Journal articles: '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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Shankar, Janki, Daniel Lai, Shu-Ping Chen, Tanvir C. Turin, Shawn Joseph, and Ellen Mi. "Highly Educated Immigrant Workers’ Perspectives of Occupational Health and Safety and Work Conditions That Challenge Work Safety." International Journal of Environmental Research and Public Health 19, no. 14 (July 19, 2022): 8757. http://dx.doi.org/10.3390/ijerph19148757.

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This study explored the perspectives of new immigrant workers regarding occupational health and safety and workplace conditions that increase workers’ vulnerability to sustaining injury or illness. Using an interpretive research approach and semi-structured qualitative interviews, 42 new immigrant workers from a range of industries operating in two cities in a province in Canada were interviewed. Seventy-nine percent of the workers were highly qualified. A constant comparative approach was used to identify key themes across the workers’ experiences. The findings revealed that new immigrant workers have an incomplete understanding of occupational health and safety. In many workplaces, poor job training, little worker support, lack of power in the workplace, and a poor workplace safety culture make it difficult for workers to acquire occupational health and safety information and to implement safe work practices. This study proposes workplace policies and practices that will improve worker occupational health and safety awareness and make workplaces safer for new immigrant workers.

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B, Ena, Shahrina Md Nordin, and Rohani Salleh. "Internship Students’ Workplace Communication Skills: Workplace Practices and University Preparation." International Journal of Learning: Annual Review 16, no. 11 (2009): 439–52. http://dx.doi.org/10.18848/1447-9494/cgp/v16i11/46740.

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Krstić, Nataša, and Jelena Sladojević Matić. "Should children become key stakeholders in designing family-friendly workplaces?" International Journal of Sociology and Social Policy 40, no. 9/10 (November 11, 2020): 1125–39. http://dx.doi.org/10.1108/ijssp-07-2020-0331.

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PurposeThe purpose is to determine whether there is a gap between what children and youth expect from their parents' workplaces and the family-friendly business practices that employers apply, as well as whether COVID-19 has accelerated the introduction of these practices or contributed to any paradigm change.Design/methodology/approachDescriptive methodological research was done through electronic surveys with two target groups. The first group of respondents consisted of 1,279 children and youth who expressed their opinion on the impact of the parental workplace on them and what needs to be done to make companies more family oriented. The second survey involved 64 employers, who shared their views on achieving a balance between work and family and provided insight into the pre-pandemic and pandemic family-friendly workplace practices.FindingsAn apparent gap was identified between the family-friendly workplace practices offered by employers and the needs that children have regarding their parents' workplace. Although employers confirm that COVID-19 provides an opportunity to encourage FFW practices, during the outbreak of the virus, they demonstrated responsibility towards employees but neglected their family members.Research limitations/implicationsThe findings cannot be generalised to the entire business sector as the survey is not nationally representative. Also, the surveyed children do not come from the surveyed employers' work collectives, so it was not possible to intersect the findings.Practical implicationsThe research is vital for human resource managers as creators and implementers of family-friendly workplaces, as it indicates the need to involve the important but overlooked stakeholders in this process – the children of employees.Originality/valueThe research gap in the family-friendly workplace paradigm is addressed by comparing the attitudes of children with the employers' practices, before and during the COVID-19 outbreak.

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Gautam, Upma, and Deeksha Bajpai Tewari. "Knowledge, Attitude, and Practices (KAP) about Sexual Harassment at Workplace: A Roadmap for Sustainable Workplaces." European Journal of Sustainable Development 10, no. 4 (October 1, 2021): 72. http://dx.doi.org/10.14207/ejsd.2021.v10n4p72.

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Globalization, its corollaries -increased female literacy levels and rapid urbanization, has brought a radical change in women worldwide. However, with the more significant influx of women in India's mainstream workforce, sexual harassment at the workplace has assumed more critical dimensions. Assessment of the awareness, attitudes, and perception of colleagues towards the victim, victimization, and the wrongdoer through a KAP research methodology which is meant to be a representative survey of a target population, forms the central focus of the study. The sample size was 512 respondents from public and private sector undertakings. The structured questionnaire consisted of four core sections ranging from including respondent’s socio-demographic characteristics to including questions regarding the assessment of respondents' knowledge of sexual harassment at the workplace and committee to address the issue, their attitudes towards sexual harassment at the workplace, and inquiries about practice towards sexual harassment at workplace. The study affirms, firstly, both public and private sector organizations lack in their rehabilitative approach towards the victim. Secondly, the co-workers' approach both in the private and public sector lacks sensitivity and includes victim-blaming. Thirdly, there is a need for sensitization training of ICC members. Building Safe workplaces is a prerequisite to building sustainable workplaces.

