Relevant bibliographies by topics / Workplace

Academic literature on the topic 'Workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 July 2024

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Journal articles on the topic "Workplace"

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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.

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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.
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Khusanova, Gulchekhra. "WORKPLACE INNOVATION IN THE PRODUCTION SPACE SYSTEM." INNOVATIONS IN ECONOMY 4, no. 2 (February 28, 2021): 59–69. http://dx.doi.org/10.26739/2181-9491-2021-2-9.

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This article examines the basic concepts of workplaces at enterprises and innovative processes to improve their organization in the context of the digitalization of the economy of Uzbekistan. Theissues of the possibility of introducing innovative processes into the organization of workplaces not only in production, but also at a remote location are discussed, which has become especially important in the context of a pandemic. The issues of organizing jobs for people with disabilities are considered.Keywords:workplace, social workplaces, Bench systems, coworking, virtual workplaces, copywriters, freelancers, mobile workplace, reserved workplaces, modern workplace, workplace specialization, workplace layout, digital economy
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Tiesman, Hope M., Srinivas Konda, Lauren Cimineri, and Dawn N. Castillo. "Drug overdose deaths at work, 2011–2016." Injury Prevention 25, no. 6 (April 10, 2019): 577–80. http://dx.doi.org/10.1136/injuryprev-2018-043104.

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Drug overdose fatalities have risen sharply and the impact on US workplaces has not been described. This paper describes US workplace overdose deaths between 2011 and 2016. Drug overdose deaths were identified from the Census of Fatal Occupational Injuries and fatality rates calculated using denominators from the Current Population Survey. Fatality rates were compared among demographic groups and industries. Negative binomial regression was used to analyse trends. Between 2011 and 2016, 760 workplace drug overdoses occurred for a fatality rate of 0.9 per 1 000 000 full-time equivalents (FTEs). Workplace overdose fatality rates significantly increased 24% annually. Workplace overdose fatality rates were highest in transportation and mining industries (3.0 and 2.6 per 1 000 000 FTEs, respectively). One-third of workplace overdose fatalities occurred in workplaces with fewer than 10 employees. Heroin was the single most frequent drug documented in workplace overdose deaths (17%). Workplace overdose deaths were low, but increased considerably over the six-year period. Workplaces are impacted by the national opioid overdose epidemic.
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Gunnarsson, Britt-Louise. "Multilingualism in the Workplace." Annual Review of Applied Linguistics 33 (March 2013): 162–89. http://dx.doi.org/10.1017/s0267190513000123.

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This survey article presents studies on multilingualism in the workplace carried out in different regions. One aim is to give a cross-cultural picture of workplace studies on different languages, and another is to discuss both positive and problem-based accounts of multilingualism at work. The conditions for workplace discourse have been influenced by a series of changes taking place in recent decades. Technological advances have led to new types of networks and workplaces, making linguistic issues salient, at the same time as many low-paid workers are found in traditional jobs, for which the face-to face interaction is central. A model is presented, the aim of which is to grasp the complex and dynamic interplay between workplace discourse and its various contextual frames. Overviews of studies on multilingualism at work are discussed with a focus on workplaces in the inner, outer, and expanding English circles; in transnational companies; and in multilingual regions and English lingua franca workplaces in Europe. Workplaces with workforce diversity are also dealt with. In the discussion section, the scope is enlarged and workplace discourse is related to various contextual frameworks. Finally, some key topics for future studies are sketched.
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Vagas, Marek. "SUMMARY OF CHOSEN LEGISLATION USED IN AUTOMATED OPERATION." TECHNICAL SCIENCES AND TECHNOLOG IES, no. 3(13) (2018): 225–30. http://dx.doi.org/10.25140/2411-5363-2018-3(13)-225-230.

