Relevant bibliographies by topics / Workplace functioning

Academic literature on the topic 'Workplace functioning'

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Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Workplace functioning"

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Lamb, Warren. "Body-Mind Functioning in the Workplace." Educational Forum 54, no. 1 (March 31, 1990): 71–76. http://dx.doi.org/10.1080/00131728909335519.

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Cronshaw, Steven F., Perng Yih Ong, and Dara B. Chappell. "Workers' Adaptation Enables Work Functioning." Psychological Reports 100, no. 3_suppl (June 2007): 1043–64. http://dx.doi.org/10.2466/pr0.100.4.1043-1064.

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In this study, a proposition derived from Functional Job Analysis theory was tested: that workers' adaptive skills are necessary for enabling the operation of functional skills termed Things, Data, and People in the workplace. Restated in broader terms, the veracity of the principle that workers' adaptation enables work functioning was assessed. 29 study participants were assessed on 12 theoretically derived adaptive skills using an in-depth interview methodology. The substantive complexity of the participants' present jobs was estimated by rating them on Things, Data, and People functional skills. Predictive Analysis provided strong support for the hypothesis that workers' adaptive skills enable the operation of functional skills in the workplace. Participants scored markedly better on some adaptive skills than on others. Implications are discussed for workplace adaptation and successful work functioning.
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Shier, Micheal L., Aaron Turpin, David B. Nicholas, and John R. Graham. "Social Service Worker Experiences with Direct and Indirect Violence When Engaged with Service Users." British Journal of Social Work 51, no. 4 (April 2, 2021): 1238–58. http://dx.doi.org/10.1093/bjsw/bcab035.

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Abstract Social service workers’ experiences of violence from service users (client-engaged violence) in social service workplaces are serious and pervasive issues that demand responsive and effective organisational interventions. However, organisational factors and characteristics that have an effect on worker experiences of client-engaged violence are poorly defined. This study utilised a quantitative design to identify and measure aspects of the organisation that prevent client-engaged violence and support workers in building healthy and safe workplaces. Participants (n = 1,574) from various publicly administered social services departments were surveyed to assess the effect of ‘workload’ (workload quality); ‘supervisory dynamics’ (equality, involvement, support and attentiveness); ‘team dynamics’ (intrapersonal team functioning and interpersonal team functioning) and ‘workplace safety culture’ (workplace safety values) on direct and indirect experiences of client-engaged violence. Results from multivariate analysis show that workload characteristics and organisational cultural values of workplace safety had a significant effect on worker experiences of client-engaged violence. The results highlight the importance of creating organisational policies and procedures that support workers in managing workloads and promoting a culture of safety within the work setting.
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Van Der Walt, R. "Have workplace forums contributed to worker participation? Some management perceptions." South African Journal of Business Management 39, no. 2 (June 30, 2008): 45–51. http://dx.doi.org/10.4102/sajbm.v39i2.560.

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The Labour Relations Act No. 66 of 1995 introduced workplace forums (WPFs) as a structure to promote employee participation in decision-making in the workplace. The study gathered the perceptions of management representatives regarding the reason(s) for the establishment, the process of establishment as well as the functioning of workplace forums in their respective organisations. The results indicate that contrary to popular belief management representatives understand that greater employee participation is the reason for the establishment of a workplace forum and that the establishment and functioning of workplace forums take place in accordance with the prescriptions of the Act. It is recommended that management create a climate in which more workplace forums can be established.
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Gulin, Wojciech B. "Mobbing in the Workplace-Causes and Consequences." 21st Century Pedagogy 3, no. 1 (October 1, 2019): 14–19. http://dx.doi.org/10.2478/ped21-2019-0002.

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Abstract Mobbing is one of the most important threats to the functioning of the organization. It refers to the use of unethical activities whose purpose is to harm a colleague. The aim of this study is to present the most important issues related to the issue of mobbing and to describe its causes and consequences that it causes in the individual and social sphere. It turns out that it causes many negative consequences in the functioning of the employee and generates significant financial losses of the organization. An important aspect is the consequent elimination of it, which may contribute to improving the functioning of the organization and its employees.
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Newton, Jonathan, and Ewa Kusmierczyk. "Teaching Second Languages for the Workplace." Annual Review of Applied Linguistics 31 (March 2011): 74–92. http://dx.doi.org/10.1017/s0267190511000080.

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Workplace culture and organization are evolving as they adapt to globalization and rapid technological development. Likewise, the nature and role of workplace language and the literacy demands of work are changing in the face of increasingly multicultural workplaces and global communication networks. Among these changes, recent research has highlighted the role that informal modes of interpersonal communication play in the functioning of the modern workplace. Successful participation in such interactions is seen as not just a question of fitting in socially, but of doing work through talk. Ethnographic research in the workplace has stressed the importance of understanding language by viewing it within its social setting and understanding the interactional norms of particular communities of practice. Research into language programs for the workplace reflects this shift in emphasis. In contrast to research in the field of language for specific purposes on the specialized vocabulary and formal registers of particular professions, a growing body of research focuses on teaching and learning the language of routine workplace interactions. This article reviews current research into the nature of workplace language, noting in particular the contributions from ethnographic and language socialization research. It then discusses research into four aspects of the content of language programs for the workplace: employability skills, interpersonal communication, intercultural and critical language awareness, and teaching focused on the employment interview.
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Greenaway, Katharine H., Hannibal A. Thai, S. Alexander Haslam, and Sean C. Murphy. "Spaces That Signal Identity Improve Workplace Productivity." Journal of Personnel Psychology 15, no. 1 (January 2016): 35–43. http://dx.doi.org/10.1027/1866-5888/a000148.

