Journal articles: '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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Hollis-Sawyer, Lisa. "Creating an Age-Friendly Workplace for Older Workers and Employers." Innovation in Aging 4, Supplement_1 (December 1, 2020): 64. http://dx.doi.org/10.1093/geroni/igaa057.209.

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Abstract Despite the clear aging trends in the U.S. and global population (e.g., World Health Organization, 2015), there has been a lack of “age audit” tools to evaluate the age-friendliness of workplace environments to facilitate older adults’ positive mental/cognitive health, physical health, social/interpersonal health, and general aging adaptation. The present study did a review of the literature and audit tools across several disciplines (psychology, gerontology, kinesiology, anthropometry, audiology, vision science, human resources management, architecture, and social factors engineering) regarding the assessment and design issues underlying “age-friendliness” in the workplace. Further, the present research pilot-tested a new audit tool in two organizations (educational, industrial). The researcher, in coordination with two independent raters, conducted a content analysis of the different peer-reviewed articles and books across several disciplines and available age audit tools/approaches to identify: (1) current practices in age-friendliness assessments (e.g., “user-friendliness” of audit tools for practitioners), (2) potential biases/limitations in age assessments (e.g., “decline/decrement” aging perspective), and (3) “gaps” in evaluations to create a more holistic evaluation approaches. The following conclusions were made: (1) most assessments focused on one factor of functioning (e.g., psychomotor capability), (2) existing tools are limited in options and functionality for daily assessments, (3) most focus on decline and limitations in functioning, and (4) need to design multi-sensory, multi-function assessments reflecting an integrated and coordinated system of sensory, psychomotor, social, and cognitive performance. A holistic model of the outcomes for workplace design “fit” interventions to create more aging-friendly workplaces based upon pilot test results will be presented.

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WOLNIAK, Radosław. "Analysis of the 5S method functioning in a production company." Scientific Papers of Silesian University of Technology. Organization and Management Series 2020, no. 146 (2020): 523–31. http://dx.doi.org/10.29119/1641-3466.2020.146.37.

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Purpose: The goal of the paper is to analyses process of implementation and effectiveness of 5S method in an industrial enterprise. Design/methodology/approach: Critical literature analysis, questionnaire analysis, case study analysis. Findings: On theexample of industrial organization that was in the presented paper an analysis of effectivenes of 5S implementation. On the basis of conducted analysis the main objectives of using 5S are: order in the workplace, maintenance of cleanliness and efficiency of machines and devices, shorter duration of activities. The main causes of problems with 5S implementation are connected with no time to do the work and lack of funds. The overall rating of efficiency of 5S method in analyzed enterprise is very good. Originality/value: Detailed analysis of main objectives of using 5S method and the main causes of problems with it in the industrial enterprise

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Thibault Landry, Anaïs, and Ashley Whillans. "The Power of Workplace Rewards: Using Self-Determination Theory to Understand Why Reward Satisfaction Matters for Workers Around the World." Compensation & Benefits Review 50, no. 3 (June 2018): 123–48. http://dx.doi.org/10.1177/0886368719840515.

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How can workplace rewards promote employee well-being and engagement? To answer these questions, we utilized self-determination theory to examine whether reward satisfaction predicted employee well-being, job satisfaction, intrinsic motivation and affective commitment, as well as valuable organizational outcomes, such as workplace contribution and loyalty. Specifically, we investigated the role of three universal psychological needs—autonomy, competence and relatedness—in explaining whether and why reward satisfaction matters for employees’ well-being. We tested our model in a large, cross-sectional study with full-time employees working for multinational corporations in six main world regions: Asia, Europe, India, Latin America, North America and Oceania ( N = 5,852). Consistent with our theorizing, we found cross-cultural evidence that reward satisfaction promoted greater employee functioning through psychological need satisfaction, contributing to better organizational outcomes. Critically, our results were consistent regardless of geographic location. As such, this study provides some of the strongest evidence to date for the power of understanding psychological mechanisms in the workplace: Regardless of the actual rewards that employees received, how workplace rewards made employees feel significantly predicted their optimal functioning.

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Rook, Caroline, Lee Smith, James Johnstone, Claire Rossato, Guillermo Felipe López Sánchez, Arturo Díaz Suárez, and Justin Roberts. "Reconceptualising workplace resilience - A cross-disciplinary perspective." Anales de Psicología 34, no. 2 (April 10, 2018): 332. http://dx.doi.org/10.6018/analesps.34.2.299371.