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Urgency of the research. In the field of automation currently exists a lot of standards and directives deals with this area, and frequent mistakes and errors occur during implementation of automated workplaces (especially with robotic arm). Target setting. Purpose of article is to give an overview and brief summary of chosen legislation that is most used during of implementation of such systems. Actual scientific researches and issues analysis. Several books and articles were published during past of years, but a lot of them contain general and complex information, only few of them were focused on limited area, such automated workplac-es. Uninvestigated parts of general matters defining. Despite to lot of information from this area, still is missed clear idea for automated workplace implementation. The research objective. The point of article is showing the most important legislative for automated workplace designing with safety requirements. The statement of basic materials. For success realization of automated solution (obviously with robotic arm) is needed evaluation and assessment of risk that can occur there, with regards to the persons around workplace. Conclusions. The results published in this article increase the correct installation of such automated workplaces, together with industrial robots. In addition, presented legislative helps persons for better understanding of material flow creation in these types of workplaces, where major role is realized via industrial robot. Our proposed solution can be considered as rele-vant base for introducing such workplaces into the “INDUSTRY 4.0” concept.
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Karanika-Murray, Maria, and George Michaelides. "Workplace design." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 224–43. http://dx.doi.org/10.1108/joepp-08-2014-0048.

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Purpose – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach – The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4,287 individuals and 212 workplaces and with integrated regulation as the criterion outcome. Findings – Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Practical implications – The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research can focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value – This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. This questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces.
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Kava, Christine M., Edith A. Parker, Barbara Baquero, Susan J. Curry, Paul A. Gilbert, Michael Sauder, and Daniel K. Sewell. "Associations Between Organizational Culture, Workplace Health Climate, and Employee Smoking at Smaller Workplaces." Tobacco Use Insights 12 (January 2019): 1179173X1983584. http://dx.doi.org/10.1177/1179173x19835842.

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Background: Smaller workplaces frequently employ low-wage earners, who have higher smoking rates. Organizational culture and workplace health climate are two characteristics that could influence employee smoking. The purpose of this study was to examine the associations between organizational culture, workplace health climate, and smoking among employees at small (20-99 employees) and very small (<20 employees) workplaces. We proposed the following hypotheses: a stronger clan culture will be associated with a better workplace health climate (HP1); a better workplace health climate will be associated with lower odds of current smoking (HP2); and there will be an association between workplace health climate and smoking intensity (HP3) and between workplace health climate and quit intention (HP4). Methods: Executives and employees completed separate online questionnaires. Data collection occurred between June and October 2017. We used regression and Fisher’s exact tests to answer study hypotheses. Results: Workplaces with stronger clan cultures had a better workplace health climate (b = 0.27, P < .05), providing support for HP1. A better workplace health climate was associated with lower odds of being a current smoker (odds ratio [OR] = 0.08; 95% confidence interval [CI]: 0.01, 0.53), providing support for HP2. No significant relationship existed between workplace health climate and smoking intensity ( P = .50) or between workplace health climate and intention to quit smoking ( P = .32); therefore, HP3 and HP4 were not supported. Conclusion: Certain culture types may inform an organization’s health climate. Despite a lower likelihood of current smoking in workplaces with better health climates, a better health climate may not be sufficient to produce changes in smoking behavior and intentions.
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Bryson, Alex, and Michael White. "Migrants and Low-Paid Employment in British Workplaces." Work, Employment and Society 33, no. 5 (March 18, 2019): 759–76. http://dx.doi.org/10.1177/0950017019832509.

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Using nationally representative workplace data for Britain, we identify where migrants work and examine the partial correlation between workplace wages and whether migrants are employed at a workplace. Three-in-ten workplaces with five or more employees employ migrant workers, with the probability rising substantially with workplace size. We find the bottom quartile of the log earnings distribution is 4–5% lower in workplaces employing migrants, ceteris paribus. However, the effect is confined to workplaces set up before the introduction of the National Minimum Wage (NMW) in the late 1990s, consistent with the proposition that minimum wage regulation limits employers’ propensity to pay low wages in the presence of migrant workers.
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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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TIMPKA, T., H. ERIKSSON, E. HOLM, M. STRÖMGREN, J. EKBERG, A. SPRECO, and Ö. DAHLSTRÖM. "Relevance of workplace social mixing during influenza pandemics: an experimental modelling study of workplace cultures." Epidemiology and Infection 144, no. 10 (February 5, 2016): 2031–42. http://dx.doi.org/10.1017/s0950268816000169.