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Abstract. The physical spaces we inhabit have a profound impact on psychological functioning. People generally experience positive outcomes in spaces that support important identities and negative outcomes in spaces that threaten those identities. We investigated the effects of working in an ingroup or outgroup space on organizational performance. Participants completed exercises in a simulated work environment as a member of a research education development (RED) work team. The office space was designed to be identity affirming (decorated by a RED team), identity threatening (decorated by a rival business legacy usability and engineering [BLUE] team), or undecorated. Work teams performed better in both ingroup spaces and outgroup spaces than in undecorated spaces. The findings highlight the importance of considering the impact of physical space on psychological functioning in the workplace and beyond.
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Ward, Andrew, Nathan Moon, and Paul M. A. Baker. "Functioning, Capability and Freedom: A Framework for Understanding Workplace Disabilities." Employee Responsibilities and Rights Journal 24, no. 1 (May 11, 2011): 37–53. http://dx.doi.org/10.1007/s10672-011-9174-2.

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Stevens, Daphne Pedersen, Gary Kiger, and Pamela J. Riley. "COMING UNGLUED? WORKPLACE CHARACTERISTICS, WORK SATISFACTION, AND FAMILY COHESION." Social Behavior and Personality: an international journal 30, no. 3 (January 1, 2002): 289–302. http://dx.doi.org/10.2224/sbp.2002.30.3.289.

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Many studies that make use of the spillover model of work and family cite anecdotal stories about how a reduction in work-family spillover will directly enhance family relations. The authors argue that while work-family fit is certainly important, this relationship is complex; there are more basic processes in a marital relationship that mediate the association between work-family spillover and family functioning. This paper focuses on the effect that work has on one sphere of family functioning – family cohesion – considering the mediating roles of work-to-family spillover and negotiated aspects of the marital relationship.
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Lagrosen, Yvonne, and Frederick Travis. "Developing a neuropsychological measurement to capture workplace learning." Journal of Modelling in Management 11, no. 3 (August 8, 2016): 783–801. http://dx.doi.org/10.1108/jm2-10-2014-0082.

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Purpose The purpose of the paper is to examine variables to be included in a measurement instrument which measures workplace learning related to recent research into quality management and brain functioning. Design/methodology/approach A literature review was conducted, investigating measures of workplace learning as well as the connections between brain functioning and management. Further studies will use the brain integration scale to compare levels of brain integration with measures of workplace learning. Findings The variables “empathy”, “presence and communication”, “continuity”, “influence”, “development”, “work-integrated learning” and “flow” were found to be relevant from the literature review to be tested for inclusion in the measurement instrument. A measurement model with these variables included has been developed. Research limitations/implications This paper is conceptual in its nature. Empirical studies are needed to validate the propositions. Practical implications The proposed measurement instrument can be used by managers to gain insight into underlying mechanisms in the organizational culture that influence employees’ learning and potential for development. Thus, it can aid managers to achieve profound learning in their organizations, which is necessary for continuously maintaining high quality of products and services. Social implications For society, the implementation of the proposed measurement instrument in companies could lead to better health and higher job satisfaction among employees. Originality/value Traditional ways of measuring working environment are rarely connected to brain functioning of the employees. Only requiring small resources, this approach adds to an understanding of underlying mechanisms.
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Dissertations / Theses on the topic "Workplace functioning"

