Journal articles on the topic 'Work-Related Proactivity'
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Bindl, Uta K. "Work-related proactivity through the lens of narrative: Investigating emotional journeys in the process of making things happen." Human Relations 72, no. 4 (June 22, 2018): 615–45. http://dx.doi.org/10.1177/0018726718778086.
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Organizations benefit from proactive employees who initiate improvements at work. Although evidence suggests happy employees are more likely to become proactive, the emotional journeys employees take during the process of making things happen, and their implications for future proactivity at work, remain unclear. To develop an understanding of patterns of emotions in the process of proactivity, I conducted a qualitative study based on 92 proactivity episodes by employees and their managers in the service centre of a multinational organization. Findings, through the lens of narrative, indicate that emotional journeys in proactivity took different forms. First, a proactivity-as-frustration narrative captured individuals’ emotional patterns of proactivity as a consistently unpleasant action when initiated and seen through. Second, a proactivity-as-threat narrative captured instances of proactivity that derailed at the onset, owing to feelings of fear. Third, a proactivity-as-growth narrative, although initially characterized by negative emotions, gave way to feelings such as excitement, joy and pride in the process, as well as to sustained motivation to engage in proactivity. Overall, findings of this research show that as employees embark in showing initiative in their organization, they are set on different emotional paths that, in turn, likely impact their future willingness to become proactive at work.
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Parker, Sharon K., and Ying Wang. "Helping people to ‘make things happen’: A framework for proactivity at work." International Coaching Psychology Review 10, no. 1 (March 2015): 62–75. http://dx.doi.org/10.53841/bpsicpr.2015.10.1.62.
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Proactivity, which involves self-initiated change in oneself or change in the environment to bring about a better future, is an increasingly important behaviour at workplace. This paper summarises a model of proactivity at work. We first discuss the importance of proactivity, presenting empirical evidence about its benefits for individual and organisational performance. We then discuss current perspectives on proactivity, explaining it as a goal-directed process that involves, first, the setting of a proactive goal (proactive goal generation), and second, striving to achieve that proactive goal (proactive goal striving). We then present three motivational pathways of proactivity and the related ‘can do,’ ‘reason to,’ and ‘energised to’ motivational states that prompt proactive goal generation and goal striving. Next we present distal antecedents of proactivity that influence the proactive motivational states and thereby lead to proactive behaviours, including contextual variations in work design, leadership, and group climate, as well as individual characteristics such as personality and learning styles. We consider the potential dark side of proactivity and propose the expanded concept of wise proactivity to articulate the type of proactivity that is likely to be truly desirable within the workplace. We conclude the paper by discussing the applications of proactivity in the coaching context.
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Kim, Byeong Jo, Denise M. Rousseau, and Maria Tomprou. "Training and Diffusion of Change: The Impact of Training and Proactivity on Change-Related Advice Giving." Journal of Applied Behavioral Science 55, no. 4 (August 31, 2019): 453–76. http://dx.doi.org/10.1177/0021886319865323.
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This study investigates the effects of organizational change–related training on the diffusion of change through the employee advice network. It also examines the contribution of employee proactivity to the effects of that training. We compare trainees ( N = 46) and nontrained peers ( N = 47) doing similar work at pre- and posttest to examine how training and individual proactivity contribute to the change process. Results indicate that training is associated with increased change-related knowledge and skills and greater change-related advice giving (i.e., in-degree centrality). Additionally, proactivity is positively related to change-related advice giving and seeking (i.e., in- and out-degree centrality). Our findings also show that the effect of training on change-related advice giving is stronger for more proactive trainees than less proactive ones. We discuss our study’s theoretical and practical implications for both organizational change and employee proactivity.
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Tornau, Katharina, and Michael Frese. "Construct Clean-Up in Proactivity Research: A Meta-Analysis on the Nomological Net of Work-Related Proactivity Concepts and their Incremental Validities." Applied Psychology 62, no. 1 (June 5, 2012): 44–96. http://dx.doi.org/10.1111/j.1464-0597.2012.00514.x.
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Maden, Ceyda. "Linking high involvement human resource practices to employee proactivity." Personnel Review 44, no. 5 (August 3, 2015): 720–38. http://dx.doi.org/10.1108/pr-01-2014-0030.
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Purpose – The purpose of this paper is to examine the relationships between employees’ perceptions of high-involvement human resource (HR) practices, their levels of work engagement and learning goal orientation, and their proactive behaviors. Design/methodology/approach – The sample of the study included 240 employees who work in Istanbul, Turkey, chosen from the major industries that represent the economic profile of this city. The hypotheses were tested with structural equation modeling procedure. Findings – The results revealed that apart from perceived recognition, all the perceived high-involvement HR practices were positively related to employees’ work engagement, which in turn predicted their learning goal orientation. Besides, the results indicated that work engagement affected both individual innovation and feedback inquiry significantly, whereas learning goal orientation predicted only feedback inquiry. Finally, the findings revealed that only perceived empowerment and competency development practices were linked to feedback inquiry through work engagement and learning goal orientation. Research limitations/implications – The generalizability of the findings is limited. The data are based on self-report and the use of cross-sectional data does not allow any definite conclusions to be drawn about causality. Practical implications – Organizations that aim to increase employee proactivity need first to identify the means of increasing work engagement. One way of increasing engagement levels among employees is to invest in various kinds of supportive, high-involvement HR practices, such as competence development and information sharing. Originality/value – This study explores the notion of high-involvement HR practices with employee proactivity in an integrative way by viewing work engagement as a latent mechanism that links high-involvement HR practices to proactive behaviors both directly and indirectly via increased learning goal orientation.
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Zahoor, Adil. "Teacher Proactivity Influencing Student Satisfaction and Loyalty Role of Job Crafting and Work Engagement." Vikalpa: The Journal for Decision Makers 43, no. 3 (July 25, 2018): 125–38. http://dx.doi.org/10.1177/0256090918785046.
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Executive Summary During the recent past, various researchers have argued that educational institutions fall within the domain of service industry ( Joseph & Beatriz, 1997 , Journal of Marketing for Higher Education, 8(2), 1–13). Consequently, service marketers have placed unprecedented attention on education sector to explore the marketing aspect of academic institutions. Furthermore, because of intensifying global competition and increasing cost of education, academic institutions are placing additional emphasis on student-related outcomes rather than merely concentrating on the skills and abilities of their graduates. In this backdrop, this study investigates the hitherto unexplored antecedents of two significant student-related outcomes (student satisfaction and loyalty), that is, proactive personality of teachers. The study also provides a possible explanation of this relationship through the mediating role of job crafting and work engagement. This would help academicians to develop broader insights into the domain of antecedents of positive student experiences. Dyads of 159 teachers from 20 universities in India were created and responses were collected on job crafting and work engagement (self-ratings) and proactive personality (peer-ratings) using a structured questionnaire. About 608 students were approached from the same universities to collect data regarding their satisfaction and loyalty. The sample universities included both central and state universities. All constructs were measured using previously developed scales. The hypothesized relationships were tested in AMOS 20 using structural equation modeling. The results evidenced a significant positive influence of teacher proactivity on student satisfaction and their loyalty. Also, job crafting and work engagement are found to significantly and sequentially mediate the relationship between teacher proactivity and student outcomes. Therefore, academic practitioners are required to place additional emphasis on proactivity of the teaching staff so as to result in positive student service experience. It is suggested that the selection and recruitment process of teaching faculty be redesigned to identify proactivity of prospective teachers.
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Susomrith, Pattanee, and Alan Coetzer. "Effects of informal learning on work engagement." Personnel Review 48, no. 7 (November 4, 2019): 1886–902. http://dx.doi.org/10.1108/pr-10-2018-0430.
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Purpose The purpose of this paper is to explore the relationships between task-based and interactional informal learning practices in small professional services firms and the moderating role of proactivity in the relationship. Design/methodology/approach Job demand-resources theory was used to develop theoretical arguments for a link between informal learning and work engagement. Data were collected from 203 employees in professional services firms and analysed using structural equation modelling. Findings Analysis of the data showed that opportunities to learn through task-based learning processes and through interactions with supervisors and colleagues were positively related to employees’ levels of work engagement. Furthermore, the strength of relationships between these informal learning practices and work engagement was influenced by employees’ proactivity. Research limitations/implications The limitations pertain to the non-random sampling procedure, cross-sectional nature of the study and the use of self-report measures. These limitations were mitigated by employing rigorous analytical procedures. Practical implications The results suggest that managers are able to influence the quantity and quality of informal workplace learning through strategies such as selecting employees who have a propensity for proactive behaviour, encouraging proactive behaviour, enabling experimentation and reflection and fostering positive interpersonal relations. Originality/value The study links two streams of research that have seemingly not been connected previously. The results suggest that small firms are sites with abundant potential for development of employees’ knowledge and skills and the associated experiences of work engagement.