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SUMMARYWorkplaces are one of the most important regular meeting places in society. The aim of this study was to use simulation experiments to examine the impact of different workplace cultures on influenza dissemination during pandemics. The impact is investigated by experiments with defined social-mixing patterns at workplaces using semi-virtual models based on authentic sociodemographic and geographical data from a North European community (population 136 000). A simulated pandemic outbreak was found to affect 33% of the total population in the community with the reference academic-creative workplace culture; virus transmission at the workplace accounted for 10·6% of the cases. A model with a prevailing industrial-administrative workplace culture generated 11% lower incidence than the reference model, while the model with a self-employed workplace culture (also corresponding to a hypothetical scenario with all workplaces closed) produced 20% fewer cases. The model representing an academic-creative workplace culture with restricted workplace interaction generated 12% lower cumulative incidence compared to the reference model. The results display important theoretical associations between workplace social-mixing cultures and community-level incidence rates during influenza pandemics. Social interaction patterns at workplaces should be taken into consideration when analysing virus transmission patterns during influenza pandemics.
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Dissertations / Theses on the topic "Workplace"

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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.

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This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate. The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination of both. This thesis uses empirical evidence to explore this alignment between the different approaches to workplace reform and forms of participation. The period chosen for empirical study is approximately 1985-1992 - an era of rapid innovation in workplace reform for Australian manufacturing. Three workplaces were chosen for intensive study from automotive component manufacturers because that industry was itself a laboratory for workplace reform and also because these firms exemplified different approaches to competitiveness and reform. Three approaches to workplace reform - quality management, institutional workplace reform, and best practice - were distinguished to capture the range of Australian practice at that time. Similarly two approaches to workplace participation were distinguished - direct and representative - to reflect the range of observable practices at that time and to represent competing philosophies. Direct participation illustrated an approach founded in managerial context of the political status quo, whilst representative forms were considered to permit a pluralist shift of power to enable employees to manage in place of management. The three case studies depict companies sharing the competitive crisis of their industry. From this stems the impetus for workplace reform. At this point the firms diverged in their choice of competitive strategies for workplace reform. The case studies reveal, at the superficial level, a match between the chosen approaches to workplace reform and forms of participation. Basically, quality management is associated with direct employee participation, institutional workplace reform with collective bargaining and representative consultative committees, and best practice with both. However when the implementation of reform and participation are examined this match becomes less significant. One firm, Auto Air, achieved highly effective outcomes in both reform and participation. Another firm, Auto Electrical, failed in both. The thesis concluded that the relationship between forms of participation and reform is less significant than the effective implementation of policy. Unitarist or pluralist approaches to power distribution count less than managerial capacity to integrate successive reform initiatives and their commitment to workforce participation hi change.
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Agostino, Joseph, and jag@fmrecycling com au. "Workplace identity." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.

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There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sense of workplace identity from the workplace narratives, and organizational change as the destruction of existing workplace narratives and adoption of new workplace narratives, it is possible to gain new understandings of these concepts. A theory is developed which explains how narrative theory creates a relationship between identity and change. This new theory is further developed to explain how narrative theory creates a relationship between organizational identity, culture, leadership, conflict, and change. The new extended theory is applied to a narrative presentation of empirical data, which offers a powerful explanatory lens for understanding the relationship between these chosen aspects of organization.
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Дядечко, Алла Миколаївна, Алла Николаевна Дядечко, Alla Mykolaivna Diadechko, and A. I. Didorenko. "Ergonomic workplace." Thesis, Сумський державний університет, 2013. http://essuir.sumdu.edu.ua/handle/123456789/31090.