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Walker, Maria. "Factors facilitating the implementation and functioning of workplace forums." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/923.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.
ENGLISH ABSTRACT: One of the first labour reforms introduced by the then newly elected democratic government of South Africa was the introduction of statutory workplace forums. This ground-breaking chapter in the 1995 Labour Relations Act outlined the first legally mandated form of workplace participation, beyond the sphere of the collective bargaining arena. To date, however, the provisions of the Act which govern workplace forums have been subjected to criticism by both labour and business alike, as well as from academics. The sad reality is that there has been a minimal uptake in the establishment of these forums in the 13 years since the provisions of the Act came into force. This research report has delved into the reasons for this resistance, from the side of both labour and business. The multitude of reasons that exist have been grouped under a series of headings that have then allowed the writer to focus on finding factors that would facilitate the establishment of statutory workplace forums. In considering the factors that would facilitate the enhanced uptake and establishment of workplace forums, the research has guided the writer towards the implementation process per se, in particular the attitudinal and mind-set factors that are required as pre-requisites before the more legislatively focussed aspects of the implementation cycle should be undertaken. While there are no doubt valid concerns with several of the clauses in the legislative provisions, in the opinion of the writer these are not the predominant reasons for the failure of the workplace forum vehicle. The adversarial mindset that still exists between business and labour, as well as the worldviews and consequences that stem from such a mindset, has been the largest obstacle in the establishment of workplace forums. Until both parties, and the broader South African society within which all businesses exist, are able to make the fundamental shift from “win or lose” to “mutual gains through co-operation” the workplace forum vehicle will not be implemented, and the drive to further workplace participation will not be successful. The writer has suggested various changes that should be made to the legislation, and processes that should be put in place to start to lay the foundations upon which the workplace forum model can later be built up on. AFRIKAANSE OPSOMMING: Statutêre werkplekforums was een van die eerste arbeidshervormings wat deur die destyds nuut verkose demokratiese regering van Suid-Afrika bekend gestel is. Hierdie baanbrekershoofstuk in die Wet op Arbeidsverhoudinge van 1995 het die eerste vorm van werkplekdeelname met ’n regsmandaat buite die sfeer van die kollektiewe bedingingsarena uiteengesit. Die bepalings van die Wet wat op werkplekforums gerig is, is egter tot dusver aan kritiek deur arbeid, die sakesektor en akademici blootgestel. Die hartseer werklikheid is dat daar in die 13 jaar sedert die bepalings van die Wet in werking getree het ’n minimale opname in die vestiging van hierdie forums was. Hierdie navorsingsverslag verken die redes vir hierdie weerstand uit die oogpunt van arbeid sowel as besigheid. Die talle redes wat bestaan is saamgegroepeer onder verskillende opskrifte wat die skrywer in staat gestel het om faktore te vind wat die vestiging van statutêre werkplekforums fasiliteer. Wanneer daar gekyk word na die faktore wat die sterker opname en vestiging van werkplekforums kan fasiliteer, lei die navorsing die skrywer na die implementeringsproses op sigself. By die implementeringsproses is dit veral faktore soos houding en ingesteldheid wat as voorvereistes nodig is voordat daar aandag geskenk kan word aan aspekte van die implementeringsiklus wat meer op wetgewing gerig is. Hoewel daar ongetwyfeld geldige kommer oor verskeie van die klousules in die wetgewende bepalings is, is dit volgens die skrywer se mening nie die vernaamste redes vir die mislukking van die werkplekforummedium nie. Die antagonistiese ingesteldheid wat steeds tussen besigheid en arbeid bestaan sowel as die wêreldbeskouings en gevolge wat uit sodanige ingesteldheid spruit, is die grootste struikelblok in die vestiging van werkplekforums. Die werkplekforummedium kan slegs geïmplementeer word en die veldtog om werkplekdeelname te versterk kan net slaag indien albei partye, en die groter Suid-Afrikaanse samelewing waarin alle besighede bedryf word, ’n wesenlike skuif kan maak van “wen of verloor” na “gesamentlike voordele deur samewerking”. Die skrywer stel voor dat wetgewing verander word en dat prosesse geïmplementeer word om te begin om die grondslag te lê vir die bou van die werkplekforummodel.
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Armstrong, Andrew R., and n/a. "Why EI matters : the effects of emotional intelligence on psychological resilience, communication and adjustment in romantic relationships, and workplace functioning." Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070926.131639.

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This thesis investigated the relative importance of six emotional intelligence (EI) abilities comprising the Swinburne University Emotional Intelligence Test (SUEIT) in the prediction of (1) psychological resilience to negative life events, (2) romantic relationship adjustment and communication behaviour, and (3) employability skills. In Study 1, the strength of relationship between negative life events and distress varied across three latent classes, reflecting vulnerable, average, and resilient profiles. Graduated EI scores, in terms of emotional self-awareness, ability to express, and self-manage emotions, predicted membership to each class. Across the 414 survey respondents, these three EI abilities appeared to augment psychological resilience in the aftermath of negative life events. In Study 2, all six EI abilities were found to be weakly associated with dyadic adjustment, and moderately associated with eight relationship enhancing communication behaviours. The eight behaviours were themselves moderately to very strongly associated with adjustment. Mediation analyses revealed that each EI ability influenced dyadic adjustment through the communication behaviours it best predicted. Across the 116 romantic partners surveyed, those better able to express and self-manage emotion communicated in the most relationship enhancing ways. In Study 3, four of the six EI abilities were found to be differentially important in the prediction of seven Adaptive Performance dimensions, five Conflict Management strategies, three forms of Organizational Commitment, and seven Achievement Motivations. The abilities to think clearly under pressure, identify others' emotions, self-manage emotions, and manage others' emotions made valuable contributions, while emotional self-awareness, and the ability to express emotion, did not. Across the 105 workers surveyed, those with these four EI abilities appeared to have decidedly stronger employability skills, skills that distinguish between more and less successful workers of similar education and vocational experience, across all job families. These findings are largely consistent with EI theory, and with the small body of research to have examined similar effects in similar domains. Importantly however, the current findings offer much more specific insights into the relative importance of each EI ability in each context, and thus, the means by which emotional intelligence contributes to a psychologically healthy, intimately connected, and vocationally valuable life.
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Verhoef, H. P. (Hendrika Petronella). "The effect of dissolved workplace romances on the psychosocial functioning and productivity of involved employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41502.

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Workplace romances (WRs) have become a common occurrence and growing trend in today’s work-oriented culture. People are spending more time at work and in close proximity to their work colleagues which provides the ideal stage for romantic relationships to develop. Whilst on the one hand, WRs could have beneficial consequences for the individuals or organisations involved, they could also on the other hand be a problematic occurrence for some employers. The reason is that WRs have the risk of ending badly and that could open a field of possible complicated legal, emotional, ethical or productivity consequences. In the light of this problem, the general objective of this study is to explore the effects of dissolved romances on the psychosocial functioning and productivity of involved employees at an industrial clothing factory in Cape Town in 2012/13 and also to explore the consequent need for appropriate intervention through the existing employee assistance programmes (EAP). The study followed a qualitative research approach in that it covered detailed descriptions of involved employees’ experiences of their psychosocial functioning and productivity in the workplace amidst a relationship breakdown. A collective case study design was utilised because of its aims to understand a social issue, namely the breakdown of romantic relationships in the workplace, and studied the experiences and perceptions of a group of individuals affected by this phenomenon. The researcher conducted a word and concept analysis and an extensive literature study. This enabled the researcher to draw up a framework for the semi-structured interview schedule which was used to collect data.
Dissertation (MSW)--University of Pretoria, 2013.
lmchunu2014
Social Work and Criminology
unrestricted
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Bringsén, Åsa, Sören Augustinsson, Ingemar H. Andersson, and Göran Ejlertsson. "Success factors for visual artists functioning as health promoters at a workplace : results from a Swedish case study." Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-5587.