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Yan, Jun. "The impact of entrepreneurial personality traits on perception of new venture opportunity." New England Journal of Entrepreneurship 13, no. 2 (March 1, 2010): 21–35. http://dx.doi.org/10.1108/neje-13-02-2010-b002.
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This empirical study examined links between entrepreneurial personality traits and perception of new venture opportunity in a sample of 207 respondents. Four entrepreneurial personality traits were included to predict respondents℉ perception of new venture opportunity. They are (1) achievement motivation, (2) locus of control, (3) risk propensity, and (4) proactivity.The results of multiple regression analysis show that three of the four entrepreneurial personality traits‐locus of control, risk propensity, and proactivity‐related significantly to perception of new venture opportunity in expected directions. Among the three personality traits, proactivity was found to have the strongest influence over entrepreneurial perception. No significant relationship was found between achievement motivation and perception of new venture opportunity. Among six control variables, only work experience was found to influence perception of new venture opportunity. This study explored links between entrepreneurial personalities and cognition and its results suggest that a combination of trait and cognition approaches contributes to a better understanding of entrepreneurial decision-making process. Both theoretical and practical implications were discussed.
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Hucko-Biernat, Olga. "Auto-narrative Work as a form of Art Therapy and Contemporary Challenges." Studia z Teorii Wychowania XIII, no. 3 (40) (November 24, 2022): 319–31. http://dx.doi.org/10.5604/01.3001.0016.1140.
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This article presents the assumptions, the aims, and the course of the author's project of art-therapeutic auto-narrative work as a form of an adult development support. The problem concerns proactivity and reflexivity of an individual facing various challenges. The article describes sociological concepts regarding human condition and proposes related definitions of the title challenges. The theoretical background of auto-narrative work is presented by referring to narrative and biographical learning, narrative identity, biographical work, and self-creation. A sketch of the art therapy process leading to increase the ability to better cope with everyday life and achieve self-awareness is outlined. The problem requires further study, research, and discussion of its applicability in practice.
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Carse, Traci, Barbara Griffin, and Mathew Lyons. "The Dark Side of Engagement for Older Workers." Journal of Personnel Psychology 16, no. 4 (October 2017): 161–71. http://dx.doi.org/10.1027/1866-5888/a000173.
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Abstract. Late-career workers must remain employed for longer, but in doing so face the unique challenge of remaining active and productive at work while not disregarding the need to maintain health and plan for retirement, both of which are necessary for work longevity and successful aging. This study investigated whether work engagement, a motivator of proactive behavior in the work domain, would exhibit a dark side by acting as a de-motivator of proactive behavior in the health and retirement domains. Results from 1917 participants showed that one dimension of engagement, vigor, was positively associated with proactivity across domains. In contrast, absorption, although positively related to proactive behavior at work, was associated with fewer health behaviors and was unrelated to retirement planning.
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Chen, Xiao-Ping, Wei He, and Liang-Chieh Weng. "What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters." Journal of Management 44, no. 3 (August 13, 2015): 946–71. http://dx.doi.org/10.1177/0149206315598372.
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In this paper, we identify the basis of leader–member exchange (LMX) differentiation as a crucial factor influencing the relationship between LMX differentiation and work group outcomes. Drawing from the relational theories of procedural justice, we theorize members’ task performance and organizational citizenship behavior (OCB) as the two main bases of LMX differentiation. We hypothesize that LMX differentiation will be less negatively related to intragroup relational quality and group proactivity when there is more task performance–based and/or OCB-based LMX differentiation within the group. Data from two field studies provide consistent evidence for the moderating effects of these two bases of LMX differentiation. In addition, the results of Study 2 show that the task performance–based LMX differentiation moderates the cross-level relationship between LMX differentiation and members’ procedural justice perceptions. At the group level, the procedural justice climate mediates the interactive effects of LMX differentiation and task performance–based LMX differentiation on group proactivity but not on intragroup relational quality. We discuss the theoretical and empirical implications of these findings in the organizational context.
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Koper, Christopher S., Xiaoyun Wu, and Cynthia Lum. "Calibrating Police Activity Across Hot Spot and Non-Hot Spot Areas." Police Quarterly 24, no. 3 (February 15, 2021): 382–406. http://dx.doi.org/10.1177/1098611121995809.
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Maximizing crime prevention through large-scale implementation of hot spot policing requires a more refined understanding of how to calibrate police activity across high and low-risk areas. This study investigates these issues based on the experience of a large urban police agency that substantially reduced proactive activities across a large area due to resource cutbacks while also shifting a larger share of its declining proactive work into prioritized micro hot spots. Time series models were used to estimate the effects of these changes on crime-related calls in hot spots and non-hot spot areas. Hot spots required higher levels of proactivity (expressed as rates per day or per crime) to control crime, and serious crime rose in these locations following modest reductions in proactivity. In areas outside hot spots, minor and property crimes rose, but only after reductions of one-half to two-thirds in proactive work. Violence was unaffected in these areas, and they did not experience accelerated growth in crime relative to prioritized hot spots. These results help to illuminate minimum levels of police activity that may be necessary to control crime in places of varying risk. They also suggest that police can reduce proactive work by substantial amounts in lower risk areas to place more emphasis on hot spots. Better understanding of these issues is central to widespread, systematic operationalization of hot spot policing as a means to reduce crime across large areas.
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Deng, Hong, Yanjun Guan, Chia-Huei Wu, Berrin Erdogan, Talya Bauer, and Xiang Yao. "A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance." Journal of Management 44, no. 8 (September 20, 2016): 3288–310. http://dx.doi.org/10.1177/0149206316668237.
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Theories of perceived overqualification have tended to focus on employees’ job-related responses to account for effects on performance. We offer an alternative perspective and theorize that perceived overqualification could influence work performance through a relational mechanism. We propose that relational skills, in the form of interpersonal influence of overqualified employees, determine their tendency to experience social acceptance and, thus, engage in positive work-related behaviors. We tested this relational model across two studies using time-lagged, multisource data. In Study 1, the results indicated that for employees high on interpersonal influence, perceived overqualification was positively related to self-reported social acceptance, whereas for employees low on interpersonal influence, the relationship was negative. Social acceptance, in turn, was positively related to in-role job performance, interpersonal altruism, and team member proactivity evaluated by supervisors. In Study 2, we focused on peer-reported social acceptance and found that the indirect relationships between perceived overqualification and supervisor-reported behavioral outcomes via social acceptance were negative when interpersonal influence was low and nonsignificant when interpersonal influence was high. The implications of the general findings are discussed.
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Chiaburu, Dan S., Troy A. Smith, Jiexin Wang, and Ryan D. Zimmerman. "Relative Importance of Leader Influences for Subordinates’ Proactive Behaviors, Prosocial Behaviors, and Task Performance." Journal of Personnel Psychology 13, no. 2 (January 2014): 70–86. http://dx.doi.org/10.1027/1866-5888/a000105.
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We meta-analytically examine the relationships between three forms of leader influence, contingent reward (transactional), leader-member exchange (LMX; relational), and transformational (change-oriented) on subordinates’ proactive behaviors. Using non-self-reported data from a combined sample of more than 9,000 employees, we confirm positive relationships between leader influences and employee proactive outcomes. We examine the extent to which one leadership influence is stronger than the others in promoting subordinate proactivity. By combining our new meta-analytic data with existing meta-analytic correlations, we further investigate the extent to which various leadership predictors are differentially related to proactive and prosocial contextual performance, and to task performance. For all outcomes, there are only minimal differences between the contingent reward, LMX, and transformational leadership predictors. Using our results, we propose future research directions for the relationship between leader influences and subordinate work effectiveness.
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Walk, Marlene, and Femida Handy. "Job Crafting as Reaction to Organizational Change." Journal of Applied Behavioral Science 54, no. 3 (May 29, 2018): 349–70. http://dx.doi.org/10.1177/0021886318777227.
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Change recipients are not just negative and passive, but positive and active shapers of organizational change; we draw on job crafting to reflect positive and proactive behaviors individuals display in their changing work environment. Drawing on job crafting and organizational change theory, this study proposes a conceptual framework that links change-specific context factors to job crafting as a form of change proactivity. These factors provide the impetus for change recipients to engage in job crafting, a relationship that is moderated by individual differences and situational factors. Job crafting is also related to organizational and individual outcomes. We test these relationships using data collected from teachers shortly after a major policy change was announced in Germany’s public education sector. This study provides new insights into the antecedents and outcomes of job crafting, while offering a positive framing of change recipients as positive and active shapers during organizational change.
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Lake, Christopher J., Scott Highhouse, and Alison G. Shrift. "Validation of the Job-Hopping Motives Scale." Journal of Career Assessment 26, no. 3 (August 2, 2017): 531–48. http://dx.doi.org/10.1177/1069072717722765.