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<p>Stressful situations, performance pressure, and setbacks are part of contemporary organizational life. The dynamic nature of technological advances and globalisation of business leads to tougher competitive pressures and constant change. People’s responses to these challenging circumstances vary widely. Some bounce back and adapt to increasing challenges and adversity, others’ healthy functioning is significantly impaired. Even though resilience is recognised as a crucial issue in the workplace, the rates of new cases of work-related stress and depression have remained broadly flat for more than 10 years. Resilience research within Applied Psychology typically focuses on the psychological domain of a person’s functioning. This means that also resilience trainings or interventions focus on only one area. The present paper aims to build a comprehensive conceptualization of workplace resilience ultimately to assist in informing targeted intervention and in developing a model to move the research area forward as a whole. A cross-disciplinary understanding of and approach to individual resilience in the workplace would allow to better understand the mechanism of why some people bounce back from adverse events whereas others’ well-being declines. We propose a resilience framework with antecedents considering psychological (cognitive and emotional) and physiological correlates (cardiovascular, gastrointestinal and metabolic). </p>

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Li (李永), Yong. "Institutional Discrimination and Workplace Racism." Journal of Chinese Overseas 16, no. 2 (November 11, 2020): 267–301. http://dx.doi.org/10.1163/17932548-12341426.

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Abstract For the past ten years, foreign students have provided the largest contingent of skilled migrants in France. Yet both the career paths of these graduates and their subjective experiences have remained largely unexamined. This paper focuses on the difficulties of Chinese graduates in France initially during their period of job seeking and then in their working lives. The paper has a two-fold objective. Firstly, it highlights the discriminatory nature of French immigration policy, one which maintains non-EU foreign graduates in a precarious legal position during the transition from study to work. Their precarious situation generates discrimination in the workplace from employers. Secondly, it shows that in the contemporary business world Chinese employees are subjected to subtle forms of racism, forms that are embedded in the routine functioning of companies. These experiences of discrimination and racism have a strong impact on these Chinese employees’ career paths and their access to rights.

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LUNENBURG, FRED. "LEADERSHIP VERSUS MANAGMENT: A KEY DISTINCTION—At LEAST IN THEORY." Main Issues Of Pedagogy And Psychology 3, no. 3 (February 27, 2020): 15–18. http://dx.doi.org/10.24234/miopap.v3i3.15.

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Organizations provide its managers with legitimate authority to lead, but there is no assurance that they will be able to lead effectively. Organizations need strong leadership and strong management for optimal effectiveness. In today’s dynamic workplace, we need leaders to challenge the status quo and to inspire and persuade organization members. We also need managers to assist in developing and maintaining a smoothly functioning workplace.

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Gomez, Rafael, Michael Barry, Alex Bryson, Bruce E. Kaufman, Guenther Lomas, and Adrian Wilkinson. "The “good workplace”." Journal of Participation and Employee Ownership 2, no. 1 (June 20, 2019): 60–90. http://dx.doi.org/10.1108/jpeo-09-2018-0024.

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Purpose The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies. Design/methodology/approach Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices. Findings The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management. Originality/value This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.

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Lo Sasso, Anthony T., Kathryn Rost, and Arne Beck. "Modeling the Impact of Enhanced Depression Treatment on Workplace Functioning and Costs." Medical Care 44, no. 4 (April 2006): 352–58. http://dx.doi.org/10.1097/01.mlr.0000204049.30620.1e.

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Trépanier, Sarah-Geneviève, Claude Fernet, and Stéphanie Austin. "A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning." Journal of Occupational Health Psychology 20, no. 1 (January 2015): 105–16. http://dx.doi.org/10.1037/a0037726.

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Fedorko, Gabriel, Martin Vasil, and Bibiana Podracka. "A simulation model for the need for intra-plant transport operation planning by AGV." Open Engineering 9, no. 1 (December 10, 2019): 606–12. http://dx.doi.org/10.1515/eng-2019-0083.

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AbstractIntra-plant transport has an important role in the systems of enterprise logistics. At present, automated transport systems (AGV) are used for its efficient operation, with minimal operator attendance. For the proper and reliable functioning of such a transport system, there is currently a wide range of methods, of which the method of computer simulation is increasingly dominant. In the application, however, it is necessary to take into account that the functioning of AGV systems is a very demanding process with high demands on the used simulation software. Within the article, it will be described the use of the method of additional programming, as an effective tool in the creation of a simulation model of the AGV system for the need of its planning. The model presents the possibilities of increasing of the output of the analyzed production process to more than 70%, and at the same time it indicates insufficient use of workplaces that in one case reaches the value about 10%. The application of this model pointed to the reduction of the number of workplaces by one and with this related increase of output of other workplace.

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Steinberg, Annie G., Vicki Joy Sullivan, and Louise A. Montoya. "Loneliness and Social Isolation in the Work Place for Deaf Individuals During the Transition Years: A Preliminary Investigation." Journal of Applied Rehabilitation Counseling 30, no. 1 (March 1, 1999): 22–30. http://dx.doi.org/10.1891/0047-2220.30.1.22.