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Introduction The interest in relations between arts and workplace related health has increased. The focus has mostly been on the work of arts and health from a disease perspective and to the best of our knowledge the research focusing on relation between the artists and workplace related health from a salutogenic perspective is rare. In 2007 a project called the Contemporary Artists in Contemporary Society (CACS) Scania project was implemented and evaluated. The project consisted of twelve visual artists being positioned at eight workplaces on half time for a period of six months. The idea of the project was that unprejudiced meetings between the artists and the staff could result in workplace related health promoting processes. This study will try to unravel some of the mystery of how artists’ presence can result in workplace related promotion of health.    Aim The aim was to identify success factors for visual artists functioning as health promoters at a workplace.   Procedure The search for success criterion started with going through the project descriptions and the evaluation reports from the CACS Scania project. This exposition led to the selection of one project that was considered a particularly successful case. Two artists had been placed at the office for management of regional development in Scania. The employees consisted mainly of civil servants and administrators. The evaluation material belonging to this particular project was studied, searching for possible explanations to the success of the project. The material consisted of digital recordings from a focus group interview with five of the participating staff, an interview with the manager, an interview with the two artists as well as stories written by the two artists throughout the project and finally the project description as well as the folder that the two artists produced as a summary of the project. The analysis of the material was influenced by qualitative content analysis and three categories of success factors were found.   Results The experience of the participating staff The result showed that the staff mainly had had positive project related experiences. The staffs’ experiences could be linked to the salutogenic factors comprehensibility, manageability and meaningfulness. The various project related activities were found to be meaningful and the different activities were considered a pleasant reflective break from an everyday routine based and hectic practice. Some of the staff reported having problems managing the openness and indistinctiveness of the project, but the frequent communication with the artists, as well as support from the manager made the indistinctiveness manageable. The presence of the artists and the different project related activities were often found to be amusing, with adherent facilitation of wellbeing among the staff. At other occasions the presence of the artists could be considered disturbing. The artists brought new perspectives into the workplace that sometimes challenged the staffs’ customary way of thinking and acting, opening up possibilities for creativity and reflective processes of work related learning. It seemed as if the positive health related experiences of the staff relied on communication and mutual construction of intellectual fellowship and project related meaning (intersubjectivity).   A framework for the work of the artists Four criteria were considered a useful framework for a description of the artists successful work at the workplace. 1. Presence - The artists were often present at the workplace. 2. Inspiration – The artists were inspired by the workplace. 3. Activity - The artists were constantly presenting things and activated the staff through out the project 4. Communication – The artists communicated with the staff during the development, implementation and completion process of the project.   Organisational climate It seemed as if the organisational climate was suitable for using artists as health promoters. The staff and the manager were for instance describing them as willing to try new and innovative strategies for the development of their work in general and their work related health in particular.   Conclusion To conclude there is a health promoting potential when involving artists as health promoters at a workplace. For this potential to be realised we found three categories of success factors. The experience of the participating staff were considered important since positive experiences, with adherent positive feelings, form the base for psychological and biological processes that generally have a positive impact on health. These experiences are on the other hand dependent on other facilitating factors, that here can be linked to for instance the artists as well as the organisational climate.
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Seely, Peter W. "The impact of virtuality on team functioning: a meta-analytic integration." Thesis, Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/45894.

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Communication technologies have become a central characteristic of workplace functioning. The literature has suggested that the use of these technologies fundamentally changes the manner in which team members interact. The present study sought to reorganize previous research on the impact of virtuality on team emergent states and behavioral processes to elucidate how different degrees of team virtuality shape team functioning, and to investigate the manner in which these relationships differ according to team type, team membership stability, and publication year. Findings from 174 studies (total number of teams = 9204; total N approximately 26,050) suggest that there is not a strong relationship between team virtuality and emergent states and behavioral processes. However, moderator analyses revealed that a reliance on highly virtual tools may be most detrimental to action teams and ad hoc teams. Moreover, findings demonstrate that the degree to which virtuality shapes team transition and action process may be changing over time.
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Doolabh, Chetna Gidhar. "Emotional intelligence and effective team functioning of MBA syndicate groups at the NMMU business school." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/740.