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Kotouza, Dimitra. "Practices of Labor Activism in Greece: Inside and Outside the Workplace." Journal of Labor and Society 20, no. 3 (December 11, 2017): 379–98. http://dx.doi.org/10.1163/24714607-02003007.

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Confronting mass lay-offs, wage cuts, increasingly precarious conditions, unpaid work, employer violence, and mass unemployment, workers in Greece have organized strikes, workplace occupations, action outside workplaces, and attempts at self-management. These practices, and their strengths and limitations in the context of the crisis, are analyzed using secondary data, ethnographic, and documentary material. Contrasting the tactics located externally to the workplace, such as protests and blockades, to practices of self-management, I argue that the former may better represent the contemporary face of labor activism in Greece. This is because these tactics, despite their limitations, reflect most directly the growing expulsion of workers from a secure wage relation. Attention to the specific obstacles encountered by irregular immigrant workers and women in female-dominated occupations also highlights the important dimension of visibility in tactics external to the workplace. Further, the locus of these tactics in the sphere of circulation allows their connection with broader social claims and communities of struggle.

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Kristal, Tali, Yinon Cohen, and Edo Navot. "Workplace Compensation Practices and the Rise in Benefit Inequality." American Sociological Review 85, no. 2 (March 30, 2020): 271–97. http://dx.doi.org/10.1177/0003122420912505.

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This article aims to explain why inequality in fringe benefits has grown faster than wage inequality over the past four decades. We depart from previous income inequality research by studying benefits in addition to wages, but also by focusing on workplaces as the main drivers of benefit determination. We advance the argument that benefits determination is more organizationally embedded than wages mainly because workplaces have greater ability and incentive to alter benefits. Consequently, workplace compensation practices, including type of employment relations, are more important for benefits than for wages. Longitudinal linked employer–job administrative data on wages and voluntary benefits costs from the Employer Costs for Employee Compensation (ECEC) allow us to test these arguments, as well as examine why benefit inequality has dramatically increased. Results from variance decomposition reveal that between- and within-establishment inequality is higher in benefits than in wages, indicating that workplaces affect benefits more than wages. Regression results show that, as expected, establishment-level pay-settings affect benefits more than wages, and the decline in labor unions along with the liberalization of employment practices partly account for why benefit inequality increased at more than twice the rate of wage inequality.

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Lønsmann, Dorte, and Kamilla Kraft. "Language policy and practice in multilingual production workplaces." Multilingua 37, no. 4 (June 26, 2018): 403–27. http://dx.doi.org/10.1515/multi-2017-0088.

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AbstractTransnational mobility results in a diversification of languages and cultures in the workplace. A common means of managing this diversity is to introduce language policies that often privilege English or the locally dominant language(s). In contrast, managing their everyday working lives may require employees to draw on a range of multilingual and non-verbal resources. Such tensions between policy and practice in multilingual workplaces may impact structures and processes of inequality and power in the workplace. By looking at two sites within logistics and construction, this article offers a critical look at multilingual policies and practices and their consequences for speakers within the workplace. The article investigates how language is conceptualised in language policies and enacted in language practice. From this point of departure we discuss how the tensions between policies and practices impact on the daily working life and professional opportunities of the workers. Our findings suggest that even though multilingual practices are crucial for the flow of everyday work interactions on the floor, the language requirements within the workplace mirror the repertoires and practices of high-status employees, and therefore their competence is valued more highly than the more multilingual repertoires of their subordinates. A consequence of this unequal valorisation of the different linguistic repertoires is the maintenance of existing hierarchies in the workplace and the creation of new ones.

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Andrade, Maureen, and Ronald Miller. "High Impact Practices: Addressing Workplace Needs." EDEN Conference Proceedings, no. 1 (June 16, 2019): 42–50. http://dx.doi.org/10.38069/edenconf-2019-ac-0006.