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This study is a first attempt to examine the experience of loneliness and social isolation for young adults who are deaf. It was hypothesized that these factors play a significant role in job retention and effective workplace functioning for individuals who are deaf or who have special communication needs and that social integration difficulties could result in poor vocational and psychological outcomes. This study found that communication barriers in the workplace create social difficulties and affect the performance of people who are deaf. Strategies utilized for coping with isolation and for improving integration into the workplace are described and recommendations for future research and intervention with deaf youth are offered.

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Donnelly, Holly, and Megan Gosbee. "Family of Origin Supervision in the Workplace: Impacts on Therapist and Team Functioning." Australian and New Zealand Journal of Family Therapy (ANZJFT) 30, no. 4 (December 2009): 300–314. http://dx.doi.org/10.1375/anft.30.4.300.

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Hayward, Susan M., Keith R. McVilly, and Mark A. Stokes. "Challenges for females with high functioning autism in the workplace: a systematic review." Disability and Rehabilitation 40, no. 3 (December 7, 2016): 249–58. http://dx.doi.org/10.1080/09638288.2016.1254284.

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Loi, Natasha, Carey Golledge, and Nicola Schutte. "Negative affect as a mediator of the relationship between emotional intelligence and uncivil workplace behaviour among managers." Journal of Management Development 40, no. 1 (January 14, 2021): 94–103. http://dx.doi.org/10.1108/jmd-12-2018-0370.

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PurposeTo improve understanding of uncivil workplace behaviour, the present study sought to examine the relationships between emotional intelligence, positive affect, negative affect and perpetration of uncivil behaviour in the workplace.Design/methodology/approachEmail, workplace networks and social media were used to recruit 113 managers who completed an anonymous online self-report survey of measures relating to emotional intelligence, positive and negative affect and engaging in uncivil workplace behaviour.FindingsResults showed that greater emotional intelligence was significantly associated with higher positive affect and less negative affect as well as less likelihood of engaging in uncivil behaviour. Higher levels of negative affect were associated with engaging in uncivil behaviour. Analyses indicated that the relationship between lower emotional intelligence and engaging in uncivil workplace behaviour was mediated by negative affect only. The findings support the importance of emotional intelligence and affect in workplace functioning and shed light on possible precursors of the destructive behaviours that comprise workplace incivility.Originality/valueThese findings contribute insight into uncivil workplace behaviour and provide a foundation for examining the contribution of all stakeholders including victims and perpetrators as well as implications for management and organisational practices.

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der Kinderen, Susan, Amber Valk, Svetlana N. Khapova, and Maria Tims. "Facilitating Eudaimonic Well-Being in Mental Health Care Organizations: The Role of Servant Leadership and Workplace Civility Climate." International Journal of Environmental Research and Public Health 17, no. 4 (February 12, 2020): 1173. http://dx.doi.org/10.3390/ijerph17041173.

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Demanding and complex work within mental health care organizations places employee well-being at risk and raises the question of how we can positively influence the psychological well-being and functioning of these employees. This study explores the role of servant leadership and workplace civility climate in shaping eudaimonic well-being among 312 employees in a Dutch mental health care organization. The findings showed that servant leadership had a stronger relationship with eudaimonic well-being when workplace civility climate was high. Furthermore, the results showed that servant leadership was positively related to workplace outcomes, partially through eudaimonic well-being, and that this mediating process varied across different levels of workplace civility climate. This study contributes to the scholarly understanding of the role of servant leadership and a positive work climate in shaping psychological well-being at work.

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Donaldson, Stewart I., Lawrence B. Chan, Jennifer Villalobos, and Christopher L. Chen. "The Generalizability of HERO across 15 Nations: Positive Psychological Capital (PsyCap) beyond the US and Other WEIRD Countries." International Journal of Environmental Research and Public Health 17, no. 24 (December 16, 2020): 9432. http://dx.doi.org/10.3390/ijerph17249432.

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Recent meta-analyses of positive organizational psychology interventions (POPIs) suggest that interventions that target and improve hope, efficacy, resilience, and optimism (HERO) can be highly effective at improving well-being and positive functioning at work. However, many studies to date have been conducted with samples from the US and other Western, educated, industrialized, rich, and democratic (WEIRD) societies, which raise the concern about the generalizability of theory-driven POPIs. The aim of this study was to examine if the underlying mechanism of one of the most successful POPIs to date, positive psychological capital (PsyCap) based on the HERO model, predicts positive functioning at work across diverse geographical regions and cultures. Using Qualtrics Panel data collected from 3860 employees across 15 nations (Australia, Brazil, China, France, Germany, Great Britain, India, Ireland, Italy, Japan, Netherlands, New Zealand, Philippines, South Africa, and the United States), we found that PsyCap is strongly associated with workplace proactivity, proficiency, adaptivity, and overall work performance across all 15 nations. The results suggest that efforts to develop PsyCap may be effective across national cultures and could be a robust approach for enhancing positive functioning in the global workplace.