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Job-hopping is the practice of making frequent voluntary job changes. Integrating theory and research from career and organizational turnover research, two distinct motives for job-hopping were proposed. The escape motive describes frequently changing jobs to escape disliked work environments, whereas the advancement motive describes frequently changing jobs as a means of career advancement. A self-report measure of job-hopping motives was developed and validated using responses from 221 students and 1,528 adults. Factor analysis showed that the motives are distinct but moderately related. The escape motive was associated with negative reactivity (impulsivity, negative affect) and script-based turnover decisions. The advancement motive was associated with positive proactivity (persistence, growth need strength), and protean, boundaryless, and kaleidoscope career theory components. Both motives were associated with organizational withdrawal, quick turnover decisions, and increased turnover. Job-hopping motives predicted historic job change rate over and above demographic, career, and organizational turnover variables.
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Hands, Africa S. "Tapping into the assets of first-generation students during times of transition." Information and Learning Sciences 121, no. 7/8 (June 10, 2020): 611–18. http://dx.doi.org/10.1108/ils-04-2020-0065.
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Purpose This paper aims to present research on the assets of first-generation college students and offer asset-based practices that can be implemented to support students during emergency transitions. Design/methodology/approach This paper reviews the literature related to first-generation college students and cultural wealth and then details practices for implementation by librarians working to enhance the transition to online learning for this student group. Findings The author identified in the literature six assets of first-generation college students: reflexivity, optimism, academic resilience, goal-orientation, civic-mindedness and proactivity. These assets coupled with Yosso’s concept of community cultural wealth provide a frame of reference for examining and implementing services and programs to enhance the educational experience of first-generation college students during emergency transitions. Originality/value Whereas existing literature on first-generation college students assumes a deficit lens, this paper puts forth the cultural assets of this population that may be leveraged by librarians. Student assets are positioned alongside forms of capital that also may be utilized to guide the work of librarians.
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Plomp, Judith, Maria Tims, Jos Akkermans, Svetlana N. Khapova, Paul G. W. Jansen, and Arnold B. Bakker. "Career competencies and job crafting." Career Development International 21, no. 6 (October 10, 2016): 587–602. http://dx.doi.org/10.1108/cdi-08-2016-0145.
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Purpose The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being. Design/methodology/approach Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations. Findings The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities. Research limitations/implications This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment. Practical implications Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies. Originality/value This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
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Van der Heijden, Béatrice I. J. M., Tinka C. V. Van Vuuren, Dorien T. A. M. Kooij, and Annet H. de Lange. "Tailoring professional development for teachers in primary education." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 22–37. http://dx.doi.org/10.1108/jmp-07-2014-0211.
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Purpose – The aim of this survey study among N=180 Dutch teachers was to examine the moderating role of calendar age and proactive personality in the relationships between developmental opportunities, on the one hand, and work engagement and self-perceived employability, on the other. The paper aims to discuss these issues. Design/methodology/approach – Hierarchical regression analyses have been used, illustrated by means of quotes – gathered through open questions in the survey – to support the quantitative findings. Findings – A significant interaction effect between calendar age and developmental opportunities in relation to self-perceived employability, but not to work engagement, has been found, revealing stronger positive effects for developmental opportunities among older workers than among younger ones. Research limitations/implications – The present study provides a starting-point for further research on professional development in other occupational settings. Practical implications – The use of age-conscious developmental opportunities is a powerful tool in encouraging life-long learning. Social implications – Improvement in teachers’ engagement and employability will enhance their performance, will consequently lead to better pupil performance, and will contribute to the wider status of the profession, meaning that more young talented people will seriously consider working in the field and thereby helping to address the urgent need for more teaching staff. Originality/value – This study increases the knowledge of professional development among teachers and examines to what extent age and proactivity play a role in this regard. The results of the empirical work challenge dominant views on age-related declines and losses, and invite the authors to continue scholarly work in this field focussing upon long-term intra-individual development.
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Tessarini Junior, Geraldo, and Patrícia Saltorato. "Workforce agility: a systematic literature review and a research agenda proposal." Innovar 31, no. 81 (May 27, 2021): 155–67. http://dx.doi.org/10.15446/innovar.v31n81.95582.
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Workforce agility has been described as a management strategy that allows companies to respond quickly and effectively to threats and opportunities arising from a competitive and unstable business environment. In the current literature, there is still a lack of efforts to systematically review the state of the art on this subject. The aim of this paper is to address this gap by studying the academic progress on workforce agility. A systematic literature review was carried out to analyze the academic articles within the workforce agility topic that were published online until the end of June 2020 in three electronic databases: Web of Science (WoS), Scopus, and Science Direct. The bibliometric indicators present how the field has developed and which actors (authors, institutions, countries, journals) are the most relevant. Regarding the conceptual aspects, the findings allowed us to identify that an agile workforce consists of four interrelated and interdependent dimensions: proactivity, flexibility and adaptability, resilience, and competence. These attributes can be promoted through strategies related to i) learning and training, ii) forms of work organization, iii) human resource management; and iv) culture and organizational structure. Our findings also allowed us to propose an agenda for future studies on workforce agility and other related topics. This paper contributes by promoting a debate on a subject still incipient in the literature, especially in Latin America, and by highlighting the potential competitive advantage associated with workforce agility for companies.
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Tjakrawala, F. X. Kurniawan, and Gregorius Arvan. "Latent-Path Modeling Dengan Partial Least Square Guna Memprediksi Pengaruh Faktor-Faktor Isu Lingkungan Terhadap Sistem Pengendalian Manajemen Lingkungan." Jurnal Ekonomi dan Bisnis 18, no. 2 (June 18, 2016): 17. http://dx.doi.org/10.24914/jeb.v18i2.256.
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<em>This study explored the recently topic of environmental management control system issue which has't been conducted by Indonesian's researcher in accounting. The purpose of this study is to predict the effect of perceived factors related to environmental issues such as perceived ecological uncertainty; the degree of environmental proactivity; and stakeholders pressure that affected environmental management control systems. Primary data collection through survey method was done by distributing 325 sets of questionnaires and addressed to the managerial level of respondents who work in the ten of manufacturing companies listed on IDX, with the response rate of 19,70 percent. This study implements a latent-path modeling. Due to relatively few sample (N=64), this study did not allow covariancebased SEM to be applied in testing the hypotheses. So then the three hypotheses of this study were tested by the technique of partial least squares (PLS) using SmartPLS v.2 package, which applied the component-based SEM approach. The hypotheses test were empirically proved the ability to predict that all of these environmental issues positively influenced the environmental management control systems significantly. In the future, similar study still probably to be developed (in Indonesia) based on covariance-based SEM to gain the clear theoretical confirmation.</em>
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Baluku, Martin Mabunda, Dorothee Löser, Kathleen Otto, and Steffen Erik Schummer. "Career mobility in young professionals." Journal of Global Mobility 6, no. 1 (March 12, 2018): 102–22. http://dx.doi.org/10.1108/jgm-10-2017-0041.
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Purpose The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship). Design/methodology/approach This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology. Findings Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions. Practical implications Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students. Originality/value This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.
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Khan, Azhar, Shahid Jan Kaka Khail, and Fayaz Ali Shah. "The Mediating Analysis of Complex Pathway between Discrete Negative Emotions, Proactive Behavior and Constructive Decision Making." Review of Applied Management and Social Sciences 4, no. 4 (December 31, 2021): 795–809. http://dx.doi.org/10.47067/ramss.v4i4.184.
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The aim of the study was to develop and test an empirical model which describe when and how discrete negative emotions can spark proactivity and can be molded to produce positive decision making. Nexus to the problem statement, drawing the theory of emotions, and theory of planned behavior (TPB), a quantitate research study was designed based on onion model while data was collected from the 357 faculty members of eleven public sector universities of KP, Pakistan. The data was analyzed via SPSS 27 and SEM-PLS 3.3.3 in two stages of measurement modeling and structuring modeling techniques. The results of the present study provided a new insight that how two discrete negative emotions i.e. anger and fear can be molded to produce constructive decision making. The novelty of this study is the use of molding discrete negative emotions into positive outcomes by using the mechanism of sequential mediation. The study is relatively new as none of the study related to molding discrete negative emotion in positive outcomes is available in the context of Pakistan. The outcomes of the study can be applied in education sector, health sector any public and private sectors where the issue of negative emotions are at their peak. More work is required in this area to study emotion regulation knowledge and pro-social motivation to strengthen the phenomena of molding negative emotion into positive outcomes.
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Dubé, Eve, Armelle Lorcy, Nathalie Audy, Nadia Desmarais, Patrice Savard, Chantal Soucy, Samuel Bassetto, et al. "Adoption of infection prevention and control practices by healthcare workers in Québec: A qualitative study." Infection Control & Hospital Epidemiology 40, no. 12 (October 18, 2019): 1361–66. http://dx.doi.org/10.1017/ice.2019.269.