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For at least three decades, employers have observed a gap between the skills they look for in recent college graduates and the skills these graduates possess. This has been noted in multiple studies involving both direct employer input and curricular reviews to determine alignment with professional standards (Association of American Colleges Universities [AACU], 2013, Azevedo, Apfelthaler, Hurst, 2012; Bayerlein Timpson, 2017; Hart Research Associates, 2006a; 2006b; 2008; 2010; 2013; 2015; 2018; Pratt, Keys, Wirkus, 2014; Ray, Stallard, Hunt, 1994; Ullah, Kimani, Bai, Ahmed, 2018). These studies have also indicated consistency in the specific skills that employers value, typically written and oral communication, teamwork, ethical decision-making, critical thinking, and the ability to apply knowledge in real-life situations (Hart Research Associates, 2015). These are prioritized by most employers over technical or discipline-specific knowledge and abilities (Hart Research Associates, 2015).

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Lahtinen, Marjaana, Virpi Ruohomäki, Annu Haapakangas, and Kari Reijula. "Developmental needs of workplace design practices." Intelligent Buildings International 7, no. 4 (January 20, 2015): 198–214. http://dx.doi.org/10.1080/17508975.2014.1001315.

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Grawitch, Matthew J., Shawn Trares, and Jennifer M. Kohler. "Healthy workplace practices and employee outcomes." International Journal of Stress Management 14, no. 3 (2007): 275–93. http://dx.doi.org/10.1037/1072-5245.14.3.275.

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Buzzanell, Patrice M. "Gendered Practices in the Contemporary Workplace." Management Communication Quarterly 14, no. 3 (February 2001): 517–37. http://dx.doi.org/10.1177/0893318901143010.

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Jacobs, Mike. "What Best Practices Improve Workplace Safety?" Opflow 40, no. 8 (August 2014): 6–7. http://dx.doi.org/10.5991/opf.2014.40.0053.

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Demise, Nobuyuki, Yoshinari Koyama, Norihiro Mizumura, and Yujin Taniguchi. "Workplace Environment-Driven Business Ethics Practices." Academy of Management Proceedings 2012, no. 1 (July 2012): 12784. http://dx.doi.org/10.5465/ambpp.2012.12784abstract.

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Price, Carl, Claudia Graham, and Janet Hobbs. "Workplace Mentoring: Considerations and Exemplary Practices." New Directions for Community Colleges 1997, no. 97 (1997): 49–59. http://dx.doi.org/10.1002/cc.9706.

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Woskie, Susan. "Workplace practices for engineered nanomaterial manufacturers." Wiley Interdisciplinary Reviews: Nanomedicine and Nanobiotechnology 2, no. 6 (June 30, 2010): 685–92. http://dx.doi.org/10.1002/wnan.101.

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Watkins, Karen E. "Workplace learning: Changing times, changing practices." New Directions for Adult and Continuing Education 1995, no. 68 (1995): 3–16. http://dx.doi.org/10.1002/ace.36719956803.

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Mirza, Raza M., Lynn Mcdonald, and Laura Tamblyn-Watts. "It’s Time to Retire Ageism against Older Workers." University of Toronto Quarterly 90, no. 2 (June 2021): 155–68. http://dx.doi.org/10.3138/utq.90.2.07.

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Ageism in the workplace can have significant implications for older adults. While every individual should feel equal and have the right to employment free from discrimination due to age, many practices and policies do not appear to uphold this right in the labour market. Institutional practices and policies seem to perpetuate stereotypes about older people. A “pro-aging” campaign to raise awareness about ageism in the workplace was run in the City of Toronto in 2019. The campaign included posters and pop-up advertising of a fake aging cream and research on attitudes toward aging and understanding the “too old” narrative as part of inclusive workplace policies. Workplace diversity policies often do not include age considerations, and understanding the factors that lead to ageism may allow for the development of strategies to help combat it. Age-diverse workplaces may gain competitive advantage by learning to harness the power of intergenerational relationships.

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Viramgami, Ankit, Avinash Pagdhune, Kamalesh Sarkar, and Rakesh Balachandar. "Occupational Health and Safety Practices at workplace during COVID-19 Pandemic." Journal of Comprehensive Health 8, no. 2 (October 8, 2020): 77–82. http://dx.doi.org/10.53553/jch.v08i02.004.