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Maria Szulc, Joanna, Julie Davies, Michał T. Tomczak, and Frances-Louise McGregor. "AMO perspectives on the well-being of neurodivergent human capital." Employee Relations: The International Journal 43, no. 4 (March 22, 2021): 858–72. http://dx.doi.org/10.1108/er-09-2020-0446.

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PurposeExisting management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices.Design/methodology/approachDrawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace.FindingsThis paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences.Practical implicationsThe case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals.Originality/valueThis paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.

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Moore, Tom, William McTier, and Kassie Blevins. "A Community at Work for Good: The Role OCBs and Interconnectedness Play in Mitigating Workplace Deviance." Archives of Business Research 9, no. 6 (July 8, 2021): 256–67. http://dx.doi.org/10.14738/abr.96.10448.

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The current research examines the role interconnectedness, a major construct of workplace spirituality, plays in the functioning of workplace deviance behaviors and organizational citizenship behaviors (OCBs) in organizations. The dichotomy between workplace deviance and OCBs can be viewed as a continuum that varies in every organization, but the desire to improve the continuum’s balance remains a constant. Thus, how can the balance of these behaviors be guided towards OCBs and away from workplace deviance simultaneously? Rarely have suggestions been offered by management scholars on how to increase OCBs and reduce workplace deviance simultaneously. Previous recommendations on reducing workplace deviance have focused mostly on costly and inefficient activities, resulting in an increase in more diverse negative deviant behaviors. Thus, what can an organization do to positively change these behaviors in a low realized cost fashion that otherwise does not promote other negative deviant behaviors? An extensive literature search was performed, and no previous scholarly literature could be found that directly addressed interconnectedness and its relationship with the continuum of OCBs and negative workplace deviant behaviors. As a result, previous scholarly and practitioner literature was used to develop theory delineating the relationships of concern. Formal propositions are developed to describe the relationships of interest. A conceptual partially mediated model illustrating how interconnectedness can impact the OCB and workplace deviance continuum is also proposed. Organizational implications are also discussed.

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Matthews, Lynda R. "Posttrauma Employability of People With Symptoms of PTSD and the Contribution of Work Environments." International Journal of Disability Management 1, no. 1 (May 1, 2006): 87–96. http://dx.doi.org/10.1375/jdmr.1.1.87.

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AbstractThe role of work environments in employability was examined at approximately 8 months postaccident in a sample of 69 trauma-exposed, injured adults with and without PTSD. Results showed that participants with PTSD reported significantly lower employability than those without PTSD and this translated into significantly poorer return-to-work rates. Two work environment dimensions, low work support and poor organisational structure, were significantly associated with low employability in the sample. Low levels of work support were significantly related to high PTSD symptom severity. A combination of 3 variables, PTSD symptom severity, physical functioning, and workplace organisational structure, accounted for 60% of variation in employability. Interventions in the workplace should aim to minimise and accommodate PTSD symptomatology and physical dysfunction. In addition, this study has also shown that workplace-based interventions should be aimed at clarifying expectations about job tasks, and promoting moderate managerial control in the workplace. These factors should be considered for inclusion as standard disability management practices for this population.

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Fried, Ronna, Gagan Joshi, Amelia Kotte, Elana Kagan, and Joseph Biederman. "Toward developing a simulated workplace laboratory for adults with high functioning autism spectrum disorders." Open Journal of Psychiatry 03, no. 03 (2013): 316–22. http://dx.doi.org/10.4236/ojpsych.2013.33032.

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Gassman-Pines, Anna. "Effects of Mexican Immigrant Parents’ Daily Workplace Discrimination on Child Behavior and Family Functioning." Child Development 86, no. 4 (April 30, 2015): 1175–90. http://dx.doi.org/10.1111/cdev.12378.

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Zammuner, Vanda Lucia, Tiziana Lanciano, Marco Casnici, Rosalba Cappellato, and Giuseppina Prencipe. "Workplace situations: the assessment of emotionally un/intelligent reactions." RISORSA UOMO, no. 4 (February 2013): 439–54. http://dx.doi.org/10.3280/ru2011-004003.