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Ergonomics is the study of designing equipment and devices that fit the human body, its movements, and its cognitive abilities. Ergonomics is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design in order to optimize human well-being and overall system performance. Outside of the discipline itself, the term 'ergonomics' is generally used to refer to physical ergonomics as it relates to the workplace (for example: ergonomic chairs and keyboards). When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/31090
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Muller, Doyle Sylvia M. "Workplace violence." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999.
Source: Masters Abstracts International, Volume: 45-06, page: 2953. Typescript. Abstract precedes thesis as preliminary leaves i-iii. Includes bibliographical references (178).
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Allen, Maria Lucy. "Employee voice, equal opportunities and workplace outcomes : an analysis of UK workplaces." Thesis, Manchester Metropolitan University, 2015. http://e-space.mmu.ac.uk/617411/.

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Equal opportunity (‘EO’) policy, practice and legislation has existed for a long time in the UK. Diversity Management (‘DM’), seeing diverse workforces as a competitive strength, covering everyone in the workforce, being more gender neutral and inclusive of those traditionally excluded from organisations, has also come to the fore. However, discrimination within companies continues. Amongst the groups most affected are women, those from a BME background, and disabled people. This thesis draws on an analytical framework that enables a holistic approach to studying the links between voice and EO and DM policies. This thesis incorporates four main types of voice workplace – minimal voice, dual voice, direct voice and indirect voice. It also disaggregates two of these four main types of voice workplace. Within the minimal voice category, this thesis distinguishes between the ‘bleak house’ approach and the ‘limited approach’ and within the dual voice category, this research differentiates between the ‘co-existence approach’ and the ‘partnership approach’. This enables this thesis to take a fine grained analytical approach of the links between voice and EO and DM policies, as well as the links between EO and DM and workplace outcomes, measured by absenteeism and voluntary labour turnover (quits), on the other, within the various types of voice workplace. Voice is relevant to the debate because it hasn’t been explored before and they could be an important means to covey employees preferences to employers, and can therefore potentially help to explain variation in the uptake of EO and DM in different workplaces. To ensure that the results of this research reveal the attitude of workplaces to EO and DM policies this thesis will analyse EO and DM policies at a disaggregated level, covering not only a more diverse set EO and DM policies, but also examining a range of workplaces, not only large organisations, as previous studies have often done. The study focuses on three groups that are commonly discriminated against: women, BME groups and those with a disability. Such discrimination can take direct and indirect forms, therefore, policies monitoring recruitment and selection, and promotions for direct and indirect discrimination, and relative pay rates will be examined, for each of the three groups. This study draws on data from the 2011 Workplace Employment Relations Survey (WERS 2011), the largest, most comprehensive study of workplace practices in the UK. The survey covers EO and DM policies in detail, enabling a nuanced analysis of both the voice factors and the workplace outcomes that they may be associated with. The thesis relies on the management survey in order to capture as many workplaces as possible. The analysis of the data relies on logistic regressions, as the outcome variables in both sets of regressions are dichotomous. The first key finding from this research is that voice is associated with the greater adoption of EO and DM policies in workplace: the more voice a workplace has the more likely it is to have a range of EO and DM policies. For instance, workplaces with direct voice, indirect voice, and dual voice are more likely to have a range of policies compared to those workplaces with minimal voice. In addition, dual voice workplaces are frequently more likely to adopt EO and DM policies compared to all other types of workplace. The second key finding of this research is that EO and DM policies are, on the whole, not associated with higher or lower levels of absenteeism and quits, indicating that, in most instances, EO and DM neither help nor harm establishments to any great degree. This suggests that existing theories could be amended. The third important finding is that any statistically significant associations between EO and DM policies, on the one hand, and absenteeism and quits, on the other, depend upon the type of workplace within which the policies operate. For instance, the relationship between policies and outcomes is sometimes positive and statistically significant (albeit often only at the 10-per-cent level) amongst minimal voice workplaces. It is occasionally negative and statistically significant (at the one-per-cent level) amongst dual voice workplaces. This justifies the approach taken here; it also highlights key areas for future research. The fourth key finding of this research is that there is a connection between high levels of labour turnover, amongst minimal voice workplaces, and the use of EO and DM policies. Again, this highlights areas that future research could examine.
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Putrino, Pasco John. "Workplace formation : how secondary school students manage structured workplace learning." University of Western Australia. Graduate School of Education, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0004.

