” in being accepted at the job and negatively affects productivity.2 LGBTQ+ rights advocates have raised similar points, noting that hiding or downplaying one’s sexual orientation or gender identity from one’s colleagues hinders internal advancement of LGBTQ+ workers.3 As recently as 2019, however, a Deloitte study found that sixty-one percent of workers hid or downplayed one or more of their identities from their colleagues at work.4

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Shearmur, Richard. "A Personal Perspective on Mario Polèse’s Research in Regional Science." Canadian Journal of Regional Science 42, no. 1 (November 10, 2021): 6–10. http://dx.doi.org/10.7202/1083636ar.

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In this brief paper I outline some of Mario Polèse’s work in regional economics and local development that has marked my career and which has inspired much of my own research -, first as his student, then as his colleague. Notwithstanding the importance of his work, I try to point out the other – probably more important – ways in which Mario Polèse has influenced me, and – I suspect – other students and colleagues. This influence comes more from his integrity, fearlessness and humanism than from any specific idea or paper – though these qualities also permeate his writing on regional economies and cities.

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Zagorodniuk, Igor. "Theodosius Dobrzhansky’s scientific work in Kyiv: key milestones and colleagues (a story of one photograph)." Novitates Theriologicae, no. 12 (June 16, 2021): 380–95. http://dx.doi.org/10.53452/nt1262.

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Details of the development of studies, the circle of communication and the subsequent fate of colleagues of Th. Dobrzhansky during his work in Kyiv in 1920–1924 are considered. Information is given on the stages of professional growth and affiliations of the young scientist (5 key positions) and his main scientific achievements during his work in Kyiv (5 positions), which became the basis for further rise to worldwide recognition. The only known collective photo of the Kyiv period is analysed in detail with attention to the location and colleagues showed on the photo. The photo was unambiguously taken in the Zoological Laboratory of Kyiv Polytechnic Institute. This is evidenced by the details of the entourage and comparison of images of stuffed animals in the photo of 1924 and 1902. Detailed information is given about each of Dobrzhansky’s colleagues showed in the photo: M. Greze, S. Ivanov, Y. Kerkis, L. Kossa¬kovsky, O. Lebedev, M. Levitt, and G. Shpet. With the exception of Dobrzhansky, Prof. Lebedev and M. Greze, the team in the photo can be identified as a group of zoologists, most of whom just planned to became or already were students. Among Dobrzhansky’s students or junior colleagues, only Y. Horoshchenko is absent in the photo. All of them remained in contact with Dobrzhansky after his departure to Petrograd and New York.

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Wut, Tai Ming, Jing (Bill) Xu, and Stephanie Wing Lee. "Does Gender Matter? Effect of Colleagues’ Support on Work Engagement of Salespeople." Sustainability 14, no. 12 (June 9, 2022): 7069. http://dx.doi.org/10.3390/su14127069.

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Salespeople suffer from work pressure in their workplace. Hence, an important issue in sales management is how to increase salesperson confidence and motivate them to work harder. This study examines social support from management and peers on sales employees using the stimulus-organism-response (SOR) theory. A cross-sectional survey was then conducted among 140 female and male salespersons from the insurance/financial/retail industries during the pandemic period in Hong Kong. It was found that management support was important for the work engagement of salespeople. Self-confidence can be improved through consultation with managers. Female salespersons prefer sharing their concern with managers from another department, whereas male salespersons opt for managers from the same department. Peer support from sales colleagues of the same department was not preferred. Emotional support for female salespeople and cognitive support for male salespeople should be provided.

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Paul, Lissa, Vanessa Joosen, Elizabeth Marshall, and Peter Hunt. "Jack Zipes discusses his work: A panel conversation with friends and colleagues." Book 2.0 7, no. 2 (November 1, 2017): 127–35. http://dx.doi.org/10.1386/btwo.7.2.127_7.

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Whittington, Ronaele. "What Colleagues Need to Know About the Cost of Independent Social Work." Journal of Independent Social Work 2, no. 3 (July 14, 1988): 85–88. http://dx.doi.org/10.1300/j283v02n03_10.

