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Literatura académica sobre el tema "Employee adjustment"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 1 de febrero de 2022

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Artículos de revistas sobre el tema "Employee adjustment"

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HIMAKI, Yuko y Reiji SASAKI. "Influence of Relationship between Employee and Superior on Employee’s Adjustment". Proceedings of the Annual Convention of the Japanese Psychological Association 77 (19 de septiembre de 2013): 2PM—134–2PM—134. http://dx.doi.org/10.4992/pacjpa.77.0_2pm-134.

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Terry, Deborah J. y Victor J. Callan. "Employee Adjustment to Large-Scale Organisational Change". Australian Psychologist 32, n.º 3 (noviembre de 1997): 203–10. http://dx.doi.org/10.1080/00050069708257382.

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Brown, M. "Employee pay adjustment preferences: Recent Australian evidence". Asia Pacific Journal of Human Resources 39, n.º 3 (1 de enero de 2001): 1–22. http://dx.doi.org/10.1177/103841110103900302.

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Na-Nan, Khahan. "Employee work adjustment scale for small and medium-sized enterprises in Thailand". International Journal of Quality & Reliability Management 36, n.º 8 (2 de septiembre de 2019): 1284–300. http://dx.doi.org/10.1108/ijqrm-07-2018-0178.

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Purpose Employee work adjustment (EWA) represents the ability of individuals to adjust effectively to working conditions, supervisors, the environment and their peers. To deal with work adjustment in different environments, companies need to both understand and continually assess their employees. The purpose of this paper is to develop an instrument to measure EWA for small- and medium-sized enterprises (SMEs) in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for EWA. First, 18 questions were developed as a questionnaire based on concepts and theories of EWA and validated using exploratory factor analysis (EFA) into four dimensions such as work, supervisor, environment and peer adjustments. Then, a survey was conducted for 360 new employees in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were tested along the four adjustment dimensions. Findings This research extended and broadened the EWA concept to provide theoretical support for the adjustment of intelligence research. Four dimensions were developed to measure EWA including aspects of work, supervisor, environment and peer. Research limitations/implications The EWA model was examined using EFA and CFA only. Questionnaire results suggested that concrete constructs were stronger because of single-source, self-assessed data collection as the sample included only employees of SMEs in high-growth sectors of Thailand. EWA findings exhibited a good fit but results require further future refinement and validation using a larger sample size and sampling area. Practical implications The EWA questionnaire has practical use regarding management behaviour and can assist companies and practitioners to better understand the required adjustments for new employees at start-up. This knowledge will help managers to encourage and support newcomers to work better and deliver effective results. Managers and practitioners can develop and hone work adjustment practices for new recruits according to the four dimensions proposed here. Originality/value The validity of this EWA questionnaire will facilitate the future study on boundaries with EWA measurements spanning SMEs contexts. Empirical research results verified that EWA assessment offered new perspectives to explore vital individual work adjustments that are necessary for new recruits to succeed. This instrumental support will help researchers to effectively understand EWA and explore its potential in future studies.

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Martin, Angela J., Elizabeth S. Jones y Victor J. Callan. "Status differences in employee adjustment during organizational change". Journal of Managerial Psychology 21, n.º 2 (febrero de 2006): 145–62. http://dx.doi.org/10.1108/02683940610650758.

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윤애림. "An ‘employee’ and an ‘employer’ in the Trade Union and Labour Relations Adjustment Act". Democratic Legal Studies ll, n.º 56 (noviembre de 2014): 205–45. http://dx.doi.org/10.15756/dls.2014..56.205.

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Terry, Deborah J., Craig J. Carey y Victor J. Callan. "Employee Adjustment to an Organizational Merger: An Intergroup Perspective". Personality and Social Psychology Bulletin 27, n.º 3 (marzo de 2001): 267–80. http://dx.doi.org/10.1177/0146167201273001.

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Newton, Cameron J. y Nerina L. Jimmieson. "Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes". Journal of Management & Organization 14, n.º 1 (marzo de 2008): 20–39. http://dx.doi.org/10.1017/s183336720000345x.

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AbstractResearch investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

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Newton, Cameron J. y Nerina L. Jimmieson. "Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes". Journal of Management & Organization 14, n.º 1 (marzo de 2008): 20–39. http://dx.doi.org/10.5172/jmo.2008.14.1.20.