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AbstractObjective:To describe barriers and facilitators to the adoption of recommended infection prevention and control (IPC) practices among healthcare workers (HCWs).Methods:A qualitative research design was used. Individual semistructured interviews with HCWs and observations of clinical practices were conducted from February to May 2018 in 8 care units of 2 large tertiary-care hospitals in Montreal (Québec, Canada).Results:We interviewed 13 managers, 4 nurses, 2 physicians, 3 housekeepers, and 2 medical laboratory technologists. We conducted 7 observations by following IPC nurses (n = 3), nurses (n = 2), or patient attendants (n = 2) in their work routines. Barriers to IPC adoption were related to the context of care, workplace environment issues, and communication issues. The main facilitator of the IPC adoption by HCWs was the “development of an IPC culture or safety culture.” The “IPC culture” relied upon leadership support by managers committed to IPC, shared belief in the importance of IPC measures to limit healthcare-associated infections (HAIs), collaboration and good communication among staff, as well as proactivity and ownership of IPC measures (ie, development of local solutions to reduce HAIs and “working together” toward common goals).Conclusions:Adoption of recommended IPC measures by HCWs is strongly influenced by the “IPC culture.” The IPC culture was not uniform within hospital and differences in IPC culture were identified between care units.
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Sepp, Jaana. "Safety Culture Approach For Healthcare And Nursing Institutions." Economics and Business 36, no. 1 (January 1, 2022): 211–28. http://dx.doi.org/10.2478/eb-2022-0014.
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Abstract There are a few ways how to increase the rate of employees’ safety culture at an institution, one of these is a positive safety culture, which includes their proper attitudes, safety-related values, staff members’ professional competences, and their willingness to work. The key element in the offering of quality and safe services in healthcare is a positive safety quality according to definitions. The aim of the current paper is to identify potential predictors of employees’ safety behaviour and determine safety culture subcultures that support operational manager to develop proactive safety management systems (SMSs) and offer safety of patients and employees. Two independent surveys were the basis of the new proposed approach. Quantitative method approach was selected to investigate safety culture subcultures in Estonian healthcare and nursing institutions. According to the proposed approach, there are crucial subcultures (e.g., just, reporting, learning, professional competences, and psychosocial well-being), which should be developed and periodically evaluated within an organisation. This measurement should have a clear and shared understanding of patient safety goals and occupational health and safety (OHS). The general management of organisations should consider implementation of assessment as a proactive approach to use the SMSs. The sustainability and proactivity of the proposed approach lies in defining action plans for continuous improvement and employees’ involvement in patient safety and OHS management.
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Cheung, Francis, Dannii Y. Yeung, and Anise M. S. Wu. "Occupational Future Time Perspective and Successful Aging at Work." Journal of Career Development 46, no. 1 (March 6, 2017): 3–16. http://dx.doi.org/10.1177/0894845317696805.
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In this study, we examine whether occupational future time perspective, developmental proactivity, and cognitive constraints (attention and concentration, planning and organization) are related to successful aging in the workplace. We also test whether occupational future time perspective and developmental proactivity moderate the association between cognitive constraints and successful aging in the workplace. A total of 350 Chinese working adults in Hong Kong (mean = 51.88, standard deviation = 5.15) were recruited in this study. Results suggested that occupational future time perspective, developmental proactivity, and cognitive constraints (planning and organization) were significant predictors of successful aging in the workplace. Results did not support the moderating hypotheses.
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Nigmatullina, Kamilla R. "The Value of Digital Communication." Humanitarian Vector 17, no. 1 (February 2022): 148–58. http://dx.doi.org/10.21209/1996-7853-2022-17-1-148-158.
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The publication is devoted to the value foundations of mass communication on the sites of local news media in social networks. The relevance of the work is related to the growth of news media audiences on digital platforms and the need to involve subscribers in the life of communities based on common values. Scientific novelty is expressed in the analysis of the still unexplored formation of local communities and their values on digital platforms. The author poses the question of harmonizing communication based on constructive values, as well as the values of communication itself that support media in social ecosystems: involvement, exchange of emotions based on information, ease of demonstrating support or disapproval, direct communication with opinion leaders. The general problem of the research is designated as the axiological ambivalence of communication in the digital environment. The work used a systematic review of the literature and a qualitative generalization of the results of the author’s previous studies related to the practice of local communities on digital platforms. The review showed the presence of common characteristics for all the results obtained. Among them is the imbalance of communication depending on the region and local politics, as well as the presence of negative emotions and fake information in communications, while people tend to spread negative content of posts / actively react to them. Finally, the volume of communication itself on social networks is uneven in specific topics, periods of time and for audiences of different regions.The study showed that the value of communication in local media on digital platforms lies in the ability of messages to form values that unite the audience and neutralize radicalizing ones, to form a constructive discussion (with the search for solutions to the conflicts that have arisen), taking into account the different value foundations of the communication participants. The values of local communities are concentrated not only around local patriotism, civic activism and proactivity ‒ the named triad is able to harmonize radicalized discussions on digital platforms.
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Subramaniam, Chandrakantan, Faridahwati Mohd. Shamsudin, Md Lazim Mohd Zin, Subramaniam Sri Ramalu, and Zuraida Hassan. "Safety management practices and safety compliance in small medium enterprises." Asia-Pacific Journal of Business Administration 8, no. 3 (September 5, 2016): 226–44. http://dx.doi.org/10.1108/apjba-02-2016-0029.
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Purpose The purpose of this paper is to examine the role of safety participation as a mediator in the relationship between the six facets of safety management practices (i.e. management commitment, safety training, worker’s involvement, safety communication and feedback, safety rules and procedures, and safety promotion policies) and safety compliance. Design/methodology/approach A survey of 74 employees of small and medium enterprises (SMEs) in the northern region of Peninsular Malaysia was carried out. Self-reported measures were used to obtain data on workplace safety dimensions and safety behavior. The partial least square structural model analysis was used to ascertain the proposed relationships. Findings The present study found that only three dimensions of safety management practices (management commitment, safety training, and safety rules and procedures) were significantly related to safety compliance. Of these, safety participation mediated the link between management commitment and safety training and safety compliance. Research limitations/implications The small sample size may limit the generalizability of the findings. Second, the correlational nature of the study did not permit causation to be implied. However, despite these limitations, while safety performance can be theorized to trigger the establishment of safety management practices, such theoretical perspective tends to connote reactivity rather than proactivity of the decision-making process. Practical implications The study highlights the role of the voluntary behavior of employees in promoting a safe work environment. Business owners are recommended to provide safety training in which the employees are stressed on their crucial role in safety and use this knowledge to educate and convince their co-workers to work safely. Originality/value Literature indicates the lack of studies on safety research in SMEs. Furthermore, such studies are justified because SMEs are likely to have more risks of occupational accidents and injuries. More importantly, this research highlights the importance of the voluntary behaviors of employees (i.e. safety participation) in promoting a safe work environment. As SMEs tend to have limited resources to implement a comprehensive OSH management system, using the employees as the safety agents at work can be an effective way toward accomplishing safety performance.
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Falvo, Rossella, Emilio Paolo Visintin, Dora Capozza, Alessandra Falco, and Alessandro De Carlo. "The Relationships Among Workaholism, Proactivity, and Locomotion in a Work Setting." Social Behavior and Personality: an international journal 41, no. 9 (October 1, 2013): 1557–69. http://dx.doi.org/10.2224/sbp.2013.41.9.1557.
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We evaluated the relationship between workaholism and 2 individual difference variables relevant to an organizational context, namely: proactive personality and locomotion orientation. Specifically, we examined working excessively (WE), working compulsively (WC), and perceived self-efficacy, proactivity, and locomotion in a sample of nurses working in an Italian public hospital. Data were analyzed using confirmatory factor analysis and structural equation modeling. Because WE and WC were not distinct factors, a unitary workaholism factor was used when applying regression analysis. As expected, workaholism was related negatively to proactivity, and positively to locomotion. In contrast, its relationship with self-efficacy was nonsignificant. The practical implications of our findings and future research directions are discussed.
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Лисенко, Сергій Миколайович, Вячеслав Сергійович Харченко, Кіра Юліївна Бобровнікова, and Роман Володимирович Щука. "РЕЗИЛЬЄНТНІСТЬ КОМП’ЮТЕРНИХ СИСТЕМ В УМОВАХ КІБЕРЗАГРОЗ: ТАКСОНОМІЯ ТА ОНТОЛОГІЯ." RADIOELECTRONIC AND COMPUTER SYSTEMS, no. 1 (January 28, 2020): 17–28. http://dx.doi.org/10.32620/reks.2020.1.02.
