Relevant bibliographies by topics / Workplace practices

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace practices'

Author: Grafiati
Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Workplace practices"

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Van Eerd, Dwayne, Emma Irvin, Morgane Le Pouésard, Amanda Butt, and Kay Nasir. "Workplace Musculoskeletal Disorder Prevention Practices and Experiences." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 59 (January 2022): 004695802210921. http://dx.doi.org/10.1177/00469580221092132.

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Introduction. Musculoskeletal disorders (MSD) remain a substantial burden to society and to workplaces worldwide. Evidence-based practice approaches may be helpful; however, current research evidence is not consistently strong. Workplaces must address MSD regardless of the state of the research evidence. The study objective was to describe workplace MSD prevention practices experiences and perspectives of workers, managers, and occupational health and safety practitioners. Methods. This descriptive study used a convenience sample from Newfoundland and Labrador workplaces. Data were collected via survey and interviews. The survey data was analyzed using descriptive statistics and the interview data was analyzed using thematic analysis. Results. Results were examined from 645 survey respondents and 17 interviewees. Survey findings revealed that about half of respondents reported MSD policies existed in their workplace. Many MSD practices (such as ergonomics and force reduction) were considered available by most respondents. Over fifty percent of respondents received some training on MSD. The person most often endorsed as responsible to support workers with MSD was a manager. Interview findings showed that MSD prevention practices related to awareness, training, and hazard reduction are considered important and effective. Facilitators of MSD prevention include practices that are proactive and customized and increase knowledge about MSD prevention. Barriers concerning lack of resources and poor implementation were consistently mentioned. Conclusions. Evidence from current practices may help workplaces reduce MSD burden. However, with only about fifty percent of respondents reporting that MSD policies exist in the workplace, further work to address MSD is required. Future research should examine workplace practices as an important source of evidence. OHS professionals can use the study findings and adapt it to their context(s) to guide their design and implementation of MSD prevention practices. Improved MSD prevention practices and interventions can lead to decreases in MSD in workplaces across all industrial sectors.
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Billett, Stephen. "Workplace participatory practices." Journal of Workplace Learning 16, no. 6 (September 2004): 312–24. http://dx.doi.org/10.1108/13665620410550295.

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Carlopio, James. "Changing Workplace Practices." International Journal of Operations & Production Management 13, no. 7 (July 1993): 57–68. http://dx.doi.org/10.1108/01443579310038750.

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Knox, Emily Caitlin Lily, Hayley Musson, and Emma J. Adams. "Workplace policies and practices promoting physical activity across England." International Journal of Workplace Health Management 10, no. 5 (October 2, 2017): 391–403. http://dx.doi.org/10.1108/ijwhm-01-2017-0004.

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Purpose Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health. Design/methodology/approach Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours. Findings Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces. Originality/value Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.
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Blackon, Bret, Joohee Lee, Rebecca Bain, B. Michelle Brazeal, Courtney Williams, and Yolanda Green. "Person-centredness in the workplace: an examination of person-centred skills, processes and workplace factors among Medicaid waiver providers in the United States." International Practice Development Journal 12, no. 2 (November 23, 2022): 1–12. http://dx.doi.org/10.19043/ipdj.122.006.

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Background: Existing research supports the effectiveness of person-centred practices in working with persons with physical, intellectual and developmental disabilities, but less clear is the influence of workplace factors on the implementation and quality of person-centred practices. Aims: This article explores the influence of workplace factors on job satisfaction and on the implementation and quality of person-centred practices in healthcare agencies that provide home- and community-based services through a Medicaid waiver in Mississippi, a state in the southeastern United States. Methods: Purposive sampling was used to collect data via online surveys to explore the interrelationships among person-centred workplaces, job satisfaction and person-centred practices. Results: Path analysis reveals that a person-centred workplace influences both skill implementation and person-centred processes. Job satisfaction was significantly correlated to skill implementation and person-centred processes in bivariate analysis but was not detected in the path model. Conclusion: This study suggests that organisations may improve the provision of person-centred practices by investing in policies that create a person-centred workplace. Implications for practice: A person-centred workplace environment is a critical factor that influences person-centred practices and job satisfaction among employees Adapting practices to be person-centred should occur at every level of an organisation Social care organisations should maintain continuous assessments of person-centredness to ensure a person-centred workplace where employees consistently use person-centred skills and processes with the people whom they support
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Väänänen, Ilkka, Sebastià Mas-Alòs, Frank Vandaele, Anna Codina-Nadal, Sergi Matas, Eva Aumatell, Ine De Clerk, and Anna Puig-Ribera. "Workplace physical activity practices in real life: a scoping review of grey literature for small- and medium-sized enterprises." European Journal of Public Health 32, Supplement_1 (August 26, 2022): i22—i27. http://dx.doi.org/10.1093/eurpub/ckac083.