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Identifying one's own and others' emotions, expressing and regulating one's emotions, and being responsive to others' emotions, are skills that denote Emotional Intelligence (EI). EI has quickly become an important competence also in the organizational, business and commercial worlds. The present study aimed to explore how people react in a variety of stressful, conflicting work situations. Results showed that both emotional and behavioral reactions are accounted for by a number of dimensions denoting EI skills, with Job involvement, time-in-job, orientation toward work, age and gender accounting for some of the findings. EI skills are thus crucial in the work setting by contributing to define intra- and inter-personal functioning of employees, and their wellbeing.

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Chokka, Pratap, Joanna Bougie, Jean Proulx, Anders Holmegaard Tvistholm, and Anders Ettrup. "Long-term functioning outcomes are predicted by cognitive symptoms in working patients with major depressive disorder treated with vortioxetine: results from the AtWoRC study." CNS Spectrums 24, no. 6 (February 25, 2019): 616–27. http://dx.doi.org/10.1017/s1092852919000786.

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ObjectiveAtWoRC (Assessment in Work productivity and the Relationship with Cognitive symptoms) was an interventional, open-label, Canadian study (NCT02332954) designed to assess the association between cognitive symptoms and workplace productivity in working patients with major depressive disorder (MDD) receiving vortioxetine.MethodsEligible patients with MDD received vortioxetine (10–20 mg/day) and were assessed over 52 weeks at visits emulating a real-life setting (n = 199). Partial correlation between changes in patient-reported cognitive symptoms (20-item Perceived Deficits Questionnaire–Depression; PDQ-D-20) and workplace productivity (Work Limitations Questionnaire; WLQ) was assessed at 12 and 52 weeks. Additional assessments included depression severity, cognitive performance, and patient-reported functioning. Structural equations model (SEM) analyses assessed causal relationships between changes in measures of cognition and functioning over time, adjusted for improvements in depressive symptoms.ResultsStatistically significant improvements in all outcomes from baseline to week 52 were seen in the overall population and both subgroups (first treatment and switch). Response and remission rates were 77% and 56%, respectively. Improvements in PDQ-D-20 and WLQ productivity loss scores at weeks 12 and 52 were significantly correlated. SEM analyses found patient-rated cognitive symptoms (PDQ-D-20) at weeks 12 and 26 were significantly predictive (p< 0.05) of patient-reported functioning (Sheehan Disability Scale) at the subsequent visit. Depression severity and objectively measured cognitive performance did not significantly predict functional outcomes at any timepoint.ConclusionThese results demonstrate the long-term benefits of vortioxetine treatment in working patients with MDD and emphasize the strong association between cognitive symptoms and functioning in a real-world setting.

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Copp, Tomasz. "ANXIETY AT WORK OF A MANAGER." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 21, no. 2 (June 30, 2020): 93–105. http://dx.doi.org/10.5604/01.3001.0014.2859.

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Anxiety plays a key role in the functioning of managers. The proper level of anxiety can play a motivational role in their work. Pathological anxiety not only hinders the work of the manager, but it may even cause that his functioning it the workplace would not be possible. The aim of the article is to analyze theoretical knowledge of the manager’s anxiety, as well as research the anxiety of managers. The article presents the typology and sources of anxiety. In further part of the article the study results carried out on a group of managers and its conclusions are presented.

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Gu, Edward X. "Dismantling the Chinese mini-welfare state? Marketization and the politics of institutional transformation, 1979–1999." Communist and Post-Communist Studies 34, no. 1 (March 1, 2001): 91–111. http://dx.doi.org/10.1016/s0967-067x(00)00025-8.

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This article presents a systematic examination of the workplace-based welfare system in urban China. During the pre-reform period from 1949 to 1978, most welfare provisions in China were delivered and the majority of welfare spending was spent by workplace units. Since China's market transition started in the late 1970s, this workplace-based welfare system is no longer financially sustainable, and more importantly its functioning constitutes an impediment to the formation of an institutional configuration for a market economy in China. The Chinese government has therefore experienced increasing pressure to reshape this workplacebased welfare system into a genuine welfare state, so as to shift the responsibilities of welfare provisions from individual work units to government bodies. Some institutional arrangements characteristic of welfare pluralism, which emphasize that the state, employers, and individuals share welfare responsibilities, are also incorporated into the newly emergent social welfare system in urban China.

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Magnavita, Nicola, Tarja Heponiemi, and Francesco Chirico. "Workplace Violence Is Associated With Impaired Work Functioning in Nurses: An Italian Cross‐Sectional Study." Journal of Nursing Scholarship 52, no. 3 (March 25, 2020): 281–91. http://dx.doi.org/10.1111/jnu.12549.