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Coronavirus Disease 2019 (COVID-19) a highly contagious viral respiratory disease has been declared as pandemic due to its global spread across most countries. Social isolation (i.e. physical distancing) and strict embracement of personal hygiene are few demonstrated preventive methods of COVID-19 transmission. All countries, based on the recommendations of World Health Organization (WHO), have adopted lockdown strategy (promoting physical distancing) to prevent COVID-19 transmission in the community including workplaces. In the interest of economic sustenance, many countries have partially relaxed the lockdown policies, to resume selective functioning of factories / organizations / institutes / workplaces. However, in the absence of appropriate occupational health and safety policies, workplaces are a potential threat for COVID-19 transmission & outbreak. The following document reviews the conventional hierarchy of occupational safety and health control measures (i.e. engineering controls, administrative controls and PPE), necessary to prevent COVID-19 outbreaks at workplace, based on the current scientific evidences on COVID-19.

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Peterson, Patricia, Bill Morrison, Robert Laurie, Viviane Yvette Bolaños Gramajo, and John Brock Morrison. "Assessing the factorial structure and internal consistency of the mental fitness and resiliency inventory (MFRI)." International Journal of Workplace Health Management 13, no. 2 (February 20, 2020): 153–71. http://dx.doi.org/10.1108/ijwhm-07-2019-0100.

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PurposeThis paper explores the use of the mental fitness and resiliency inventory (MFRI) as a tool for the management of workplace health and well-being. The MFRI provides information on the extent to which positive workplace practices are experienced within three mental fitness domains and five resiliency domains. The purpose of this study was to investigate the factorial structure and internal consistency of the MFRI.Design/methodology/approachThe MFRI was administered to 1,519 employees in multiple workplace environments in Canada. The factorial structure of the MFRI was examined to conduct confirmatory factor analysis (CFA). In addition to the CFA indexes, the internal consistency of each latent construct was calculated, with results reported using Cronbach's coefficient alpha.FindingsThe reliability of the MFRI is very high (alpha = 0.973). The fit indexes from the CFA indicate that the model is permissible. The MFRI can be used with confidence to highlight mental fitness and resiliency strengths, as well as areas needing further development in workplace environments.Research limitation/implicationsLimitations may include the selection of fit indexes upon which to base judgment as to whether the model is satisfactory. Although the MFRI model has been confirmed based on the data from the study sample, there is not yet sufficient data to conclude that the model is a true predictive model. Current and ongoing research will enable elaboration on this matter. In addition, formal documented observations regarding the MFRI's face validity and ease of explanation and understanding of the results may confirm a priori expectations on the part of the users and may strengthen the conclusions from this study.Practical implicationsImplications for workplaces arising from the validation of the MFRI include a growth in capacity to measure the existence of positive psychology practices within organizational environments and to identify and address areas for needed growth and development. By assessing the prevalence of mental fitness and resiliency practices in workplace environments, reports can be produced that indicate various levels of development and integration of these practices. The application of the MFRI facilitates the use of evidence-informed decision-making in addressing organizational goals related to positive workplace cultures.Originality/valueThe MFRI is a new, validated instrument that measures the presence of positive practices that contribute to healthy and effective workplace cultures. The results of the MFRI provide workplace health managers with a profile of organizational strengths (practices that are embedded and comprehensive) and areas for development (practices requiring promotion and capacity building) related to mental fitness and resiliency.

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Colvin, Alexander J. S. "The Relationship between Employee Involvement and Workplace Dispute Resolution." Articles 59, no. 4 (September 19, 2005): 681–704. http://dx.doi.org/10.7202/011334ar.

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This paper examines the relationship between employee involvement programs and workplace dispute resolution using data from the Workplace and Employee Survey (WES) conducted by Statistics Canada. The results provide support for a link between employee involvement and lower grievance rates in unionized workplaces. This link existed for establishments in both the goods and service sectors, but the practices involved differed between industrial sectors. By contrast, in nonunion workplaces, results of the analysis provided support for a link between the adoption of employee involvement programs and formal grievance procedures, but not between employee involvement and lower grievance rates.

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Dawson, Andrew, and Simone Dennis. "Workplace Intimacy." Anthropology in Action 28, no. 1 (March 1, 2021): 1–7. http://dx.doi.org/10.3167/aia.2021.280101.