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Abstract Background There is a need to scale-up effective physical activity (PA) programmes for small- and medium-sized enterprises (SMEs), where the uptake of PA interventions is low. Identifying real-life workplace practices in PA could contribute to a better understanding of what PA programmes might be most grounded in the ‘real world’. However, there is a scarcity of evidence showing what gets done. This study aimed to identify, describe and comprehensively summarize the real-life implementations of workplace PA initiatives, particularly in Europe, as a prior step to disseminating future feasible PA practices for SMEs. Methods A scoping review of grey literature included a systematic search in the Google advanced search platform that permuted a combination of key concepts (PA, workplace, interventions/programmes), internet domains, and search operators in six different languages (Catalan, Finnish, French, Dutch, English and Spanish) between 2015 and November 2020. The analysis process was iterative, and multiple methods were used to sort, group and categorize the initiatives. Results There were a total of 713 real-life workplace PA initiatives from different-sized organizations identified. These were categorized into five themes: active work and living, exercise and fitness programs, management and leadership, communication and dissemination, and facilities. Finally, feature trees showing a menu for real-life workplace PA practices were implemented. Conclusions Identifying real-life practice providing a state-of-the-art snapshot of current PA practices in workplaces, which is a starting point to better understand feasible practices in the context of small- and medium-sized workplaces.
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Blum, Terry C., Stuart H. Milne, and Chester S. Spell. "Workplace Characteristics and Health Care Cost Containment Practices." Journal of Management 22, no. 5 (October 1996): 675–701. http://dx.doi.org/10.1177/014920639602200501.

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Working from an institutional perspective, this study tested hypotheses about the relationships between workplace characteristics and health care cost containment practices. The analyses show that urban location of the workplace, number of employees, and education level of the workforce are related to three different cost containment strategies: the management of utilization with traditional indemnity insurance plans; offering of alternative health insurance plans (HMOs); and employee development relative to health care consumption. Workplaces with greater proportions of black or female employees were less likely and those with older workers were more likely to engage in employee development practices. The race, gender, and age variables were not significantly related to the other strategies. Unionization was not significantly related to any of the three strategies in the multivariate model. These findings are proposed to have implications for human resource management, as well as for health care policy and reform efforts.
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Gordon, Catherine E. "Flexible Workplace Practices: Employees’ Experiences in Small IT Firms." Articles 69, no. 4 (January 21, 2015): 766–84. http://dx.doi.org/10.7202/1028111ar.

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This paper examines how employees experience flexible workplace practices (FWPs), such as flex-time, in the context of small firms. Past research consistently documents that employees’ experiences vary according to whether or not the workplace culture is supportive of FWPs and work-life balance needs. Studies, however, typically use individual level data or focus on large companies. Little research has focused on the experiences of employees of small firms. Possibly, employees of small firms have somewhat unique experiences of FWPs because of the workplace context. Like past research, this paper considers how gender and age relations structure the workplace. Also taken into account are the control strategies that management employs over the workforce.Data are taken from a Canadian study on small information technology (IT) firms that employed between four and 21 individuals. A multiple case study of 17 firms is conducted using web-surveys, semi-structured interviews, case study reports, field notes, and HR policy documents. Three different workplace contexts emerged among study firms based on their flexibility and workplace culture with respect to time. Some of these workplaces reproduced hegemonic gender, age, and class expectations, whereas others somewhat challenged them. The three firm-types did not vary according to firm-specific characteristics, such as business specialization, but patterns with regard to age and gender characteristics of the owners and employees were evident. Employees’ experiences varied according to where they worked. The findings suggest that similar and different processes occur in small firms compared to the large companies often studied in the literature. Like large firms, small firms are not neutral or based on a consensus. Small firm employees, however, may be considerably more vulnerable.
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Han Yu. "Bring Workplace Assessment Into Business Communication Classrooms: a Proposal to Better Prepare Students for Professional Workplaces." Business Communication Quarterly 73, no. 1 (February 8, 2010): 21–39. http://dx.doi.org/10.1177/1080569909357783.

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To help students better understand and be better prepared for professional workplaces, the author suggests that business communication teachers examine and learn from workplace assessment methods. Throughout the article, the author discusses the rationale behind this proposal, reviews relevant literature, reports interview findings on workplace assessment, and compares classroom and workplace practices to suggest areas where we can meaningfully bridge the two.
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McKenna, Bernard, Martie-Louise Verreynne, and Neal Waddell. "Locating gendered work practices: a typology." International Journal of Manpower 37, no. 6 (September 5, 2016): 1085–107. http://dx.doi.org/10.1108/ijm-12-2015-0210.