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The rapid development of information technology has expanded the capabilities of cyberthreads regarding computer systems. Cybercriminals are developing new ways to avoid attack detection, so existing approaches are not able to withstand the growing threat of attacks. Meanwhile, the consequences of cyberattacks are becoming more dangerous and destructive. One of the approaches to solve the problem is the construction of resilient systems that are able to quickly recover and continue to function under attack conditions. The subject of research is the construction process of the resilient computer systems in the face of cyber threats. The goal is to develop a taxonomy and ontology of resilient computer systems under cyberthreats. Results. The article presents the definitions of the resilience from the point of view of cybersecurity, presents the gap between the concepts of resilience and dependability. The paper presents the main elements of the taxonomic scheme of computer system resilience, which include threats (changes in the environment and requirements, network attacks, attacks on software, software and hardware vulnerabilities, errors, failures), information and technical conditions that computer system passes during its operating cycle, the principles on which resilience is based (proactivity, adaptability, resistance, diversity, elasticity, controlled degradation, defense in depth, ability to evolvability), as well as primary and secondary properties. Based on the above elements, a generalized taxonomic scheme of resilience related to information security has been developed. The work presents the operational cycle of a resilient CS as a set of information and technical states that the system goes through (preparation, system protection, threat detection, threat absorption, response to a threat, system recovery after a cyberattack, adaptation.) An ontology scheme of the resilience from the point of view of information security of computer systems in the presence of cyberthreats is developed. Conclusions A taxonomy and ontology of resilient computer systems in the presence of cyberthreats has been developed.
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Polovina, Nada. "Student initiative: A conceptual analysis." Zbornik Instituta za pedagoska istrazivanja 46, no. 2 (2014): 320–38. http://dx.doi.org/10.2298/zipi1402320p.
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In the description and scientific consideration of the attitude of children and youth towards their education and development, the concept of student initiative has been gaining ground lately, and it is hence the subject of analysis in this paper. The analysis is important because of the discrepancy between the increased efforts of the key educational policy holders to promote the idea about the importance of the development of student initiative and rare acceptance of this idea among theoreticians, researchers and practitioners dealing with the education and development of children and youth. By concretising the features of initiative student behaviour, our aim was, on the one hand, to observe the structural determinants and scientific status of the very concept of an initiative student, and, on the other, to contribute to the understanding of the initiative behaviour in practice. In the first part of the paper we deal with different notions and concretisations of the features of initiative behaviour of children and youth, which includes the consideration of: basic student initiative, academic student initiative, individual student initiative, the capacity for initiative and personal development initiative. In the second part of the paper, we discuss the relations of the concept of student initiative with the similar general concepts (activity/passivity, proactivity, agency) and the concepts immediately related to school environment (student involvement, student participation). The results of our analysis indicate that the concept of student initiative has: particular features that differentiate it from similar concepts; the potential to reach the status of a scientific concept, bearing in mind the initial empirical specifications and general empirical verifiability of the yet unverified determinants of the concept. In the concluding part of the paper, we discuss the implications of the conceptual analysis for further research, as well as for enhancing the practice of teachers? work in the direction of strengthening students for the development of their own initiative in the learning process.
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Der Vartanian, Carolyn, Vivienne Milch, Gail Garvey, Cleola Anderiesz, Jane Salisbury, Candice-Brooke Woods, Melissa Austen, Rhona Wang, and Dorothy Mary Kate Keefe. "COVID-19 and cancer: Strategic health promotion for indigenous Australians during a pandemic." Journal of Clinical Oncology 39, no. 15_suppl (May 20, 2021): e24028-e24028. http://dx.doi.org/10.1200/jco.2021.39.15_suppl.e24028.
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e24028 Background: Given the impact of COVID-19 on Indigenous and ethnic minority populations observed globally, keeping COVID-19 out of vulnerable Aboriginal and Torres Strait Islander (Indigenous Australian) communities remains a priority. Compared to non-Indigenous Australians, Indigenous Australians experience disparities in cancer incidence and outcomes due to social disadvantage, increased cancer-related modifiable risk factors, poorer access to health services and lower participation in screening. During the pandemic, cancer-related investigations and treatment reduced significantly in Australia, leading to potential decreases in cancer diagnoses and consequences for future survival outcomes. Concerned about the risk of morbidity and mortality due to COVID-19 for Indigenous Australians, as well as worsening cancer outcomes, Cancer Australia undertook strategic health promotion initiatives, to inform and support optimal cancer care. Methods: In consultation with respected Indigenous colleagues to ensure cultural appropriateness of language and information, we published a dedicated webpage titled ‘ Cancer and COVID-19 – what it means for our Mob*’ with tailored information, advice, and links to key resources and support services for Indigenous Australians. We also released a video titled ‘ Act early for our Mob’s Health’, providing targeted, culturally appropriate, consumer-friendly information to encourage Indigenous Australians to see their doctor or Aboriginal Health Worker with symptoms that may be due to cancer. Results: The information hub has been well-received among the Indigenous Australian community, receiving over 3,200 visits, and the social media campaigns have received over 1.4 million impressions and 46,000 video views between mid-March 2020 to mid-February 2021. This campaign has supported proactivity among the Indigenous population in keeping their communities safe during the pandemic, maintaining a population rate of COVID-19 of less than one percent of all confirmed cases in Australia. Conclusions: Culturally appropriate information and resources developed through the process of co-design can help to influence positive health behaviour change in Indigenous populations. We predict that our strategic, multi-channel health promotion campaign is contributing to keeping the Indigenous Australian community safe and informed during the pandemic, with additional work needed to monitor cancer rates and outcomes and address the ongoing information needs of the community. *Mob is a colloquial term to identify a group of Indigenous Australians associated with a family or community from a certain place.
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Ghura, Amarpreet Singh, Alex DeNoble, and Raúl Martínez Flores. "Prodensa Consulting Services: in search of corporate entrepreneurs." Emerald Emerging Markets Case Studies 12, no. 4 (November 7, 2022): 1–23. http://dx.doi.org/10.1108/eemcs-06-2022-0207.
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Learning outcomes Discussion of the case will enable students to: explain what are the five specific dimensions that are important determinants of an environment conducive to entrepreneurial behavior; analyze how to measure the internal environment on the five dimensions critical to creating an entrepreneurial/innovative environment; devise a profile of the firm across the five dimensions – top management support, work discretion, rewards and reinforcement, time availability and organizational boundaries; explain how to attempt to identify the perceived gaps at the unit or division level and then work to rectify the specific areas; and describe models of corporate entrepreneurship. Case overview/synopsis Mexicali is a border city in the state of Baja California, Mexico. It was in the month of May 2022. The President of Prodensa Consulting Services (PCS), Marco Kuljacha (Marco), was sitting in his office thinking about a way forward to create an intrapreneurial culture by identifying more “Marcos or Marcias” among his current PCS employees. As he contemplates the future of the company, he is hoping to identify individuals within the organization who exhibit an entrepreneurial mindset through generating and leading new business initiatives for PCS. He desires to support people who have the potential to emerge as future leaders within the organization. He is striving to identify those individuals who want to proactively develop their career trajectories in ways similar to Marco’s earlier professional experiences. After starting with Grupo Prodensa in 2006 as a Junior Project Manager, Marco, by pursuing an intrapreneurial path, worked his way up to become President of the PCS in 2022. According to Marco, such individuals should exhibit the willingness to foster opportunities for new business ventures for PCS and possess traits such as innovation, proactivity, risk-taking, accountability and networking. With an eye toward the need for continuous innovation and change, Marco was thinking about ways to identify and develop entrepreneurially minded individuals among his employees working at PCS. Corporate entrepreneurship was of great importance for him and the future of the company. The case provides an opportunity for students to step into the shoes of Marco and find an appropriate intrapreneurship model to implement the intrapreneurship culture. In doing so, students should take into consideration the data regarding the existing corporate entrepreneurship processes and teams at Grupo Prodensa that helped it to innovate and make assumptions to analyze the feasibility of implementing intrapreneurship culture by finding more Marco or Marcia. Complexity academic level This case can be used as an introductory case in a postgraduate class on corporate entrepreneurship, as it delineates the challenges faced by Marco in finding an appropriate intrapreneurship model and finding in PCS more Marco or Marcia has qualities such as innovator, proactive, risk-taker, accountability, networking, for implementing corporate entrepreneurship culture in PCS. The case can also be used in a corporate entrepreneurship course and an innovation management course. The case allows students to learn about the model of corporate entrepreneurship; strengths, opportunities, aspirations and results analysis; pros and cons analysis; and challenges faced by the company during the implementation of corporate entrepreneurship. Thus, the case can be used for covering multiple perspectives related to measuring the internal environment or managers’ perception of the five dimensions critical to implementing corporate entrepreneurship (e.g. the application of the Corporate Entrepreneurship Assessment Instrument), and is ideal for teaching the different corporate entrepreneurship models. Supplementary materials Teaching notes are available for educators only. Subject code CSS 3: Entrepreneurship.
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Beske, Philip, and Stefan Seuring. "Putting sustainability into supply chain management." Supply Chain Management: An International Journal 19, no. 3 (May 6, 2014): 322–31. http://dx.doi.org/10.1108/scm-12-2013-0432.