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[Truncated abstract] Changes in the international and Australian economies and labour markets during the 1980s and early 1990s substantially reduced employment opportunities for young people, causing higher education participation and increased school retention rates. Schools responded to these pressures and to Government policy with the development of Vocational Education and Training (VET) programs that integrate school-based learning with industry training, resulting in rapid growth in the participation of senior secondary students in such programs in recent years. Structured Workplace Learning (SWL) is an integral part of many such programs. How students manage their learning in these new environments was the focus of this study . . . The central finding of the study was the theory of ‘Workplace Formation’ that explains the processes students use to manage their workplace learning during the first year of workplacement. ‘Workplace Formation’ is comprised of five categories of processes – preparing, familiarising, committing, adapting, and building. Each category is comprised of two or more processes. While students generally proceed through each category sequentially, there is a degree of overlap between them. This general sequential progression can be disrupted if circumstances change. The extent of ‘Workplace Formation’ may vary from one student to the next. The theory of ‘Workplace Formation’ provides a new perspective on how school students manage their learning in the workplace while still at school and adds to the theoretical literature in this field. Implications of the findings for further research, and for policy and practice are discussed.
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Gaunt, Anne. "Feedback interactions and workplace based assessment in the surgical workplace." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/99168/.

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Introduction Feedback is important for change in clinical practice. In the postgraduate clinical workplace opportunities for feedback are sporadic and non-standardised. Workplace Based Assessments were designed to offer trainees and trainers the opportunities to engage in feedback. WBA have a role as an assessment of learning and in practice settings the educational benefits of WBA remain elusive. Research question; How do WBA impact on feedback interactions, between surgical trainers and trainees, in the postgraduate workplace? Methods This mixed methods study adopted an explanatory sequential approach to data collection and analysis. Quantitative, questionnaire data, guided qualitative, focus group, data collection and analysis. Results Trainees perceive WBA represent an assessment of learning compared to trainers. Trainers perceive they provide feedback to trainees more than trainees perceive receiving it. Trainees actively engage in seeking feedback via WBA and this relates to perceptions of the value of feedback, having a learning goal orientation and effective supervision. Trainees’ perception of WBA as an assessment of learning leads them to “play the game” and seek positive feedback and avoid negative feedback in the context of WBA. Outside of WBA trainees seek negative feedback which they use to change practice. Trainers described that the culture of WBA, the purpose of WBA as an assessment for learning and of learning, how WBA are used (properly v playing the game) and the trainer – trainee relationship are all interwoven. Activity Theory can illuminate the complex clinical dynamic in which feedback interactions take place. Discussion Feedback interactions in the context of WBA in the postgraduate workplace are highly complex. Trainees and trainers play an active role in these interactions and can choose to engage in meaningful feedback exchanges using WBA. Trainees concerns about the assessment for learning role of WBA adversely affects how WBA are used by trainees and subsequently trainers.
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Galluch, Pamela Suzanne. "Interrupting the workplace /." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1263396187/.

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Rochford, Kylie C. "Intentionality in Workplace Relationships: The Role of Workplace Relational Self-efficacy." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case152241513207526.

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Books on the topic "Workplace"

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Frawley, Suzanne. Workplace. Dublin: University College Dublin, 2002.

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Muhoho, Njoki. Workplace. Nairobi: Macmillan Kenya, 2007.

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Miles, Thurlow, Moss Peter, Forster Richard, and Workplace, eds. Workplace. Sunderland: Art Editions North, 2004.

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Boyett, Joseph H. Workplace 2000. [New York, N.Y.]: Dutton, 1991.

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Holbrook, Christina M., David E. Bixler, Eugene A. Rugala, and Carri Casteel. Workplace Violence. First Edition. | New York : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315369686.

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Obholzer, Anton. Workplace Intelligence. Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429275630.

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Costello, James. Workplace Wellbeing. Names: Costello, James F. (James Francis), author.Title: Workplace wellbeing : a relational approach/James Costello.Description: Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429468186.