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Lee, Yena, Joshua D. Rosenblat, JungGoo Lee, Nicole E. Carmona, Mehala Subramaniapillai, Margarita Shekotikhina, Rodrigo B. Mansur, et al. "Efficacy of antidepressants on measures of workplace functioning in major depressive disorder: A systematic review." Journal of Affective Disorders 227 (February 2018): 406–15. http://dx.doi.org/10.1016/j.jad.2017.11.003.

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Palumbo, Rocco, and Rosalba Manna. "A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (September 2, 2019): 92–112. http://dx.doi.org/10.1108/ebhrm-03-2019-0029.

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Purpose Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at work as well as on particular groups of discriminated employees. Conversely, studies investigating the multifacetedness of this phenomenon are sporadic. The purpose of this article is to contribute to the advancement of the scientific knowledge about workplace discrimination showing a full-fledged portrait of this phenomenon in Italy. Design/methodology/approach Secondary data about self-reported experiences of workplace discrimination of a large sample of Italian people were collected and run in a logistic regression model. Five forms of discrimination at work were taken into account: prejudiced job design and work allocation; discriminatory use of promotion and awards; wage differentials; unjustified increased workload; and mismanagement of HRM instruments. Findings More than a fifth of respondents perceived at least one form of workplace discrimination. Different types of prejudiced treatment were triggered by distinctive socio-demographic and work-related factors. People who were unemployed at the moment of the interview were consistent in claiming that they suffered from all the forms of workplace discrimination. Former employees who underwent a work-family conflict were more likely to suffer from iniquitous treatment at work. Research limitations/implications The occurrence of workplace discrimination was not objectively assessed. Besides, since only Italian people were included in this study, the findings are not generalizable at the international level. Originality/value This article provides some insights to inspire policy and management interventions intended to prevent and/or curb the occurrence workplace discrimination.

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Mammoliti, Maryna, Christopher Richards-Bentley, and Adam Ly. "Understanding attention deficit/hyperactivity disorder in physicians: workplace implications and management strategies." Canadian Journal of Physician Leadership 7, no. 4 (July 8, 2021): 160–65. http://dx.doi.org/10.37964/cr24742.

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Physicians with attention deficit/hyperactivity disorder (ADHD) may have unrecognized workplace difficulties because of inattention and impulsivity. If these behaviours interfere with patient care or organizational functioning, leaders may erroneously attribute the physician’s actions to unprofessionalism. As such, corrective efforts with punitive measures may be ineffective. ADHD is a neurodevelopmental disorder that responds to evidence-based treatments, including medications, accommodations, and supports. Physician leaders who understand the unique presentations of ADHD in physicians may better identify when this condition may be contributing to workplace behaviour. Furthermore, physician leaders may have a professional or legal duty to accommodate or support physicians with underlying medical and/or psychiatric conditions, such as ADHD. Using our own clinical experience, we provide a general overview of ADHD in physicians and guide physician leaders on how to help physicians who may be struggling with ADHD in the workplace. We hope that our clinical experience and observations of this hidden problem will spur discussion, awareness, and action for further research and support.

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Jones, Kristen P., Dave F. Arena, Christine L. Nittrouer, Natalya M. Alonso, and Alex P. Lindsey. "Subtle Discrimination in the Workplace: A Vicious Cycle." Industrial and Organizational Psychology 10, no. 1 (January 27, 2017): 51–76. http://dx.doi.org/10.1017/iop.2016.91.

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Due to rising pressure to appear egalitarian, subtle discrimination pervades today's workplace. Although its ambiguous nature may make it seem innocuous on the surface, an abundance of empirical evidence suggests subtle discrimination undermines employee and organizational functioning, perhaps even more so than its overt counterpart. In the following article, we argue for a multidimensional and continuous, rather than categorical, framework for discrimination. In doing so, we propose that there exist several related but distinct continuums on which instances of discrimination vary, including subtlety, formality, and intentionality. Next, we argue for organizational scholarship to migrate toward a more developmental, dynamic perspective of subtle discrimination in order to build a more comprehensive understanding of its antecedents, underlying mechanisms, and outcomes. We further contend that everyone plays a part in the process of subtle discrimination at work and, as a result, bears some responsibility in addressing and remediating it. We conclude with a brief overview of research on subtle discrimination in the workplace from each of four stakeholder perspectives—targets, perpetrators, bystanders, and allies—and review promising strategies that can be implemented by each of these stakeholders to remediate subtle discrimination in the workplace.

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Swingle, Paul G., and Elizabeth Hartney. "Enhancing health leadership performance using neurotherapy." Healthcare Management Forum 31, no. 3 (May 2018): 92–96. http://dx.doi.org/10.1177/0840470417751158.