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Purpose – The aim of this paper is to identify key categories of Sustainable supply chain management (SSCM) and related practices that are required to fulfill the demands of sustainability and, therefore, contributing to sustainability performance. As part of this, the authors will identify different approaches in practice implementation in SSCM and supply chain management (SCM). SSCM has become a topic of great interest and is linked to the assumption that a more sustainable performance for businesses would be achieved on its implementation. Such performance has to be achieved with respect to all three dimensions of sustainability. Design/methodology/approach – The paper is conceptual in nature. The authors draw from literature on SSCM and examine frameworks and critical accounts on the topic. This allows identifying key aspects of SSCM and pointing out differences and overlaps with SCM. Findings – The authors identify five key categories which are of high importance for the sustainable management of supply chains: orientation toward SCM and sustainability, continuity, collaboration, risk management and proactivity. In a second step, the authors describe distinctive practices which allow organizations to follow the goals formulated in the five key categories. Finally, they highlight issues preventing companies that follow a rather “conventional” approach to SCM to reach the level where it can be called SSCM, i.e. how to reach sustainability performance in SCM. Research limitations/implications – The work presented is conceptual in nature. It would be required to operationalize respective categories and, therefore, test them in empirical research. Practical implications – The categories and practices identified within the framework can be used for guiding managers toward the implementation of SSCM. This is the case when management takes performance implication into account without solely considering rather simplistic indicators. At the same time, differentiating a company based on the implementation of sustainability practices has become more difficult, due to the proliferation of sustainability in a wider field. Social implications – Social aspects are integrated into the framework on the same level as environmental and economic aspects, emphasizing the triple bottom line orientation. Originality/value – While all practices applied in SSCM have originally been identified and described by researchers for the case of “conventional” SCM, their particular interrelation and joint implementation makes up SSCM and ensures a contribution to sustainability performance.
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Cohen, Joseph, and H. Harvey Cohen. "A Case Study in Forensics, Macroergonomics, and Work-Related Musculoskeletal Injuries in Call Center Work." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 49, no. 9 (September 2005): 854–57. http://dx.doi.org/10.1177/154193120504900903.
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This case study describes a personal injury case and expert opinions expressed by a HF/E expert concerning work-related musculoskeletal injuries sustained by a 43 year-old female call center service representative. The circumstances surrounding this case are unusual as it involves a suit brought against an employer by an employee in the State of California, a physically adequate workstation design, and a cumulative rather than acute injury. The HE/E expert examined the deposition testimony, interview data and reviewed the literature as part of his analysis and concluded that the scientific literature establishes a link between the known organizational stress factors existing at the defendant's workplace and symptoms of work-related musculoskeletal disorders. Furthermore, the defendant's ergonomics safety program was deficient in proactively dealing with the plaintiff's injuries. The HF/E expert's analysis and testimony ultimately proved important in establishing liability on the part of the defendant.
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Crespo Sierra, María Teresa. "RESILIENCIA, BIENESTAR Y APRENDIZAJE A LO LARGO DE LA VIDA." International Journal of Developmental and Educational Psychology. Revista INFAD de Psicología. 1, no. 2 (October 28, 2016): 161. http://dx.doi.org/10.17060/ijodaep.2016.n2.v1.501.
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Abstract.If we focus on the perspective of learning throughout life and active aging it should be noted that, conceptually, this paradigm is related to a welfare approach eudaimonic with positive psychology and salutogenesis; all from a life-span approach.Starting from an initial and final assessment of aspects such as resilience, sense of self-efficacy, positive and negative emotions and life satisfaction, we work with the different contents of the program from an active and participative methodology over 12 weekly sessions. Proactivity and appreciative thought constitute the thread in the methodology and the outcome of the program results in a number of tools which support the new approach. As a significant number of participants in the program point out, in our culture and in today’s society, the need to learn is spreading to almost every corner of our social activity as a learning process that never stops, where, in addition, we can keep learning to unlearn against certainties and uncertainties where the contributions of the life-span approach, the positive psychology, the social learning and salutogenesis are the backbone on which it is based and builds the intervention program.To end this paper presents the objectives, content and overall structure of training and learning program, aimed at adults who are part of a program at the Permanent University Millán Santos of Valladolid. This program stresses indeed, the promotion of learning and active aging through various tools founded on Life Cycle, Social Learning and Positive Psychology contributions.Key Words: Resilience, Active aging, learning throughout life, social participation, salutogénesis.ResumenSi nos centramos en la perspectiva de aprendizaje a lo largo de la vida y en el envejecimiento activo cabe señalar que, a nivel conceptual, este paradigma está relacionado con un enfoque del bienestar eudaimónico, con la psicología positiva y la salutogénesis. Todo ello desde un enfoque de ciclo vital.Partiendo de una evaluación inicial y final de aspectos como resiliencia, sentido de autoeficacia, emociones positivas y negativas y satisfacción con la vida, y a lo largo de 12 sesiones semanales, se trabajan los diferentes contenidos del programa desde una metodología activa y participativa. La proactividad y el pensamiento apreciativo constituyen el hilo conductor en la metodología de trabajo y el resultado del programa se concreta en una serie de herramientas para un cambio de mirada dónde las aportaciones del ciclo vital, la psicología positiva, el aprendizaje social y la salutogénesis son el eje central sobre el que se fundamenta y construye el programa de intervención.Para finalizar, se describe brevemente una propuesta concreta de intervención dirigida a personas mayores participantes en un módulo sobre bienestar y aprendizaje a lo largo de la vida a realizar en la Universidad permanente Millán Santos de la Universidad de Valladolid, basado en la experiencia y recorrido realizado durante los últimos años con este alumnado senior.Palabras clave: Resiliencia, aprendizaje, envejecimiento activo, participación social, salutogénesis.
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Félix, Roselaine Dos Santos, and Nadiesca Taisa Filippin. "Segurança do paciente na perspectiva de gestantes e puérperas." Revista de Enfermagem UFPE on line 13, no. 1 (January 3, 2019): 96. http://dx.doi.org/10.5205/1981-8963-v13i1a236349p96-104-2019.
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ABSTRACT Objective: to identify the understanding of pregnant and postpartum women about patient safety and to correlate sociodemographic and clinical variables with international goals. Method: this is a cross-sectional quantitative study with 352 patients, using a questionnaire, with data stored in SPSS 22.0 software, submitted to descriptive statistics, presented in a table with absolute and relative frequencies and chi-square test. Results: it was recorded that 60% of those surveyed did not know the subject; 82% failed to recognize the risks related to care and 13.5% presented contributions to work processes and structure. Conclusion: the low knowledge of pregnant and pueperal women regarding patient safety was verified, and some correlations were significant in relation to international goals. It is considered that the subject needs dissemination, systematization of actions that enable patients to proactivity and engagement, improving understanding and cooperation among those involved. It is concluded that this study can contribute to health organizations and the development of actions that promote improvements to patients in the maternity ward. Descritores: Patient Safety; Patient Satisfaction; Patient Participation; Health Care Quality, Access and Evaluation; Health Services; Maternal-Child Nursing. RESUMOObjetivo: identificar a compreensão de gestantes e puérperas sobre a segurança do paciente e correlacionar as variáveis sociodemográficas e clínicas às metas internacionais. Método: trata-se de um estudo quantitativo, transversal, com 352 pacientes, por meio de um questionário, com dados armazenados no software SPSS 22.0, submetidos à estatística descritiva, apresentado em tabela com frequências absolutas, relativas e teste qui-quadrado. Resultados: registrou-se que 60% das pesquisadas desconhecem o tema; 82% não conseguiram reconhecer os riscos relacionados à assistência e 13,5% apresentaram contribuições aos processos de trabalho e estrutura. Conclusão: constatou-se o baixo conhecimento das gestantes e puérperas a respeito da segurança do paciente e algumas correlações mostraram-se significativas em relação às metas internacionais. Considera-se que o assunto carece de divulgação, da sistematização de ações que habilitem as pacientes à proatividade e ao engajamento, melhorando a compreensão e cooperação entre os envolvidos. Conclui-se que este estudo pode contribuir para as organizações de saúde e o desenvolvimento de ações que promovam melhorias aos pacientes na maternidade. Descritores: Segurança do Paciente; Satisfação do Paciente; Participação do Paciente; Qualidade, Acesso e Avaliação da Assistência à Saúde; Serviços de Saúde; Enfermagem Materno-infantil. RESUMEN Objetivo: identificar la comprensión de gestantes y puérperas sobre la seguridad del paciente y correlacionar las variables sociodemográficas y clínicas a las metas internacionales. Método: se trata de un estudio cuantitativo, transversal, con 352 pacientes, por medio de un cuestionario, con datos almacenados en el software SPSS 22.0, sometidos a la estadística descriptiva, presentado en tabla con frecuencias absolutas, relativas y prueba chi-cuadrado. Resultados: se registró que el 60% de las encuestadas desconocen el tema; El 82% no pudo reconocer los riesgos relacionados con la asistencia y el 13,5% presentó contribuciones a los procesos de trabajo y estructura. Conclusión: se constató el bajo conocimiento de las gestantes y puérperas respecto a la seguridad del paciente y algunas correlaciones se mostraron significativas en relación a las metas internacionales. Se considera que el asunto carece de divulgación, de la sistematización de acciones que habiliten a las pacientes a la proactividad y al compromiso, mejorando la comprensión y cooperación entre los involucrados. Se concluye que este estudio puede contribuir a las organizaciones de salud y el desarrollo de acciones que promuevan mejoras a los pacientes en la maternidad. Descritores: Seguridad del Paciente; Satisfacción del Paciente; Participación del Paciente; Calidad; Acceso y Evaluación de la Atención de Salud; Servicios de Salud; Enfermería Maternoinfantil.