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A common issue in leadership development is the high flyers who reach a position where their lack of “soft” skills hampers their performance and proves a barrier to their continued progression to higher levels of responsibility (Newell, 2002: 288). Business Schools offering Masters in Business Administration (MBA) programmes assist in developing managers with not just managerial competence but also with “soft” skills. By delivering educated business managers, these managers through their intellectual skills and community sensitive values, will lead future transformational processes. It is useful and interesting to consider how important emotional intelligence is for effective performance at work. A considerable body of research suggests that an employee’s ability to perceive, identify, and manage emotion provides the basis for the kinds of social and emotional competencies that are important for success in almost any position. Furthermore, as the pace of change increases and the world of work make ever-greater demands on an employee’s cognitive, emotional, and physical resources, this particular set of abilities will become increasingly important (Cherniss, 2000). The primary objective of this study is to determine the perceptions of the Masters in Business Administration (MBA), B-Tech in Business Administration (BBA), Advanced Business Programme (ABP) programmes and the Business School Alumni to determine the overall emotional intelligence profile of students as well as the effective team functions of the syndicate groups. Based on the main findings of the survey, it was concluded that emotional intelligence is an important factor for the NMMU Business School, MBA Unit students. The skills attained through the course work will not only improve team effectiveness in the syndicate group functioning but also enhance their performance in the business environment. The MBA team learning experiences enhances workplace learning as the ability to work in a team and ability to think and act independently are highly desired skills and competencies for success in the workplace.
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Holmström, Stefan. "Workplace stress measured by Job Stress Survey and relationships to musculoskeletal complaints." Doctoral thesis, Umeå University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1615.

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The main purpose of this thesis was to evaluate and test the Job Stress Survey (JSS, Spielberger, 1991; Spielberger & Vagg, 1999), a self-report instrument which assesses workplace stress. In the thesis a thorough evaluation is made of JSS scales and items, and the relations to health, particularly musculoskeletal complaints. The aim of Study I was to evaluate the factor structure and the psychometric properties of a Swedish version of the JSS. The instrument was distributed to medical service personal and metal industry workers (n=1186). Factor analyses demonstrated a good resemblance between the present version and the American original version. The results also showed that the internal consistencies, as well as the test-retest reliabilities of the scales are high, and the concurrent validity are good. Study II examined work-related stress measured by JSS for the subgroups of gender, industry workers and medical service personnel, and special attention was given to the problem of differential item functioning (DIF) on these subgroups. The main findings were that both gender and occupation has a substantial impact on specific sources of work-related stress assessed by JSS scales and individual items. The result of the DIF analyses showed no item bias in the gender subgroup, but for the occupational subgroups there where items showing DIF in two of the scales. These items do not jeopardize the conclusions made on scale level since the number of items showing DIF are too few to make an impact on the overall result on the different scales. In Study III the relation between self-reported stress and health, particularly musculoskeletal problems were examined longitudinally in two metal industry factories. Results showed high levels of stress and musculoskeletal complaints in these factories and significant and strong relationships between the JSS scales and musculoskeletal, as well as psychosocial ratings. Lack of Organizational Support was found to be more related to musculoskeletal pain than Job Pressure. Longitudinal differences were found between the factories and between different types of musculoskeletal complaints. The general conclusions from the studies are that the present version of JSS shows a good resemblance with the American original, and that JSS is a useful instrument for studying relationships between stress and health.

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Armstrong, Andrew Richard. "Why EI matters the effects of emotional intelligence on psychological resilience, communication and adjustment in romantic relationships, and workplace functioning /." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070926.131639/index.html.

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Thesis (PhD) - Faculty of Life and Social Sciences, Swinburne University of Technology, 2007.
Submitted as a requirement for the degree of Doctor of Philosophy, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 323-373).
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Mey, Michelle Ruth. "An evaluation of the interventions utilized by manufacturing organizations in the Eastern Cape to ensure the optimal implementation and functioning of self-directed work teams." Thesis, Port Elizabeth Technikon, 2001. http://hdl.handle.net/10948/61.

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Organisations worldwide are attempting to increase individual job satisfaction, productivity and efficiency by implementing work teams. This research study evaluates the interventions considered necessary to optimally implement and maintain self-directed work teams (SDWTs). In order to complete this study it was necessary to address the characteristics associated with SDWTs, problems commonly experienced during implementation and functioning of SDWTs and the identification of the interventions used to promote the successful implementation and maintenance of SDWTs. These objectives were achieved by means of a comprehensive literature study. Subsequent to the literature study, a process model for the successful implementation and maintenance of a SDWT within a South African organization was developed. Thereafter, a questionnaire was developed based on the findings of the literature study and distributed to a randomly selected population. The objective of the questionnaire was to evaluate the interventions utilized during the implementation and maintenance of SDWTs. The results of the empirical study were statistically analysed and interpreted. Finally, conclusions and recommendations were made. The most important recommendations are as follows: Firstly, the trade union must be consulted and involved in the decision to implement SDWTs. Members of the team must be exposed to training interventions prior to the implementation of the SDWT. Thereafter, team members must undergo advanced training in interpersonal and problemsolving skills. Salary and reward structures within the organisation must be adapted to suit a teambased environment. Finally, the success of the SDWT will depend on the support provided by management. Management needs to exhibit total commitment to the change on a continuous basis.
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Wei, Min. "A Structural and Psychometric Evaluation of a Situational Judgment Test: The Workplace Skills Survey." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799488/.