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Purpose Unequal workplace gender outcomes continue to motivate research. Using the prism of work-life-(im)balance, the purpose of this paper is to show how identity salience and motivation contribute to a subject position that for many reproduces socially gendered practices of workplaces. Design/methodology/approach After initial inductive computer-assisted text analysis, the authors innovatively move to deductively analyse data from focus group and semi-structured interviews of 18 female and 19 male Australian managers in the financial and government sectors. Findings The authors find that a gendered sense of reflexivity is virtually non-existent among the female Australian managers and professionals interviewed in this research. The inductive stage of critical discourse analysis revealed a substantial difference between men and women in two concepts, responsibility, and choice. These form the axes of the typological model to better explain how non-reflexive gendered workplace practices are “performed”. Practical implications This empirical research provides a foundation for understanding the role of choice and responsibility in work-home patterns for women. Social implications The absence of a reflexive gender-based understanding of women’s work-home choice is explained in Bourdieusian terms. Originality/value By not specifically using a gender lens, the authors have avoided the stereotypical understanding of gendered workplaces.
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Dissertations / Theses on the topic "Workplace practices"

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Chikono, Nathan Nomore. "Leadership Practices that Improve the Workplace Safety Environment." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10259015.

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Inadequate leadership is the reason workplace accidents in the mining industry remain high, making the industry one of the most hazardous operational activities in the world. Unsafe leadership practices may result in death or injury to workers. A group of 30 mining company leaders from 3 gold mines in Zimbabwe revealed an exception to these hazardous practices, however, notable through their outstanding safety improvement records. To better understand what these practitioners were doing, this multicase study research design explored their strategies to improve the workplace safety environment in the mines. Data were collected using audio-recorded semistructured interviews and document analyses. Shewhart’s plan-do-check-act conceptual framework anchored the study. Data analysis followed the thematic data analytic approach involving classification, coding, and interpretation to identify common themes. The following themes emerged: planning and organizing, leading, and risk management. The findings indicate that the business leaders created a safe work environment by planning the work to be performed; how the task would be executed; and when, where, and who performed the task. The results of study also indicate that leaders designed the work environment, trained, empowered, and equipped employees with the relevant skills, and provided appropriate technology and personal protective equipment to improve workplace safety. Finally, the research findings indicate that leaders embedded risk management principles and practices in every process or activity, and continuously learned from each event to create a safe work environment. The findings promote social change by encouraging safe behavior and risk-based thinking and practices in the workforce and the community.

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Dantsiou, Dimitra. "(De)constructing and transforming workplace practices : feedback as an intervention." Thesis, University of Cambridge, 2017. https://www.repository.cam.ac.uk/handle/1810/266740.

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Little empirical work has been conducted on workplace practices in university settings. Meanwhile, the impact of feedback on changing consumption patterns has been mainly studied through individualistic approaches. The academic workplace with its variety of users offers a setting that could provide a range of insights as to how practices form and change under the impact of efficiency interventions and, in turn, how relevant policies could be formed. This research looks at workplace practices related to the regulation of indoor temperature and the use of office equipment. It examines the potential of reducing energy usage in the workplace through a case study on the understanding of and interventions in practices using consumption feedback. A framework based on social practice theory is applied where daily practices are configured by routines, technologies, knowledge and meanings. The research takes place in a UK university building, where the provision of real-time consumption feedback through a display is employed to raise energy awareness. It follows a case study approach featuring three different office typologies and associated user groups: the shared, enclosed administrative office; the PhD open-plan office, and the post-doctoral cellular office. The study begins with an examination of the thermal characteristics and comfort preferences in the case study offices. It then examines how users shape their practices in the workplace. Finally, it observes the impact of feedback through real-time displays on the reduction of energy consumption. A mixed methods approach is employed combining qualitative and quantitative data. Semi- structured interviews and on-site observations are cross-related to environmental conditions monitoring, electricity audits and thermal comfort diaries. Data collection takes place in two phases— (February 2014 and July 2014) —to capture differences in practices between the winter and summer as well as before and after the installation of real-time displays. By exploring the empirical evidence through a practice theory framework, this research shows how social dynamics, the difference between the notion of comfort at home and work, and striving for productivity can prefigure ‘passive’ thermal comfort practices in the workplace. The real-time displays did not trigger change despite the fact electricity audits revealed a savings potential related to high standby use. The inadequacy of building maintenance structures, significant installation delays and the type of projected information were the main factors restricting change. The use of a practice approach advanced the understanding as to why it is so difficult to save energy at work and use feedback as a successful intervention. The combination of qualitative enquiry and energy audits meanwhile indicated the potential source of savings.
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Tomlinson, Keith Charles. "The contested terrains of workplace disciplinary processes and practices." Thesis, University of Central Lancashire, 2015. http://clok.uclan.ac.uk/17688/.

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It is widely acknowledged that discipline at work is a neglected area of study in the context of contemporary employee relations. Within the workplace the handling of discipline is largely prescribed by formal rules that are captured in policies, applied through procedures and then interpreted by the actors who facilitate this process. This thesis argues that an empirical understanding of the disciplinary process can only be achieved if it includes an appreciation of the nature of the relationship that is established during the disciplinary process and that this is crucial for us to develop a full understanding of the dynamics that take place within this activity and between these functions. It contends that throughout the process of disciplinary handling there exists a highly contested terrain (Edwards, 1979) that is constantly contended by the various actors that play out this vital role in relation to aspects of power, control and consent.
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Whitworth, James. "Links between high-performance workplace practices and turnover intent: An exploration of the relationship between workplace practices, embeddedness and career stage using moderated mediation." Thesis, Whitworth, James (2019) Links between high-performance workplace practices and turnover intent: An exploration of the relationship between workplace practices, embeddedness and career stage using moderated mediation. Masters by Coursework thesis, Murdoch University, 2019. https://researchrepository.murdoch.edu.au/id/eprint/60744/.