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Amidst massive economic damage tension between the needs to save lives and save jobs has become the basis of a key political fault-line and a matter of daily on-the-ground management during the COVID-19 pandemic. In this article we consider four especially salient changes to work-life wrought by the pandemic: (1) new workplace praxes pertaining to matters of touch; (2) erosion and degrading of the quality of erstwhile intimate relations in certain workplaces; (3) changes to senses of belonging and homeliness in workplaces; (4) and, reflecting on the particular type of work that we do, how the pandemic (and pandemic lockdown especially) is impacting our pedagogical and research practices. Throughout we reveal how the intimacies experienced within workplaces are being transformed – not always eroded or degraded, but also sometimes adapted, sustained in new ways (especially via new communications technologies), and even enhanced.

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Thomsen, Jane Dyrhauge, Hans K. H. Sønderstrup-Andersen, and Renate Müller. "People–plant Relationships in an Office Workplace: Perceived Benefits for the Workplace and Employees." HortScience 46, no. 5 (May 2011): 744–52. http://dx.doi.org/10.21273/hortsci.46.5.744.

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The study presented in this article represents an initial attempt to generate in-depth information about how ornamental plants in real-life office workplaces interact with workplace characteristics, thus influencing working environment and well-being of the employees. Using a qualitative, explorative, and inductive case-study design, the study provides an example of how a cross-disciplinary unit engaged in administrative office work at a Danish institution applied ornamental plants. The results document that ornamental plants are an integrated part of the workplace. The employees used ornamental plants in numerous ways to either actively manipulate different aspects of the surroundings or more passively cope with demands from the surroundings. Furthermore, the use of the ornamental plants was structured by a number of factors: culture and traditions, provisional orders, organizational structures, practices, values and history, company policies, and characteristics of the indoor architectural environment. Ornamental plants were perceived as affecting many aspects of the working environment (e.g., the physical surroundings, the social climate, image of the workplace, etc.), the individual's well-being (e.g., mood, general well-being, emotions, self confidence, etc.), and to some degree the workplace's competitiveness. However, the actual effects were the results of a complex interaction among the way the ornamental plants were applied, characteristics of the present ornamental plants (e.g., size, species and condition), and characteristics of the individual employee (e.g., personal experiences, preferences, and values).

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Darus, Faizah, and Haslinda Yusoff. "Prioritization of Workplace Practices: Evidence from Islamic financial institutions." Environment-Behaviour Proceedings Journal 1, no. 1 (June 27, 2016): 401. http://dx.doi.org/10.21834/e-bpj.v1i1.239.

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The aim of this study is to examine the prioritization of workplace practices among Islamic financial institutions in Malaysia for 2012. A content analysis of the annual and sustainability reports were carried out to examine the extensiveness of disclosure relating to information on workplace practices. An Islamic workplace index was used to evaluate the workplace disclosure. The results of the study revealed that skill enhancement and employees-management engagement were the focus for workplace environment among Islamic financial institutions. Particularly, information relating to incentives and bonuses were found to be the most extensively disclosed information.© 2016. The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies, Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.Keywords: Workplace environment; Islamic financial institutions; corporate social responsibility; Malaysia.

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Simao, Lurdes, and Mário Franco. "External knowledge sources as antecedents of organizational innovation in firm workplaces: a knowledge-based perspective." Journal of Knowledge Management 22, no. 2 (March 12, 2018): 237–56. http://dx.doi.org/10.1108/jkm-01-2017-0002.

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Purpose This paper aims to analyse the impact of different knowledge sources used by firms to adopt organizational innovation, in relation to organization of responsibilities and decision-making in the workplace. Design/methodology/approach To fulfil the proposed objective, quantitative research, based on a sample of 2,591 Portuguese firms, has been undertaken. Data have been obtained from the Community Innovation Survey 2012. Findings The results show the importance of external knowledge from suppliers, clients, consultants and commercial laboratories in new innovation practices in firm workplace. Knowledge from competitors, universities, the State and research institutes does not present a significant effect. Practical implications Knowledge sources can stimulate the introduction of new management practices in the workplace, consistent with the external search literature on technological innovation, which argues that many of the ideas and implementation skills for organizational innovation come from outside sources. Originality/value Within the innovation management literature, very few studies tried to explore organizational innovation in firm workplaces. This paper is innovative and makes a novel contribution mainly to the knowledge management field by highlighting the importance of external knowledge sources in organizational innovation in firm workplaces from a knowledge-based perspective.