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Rayner, Charlotte. Workplace Bullying. London: Taylor & Francis Inc, 2004.

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Simmons, Steve. Workplace assessment. Shankill, Co. Dublin, Ireland: European Foundation for the Improvement of Living and Working Conditions, 1992.

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Nguyen, Tu Phuong. Workplace Justice. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-3116-9.

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Book chapters on the topic "Workplace"

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Reader, Kevin. "Workplace." In Creating the Productive Workplace, 286–300. Third edition. | New York : Routledge, 2017. | "First edition published by E & FN Spon 2000. Second edition published by Taylor & Francis 2006.": Routledge, 2017. http://dx.doi.org/10.4324/9781315658834-18.

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Rowlands, Carys, and Alasdair Ben Dixon. "Workplace." In RIBA Ethical Practice Guide, 95–112. London: RIBA Publishing, 2023. http://dx.doi.org/10.4324/9781003428084-5.

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Henderson, Sarah N., and Vincent B. Van Hasselt. "Workplace Violence." In Handbook of Behavioral Criminology, 537–54. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61625-4_31.

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Zu, Liangrong. "Green Workplace." In Encyclopedia of Corporate Social Responsibility, 1296–303. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_1.

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David, Annette M., and Mark R. Cullen. "The Workplace." In Fundamentals of Clinical Practice, 167–84. Boston, MA: Springer US, 1997. http://dx.doi.org/10.1007/978-1-4615-5849-1_8.

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Beehner, Christopher G. "Workplace Spirituality." In Spirituality, Sustainability, and Success, 51–74. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-77806-8_3.

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Vickers, Margaret H. "Workplace Adversity." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 6181–93. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2367.

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Jurkiewicz, Carole L. "Workplace Spirituality." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 6197–201. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2755.

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Charlier, Steven D., Gary W. Giumetti, Cody J. Reeves, and Lindsey M. Greco. "Workplace Cyberdeviance." In The Wiley Blackwell Handbook of the Psychology of the Internet at Work, 131–56. Chichester, UK: John Wiley & Sons, Ltd, 2017. http://dx.doi.org/10.1002/9781119256151.ch7.

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Boddy, Clive R. "Workplace Bullying." In Encyclopedia of Business and Professional Ethics, 1–2. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_7-1.

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Conference papers on the topic "Workplace"

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Dilius, Aidas, and Vaida Steponavičienė. "The employee workplace registration data system." In Applied Scientific Research. Šiaulių valstybinė kolegija / Šiauliai State Higher Education Institution, Lithuania, 2023. http://dx.doi.org/10.56131/tmt.2023.2.1.155.

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In this article, based on the analysis of the scientific literature and the customer's requirements, a data system for registering employees' workplaces has been designed and implemented. When employees log in to the system, their IP addresses are automatically registered according to their home or company work environment. The system creates pie and bar charts that display the data of the employee and his workplace choice. Data can be filtered by date and name. In the system, you can see the archive - last year's login data. The system is adapted for mobile devices. Key words: employee, workplace, registration, management system.
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Gebhardt, Christoph, Roman Rädle, and Harald Reiterer. "Integrative workplace." In CHI '14: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2014. http://dx.doi.org/10.1145/2559206.2581186.

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Mathur, Akhil, Marc Van den Broeck, Geert Vanderhulst, Afra Mashhadi, and Fahim Kawsar. "Quantified Workplace." In MobiSys'15: The 13th Annual International Conference on Mobile Systems, Applications, and Services. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2753497.2753500.

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Arakawa, Yutaka. "Augmented Workplace." In AHs '20: Augmented Humans International Conference. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3384657.3385334.

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Maternaghan, M. "Workplace 2000." In IEE Colloquium on The Home as an Office. IEE, 1996. http://dx.doi.org/10.1049/ic:19960272.

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Draxler, Sebastian, Adrian Jung, Alexander Boden, and Gunnar Stevens. "Workplace warriors." In Proceeding of the 4th international workshop. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/1984642.1984656.