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High staff turnover in the workplace has been known in psychological and business literature to negatively impact organisation performance and staff wellbeing. Recent research into staff turnover has sought to explore the organisational and community factors that act to keep employees engaged in their current roles, and Job Embeddedness Theory (JET), has emerged to explore and understand these reasons. JET has been shown to be causally linked to organisational outcomes such as turnover, staff productivity and job satisfaction. The present study aims to explore the role of organisational embeddedness in mediating the relationship between workplace human resource practices and staff turnover, and thus further explore the impact of workplace strategy, policy and procedure in retaining staff. This study comprehensively evaluated the links between High-Performance Work Practices (HPWP) and individual turnover intent, utilising a moderated-mediation research model. Results based on an Australian sample of 274 employees indicate that some clusters of HPWPs, primarily skills/ability-enhancing practices, have a statistically significant impact on staff turnover intent. These effects are observed to occur directly and via the mediating role of job embeddedness. Results suggest that workplace human resources practices act to increase job embeddedness and in turn, reduce turnover. However, further research in these areas is required to understand the mechanisms by which these outcomes occur.
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Lonti, Zsuzsanna. "The impact of work characteristics and technological change on the adoption of workplace practices in government workplaces." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ53770.pdf.

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Mboniswa, Hlangalwethu. "Best practices in dealing with substance abuse in the workplace." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8542.

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The research study was to identify what strategies could be used by organizations in managing or containing substance abuse in the workplace. In solving the research problems, the following actions were taken: A literature study was conducted to identify the scope and impact of substance abuse in the workplace; A literature study was also conducted to identify the strategies to prevent and contain substance abuse in the workplace;The findings from the literature studies were integrated into a model of best practices for the management of substance abuse in the workplace; The model was used as a basis for the development of a survey questionnaire to determine which strategies and wellness activities the surveyed companies were using. The questionnaire survey was administered at 25 companies in Port Elizabeth. The empirical results revealed that substance abuse was common at all organizations and the size of the organization had no bearing on the extent of the substance abuse problem. The majority of the participants in the study indicated that they experienced substance abuse problems in their organizations with alcohol consumption being the main problem at these organizations. The results also revealed that companies were not doing enough in terms of education and awareness campaigns. The lack of campaigns and education material could pose a difficult challenge to deal with and could result in companies experiencing adverse performance. Another contributing factor in the prevalence of substance abuse in the workplace was that alcohol and tobacco were referred to as socially acceptable substances.
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Stump, Carrie Anne. "Communicating relational values in organizational practices: A study of workplace discourse." Connect to online resource, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1460194.

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Doyle, Elizabeth. "Identifying Best Practices for Gender Diversity in Leadership Roles in the Workplace." Ohio University Honors Tutorial College / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1429795787.

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Adonis, Bernice. "Workplace literacy practices of clerks in the South African Police Services (SAPS)." Master's thesis, Faculty of Humanities, 2019. http://hdl.handle.net/11427/31163.

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This thesis examines the patterning of literacy practices of clerks in the South African Police Services (SAPS) and how power relations are perpetuated through institutional structures and associated divisions of workplace tasks, within a workplace like SAPS. An ethnographic-style case study approach was used to examine the literacy practices of three clerks at three different SAPS sites. The data collected included participant observations, interviews, analysis of texts and photographs of documents. The data was then analysed using thematic analysis and discourse analysis. The qualitative data analysis indicated fragmentation of literacy tasks into “bits and pieces” reflecting the “old” capitalism of the traditional workplace. The fragmentation of the clerks’ literacy tasks also resonated with the decontextualized, skillsbased approach of literacy and language curricula and pedagogies that still dominate formal education and literacy learning. Furthermore, it would appear as if the literacy tasks were used as mechanisms to regiment workers since the paper trail served as a means of accountability for compliancy. The problem was compounded by the disjuncture between what is prescribed by SAPS language policy and what was happening in practice, namely, that English is the only “working language” used by SAPS in all official documents despite its claim to facilitate “functional multilingualism” (in Government Gazette, 8 March 2016). Thus, the study concludes that SAPS work-based literacy practices, like the literacy and language practices of the schooling system, are not conducive to producing students and workers who could apply critical and holistic thinking to make sense of disparate literacy tasks. Hence, the patterning of the literacy practices within the workplace serves to perpetuate institutionalized power in a context where needs for compliancy and accountability are high. The study points to the importance of the development of a language and literacy curriculum in the training of members of SAPS that is a hybridization of principles of the skills based and social practices approaches, especially where critical literacy skills still have to be honed. It argues that enabling workers to fulfil tasks with a more holistic understanding of the nature of their work could improve their efficiency, effectiveness and work satisfaction. Clarity, and I daresay, the political will, around the implementation of the prescribed “additive multilingualism” would go a long way to challenging the hegemony of English in powerful institutions of the state.
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Rönnlöf, Hanna. "Language practices in the workplace : Ethnographic insights from two multilingual companies in Sweden." Thesis, Stockholms universitet, Engelska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-105971.