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Mahmoud El-Bannany, Rana, Doaa K.Hassan, and Ayman Mohamed Assem. "Practices of Biophilic Patterns in Workplace Design." Engineering Research Journal - Faculty of Engineering (Shoubra) 51, no. 2 (April 1, 2022): 15–31. http://dx.doi.org/10.21608/erjsh.2022.235277.

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Dauber, Daniel. "Loyalty and workplace practices: a diagnostic perspective." European J. of Cross-Cultural Competence and Management 1, no. 1 (2022): 1. http://dx.doi.org/10.1504/ejccm.2022.10046462.

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Vlachos, Ilias P. "High‐performance workplace practices for Greek companies." EuroMed Journal of Business 4, no. 1 (May 15, 2009): 21–39. http://dx.doi.org/10.1108/14502190910956675.

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Kattman, Braden, Thomas P. Corbin, Larry E. Moore, and Leonard Walsh. "Visual workplace practices positively impact business processes." Benchmarking: An International Journal 19, no. 3 (May 25, 2012): 412–30. http://dx.doi.org/10.1108/14635771211243021.

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Ford, Cecilia E., and Trini Stickle. "Securing recipiency in workplace meetings: Multimodal practices." Discourse Studies 14, no. 1 (February 2012): 11–30. http://dx.doi.org/10.1177/1461445611427213.

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As multiparty interactions with single courses of coordinated action, workplace meetings place particular interactional demands on participants who are not primary speakers (e.g. not chairs) as they work to initiate turns and to interactively coordinate with displays of recipiency from co-participants. Drawing from a corpus of 26 hours of videotaped workplace meetings in a midsized US city, this article reports on multimodal practices – phonetic, prosodic, and bodily-visual – used for coordinating turn transition and for consolidating recipiency in these specialized speech exchange systems. Practices used by self-selecting non-primary speakers as they secure turns in meetings include displays of close monitoring of current speakers’ emerging turn structure, displays of heightened interest as current turns approach possible completion, and turn initiation practices designed to pursue and, in a fine-tuned manner, coordinate with displays of recipiency on the parts of other participants as well as from reflexively constructed ‘target’ recipients. By attending to bodily-visual action, as well as phonetics and prosody, this study contributes to expanding accounts for turn taking beyond traditional word-based grammar (i.e. lexicon and syntax).

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Cohen, Shelley. "Change agents bolsternew practices in the workplace." Nursing Management (Springhouse) 37, no. 6 (June 2006): 16???17. http://dx.doi.org/10.1097/00006247-200606000-00005.

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Billett, Stephen. "Workplace Pedagogic Practices: Co–participation and Learning." British Journal of Educational Studies 50, no. 4 (December 2002): 457–81. http://dx.doi.org/10.1111/1467-8527.t01-2-00214.

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Nordsteien, Anita, and Katriina Byström. "Transitions in workplace information practices and culture." Journal of Documentation 74, no. 4 (July 9, 2018): 827–43. http://dx.doi.org/10.1108/jd-07-2017-0116.

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Purpose The purpose of this paper is to empirically investigate how new healthcare professionals engage with information practices and information culture in their workplace, and the resulting influences on development and change. Design/methodology/approach A longitudinal study was conducted on a hospital training programme. Three series of focus groups provided data from 18 recently qualified nurses, supported by observations. Data were thematically analysed applying a framework consisting of six approaches to information use. Findings Newcomers take a proactive approach to seek, use and share scientific information, which is negotiated within existing information practices and organisational information culture. Their competencies, such as research skills, values, motivation and sense of integrity to use and share scientific information, often differ from those existing workplace practices. For this reason, they drive towards renewal and change. Practical implications Examination of organisational approaches to information use indicates clearly the necessity for improvements to meet the needs of information proactiveness and thus be able to face challenges and changes in an organisation. Originality/value This work sheds new light on newcomers’ information use, as they integrate into a workplace and interact with information practices and organisational approaches to information use. A significant contribution is the identification of the dynamics and interdependencies between newcomers’ individual agency in their way of seeking, using and sharing information, and the established community’s social agency promoting existing information practices and the organisational agency represented by information culture.

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Cristini, Annalisa, and Dario Pozzoli. "Workplace practices and firm performance in manufacturing." International Journal of Manpower 31, no. 7 (October 19, 2010): 818–42. http://dx.doi.org/10.1108/01437721011081617.