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Some basic but desirable employability skills are antecedents of job performance. The Workplace Skills Survey (WSS) is a 48-item situational judgment test (SJT) used to assess non-technical workplace skills for both entry-level and experienced workers. Unfortunately, the psychometric evidence for use of its scores is far from adequate. The purpose of current study was two-fold: (a) to examine the proposed structure of WSS scores using confirmatory factor analysis (CFA), and (b) to explore the WSS item functioning and performance using item response theory (IRT). A sample of 1,018 Jamaican unattached youth completed the WSS instrument as part of a longitudinal study on the efficacy of a youth development program in Jamaica. Three CFA models were tested for the construct validity of WSS scores. Parameter estimations of item difficulty, item discrimination, and examinee’s proficiency estimations were obtained with item response theory (IRT) and plotted in item characteristics curves (ICCs) and item information curves (IICs). Results showed that the WSS performed quite well as a whole and provided precise measurement especially for respondents at latent trait levels of -0.5 and +1.5. However, some modifications of some items were recommended. CFA analyses showed supportive evidence of the one-factor construct model, while the six-factor model and higher-order model were not achieved. Several directions for future research are suggested.
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Books on the topic "Workplace functioning"

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Shannon, Joyce Brennfleck. Alcoholism sourcebook: Basic consumer health information about alcohol use, abuse, and addiction, including facts about the physical consequences of alcohol abuse, such as brain changes and problems with cognitive functioning, cirrhosis and other liver diseases, cardiovascular disease, pancreatitis, and alcoholic neuropathy, and the effects of alcohol on reproductive health and fetal development, mental health problems associated with alcohol abuse, and alcohol's impact on families, workplaces, and the community ; along with information about underage drinking, alcohol treatment and recovery, a glossary of related terms, and directories of resources for more information. 3rd ed. Detroit, MI: Omnigraphics, 2010.

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Committee on Work and Organizations, Group for Advancement of Psychiatry. Psychiatry of Workplace Dysfunction. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190697068.001.0001.

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Relationships have always been at the heart of business. Successful businesses develop and sustain solid relationships with suppliers, employees and customers. However, the forces of technology, globalization and litigation have dramatically reshaped workplace relationships, transforming them and in some instances damaging or dissolving them. As humans have a fundamental need to work, organizations have a similar need for workers to perform tasks optimally. Data show that attending to workplace relationships and engaging employees increases productivity, creativity, and loyalty, yielding both short-term and long-term benefits. Disruptions of these relationships can lead to significant impairment in performance as well as deterioration in workers’ mental health. The tools that managers once relied upon to restore relationships have been weakened in part because of technology, globalization and litigation. The principles discussed in this book are designed to foster high-functioning workplace relationships. The authors’ psychiatric training, coupled with the breadth of their collective years of business and legal consultation experience, offers unique wisdom about developing and sustaining a relationship-focused perspective at work. The insights integrate cutting edge previously unpublished information with prior research and understanding of the psychological dynamics and principles of the workplace on both macro and micro levels—all presented in lay terminology punctuated by useful graphics with a minimum of technical terms, making the book easily understood by mental health professionals, managers, and employees audiences alike.
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Lakomski, Gabriele. Managing without Leadership: Towards a Theory of Organizational Functioning. Elsevier Science, 2005.

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Managing without Leadership: Towards a Theory of Organizational Functioning. Elsevier Science, 2005.

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Brown, Andrew, Christopher T. Flinton, Josh Gibson, Brian Grant, Barrie Greiff, Duane Hagen, Stephen Heidel, et al. On the Value of Work. Edited by Andrew Brown, Christopher T. Flinton, Josh Gibson, Brian Grant, Barrie Greiff, Duane Hagen, Stephen Heidel, et al. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190697068.003.0001.

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Work is essential to healthy and adaptive human psychological functioning. The work ethic couples work and reward in order to endow work with meaning. The healthy workplace supports relationships and behaviors that promote a strong work ethic and cohesive group function such that the overall goals of the workplace can be accomplished and the mental health of the individual workers is enhanced. This book describes key drivers that disrupt the workplace environment and provides strategies and tools to address problematic behaviors and emotions that place the mental health of employees at risk and reduce the effectiveness of the organization. These tools can help managers, employees, and company leaders to optimize work functioning and informs mental health professionals who treat employees in distress.
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Roberson, Quinetta M., ed. The Oxford Handbook of Diversity and Work. Oxford University Press, 2013. http://dx.doi.org/10.1093/oxfordhb/9780199736355.001.0001.

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To keep pace with the changing business environment as globalization permeates both consumer and labor markets, this handbook offers the most current research in the workplace diversity, exploring what diversity means and its impact on group and organizational functioning. The volume is comprised of eight sections. The first section provides a fundamental introduction and overview to the history and current state of workplace diversity. The second section explores various conceptualizations of diversity. The third section focuses on psychological perspectives on diversity, touching on the self in diverse work contexts, intergroup bias, and the experience of stigma. The fourth section deals with interactionist perspectives on diversity, including chapters on diversity as knowledge exchange, diversity as disagreement, and diversity as network connections. The fifth section provides contextual perspectives on diversity, e.g., how context shapes diversity outcomes, diversity cognition and climate, and viewing diversity as a competitive advantage. Sections six and seven consider practice perspectives and systems perspectives in diversity, touching on leadership, diversity training, work-life interface, and law and diversity. Finally, the book concludes with a chapter on future directions for diversity theory and research.
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Bolino, Mark C., Anthony C. Klotz, and William H. Turnley. The Unintended Consequences of Organizational Citizenship Behaviors for Employees, Teams, and Organizations. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.11.

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Researchers have identified a number of reasons why organizational citizenship behavior (OCB) should contribute to the effective functioning of workgroups and organizations, and many studies have found that OCB is indeed positively related to both workgroup-level and organizational-level indicators of effectiveness. Nevertheless, there is mounting evidence that OCBs can sometimes have negative consequences for employees, teams, and organizations. In this chapter, we review research that has focused on these unintended consequences and explain how these negative effects could potentially undermine the positive outcomes that are typically associated with OCB. We conclude our chapter by identifying directions for future research and discussing methodological considerations for investigations of OCB’s unintended consequences. Some practical implications about managing citizenship in the workplace are addressed as well.
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Misra, Girishwar, ed. Psychology: Volume 3. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780199498864.001.0001.