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Today’s globalised world calls for a multilingual workplace, with employees who can communicate effectively and efficiently with colleagues and clients around the world. Communication, both in the sense of actual language use and of language management, is an important but often forgotten part of productivity and performance in multinational corporations. This exploratory study aims to investigate how language is used and managed in two Swedish companies with English as at least one of the official languages. By using in-depth ethnographical interviews and a short analysis of the companies’ language policies from the view of centricity, present study is focused on the employees’ perceptions of the day-to-day language use and the company’s language management. It can be concluded that English is the main language used for written communication while both Swedish and English are used in spoken interactions. Language is negotiated through a set of variables and is thus determined by the people involved in the interaction, the function of the interaction and the medium of communication. Although some strains and difficulties did emerge in the interviews, both informants are positive towards the use of English. It is hoped that this small study will contribute to a better understanding of language use and language management in multinational companies in Sweden.
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Books on the topic "Workplace practices"

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Bryson, Alex. Organizational commitment: Do workplace practices matter? London: Centre for Economic Performance, London School of Economics and Political Science, 2008.

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Esen, Evren. 2005 workplace diversity practices: Survey report. Alexandria, VA: Society for Human Resource Management, 2005.

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Elkjaer, Bente, Maja Marie Lotz, and Niels Christian Mossfeldt Nickelsen, eds. Current Practices in Workplace and Organizational Learning. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-85060-9.

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Wheeler, Michael L. Corporate practices in diversity measurement. New York, NY: Conference Board, 1996.

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Danowitz, Mary Ann, Edeltraud Hanappi-egger, and Heike Mensi-klarbach. Diversity in organizations: Concepts and practices. New York: Palgrave Macmillan, 2012.

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Institute, Pennsylvania Bar. Unfair labor practices for the non-union workplace. Mechanicsburg, Pennsylvania: Pennsylvania Bar Institute, 2015.

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Lüdi, Georges, Katharina Höchle Meier, and Patchareerat Yanaprasart, eds. Managing Plurilingual and Intercultural Practices in the Workplace. Amsterdam: John Benjamins Publishing Company, 2016. http://dx.doi.org/10.1075/mdm.4.

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Phillip, George J. A-Z of industrial relations practices at the workplace. Kingston, Jamaica: Kingston Publishers, 1987.

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Arthur, Diane. Workplace testing: An employer's guide to policies and practices. New York: AMACOM, 1994.

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Mandel, Marilyn. A synopsis of workplace drug testing: Policies and practices. Richmond, Va: Virginia Dept. of Labor and Industry, 1992.

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Book chapters on the topic "Workplace practices"

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Reich, Tara C., and Rashpal K. Dhensa-Kahlon. "Workplace Mistreatment." In Handbook on Management and Employment Practices, 1–22. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_33-1.

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Reich, Tara C., and Rashpal K. Dhensa-Kahlon. "Workplace Mistreatment." In Handbook on Management and Employment Practices, 787–808. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_33.

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Clark, J. Peter. "Ethical Practices in the Workplace." In Practical Ethics for Food Professionals, 171–87. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118506394.ch11.

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Poell, Rob. "Workplace Learning Theories and Practices." In Human Resource Development, 19–32. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-36133-2_2.

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Paillé, Pascal. "Greening the Workplace Through Practices and Behavioral Intervention." In Greening the Workplace, 139–58. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58388-0_9.

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Billett, Stephen. "Learning Vocational Practice in Relative Social Isolation: The Epistemological and Pedagogic Practices of Small-Business Operators." In Supporting Workplace Learning, 147–62. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-9109-3_9.

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Kendall, Elizabeth, and Vanette McLennan. "Disruption in the Workplace." In Handbook on Management and Employment Practices, 1–23. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_28-1.

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Nasamu, Emike, Sara Connolly, Mark Bryan, and Andrew Bryce. "Workplace Well-Being Initiatives." In Handbook on Management and Employment Practices, 1–18. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_38-1.

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Kendall, Elizabeth, and Vanette McLennan. "Disruption in the Workplace." In Handbook on Management and Employment Practices, 639–61. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_28.

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Nasamu, Emike, Sara Connolly, Mark Bryan, and Andrew Bryce. "Workplace Well-Being Initiatives." In Handbook on Management and Employment Practices, 749–66. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_38.