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Carlson, Jessica H., and Mary Crawford. "Perceptions of Relational Practices in the Workplace." Gender, Work & Organization 18, no. 4 (June 23, 2011): 359–76. http://dx.doi.org/10.1111/j.1468-0432.2011.00561.x.

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Campone, Francine. "Executive Coaching Practices in the Adult Workplace." New Directions for Adult and Continuing Education 2015, no. 148 (December 2015): 59–67. http://dx.doi.org/10.1002/ace.20152.

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Sandvik, Jason J., Richard E. Saouma, Nathan T. Seegert, and Christopher T. Stanton. "Workplace Knowledge Flows*." Quarterly Journal of Economics 135, no. 3 (April 17, 2020): 1635–80. http://dx.doi.org/10.1093/qje/qjaa013.

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Abstract We conducted a field experiment in a sales firm to test whether improving knowledge flows between coworkers affects productivity. Our design allows us to compare different management practices and isolate whether frictions to knowledge transmission primarily reside with knowledge seekers, knowledge providers, or both. We find large productivity gains from treatments that reduced frictions for knowledge seekers. Workers who were encouraged to seek advice from a randomly chosen partner during structured meetings had average sales gains exceeding 15%. These effects lasted at least 20 weeks after the experiment ended. Treatments intended to change knowledge providers’ willingness to share information, in the form of incentives tied to partners’ joint output, led to positive—but transitory—sales gains. Directing coworkers to share knowledge raised average productivity and reduced output dispersion between workers, highlighting the role that management practices play in generating spillovers inside the firm.

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Palvalin, Miikka, Theo van der Voordt, and Tuuli Jylhä. "The impact of workplaces and self-management practices on the productivity of knowledge workers." Journal of Facilities Management 15, no. 4 (September 4, 2017): 423–38. http://dx.doi.org/10.1108/jfm-03-2017-0010.

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Purpose This paper aims to explore the impact of workplaces, which support concentration and communication, and self-management practices on individual and team productivity. The underlying hypothesis is that the impact of these variables on the two levels of productivity (individual and team) and the two dimensions of productivity (quantity and quality) may be different. Design/methodology/approach The paper is based on survey data from 998 Finnish knowledge workers. Factor analysis was used to test the dimensions of the conceptual model. Insights into the impact of workplaces for concentration and communications and self-management practices on productivity were obtained by multiple-regression analyses. Findings The findings show that self-management practices have a larger impact on the quality and quantity of individual output and the quantity of team output than workplaces for communication and concentration. Improving self-management skills is key to increase all productivity dimensions and in particular the quality of the output. Practical implications This paper contributes to a better understanding of the impact of workplace characteristics and self-management practices on different levels and dimensions of productivity. It offers valuable lessons for managers, as they are able to recognize how productivity can be approached from several perspectives. Different dimensions can be enhanced using different workplace settings. For example, the quantitative output of employees can be increased by adding more space for concentration, while quantitative team productivity can be increased by providing appropriate space for collaboration. An important means to enhance a higher quality of the output is to improve self-management skills. The findings also suggest that collaboration between different disciplines – corporate management, corporate real estate management, human resource management and IT – is needed to optimize individual and team productivity. Originality/value This paper explores work environment experiences of Finnish office workers and connects both workplace appraisal and work practices to perceived productivity support, on individual level and team level. It also adds insights into the different impacts on quantity and quality.

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Berthelsen, Hanne, Tuija Muhonen, Gunnar Bergström, Hugo Westerlund, and Maureen F. Dollard. "Benchmarks for Evidence-Based Risk Assessment with the Swedish Version of the 4-Item Psychosocial Safety Climate Scale." International Journal of Environmental Research and Public Health 17, no. 22 (November 22, 2020): 8675. http://dx.doi.org/10.3390/ijerph17228675.