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Nenonen, Suvi, Johanna Gummerus, and Alexey Sklyar. "Game-changers: dynamic capabilities’ influence on service ecosystems." Journal of Service Management 29, no. 4 (July 2, 2018): 569–92. http://dx.doi.org/10.1108/josm-02-2017-0025.
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PurposeService-dominant logic acknowledges that actors can influence how service ecosystems evolve through institutional work, but empirical research is only nascent. This paper advances understanding of ecosystem change by proposing that dynamic capabilities are a special type of operant resources enabling actors to conduct institutional work. Consequently, the purpose of this paper is to explore which dynamic capabilities are associated with proactively influencing service ecosystems.Design/methodology/approachDrawing on service-dominant logic, institutional work and dynamic capabilities, this exploratory study assumes an actor-centric perspective and proposes a conceptual model with a hierarchy of dynamic capabilities as the antecedents for successfully influencing service ecosystems. The research model was tested with survey data using partial least squares structural equation modeling.FindingsAmong the dynamic capabilities studied, “visioning” and “influencing explicit institutions” directly affect “success in influencing service ecosystems,” whereas “timing” does so indirectly through “influencing explicit institutions.” The other dynamic capabilities studied have no significant effect on “success in influencing service ecosystems.” “Success in influencing service ecosystems” positively affects the “increased service ecosystem size and efficiency.”Practical implicationsIn addition to reactively positioning and competing at the marketplace, firms can choose to proactively influence their service ecosystems’ size and efficiency. Firms aiming to influence service ecosystems should particularly develop dynamic capabilities related to visioning, timing and influencing explicit institutions.Originality/valueThis research is the first service-dominant logic investigation of the linkage between the actors’ dynamic capabilities and their ability to influence service ecosystems.
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VOLKOV, D. Yu. "Actual problems of counteraction to crimes committed using cellular communications." Ius Publicum et Privatum 3, no. 13 (September 9, 2021): 92–95. http://dx.doi.org/10.46741/2713-2811-2021-3-92-95.
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The article deals with issues related to the current state of crimes committed using mobile phones. The existing statistics indicate a stable growth in this type of crimes, while their disclosure and investigation are particularly difficult, which is explained by their high latency and complexity of proof. The necessary scientific developments lagged significantly behind practice and became widespread only at the end of the last decade, while not finding widespread implementation in the activities of law enforcement agencies. These circumstances make it necessary to work proactively, taking into account the widespread introduction of new technical devices and software tools.
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Bălăceanu, Alexandra, and Delia Vîrgă. "How to Increase Employees’ Proactive Vitality Management? Testing the Effect of a Training Intervention." International Journal of Environmental Research and Public Health 19, no. 23 (November 29, 2022): 15898. http://dx.doi.org/10.3390/ijerph192315898.
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Drawing on the Job Demands-Resources theory, we investigate the effectiveness of an online intervention based on training in energy management strategies using an experimental design. The intervention focused on creating awareness about the importance of energy in completing tasks, shaping the present state, and proactively identifying valuable strategies to manage vitality during work. Additionally, we expected an increase in work-related strategies (i.e., setting a new goal) and a decrease in micro-breaks (i.e., mental and physical). Participants were enrolled voluntarily in the intervention and randomly assigned to the experimental group (N = 42) and the control group (N = 44). Results of the ANCOVA showed that, in the experimental group, the intervention positively impacted changes in proactive vitality management. Furthermore, the results indicated that the participants from the experimental group used fewer physical micro-breaks after the intervention. Additionally, after the training and weekly level, the results showed a decrease in work-related strategies and physical micro-breaks in the experimental group. Thus, organizations could facilitate employees to learn to engage in different energy management strategies according to their preferences.
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Mafra, Bruno Lopes, Mara Eli de Matos, Leide da Conceição Sanches, and Maria Rosa Machado Prado. "Percepção do farmacêutico analista clínico: da formação à atuação profissional." Espaço para a Saúde - Revista de Saúde Pública do Paraná 21, no. 2 (December 23, 2020): 26–33. http://dx.doi.org/10.22421/15177130-2020v21n2p26.
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The work of the medical laboratory scientist is directly related to the study and diagnosis of the patient's health. This study aimed to understand the opinion of medical laboratory scientists regarding their academic training. The research had the participation of pharmacists who work as medical laboratory scientists. The collected data were analyzed using the content analysis technique and divided into two categories: academic training and clinical analysis training. The result shows that practical classes during the undergraduate course are of paramount importance, as they allow the future medical laboratory scientist to develop skills and attitudes linked to knowledge. It was also found that theoretical knowledge provides the basis for the practice and that the training of the medical laboratory scientist shall prioritize the context where he/she will be proactively inserted in the multiprofessional teams and in society.
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Gaiha, Shivani Mathur, and Katja Gillander Gådin. "‘No time for health:’ exploring couples’ health promotion in Indian slums." Health Promotion International 35, no. 1 (December 24, 2018): 70–81. http://dx.doi.org/10.1093/heapro/day101.
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Summary Joint involvement of couples is an effective strategy to increase contraceptive use and improve reproductive health of women. However, engaging couples to understand how their gender attitudes affect their personal and family health is an idea in search of practice. This mixed-methods study explores opportunities and barriers to couples' participation in health promotion in three slums of Delhi. For each couple, surveys and semi-structured interviews were conducted with husbands and wives individually to contrast self and spousal work, time, interest in health, sources of information related to health and depth of knowledge (n = 62). Urban poverty forces men to work long hours and women to enter part-time work in the informal sector. Paid work induces lack of availability at home, lack of interest in health information and in performing household chores and a self-perception of being healthy among men. These factors inhibit men's' participation in community-based health promotion activities. Women's unpaid work in the household remains unnoticed. Women were expected to be interested in and to make time to attend community-based health-related activities. Men recalled significantly less sources of health information than their spouse. Men and their wives showed similar depth of health-related knowledge, likely due to their spousal communication, with women acting as gatekeepers. Health promotion planners must recognize time constraints, reliance on informal interpersonal communication as a source of health information and the need to portray positive masculinities that address asymmetric gender relations. Innovative, continuous and collaborative approaches may support couples to proactively care about health in low-resource settings.
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Rudolph, Cort W., Blake Allan, Malissa Clark, Guido Hertel, Andreas Hirschi, Florian Kunze, Kristen Shockley, Mindy Shoss, Sabine Sonnentag, and Hannes Zacher. "Pandemics: Implications for research and practice in industrial and organizational psychology." Industrial and Organizational Psychology 14, no. 1-2 (May 24, 2021): 1–35. http://dx.doi.org/10.1017/iop.2020.48.
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AbstractPandemics have historically shaped the world of work in various ways. With COVID-19 presenting as a global pandemic, there is much speculation about the implications of this crisis for the future of work and for people working in organizations. In this article, we discuss 10 of the most relevant research and practice topics in the field of industrial and organizational psychology that will likely be strongly influenced by COVID-19. For each of these topics, the pandemic crisis is creating new work-related challenges, but it is also presenting various opportunities. The topics discussed herein include occupational health and safety, work–family issues, telecommuting, virtual teamwork, job insecurity, precarious work, leadership, human resources policy, the aging workforce, and careers. This article sets the stage for further discussion of various ways in which I-O psychology research and practice can address the issues that COVID-19 creates for work and organizational processes that are affecting workers now and will shape the future of work and organizations in both the short and long term. This article concludes by inviting I-O psychology researchers and practitioners to address the challenges and opportunities of COVID-19 head-on by proactively adapting the work that we do in support of workers, organizations, and society as a whole.
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Wang, Jia-Wen, Hung-Wei Chang, Ai-Jia Hsieh, and Chun-Pin Chang. "Care Assistance and Abnormal Activity Warning System by Bluetooth Positioning." International Journal of Clinical Medicine and Bioengineering 2, no. 2 (June 30, 2022): 41–55. http://dx.doi.org/10.35745/ijcmb2022v02.02.0005.