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This survey of research on psychology in five volumes is a part of a series undertaken by the ICSSR since 1969, which covers various disciplines under social science. Volume Three of the survey, Psychology of Organizations, focusses on some of the important facets of organizational behaviour. Research in the work setting has observed that factors like family responsibilities, non-work events, and employment-related legislation also influence work behaviour. Today, technology is increasingly playing greater role in organizational settings and workplaces are becoming more and more diverse in their social compositions. In addition, work is increasingly being accomplished by teams rather than by single individuals. The performance in work settings is not determined by the mental and physical abilities but by other attributes such as personality, interpersonal skills, and emotional intelligence. Work is also becoming complex, as people who participate in the activities at workplace often interact in complex ways. In this scenario, worker motivation is becoming a key challenge as it influences organizational performance. This volume examines issues of motivation, performance, and leadership in Indian organizations, along with consumer concerns in India. It explicates the dynamics of organizational performance and analyses the impact of employees’ negative attitude, affect, and behaviour in the corporate setting. The contributors also study moral and ethical dimensions of the corporate life and look at the way consumption practices have evolved in contemporary India. This volume also presents a model of ethical leadership based on Guna theory and principle of Karma appropriate for Indian setting. It explores the potential of inspirational meta value for revamping the corporate functioning and overcoming corruption and other malpractices.
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Gallent, Nick. Whose Housing Crisis? Policy Press, 2019. http://dx.doi.org/10.1332/policypress/9781447345312.001.0001.

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England, and especially London, remain in the grip of a housing cost crisis marked by extraordinary ratios between median house prices and workplace earnings. House prices have continued to rise over the last decade despite a stagnation in earnings. At the root of the crisis is the problematic relationship that individuals and economies share with residential property. Housing’s social purpose, as home, is frequently relegated behind its economic function, as asset, able to offer a hedge against weakening pensions or source of investment and equity release for individuals, or guarantee rising public revenues, sustain consumer confidence and provide evidence of ‘growth’ for economies. England’s economy – along with that of the rest of the UK – has been on a long transition away from manufacturing for several decades. It is now reliant on services and particularly the financial services associated with real estate consumption and debt production. This book explores the 'UK's economic transition and examines associated housing outcomes. The re-functioning of housing in the twentieth century is a cause of great social inequality, as housing becomes a place to park and extract wealth. What can be done to address this inequality and what role might planning play in delivering fairer outcomes and in re-prioritising housing’s social function?
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Book chapters on the topic "Workplace functioning"

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Obholzer, Anton. "On institutional functioning." In Workplace Intelligence, 38–44. Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429275630-15.

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Ramsay, J. Russell. "Career counseling and workplace support." In Nonmedication treatments for adult ADHD: Evaluating impact on daily functioning and well-being., 77–90. Washington: American Psychological Association, 2010. http://dx.doi.org/10.1037/12056-004.

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Cordell, Rosanne M. "Reference and Instruction Services as an Integrated Approach." In Professional Development and Workplace Learning, 1964–73. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-8632-8.ch107.

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Reference and instruction services in academic libraries were indistinguishable in their early development but were separated administratively as libraries and their programs grew. This organizational separation is not conducive to the coordination of these services, but steps can be taken which will benefit the functioning of each area.
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Chew, Chelsea. "Using Positive Psychology to Help Young Adults with High Functioning Autism Transit to the Workplace." In Preparing Youths for the Workplace, 223–34. WORLD SCIENTIFIC, 2015. http://dx.doi.org/10.1142/9789814689472_0020.

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Ross, Michael W. "Mental Health Issues and the Worker with AIDS: The Impact of Work on Psychological Functioning in Men with HIV Disease." In Homosexual Issues in the Workplace, 203–13. Taylor & Francis, 2018. http://dx.doi.org/10.4324/9781315800868-12.

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Tu, Qiang, Bhanu Raghunathan, and T. S. Raghunathan. "Organizational Commitment in the IS Workplace." In Advances in Information Resources Management, 352–74. IGI Global, 2002. http://dx.doi.org/10.4018/978-1-930708-44-0.ch020.

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Information systems (IS) technology has become a strategic resource for most organizations to compete successfully in today’s highly uncertain marketplace. One critical component of this strategic resource is the IS human resource. Unlike many other professions, IS professionals historically displayed a much higher rate of turnover due to rapid technological changes, job stress and emerging employment opportunities. Such excessive turnover can be very costly to the organization in terms of costs of recruiting and retraining and the loss of systems development productivity. Therefore, maintaining a qualified and stable body of IS staff has been continually ranked among the most important issues for the successful functioning of IS departments. However, this important IS human resource management issue has not received enough empirical research attention within the IS management literature. The current study attempts to fill this gap by empirically examining the relationships among a set of organizational and psychological factors (i.e., management support, degree of IS control, IS strategic significance, role stressors) and the organizational commitment of IS managers. Empirical data was collected through large-scale questionnaire survey. The rigorous statistical method of LISREL path analysis was used. Results show that these variables are closely related to each other, which provides valuable insights for organizations to more effectively manage their IS human resource.
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Bogg, Alan, and Paul S. Davies. "Accessory Liability for National Minimum Wage Violations in the Fissured Workplace." In Criminality at Work, 431–52. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198836995.003.0022.