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The purpose of the present study was to validate the short version of The Psychosocial Safety Climate questionnaire (PSC-4, Dollard, 2019) and to establish benchmarks indicating risk levels for use in Sweden. Cross-sectional data from (1) a random sample of employees in Sweden aged 25–65 years (n = 2847) and (2) a convenience sample of non-managerial employees from 94 workplaces (n = 3066) were analyzed. Benchmarks for three PSC risk levels were developed using organizational compliance with Occupational Safety and Health (OSH) regulations as criterion. The results support the validity and usefulness of the Swedish PSC-4 as an instrument to indicate good, fair, and poor OSH practices. The recommended benchmark for indicating good OSH practices is an average score of >12.0, while the proposed cutoff for poor OSH practices is a score of ≤8.0 on the PSC-4. Scores between these benchmarks indicate fair OSH practices. Furthermore, aggregated data on PSC-4 supported its reliability as a workplace level construct and its association with quantitative demands, quality of leadership, commitment to the workplace, work engagement, job satisfaction, as well as stress and burnout. Thus, the Swedish version of PSC-4 can be regarded as a valid and reliable measure for both research and practical use for risk assessment at workplaces.

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Ickes, Scott, Joyceline Kinyua, Joshua Adams, Donna Denno, Jennifer Myhre, Angeline Ithondeka, Lora Iannotti, et al. "Effect of Access to Workplace Supports for Breastfeeding Among Formally Employed Mothers in Kenya." Current Developments in Nutrition 5, Supplement_2 (June 2021): 651. http://dx.doi.org/10.1093/cdn/nzab045_033.

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Abstract Objectives We evaluated the availability of workplace breastfeeding (BF) supports, and the associations between these supports and BF practices among formally employed mothers in Kenya – where many women work in horticulture farms and legislation requiring workplace BF supports is being implemented. We hypothesized that the availability of supports would be associated with a higher prevalence and greater odds of exclusive breastfeeding (EBF). Methods We conducted repeated cross-sectional surveys among formally employed mothers at 1–4 days, 6 weeks, 14 weeks, and 36 weeks (to estimate 24 weeks) postpartum at 3 health facilities in Naivasha from Sept. 2018 to Oct. 2019, 13 months after the 2017 Kenyan Health Act, which requires workplace BF support, was passed. We evaluated the associations of workplace BF supports with EBF practices using tests of proportions and adjusted logistic regression. Results Among formally employed mothers (n = 564), reported workplace supports included on-site housing (16.8%), on-site daycare (9.4%), and private lactation spaces (2.8%). Mothers who used workplace on-site childcare were more likely to practice EBF than mothers who used community- or home-based childcare at both 6 weeks (95.7% versus 82.4%, p = 0.030) and 14 weeks (60.6% versus 22.2%, p < 0.001; [aOR (95% CI) = 5.11 (2.3, 11.7)]. Likewise, mothers who visited daycares at or near workplaces were more likely to practice EBF (70.0%) compared to those who did not visit a daycare (34.7%, p = 0.005) at 14-weeks. Among all mothers, 84.6% with access to workplace private lactation spaces practiced EBF, compared to 55.6% without such spaces, p = 0.037. Mothers who live in on-site housing were twice as likely [aOR (95% CI) = 2.06 (1.25, 3.41)] to practice EBF compared to those without access to on-site housing. Conclusions Formally employed mothers in Kenya who used on-site childcare, lived in on-site housing, and had access to private workplace lactation rooms are more likely to practice EBF than mothers who lack these supports, while the use of community-based childcare in this context is associated with a lower prevalence of EBF. As the Kenya Health Act is implemented, provision of these supports and strategies to help women visit their children in daycare can enable EBF among employed mothers. Funding Sources NIH Fogarty International Center.

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Nealy, Chynette. "Authentic Engagement through Workplace Pedagogy." Administrative Issues Journal Education Practice and Research 10, no. 2 (2020): 18–32. http://dx.doi.org/10.5929/2020.10.2.2.

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Readiness: Are business majors equipped with industry-expected skills? This question remains the central theme of discussions between employers and business academicians in terms of bridging the gap between theory and practice. These discussions are useful in identifying reasons that might impede “readiness.” This article provides an overview of pedagogical and practical considerations by offering a process and evaluation framework to help business communication faculty integrate workable pedagogy to ever-evolving business practices. Suggestions are provided for authentically engaging business majors in developing industry-expected skills, such as teamwork, social collaboration, and technology. Although these suggestions will not pertain equally to all business communication settings (i.e. regional or local practices), they do allow for the examination, reflection, and application of best practices to bridge the gaps between theory and practice in terms of providing meaning and value for undergraduate business majors to develop applicable workplace and employability skills. These uncertain times underscore the importance of reflecting on and applying best practices from academic and workplace settings that can authentically engage and develop students.

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Journal articles on the topic 'Workplace practices'

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