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At present, the domestic demand for long-term care is growing rapidly. However, the replenishment of related services has been slow. This leads to an imbalance in the proportion of nursing staff. The result was a shortage of manpower and a hectic work schedule. If there is a system to assist caregivers in their daily work processes, the burden on caregivers reduces. The constructed system in this research has the functions of Bluetooth indoor positioning, abnormal state judgment, early warning with processing flow control, active reminder, and recording of nursing work. Indoor positioning is used to instantly locate the elderly, know their activity statuses, and determine whether the activity is abnormal. In the event of possible abnormal conditions, active and passive alerts are issued. Through the combination of software and hardware, the processing flow is controlled to achieve the optimal allocation of manpower. In addition, proactively reminding the attendant and recording the care items before carrying out the care needs are conducted to avoid omission or duplication of care items.
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Costa-Black, Kátia M., and Chris Arteberry. "The social value of Participatory Ergonomics from a practitioner’s perspective." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 64, no. 1 (December 2020): 919–23. http://dx.doi.org/10.1177/1071181320641219.
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Ergonomics applies a set of ambitious frameworks and robust body of evidence for integrating different practices to optimize worker health and well-being. One recognized framework is the participatory approach, which delves into sociotechnical workplace actions – developed from the ground up – to achieve improved human performance outcomes and acceptability across the organization. Much of what is known about the value of participatory ergonomics centers on return-on-investment analyses related to injury prevention. Outside this spectrum, little has been discussed. This paper imparts how a participatory approach can lead to various positive impacts beyond financial gains, mainly by focusing on continuous improvements at the management systems level and on proactively motivating people and organizations to embrace healthy working conditions and behaviors. Issues such as the social-ethical value of involving workers in work design and return-to-work solutions are discussed to illustrate the holistic value of participatory ergonomics in the context of Total Worker Health.
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Weiler, Michael, Simon Stolz, Andreas Lanz, Christian Schlereth, and Oliver Hinz. "Social Capital Accumulation through Social Media Networks: Evidence from a Randomized Field Experiment and Individual-Level Panel Data." MIS Quarterly 46, no. 2 (May 24, 2022): 771–812. http://dx.doi.org/10.25300/misq/2022/16451.
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Work-related social media networks (SMNs) like LinkedIn introduce novel networking opportunities and features that promise to help individuals establish, extend, and maintain social capital (SC). Typically, work-related SMNs offer access to advanced networking features exclusively to premium users in order to encourage basic users to become paying members. Yet little is known about whether access to these advanced networking features has a causal impact on the accumulation of SC. To close this research gap, we conducted a randomized field experiment and recruited 215 freelancers in a freemium, work-related SMN. Of these recruited participants, more than 70 received a randomly assigned voucher for a free 12- month premium membership. We observe that individuals do not necessarily accumulate more SC from their ability to access advanced networking features, as the treated freelancers did not automatically change their online networking engagement. Those features only reveal their full utility if individuals are motivated to proactively engage in networking. We found that freelancers who had access to advanced networking features increased their SC by 4.609% for each unit increase on the strategic networking behavior scale. We confirmed this finding in another study utilizing a second, individual-level panel dataset covering 52,392 freelancers. We also investigated the dynamics that active vs. passive features play in SC accumulation. Based on these findings, we introduce the “theory of purposeful feature utilization”: essentially, individuals must not only possess an efficacious “networking weapon”—they also need the intent to “shoot” it.
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Jansson von Vultée, Pia Hannele. "Healthy work environment – a challenge?" International Journal of Health Care Quality Assurance 28, no. 7 (August 10, 2015): 660–66. http://dx.doi.org/10.1108/ijhcqa-11-2014-0108.
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Purpose – In Sweden, leave due to sickness was high during the 1990s. The Swedish Social Insurance Agency was able to decrease sick days in the period between 2000 and 2010 but sick days are rising again in Sweden, mostly due to psychological problems among women and partly due to their work environment. It is important to find methods to identify poor work settings to prevent absenteeism due to sickness. The paper aims to discuss these issues. Design/methodology/approach – The authors created a web questionnaire focusing on the organizational setting and its impact on employee wellbeing – reported as mental energy, work-related exhaustion and work satisfaction. The questionnaire measures good and poor work environment factors to help managers improve organizational settings. The questionnaire was validated qualitatively and quantitatively. Findings – It is possible to measure individual wellbeing in an organizational context at an early stage. The authors followed a company undergoing organizational change and identified groups at risk of developing illness. Practical implications – Managers uncertain about employee mental status can measure employee wellbeing easily and cost effectively to prevent illness. Originality/value – The authors created a method, statistically evaluated, to proactively identify good and poor work environments to promote healthy co-workers.
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Bowers, Anne, Joshua Wu, Stuart Lustig, and Douglas Nemecek. "Loneliness influences avoidable absenteeism and turnover intention reported by adult workers in the United States." Journal of Organizational Effectiveness: People and Performance 9, no. 2 (February 21, 2022): 312–35. http://dx.doi.org/10.1108/joepp-03-2021-0076.
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PurposeLoneliness is known to adversely impact employee health, performance and affective commitment. This study involves a quantitative cross-sectional analysis of online survey data reported by adults employed in the United States (n = 5,927) to explore how loneliness and other related factors may influence avoidable absenteeism and turnover intention.Design/methodology/approachWorker loneliness was assessed using the UCLA Loneliness Scale (Version 3). Composite variables were constructed as proxy measures of worker job and personal resources. Structural equation modeling (SEM) was used to examine independent variable effects on dependent outcomes of (a) work days missed in the last month due to stress (stress-related absenteeism) and (b) likelihood to quit within the next year (turnover intention).FindingsThe job resources of social companionship, work-life balance and satisfaction with communication had significant negative relationships to loneliness in the SEM, as did the personal resources of resilience and less perceived alienation. Results further show lonely workers have significantly greater stress-related absenteeism (p = 0.000) and higher turnover intention ratings (p = 0.000) compared to workers who are not lonely. Respondent demographics (age, race and gender) and other occupational characteristics also produced significant outcomes.Practical implicationsStudy findings underscore the importance of proactively addressing loneliness among workers and facilitating job and personal resource development as an employee engagement and retention strategy.Originality/valueLoneliness substantially contributes to worker job withdrawal and has negative implications for organizational effectiveness and costs.
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Malinowski, Grzegorz M. "Rola ekonomisty w nowożytnych demokracjach. „Nadstawianie karku” czy „dostarczanie wiedzy”? Między Talebem a Pielke’em." Nierówności społeczne a wzrost gospodarczy 70, no. 2 (2022): 5–18. http://dx.doi.org/10.15584/nsawg.2022.2.1.
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Economists, and more broadly – scientists who want their work to benefit specific communities or all of humanity – must pay attention to the role they play in public debate. An inadequate approach may result in the instrumental use of science and its politicisation. The article analyses two approaches regarding the role of the researcher in contemporary public debate. N. Taleb’s concept of a researcher with “skin in the game” and R. Pielke’s approach promoting the model of the so-called “honest broker”. Since these two approaches are partially contradictory, the aim of the article was to highlight the existing contradictions and to work out a compromise position that can be described as an “honest broker with skin in the game”. A study conducted using content analysis showed that (1) researchers should actively engage in the public popularisation of their works and proactively influence decision-makers related to their area of expertise, (2) in certain social sciences (characterised by a low level of uncertainty) – the responsibility of the researcher should be higher. It means that its exposure to the risk related to the consequences of false recommendations or bad predictions – should be higher. This issue is important in the context of the effectiveness of researchers’ involvement in policymaking, especially in a controversial area such as income distribution.
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Koirala, Laxmi Bilas. "A Study on the Balance Between Work and Family of Nepali Army Officers." Unity Journal 2 (August 11, 2021): 105–15. http://dx.doi.org/10.3126/unityj.v2i0.38853.
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This study tries to explore and examine the relationships of work-family balance among army officers of the Nepal Army.The objectives of the study is to discover the issues and consequences of the work family confl ict by examining and discussing the impact of time, stress and job satisfaction on work-family relation and to suggest some recommendations to maintain the balance between the two. This study is simply base on desk review of research papers and information on work-family relation of army officers. Unprecedented problems of work family conflict are a common phenomenon within modern organizations. Stress, low performance, absenteeism, quitting from the force and committing suicide are the consequences of the work-family conflict So, the organizations are compelled to manage all causes of conflict before escalating the adverse effects. The study has followed a step-by-step approach to undertake review of the research papers. The results of this study reveal that work-life conflict and stress have a significant positive relationship. The findings of the study will encourage the Nepal Army for further research on work family balance and the additional examination may provide better understanding of truth. It is also hope that the results and recommendations gleaned from this study may assist the Nepal Army in making policies and programs related to work family conflict in future. Should the Nepal Army leadership fail to work proactively to ensure this balance, this may provide ground for a new kind of conflict.