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Conference papers on the topic "Workplace practices"

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Aroke, Olugbemi, Mike Doherty, and Behzad Esmaeili. "Human Performance Best Practices in the Electrical Workplace." In 2019 IEEE IAS Electrical Safety Workshop (ESW). IEEE, 2019. http://dx.doi.org/10.1109/esw41045.2019.9024716.

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Voskresenskaya, Maria S. "CEFR-Related Assessment Practices in Teaching L2 for Workplace Interaction." In Dialogue of Cultures - Culture of Dialogue: from Conflicting to Understanding. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.03.79.

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Van Eerd, D., K. Cullen, E. Irvin, and MLe Pouésard. "545 Workplace practices and policies to support workers with depression." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1660.

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Соболевская, О. В., В. М. Черепов, and М. С. Соболевская. "Best corporate practices for protecting the health of the working population." In III International Scientific Forum "Health And Safety At The Workplace". Polikraft, 2019. http://dx.doi.org/10.31089/978-985-7153-76-3-2019-1-3-298-302.

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Van Eerd, D., E. Irvin, and K. Cullen. "603 Workplace practices and policies to prevent msd: developing an implementation guide." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.776.

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Bazzaro, Florence, Sebastien Chevriau, and Marjorie Charrier. "Virtual reality and human-centred workplace design: practices of workers and ergonomists." In 2020 22nd Symposium on Virtual and Augmented Reality (SVR). IEEE, 2020. http://dx.doi.org/10.1109/svr51698.2020.00075.

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OMOFOWA, Shadrach, Rita AKHIDUE-OGOGO, Chijioke NWACHUKWU, and Trung LAM. "Best Practices for Employees’ Workplace Health and Safety Mediating Role of Organizational Culture." In Proceedings of the First International Conference on Computing, Communication and Control System, I3CAC 2021, 7-8 June 2021, Bharath University, Chennai, India. EAI, 2021. http://dx.doi.org/10.4108/eai.7-6-2021.2308606.

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Lievens, Jeroen. "THE IMPACT OF COVID-19 ON COMMUNICATION PRACTICES IN THE ENGINEERING WORKPLACE: A STUDENT-DRIVEN SURVEY AND AN EXPLORATION OF POTENTIAL CURRICULAR RAMIFICATIONS." In International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v1end037.

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"In 2012, the Faculty of Industrial Engineering Technology of Leuven University, Campus Diepenbeek, initiated a student-driven action research project to optimize the communications curriculum and tether it to trends and evolutions in the engineering workplace. The methodological pivot of the action research cycle is a questionnaire that students send out to professional engineers on a yearly basis. To date, the questionnaire has been completed by over 2000 engineers. The survey polls the importance and salient features of contemporaneous communication practices for engineers, on the basis of which the curriculum is continuously refined and optimized to match workplace expectations. The existence of this historical dataset allowed for an accurate measurement of the impact of COVID-19 on communication practices in the field of engineering. The perhaps unsurprising, but nevertheless striking rise in online meeting and collaboration practices in the engineering workplace prompts urgent curricular questions with potentially far-reaching ramifications, as the communications curriculum rests, as yet, on a bedrock of traditional, face-to-face interaction. With urgent 21th century concerns surrounding mobility and climate change, screen-to-screen interactions might well evolve into the “new normal” for business communication. This presentation discusses the findings of the questionnaire on the impact of COVID-19 on engineering communication practices and follows through with a preliminary exploration of the ramifications of these findings on the future communications curriculum for engineers."
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Yonebayashi, Hideharu, Atsushi Kobayashi, Susumu Hirano, Masami Okawara, and Takao Iwata. "Boosting HSE Management More Efficiently and Sustainably: How Innovation Can Bring Change in Traditional HSE Mindsets?" In Abu Dhabi International Petroleum Exhibition & Conference. SPE, 2021. http://dx.doi.org/10.2118/208177-ms.

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Abstract As a part of laboratory Health, Safety and Environment (HSE) management system, the working environment control is applied to eliminate various occupational hazards for workers. This control is a continuous effort in our petroleum R&D laboratory as the working environment management system. As an element in the management system, workplace inspection has been taken into the regular HSE activity. Even traditional and well established, the workplace inspection has been continuously improved and optimized from various aspect of inspection design, inspection members selection, check list, and feedback. To make the continual improving practices more practical and effective, workplace features such as laboratory specific environment and ad-hoc research programs have been incorporated into the inspection design. All findings are summarized immediately after every inspection, and subsequently which types of risks hidden in the findings and necessary corrective actions are discussed. All of them: findings, risks, and corrective measures should be swiftly shared with all employees in the workplace. A check list format has been optimized from both aspects of easier recording by inspectors and correctly feedback to responsible personnel to take right counter measures. The paper analyses a large data of workplace inspection results in recent 10 years. The analysis reveals that hazardous sources are decreasing in recent years because of maturity of HSE culture in our laboratory. A combined cycle of inspection activity and data analysis would be useful for understanding the current status of working environment control and considering further updating plan. This paper discusses a practical example of laboratory HSE management system from both of detailed and high levels. Furthermore, a potential is discussed for a future workplace inspection using artificial intelligence and deep learning. The enterprising discussion contributes employee's traditional mindset fresh.
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Dayan, Selin, and Volkan Öngel. "Occupational Health and Safety Practices Evaluation by Health Workers: An Example of Private Hospital." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01710.