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Hikspoors, Frans. "Dying to get to work or getting to work to die?" Nowadays and Future Jobs 2, no. 1 (February 5, 2019): 1–3. http://dx.doi.org/10.21511/nfj.2.2019.01.

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Dying for a Paycheck: How Modern Management Harms Employee Health and Company Performance – and What We Can Do About It. Jeffrey Pfeffer. New York, New York: Harper Business, 2018, 272 pp., ISBN 13: 978-0062800923 Why isn’t there a sustainability plan for humans in their workplace? Almost every serious multinational company has a sustainability policy concerning the environmental pollution. Companies are obliged to make EIR (Environmental Impact Reports). However, when it comes to the human resources, no policies are set into place to protect the physical and mental wellbeing of their employees. If there are attempts made to ban toxic products and processes, why isn`t there a protection against toxic management systems?This is one of the challenging questions Jeffrey Pfeffer presents in his latest book “Dying for the paycheck”. No, there is no error, the title indeed is “Dying for the paycheck”. Pfeffer explains his provocative title in an interview with Dan Schawbel: “Two colleagues and I estimated that about one-half of the 120,000 excess deaths from workplace exposures annually was preventable” (retrieved from Dan Schawbel personal branding blog: http://www.personalbrandingblog.com/jeffrey-pfeffer-employers-care-health-employees/). These numbers are being put into perspective by comparison to 27 European countries and Pfeffer’s conclusion is that by estimate, 60,000, or half the death, and about 63 billion, or one-third of the excess costs, might be preventable (Pfeffer, chapter 2, page 6).

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Hartnett, Mary Joanie, Ann McCoy, Rahila Weed, and Nicole Nickens. "A Work in Progress." Educational Renaissance 3, no. 1 (December 29, 2014): 33–54. http://dx.doi.org/10.33499/edren.v3i1.81.

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Colleagues at a midwestern university implemented a multi-semester co-teaching pilot for student teaching, and based on the data collected, are moving toward full implementation in the spring of 2015 for all pre-service teachers in the College of Education (COE). Part of the study replicated work conducted by St. Cloud University (Bacharach & Heck, 2011) and utilized that university’s evaluation instruments. However, the lessons learned in the pilot reveal some of the still “unanswered” questions as to how to ensure the quality and effectiveness of the co-teaching model during student teaching. Researchers share results and insights, and suggest action steps for full implementation of the co-teaching model.

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Segal, Nancy L. "Symposium in Honor of Irving I. Gottesman (December 29, 1930–June 29, 2016)." Twin Research and Human Genetics 21, no. 4 (July 20, 2018): 281–84. http://dx.doi.org/10.1017/thg.2018.29.

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The June 2016 death of our esteemed colleague, Dr Irving I. Gottesman, was felt as an extreme loss at so many levels by colleagues, students, friends, and family across the globe. Irv's stellar contributions to the field of twin research will continue to be remembered and cited for many years to come. In commemoration of his life and work, I organized a symposium at the 16th meeting of the International Society for Twin Studies, held in Madrid, Spain, November 16–18, 2017. The panelists included mostly former students, as well as colleagues, who presented their scientific research and personal remarks reflecting Irv's profound influence in shaping their lives and careers. A chronology of Irv's academic positions and honors is included in the introduction to this special issue of Twin Research and Human Genetics, followed by brief sketches of the panel participants; their scholarly papers and personal reflections follow.

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Colman, Peter M., and Antony W. Burgess. "Colin Wesley Ward 1943–2017." Historical Records of Australian Science 29, no. 2 (2018): 191. http://dx.doi.org/10.1071/hr17020.

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Colin Wesley Ward's professional life played out at the Commonwealth Scientific and Industrial Research Organisation (CSIRO) laboratory on Royal Parade, Parkville, Victoria, where he was a scientist, leader, raconteur, colleague and friend to several generations of staff who worked there. Ward's scientific legacy encompasses large bodies of work on antigenic variation in influenza viruses, the taxonomy of plant viruses, veterinary vaccines and the structure and function of several growth factor receptors. On retirement from CSIRO he continued work on the insulin receptor with colleagues at the Walter and Eliza Hall Institute of Medical Research, conceived of and founded CSIRO pedia and compiled his family history.