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The discovery of neuroplasticity means the brain can change, functionally, in response to the environment and to learning. While individuals can develop harmful patterns of brain activity in response to stressors, they can also learn to modify or control neurological conditions associated with specific behaviors. Neurotherapy is one way of changing brain functioning to modify troubling conditions which can impair leadership performance, through responding to feedback on their own brain activity, and enhancing optimal leadership functioning through learning to maximize such cognitive strengths as mental efficiency, focus, creativity, perseverance, and executive functioning. The present article outlines the application of the concept of optimal performance training to organizational leadership in a healthcare context, by describing approaches to neurotherapy and illustrating their application through a case study of a health leader learning to overcome the neurological and emotional sequelae of workplace stress and trauma.

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Andersson, Monica, and Christer Thörnqvist. "Determining wages in Europe's SMEs: how relevant are the trade unions?" Transfer: European Review of Labour and Research 13, no. 1 (February 2007): 55–73. http://dx.doi.org/10.1177/102425890701300107.

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This article discusses wage setting in SMEs in eight European countries, how wage setting in small firms differs from that in larger firms and how trade unions address the issue. The context is the increased decentralisation of wage setting. Wage setting is analysed at four different levels: the workplace, the regional, the industry and the national level. The main finding is that trade unions' ability to secure higher wages for workers in SMEs depends not upon workplace organisation, but upon well functioning industrial relations institutions. That is, if workers in SMEs earn less than employees in larger companies, this is due not to the size of the company but to the absence of a comprehensive collective bargaining system that encompasses SMEs.

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Thibault Landry, Anaïs, Jacques Forest, and Drea Zigarmi. "Revisiting the Use of Cash Rewards in the Workplace: Evidence of Their Differential Impact on Employees’ Experiences in Three Samples Using Self-Determination Theory." Compensation & Benefits Review 51, no. 3 (June 2019): 92–111. http://dx.doi.org/10.1177/0886368719881278.

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Using self-determination theory, this research sheds light on the role of different subjective, or functional, meanings of cash rewards on employees’ functioning. Based on three samples of workers from across the world in a variety of industries, the current research provides empirical evidence that cash rewards perceived as having an informative meaning positively contribute to their psychological needs, which leads to better functioning, whereas cash rewards perceived as having a controlling meaning negatively contributed to their psychological needs, which is then associated with suboptimal functioning. These findings highlight the theoretical and practical relevance of considering employees’ perceptions to understand the influence of cash reward programs on their commitment, quality of motivation and behaviors in the workplace as well as to better design these programs, including their roll out strategies, if organizations set those in place to drive healthier forms of motivation and commitment.

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Shahin, Saeideh, Meaghan Reitzel, Briano Di Rezze, Sara Ahmed, and Dana Anaby. "Environmental Factors that Impact the Workplace Participation of Transition-Aged Young Adults with Brain-Based Disabilities: A Scoping Review." International Journal of Environmental Research and Public Health 17, no. 7 (March 31, 2020): 2378. http://dx.doi.org/10.3390/ijerph17072378.

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Workplace participation of individuals with disabilities continues to be a challenge. The International Classification of Functioning, Disability and Health (ICF) places importance on the environment in explaining participation in different life domains, including work. A scoping review was conducted to investigate environmental facilitators and barriers relevant to workplace participation for transition-aged young adults aged 18–35 with brain-based disabilities. Studies published between 1995 and 2018 were screened by two reviewers. Findings were categorized into the ICF’s environmental domains: Products and technology/Natural environment and human-made changes to environment, Support and relationships, Attitudes, and Services, systems and policies. Out of 11,515 articles screened, 31 were retained. All environmental domains of the ICF influenced workplace participation. The majority of the studies (77%) highlighted factors in the Services, systems and policies domain such as inclusive and flexible systems, and well-defined policies exercised at the organizational level. Social support mainly from family, friends, employers and colleagues was reported as a facilitator (68%), followed by physical accessibility and finally, the availability of assistive technology (55%). Attitudes of colleagues and employers were mostly seen as a barrier to workplace participation (48%). Findings can inform the development of guidelines and processes for implementing and reinforcing policies, regulations and support at the organization level.

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Nynäs, Pia, Sarkku Vilpas, Elina Kankare, Jussi Karjalainen, Lauri Lehtimäki, Jura Numminen, Antti Tikkakoski, Leenamaija Kleemola, and Jukka Uitti. "Clinical Findings among Patients with Respiratory Symptoms Related to Moisture Damage Exposure at the Workplace—The SAMDAW Study." Healthcare 9, no. 9 (August 27, 2021): 1112. http://dx.doi.org/10.3390/healthcare9091112.