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The aim of this study is to identify distribution of occupational diseases and related health complaints among health workers and also to detect employee apprehensions about availability of occupational health and safety issues in the workplace. The application area of this study is a private hospital subservient in Istanbul and accredited by JCI. Within the framework of this study, a survey which contains 8 queries about demographic and personal features, 12 queries about occupational diseases and related complaints and 24 queries about occupational health and safety issues is applied to health staff employed in variable departments and positions in this hospital. The reliability coefficient of this survey is found .816 (Cronbach’s Alpha). In the conclusion of this study; it is detected that the employee’s perception about the occupational health and safety issues in the workplace has a positive aspect. Moreover, arm and leg pains (%65.6), over-fatigue (%64.1), insomnia (%59.7) and presence of venous varicosises (%54.2) were the most determined diseases and complaints, which are considered as work-originated among healthcare workers. In accordance with findings, the privileged improvements about the problems in occupational health and safety issues in this hospital have been presented.
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Reports on the topic "Workplace practices"

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Laura Roberts, MD, and PhD Teddy Warner. Final Progress Report: Developing Ethical Practices for Genetics Testing in the Workplace. Office of Scientific and Technical Information (OSTI), May 2008. http://dx.doi.org/10.2172/941418.

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Chor, Davin, and Richard Freeman. The 2004 Global Labor Survey: Workplace Institutions and Practices Around the World. Cambridge, MA: National Bureau of Economic Research, September 2005. http://dx.doi.org/10.3386/w11598.

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Black, Sandra, and Lisa Lynch. How to Compete: The Impact of Workplace Practices and Information Technology on Productivity. Cambridge, MA: National Bureau of Economic Research, August 1997. http://dx.doi.org/10.3386/w6120.

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Venkateswaran, Nitya, Jay Feldman, Stephanie Hawkins, Megan A. Lewis, Janelle Armstrong-Brown, Megan Comfort, Ashley Lowe, and Daniela Pineda. Bringing an Equity-Centered Framework to Research: Transforming the Researcher, Research Content, and Practice of Research. RTI Press, January 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0085.2301.

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Since the mainstream racial awakening to pervasive and entrenched structural racism, many organizations have made commitments and adopted practices to increase workplace diversity, inclusion, and equity and embed these commitments in their organizational missions. A question often arises about how these concepts apply to research. This paper discusses how organizations can build on their specific commitments to diversity, inclusion, and equity by applying these principles in the research enterprise. RTI International’s framework for conducting equity-centered transformative research highlights how incorporating principles of diversity, inclusion, and equity requires a departure from mainstream practice because of historical and intentional exclusion of these principles. Drawing on methodologies of culturally responsive evaluation, research, and pedagogy; feminist, Indigenous, and critical methodologies; community-based participatory research; and theories of social transformation, liberation, and racial justice, this organizing framework illustrates what this departure requires and how research can serve liberation and social justice by transforming the researcher, the research content, and the day-to-day practice of conducting research. Centering the work of seminal scholars and practitioners of color in the field, this paper provides a holistic framework that incorporates various research approaches and paradigms intended to shift power to minoritized and marginalized communities to achieve social transformation through research.
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Yentis, S. M., K. Asanati, C. R. Bailey, R. Hampton, I. Hobson, K. Hodgson, S. Leiffer, S. Pattani, and K. Walker-Bone. Better musculoskeletal health for anaesthetists. Association of Anaesthetists, June 2021. http://dx.doi.org/10.21466/g.bmhfa.2021.

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3Association of Anaesthetists | Better musculoskeletal health for anaesthetistsSummaryWork-related musculoskeletal disorders are very common amongst healthcare workers, and there is evidence that anaesthetists are at greater risk of upper limb disorders than other groups. This guidance aims to bring together advice and recommendations from a variety of sources in order to inform and support anaesthetists at work, in an attempt to reduce the prevalence and severity of work-related musculoskeletal disorders and the exacerbation of pre-existing disorders. Mechanical and psychosocial risk factors for work-associated musculoskeletal disorders are summarised, along with general principles for achieving better musculoskeletal health and practices specific to areas of the body most at risk. These include recommended exercises and stretches during sedentary work.RecommendationsAttention must be paid by both employers and anaesthetists to the physical and psychological risk factors that may lead to development and/or exacerbation of musculoskeletal disorders. This requires ongoing risk assessments and adherence to published standards of health and safety at work, including training. Such a programme is best achieved as part of a multidisciplinary approach.What other guidelines are available on this topic? There are many sources of guidance on health and safety in the workplace, across many sectors, much of which is of relevance to anaesthetists. There is no readily accessible guidance specifically aimed at the anaesthetic workplace.Why was this guideline developed?This guidance was developed as part of a wider piece of work by the Association of Anaesthetists based around ergonomics of the anaesthetic workplace, as a result of the increased reported incidence of musculoskeletal disorders amongst anaesthetists. It aims to draw on existing guidance and present a summary of advice relevant to anaesthetists and their practice.How and why does this publication differ from existing guidelines?This guidance summarises other advice and recommendations, and focuses on factors relevant to the anaesthetic workplace
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Yaremchuk, Olesya. TRAVEL ANTHROPOLOGY IN JOURNALISM: HISTORY AND PRACTICAL METHODS. Ivan Franko National University of Lviv, February 2021. http://dx.doi.org/10.30970/vjo.2021.49.11069.