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Whittaker, Steve, David Frohlich, and Owen Daly-Jones. "Informal workplace communication." In the SIGCHI conference. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/191666.191726.

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Heyer, Clint, and Ingeborg Grønning. "Cross-workplace perspectives." In the 5th Nordic conference. New York, New York, USA: ACM Press, 2008. http://dx.doi.org/10.1145/1463160.1463223.

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Pipek, Volkmar. "Session details: Workplace." In CHI '12: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2012. http://dx.doi.org/10.1145/3250476.

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Whittaker, Steve, David Frohlich, and Owen Daly-Jones. "Informal workplace communication." In Conference companion. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/259963.260328.

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Reports on the topic "Workplace"

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Sandvik, Jason, Richard Saouma, Nathan Seegert, and Christopher Stanton. Workplace Knowledge Flows. Cambridge, MA: National Bureau of Economic Research, January 2020. http://dx.doi.org/10.3386/w26660.

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Ushakov, V. A. The dean's automated workplace. Science and Innovation Center Publishing House, December 2014. http://dx.doi.org/10.12731/ofernio.2014.20648.

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Poitrast, Bruce J. Women in the Workplace. Fort Belvoir, VA: Defense Technical Information Center, September 1988. http://dx.doi.org/10.21236/ada201280.

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Ursano, Robert J. Workplace Preparedness for Terrorism. Fort Belvoir, VA: Defense Technical Information Center, January 2006. http://dx.doi.org/10.21236/ada454927.

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Marshak, David. IBM Lotus Workplace Messaging. Boston, MA: Patricia Seybold Group, May 2003. http://dx.doi.org/10.1571/pr5-29-03cc.

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Andersson, Fredrik, Mónica García-Pérez, John Haltiwanger, Kristin McCue, and Seth Sanders. Workplace Concentration of Immigrants. Cambridge, MA: National Bureau of Economic Research, November 2010. http://dx.doi.org/10.3386/w16544.

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Oosterom, Marjoke, Lopita Huq, Victoria Namuggala, Sohela Nazneen, Prosperous Nankindu, Maheen Sultan, Asifa Sultana, and Firdous Azim. Tackling Workplace Sexual Harassment. Institute of Development Studies, May 2022. http://dx.doi.org/10.19088/ids.2022.026.

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Employment is believed to be a crucial avenue for women’s empowerment, yet widespread workplace sexual harassment undermines this in many countries. Young and unmarried women from poor backgrounds are particularly at risk, but workplace sexual harassment is often overlooked in debates on decent jobs for youth. Based on case study research with factory and domestic workers in Bangladesh and Uganda, this briefing explains how social and gender norms constrain young women’s voices and agency in response to sexual harassment. It offers recommendations towards developing the laws, mechanisms and culture needed to reduce workplace sexual harassment and empower young women in their work.
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Gadd, Milan. Radon in the Workplace. Office of Scientific and Technical Information (OSTI), June 2024. http://dx.doi.org/10.2172/2373129.

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Jones, Damon, David Molitor, and Julian Reif. What Do Workplace Wellness Programs Do? Evidence from the Illinois Workplace Wellness Study. Cambridge, MA: National Bureau of Economic Research, January 2018. http://dx.doi.org/10.3386/w24229.

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Oosterom, Marjoke, Lopita Huq, Victoria Flavia Namuggala, Sohela Nazneen, Prosperous Nankindu, Maheen Sultan, Asifa Sultana, and Firdous Azim. The Gendered Price of Precarity: Voicing and Challenging Workplace Sexual Harassment. Institute of Development Studies, June 2022. http://dx.doi.org/10.19088/ids.2022.030.

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There is a strong belief that employment is a crucial avenue for the empowerment of young women, through income, greater autonomy, and bargaining power within the family. However, experiences of workplace sexual harassment undermine these potential gains. This qualitative study among agro-processing factory workers and domestic workers in Uganda and Bangladesh demonstrates that sexual harassment is widespread in both formal and informal workplaces, while domestic workers are particularly vulnerable to its most severe forms.
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