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Background: Respiratory tract symptoms are associated with workplace moisture damage (MD). The focus of this observational clinical study was patients with workplace MD-associated symptoms, to evaluate the usefulness of different clinical tests in diagnostics in secondary healthcare with a special interest in improving the differential diagnostics between asthma and laryngeal dysfunction. Methods: In patients referred because of workplace MD-associated respiratory tract symptoms, we sought to systematically assess a wide variety of clinical findings. Results: New-onset asthma was diagnosed in 30% of the study patients. Laryngeal dysfunction was found in 28% and organic laryngeal changes in 22% of the patients, and these were common among patients both with and without asthma. Most of the patients (85%) reported a runny or stuffy nose, and 11% of them had chronic rhinosinusitis. Atopy was equally as common as in the general population. Conclusions: As laryngeal changes were rather common, we recommend proper differential diagnostics with lung function testing and investigations of the larynx and its functioning, when necessary, in cases of prolonged workplace MD-associated symptoms. Chronic rhinosinusitis among these patients was not uncommon. Based on this study, allergy testing should not play a major role in the examination of these patients.

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Sherstobitov, S. A. "METHOD OF FORMING REQUIREMENTS TO THE CONTROL SYSTEM OF AN AUTOMATED WORKPLACE FUNCTIONING BY INSTRUMENT CALIBRATION." Informatika i sistemy upravleniya 1 (2017): 95–99. http://dx.doi.org/10.22250/isu.2017.51.95-99.

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Straume, Lisa Vivoll, and Joar Vittersø. "Happiness, inspiration and the fully functioning person: Separating hedonic and eudaimonic well-being in the workplace." Journal of Positive Psychology 7, no. 5 (September 2012): 387–98. http://dx.doi.org/10.1080/17439760.2012.711348.

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van der Walt, Freda, and Jeremias J. de Klerk. "The Experience of Spirituality in a Multicultural and Diverse Work Environment." African and Asian Studies 14, no. 4 (December 8, 2015): 253–88. http://dx.doi.org/10.1163/15692108-12341346.

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Worldwide, the study of spirituality is receiving increased attention, but very little is known about spirituality and its manifestation in African organizations. The aim of this research was to explore the experience of spirituality in a multicultural and diverse working environment, in order to enhance understanding of the functioning of spirituality in relation to diversity in the workplace. In particular, the study explores workplace spirituality from an individual and an organizational perspective within diverse organizations operating within a multicultural society. A cross-sectional study was conducted with a sample of 600 white collar workers from two organizations in different industries in South Africa. The research findings indicate that there is an inverse relationship between workplace spirituality and individual spirituality. Furthermore, the study confirmed that the experience of both personal and organizational spirituality is impacted by several diversity characteristics within a multicultural environment. In order to improve understanding of the experience of spirituality in multicultural societies and organizations, further empirical research is recommended. Globally, organizations need to realize the importance of embracing spirituality, in order to function effectively in a multicultural environment.

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Veshne, Nupur. "Role of Supervisor’s Communication in Employee Engagement & Employee Wellbeing." Ushus - Journal of Business Management 16, no. 3 (July 1, 2017): 27–38. http://dx.doi.org/10.12725/ujbm.40.3.

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Communication is the base to the smooth functioning of organizations and which plays a vital role in maintaining and developing organizations. The growth of an organization is seen through workplace efficiency which is dependent on employee wellbeing. Employee wellbeing affects how employees think and feel about their job and organization in turn which would positively or negatively influence their attitude and performance. Supervisor’s communication can greatly influence the employee’s workplace efficiency. This paper focuses on analyzing the role of supervisor’s communication in employee wellbeing and employee engagement. It identifies the main factors that affect employee wellbeing in the organization. It is evident from the research that organizations need to focus on improving the supervisor’s communication which will enhance employee wellbeing and employee engagement and result into positive attitude and improved performance on the job.

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Nucifora, Frederick, Alan M. Langlieb, Everett Siegal, George S. Everly, and Michael Kaminsky. "Building Resistance, Resilience, and Recovery in the Wake of School and Workplace Violence." Disaster Medicine and Public Health Preparedness 1, S1 (September 2007): S33—S37. http://dx.doi.org/10.1097/dmp.0b013e31814b98ae.

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ABSTRACTIncidents of school and workplace violence are rare but devastating events that can result in significant psychological consequences in communities. The majority of people in the United States will experience some type of traumatic event in their lifetime, but most of them will have no disruption or only transient disruption in functioning. They are either resistant to the development of symptoms or resilient, able to bounce back quickly. By enhancing resistance and promoting resilience, even fewer individuals may develop mental disorders. This article takes a closer look at the concepts of resistance, resilience, and recovery and the need for research on interventions that promote them, in the hope of applying the concepts and interventions to schools and the workplace. (Disaster Med Public Health Preparedness. 2007;1(Suppl 1):S33–S37)

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Journal articles on the topic 'Workplace functioning'

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