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This chapter examines whether ‘accessory liability’ could provide a way of attributing criminal liability to lead companies in supply chains where those lead companies are not functioning as ‘employers’. For example, company X subcontracts a particular economic activity to company Y, and Y then employs workers to fulfil the requirements of its commercial contract with X. Accessory liability criminalizes those who intentionally assist or encourage the commission of principal offences, thereby extending the web of criminal liability beyond principal parties. This could provide a principled way of responding to enforcement problems in the ‘fissured workplace’. Furthermore, this would be consistent with the requirements of fair labelling and culpability in general criminal law, by avoiding the fictional attribution of ‘employer’ status to entities that are not employing.
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Norris, Sharon E., and Tracey H. Porter. "The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success." In Research Anthology on Religious Impacts on Society, 1–25. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3435-9.ch001.

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In today's competitive organizational environment, strategic leaders depend upon employees with the capacity to continually change, innovate and improve, making highly engaged workers more valuable than ever (Norris, 2013). These changing conditions require the strategic cultivation of a workforce willing to contribute to the effective functioning of the organization through discretionary organizational citizenship behaviors (OCBs). Using the survey method, we obtained data from 232 working professionals from a large metropolitan area in the Midwest and tested the extent to which spirituality in the workplace and perceived organizational support influenced the exhibition of OCBs. Our findings show that spirituality in the workplace exerts influence on altruism, conscientiousness, and courtesy, which represent interpersonally directed OCBs, and perceived organizational support exerts influence on civic virtue, which is an organizationally directed OCB.
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Norris, Sharon E., and Tracey H. Porter. "The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success." In Encyclopedia of Strategic Leadership and Management, 1140–62. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch080.

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In today's competitive organizational environment, strategic leaders depend upon employees with the capacity to continually change, innovate and improve, making highly engaged workers more valuable than ever (Norris, 2013). These changing conditions require the strategic cultivation of a workforce willing to contribute to the effective functioning of the organization through discretionary organizational citizenship behaviors (OCBs). Using the survey method, we obtained data from 232 working professionals from a large metropolitan area in the Midwest and tested the extent to which spirituality in the workplace and perceived organizational support influenced the exhibition of OCBs. Our findings show that spirituality in the workplace exerts influence on altruism, conscientiousness, and courtesy, which represent interpersonally directed OCBs, and perceived organizational support exerts influence on civic virtue, which is an organizationally directed OCB.
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Hai-Jew, Shalin. "Analyzing Work Teams Using Social Network Diagrams." In Remote Workforce Training, 170–91. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch009.

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Workplace teams are a common social structure that enables the successful completion of collaborative projects. They have been studied as “hot” teams, virtual ones, and other manifestations. For both management and team members, it is helpful to have a form of meta-cognition on teams to solve work team issues pre-, during-, and post-project. One way to systematize understandings of a work team is to apply social network analysis to depict the work team’s power structure, its functions, and ways to improve the team’s communications for productivity, creativity, and effective functioning. This chapter depicts three real-world team-based projects as social network diagrams along with some light analysis. This work finds that social network diagrams may effectively shed light on the social dynamics of projects in the pre-, during-, and post-project phases.
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Conference papers on the topic "Workplace functioning"

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Vignali, Giuseppe, Nicolas Guareschi, Letizia Tebaldi, Francesco Longo, Luciano Di Donato, Alessandra Ferraro, and Eleonora Bottani. "A testing procedure of a digital application for safety improvement in a beverage plant." In The 5th International Food Operations & Processing Simulation Workshop. CAL-TEK srl, 2019. http://dx.doi.org/10.46354/i3m.2019.foodops.002.

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"Safety at the workplace is one of the most relevant issues for companies, due to the high number of accidents happening every year, some of which even deadly. Despite that, this number is decreasing thanks to continuous research and to an increasing application of safety procedures and devices. In line with that, the project presented in this work intends to develop and evaluate a new solution to improve operators’ safety, at a reasonable cost (including adoption and use). The usage of wearable systems (smart-glasses and smartwatches) will improve the efficacy of the solutions previously tested on mobile devices like tablets and smartphones. Although no new devices were developed, the project required the creation of a new software tool, in which a great amount of information was inserted to allow its correct functioning. The main aim of this work is to create a testing procedure to evaluate the impact of this solutions on the employee’s safety. This is extremely important to demonstrate the efficacy of new industry 4.0 applications."
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"The Benefits and Challenges of Living, Teaching and Working in Today’s Diverse World." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4355.

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Aim/Purpose: The purpose of this report is to provide an understanding of cultural diversity in today’s global economy and to understand what shapes our identities and what influences our behavior. Background: Culture is the way of functioning in today’s world and it refers to the shared language, beliefs, values, norms, behaviors, and material objects that are passed down from one generation to the next. Cultural diversity helps individuals recognize and respect the stewpot of today’s world and promoting cultural diversity and cultural competency helps individuals define and respect the diversity that encompasses today. Cultural competence also helps individuals embrace values and cultural nuances that are not necessarily akin to the one’s the individual possesses. Individuals interact with others to build bridges to trust, respect, and understanding across cultures. Furthermore, diversity makes the world a more interesting place to live, as people from diverse backgrounds contribute language, new ways of thinking, new knowledge, and different experiences. Methodology: A non-systematic literature review by way of reviewing articles that were found in many of major databases under the terms “Diversity in the workplace” since the year 2010 was conducted. Findings: This study identified major findings that would help individuals shape the diversity encountered and provides an avenue toward unity.
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