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Our study’s main object is travel anthropology, the branch of science that studies the history and nature of man, socio-cultural space, social relations, and structures by gathering information during short and long journeys. The publication aims to research the theoretical foundations and genesis of travel anthropology, outline its fundamental principles, and highlight interaction with related sciences. The article’s defining objectives are the analysis of the synthesis of fundamental research approaches in travel anthropology and their implementation in journalism. When we analyze what methods are used by modern authors, also called «cultural observers», we can return to the localization strategy, namely the centering of the culture around a particular place, village, or another spatial object. It is about the participants-observers and how the workplace is limited in space and time and the broader concept of fieldwork. Some disciplinary practices are confused with today’s complex, interactive cultural conjunctures, leading us to think of a laboratory of controlled observations. Indeed, disciplinary approaches have changed since Malinowski’s time. Based on the experience of fieldwork of Svitlana Aleksievich, Katarzyna Kwiatkowska-Moskalewicz, or Malgorzata Reimer, we can conclude that in modern journalism, where the tools of travel anthropology are used, the practical methods of complexity, reflexivity, principles of openness, and semiotics are decisive. Their authors implement both for stable localization and for a prevailing transition.
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Howard, Jo. Practical Guides for Participatory Methods: Mapping and Power Analysis. Institute of Development Studies, January 2023. http://dx.doi.org/10.19088/ids.2023.002.

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This method enables participants to create a visual map of the key resources and assets in their community, organisation, workplace etc, that are important for their wellbeing and thriving. It is designed to encourage marginalised groups to visually represent and reflect on these resources and the power relations that shape who accesses and controls resources. They map and rank the actors who have more/less power, control and access, and discuss the reasons behind these differences. Finally, a discussion of possible strategies and actions for change can be facilitated.
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Okwundu, Charles I., and Charles Shey Wiysonge. Which interventions improve the management of dual practice? SUPPORT, 2016. http://dx.doi.org/10.30846/160811.

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Dual practice in the healthcare setting refers to the holding of more than one job, in unrelated health facilities, by a health professional. In many low-income countries, low pay and difficult working conditions lead many health professionals in the public sector to add to their income by taking on private patients who pay for the services that they receive. Dual practice has both negative and positive consequences and there are concerns that its negative impacts may exceed the positive ones. By allowing public sector workers to supplement their income, it may be easier for the public health sector to keep their skilled workers. However, dual practice may also lead health professionals to spend less time in their public sector job; take time off without permission to work in their private positions; lower the quality of their services in the public sector in order to drive patients to their private practice; or take resources from their public sector workplace to use in their private sector jobs. Various interventions have been implemented to manage dual practice e.g. banning dual practice, regulating the number of hours that public sector workers are allowed to do private practice, regulating how much public sector workers are allowed to earn from private practice, salary increases and promotions for workers who agree to only work in the public sector, and allowing limited private practice within public facilities.
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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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Ostaszewska, Aneta, Magdalena Szafranek, Marta Jadwiga Pietrusińska, and Karolina Ligna-Paczocha. Kobiety na uniwersytetach i pandemia Covid-19. Badania porównawcze na temat pracy kobiet. Wydział Stosowanych Nauk Społecznych i Resocjalizacji, October 2022. http://dx.doi.org/10.55226/uw.nawa2021.2022.

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Women at universities and the Covid-19 pandemic. Comparative research on women’s work The presented publication is a summary of the project “Women at universities and the Covid-19 pandemic. Comparative research on women’s work”. The project was carried out at the University of Warsaw in partnership with the University of Milan from September 2021 to August 2022. The research study is based on purposive sampling. It fits into a rather bleak and pessimistic picture of the modern university as an institution “in crisis”. The pandemic exacerbated the state of instability by revealing the tensions between the pursuit of progress and constraints, if only financial, and the strong habit to the traditional model of work. The university is not only a place to study, but also to work. And this aspect, more specifically, women’s work, was the focus of our research. We talked about women’s work at the university not only with female academics, but also with administrative, technical and IT support staff. We wanted to find out more about the experience of working under pandemic conditions and the challenges of post-pandemic reality. We believe that the women’s needs recognized in the course of the study and the proposed solutions (recommendations) can provide practical inspiration for change at universities that aim to improve gender equality and build more equal workplaces.
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