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AbstractResearch investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

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Petrou, Paraskevas, Evangelia Demerouti y Wilmar B. Schaufeli. "Crafting the Change: The Role of Employee Job Crafting Behaviors for Successful Organizational Change". Journal of Management 44, n.º 5 (9 de julio de 2016): 1766–92. http://dx.doi.org/10.1177/0149206315624961.

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Organizations today have to change constantly. Although both practitioners and scientists agree that organizational change communication is the most effective strategy to improve employee adjustment to change, little is known about how change communication enhances more proactive employee reactions to change. The present study addresses employee job crafting behaviors (i.e., seeking job resources, seeking job challenges, and reducing job demands) as a tool used by employees in order to respond to and cope with implemented organizational change. Using regulatory focus theory, we propose that on the basis of their promotion or prevention regulatory focus, employees respond to organizational change communication via job crafting behaviors that further enhance or hinder their adjustment to change (i.e., work engagement and adaptivity). Hypotheses are tested with a latent change score analytical approach via a three-wave longitudinal design among 368 police officers. Findings reveal that while adequate change communication is linked to increased job crafting behaviors for promotion focused employees, inadequate change communication is linked to increased job crafting behaviors for prevention focused employees. Furthermore, seeking resources is positively associated with employee work engagement, seeking challenges is positively associated with adaptivity, and reducing demands is negatively associated with work engagement. These findings bring together three different streams of literature (i.e., organizational change, regulatory focus, and job crafting). Implications for management are outlined, and they are, thereafter, translated to a specific workplace intervention, which is proposed to organizations and managers.

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Tesis sobre el tema "Employee adjustment"

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EscaÌria, ViÌtor Manuel AÌlvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal". Thesis, University of York, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.423772.

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Escária, Vítor Manuel Álvares. "Analysis of labour market adjustment using matched employer-employee data for Portugal". Doctoral thesis, University of York Department of Economics and Related Studies, 2003. http://hdl.handle.net/10400.5/4501.

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PhD degree at the University of York Department of Economics and Related Studies
In this thesis' I analyse how the labour market adjusts in Portugal. I do so using a unique matched employer-employee dataset built during this work in order to evaluate several aspects of that adjustment process. The thesis is mostly empirical despite taking inspiration from the rele¬vant theoretical literature oh labour market adjustment, such as search and matching models of the labour market, or models of segmented or dual labour markets. The use of a matched employer-employee data set with information on workers and their employers enables the analysis of some more specific aspects of the adjustment in the labour markets such as the analysis of flow rates for different types of workers or the identification of the existence of segregation against some type of workers. The different chapters of the thesis constitute progressive steps of the analysis. Each chapter tries to go a bit deeper into the adjustment process exploring more specific aspects of that process: starting with the analysis of job flow rates; moving into the analysis of flow rates for different types of workers; to the analysis of workers affected by employment adjustment decisions of the business units; and to the analysis of individual separations. It finishes with an analysis of the role of business demography on employment creation at regional level.

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Martin, Angela Jayne y n/a. "Employee Adjustment During Organisational Change: The Role of Climate, Organisational Level and Occupation". Griffith University. School of Applied Psychology (Health), 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20031003.090413.

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The present studies were designed to advance theoretical understanding of employee adjustment during organisational change. There were two broad aims of the thesis. Firstly, the role of organisational climate factors in facilitating employee adjustment during change was examined by testing models based on Lazarus and Folkman's (1984) cognitive-phenomenological account of stress and coping processes. In particular, the concept of coping resources was expanded to examine organisational factors rather than individual attributes. Secondly, the extent to which organisational sub-groups differ in their perceptions of climate and levels of adjustment indicators during change was investigated. The research also aimed to inform diagnostic processes within organisational change management by examining the applied value of the empirical findings of each of the studies. The first two studies were empirical tests of a theoretical model of employee adjustment. Study 1 tested a model of employee adjustment to organisational change that examined employee well-being and job satisfaction as outcomes of positive adjustment during change. Firstly, pilot interviews with 67 hospital employees enabled salient aspects of the organisational climate that may facilitate adjustment during organisational change to be confirmed. Next, 779 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence that supported the majority of theoretical predictions. Overall, the final model showed that employees who had positive perceptions about employee relations within the hospital, strong beliefs about the quality of patient care, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). A particularly influential variable in the model was the effectiveness of employee relations within the organisation. Study 2 tested a model of employee adjustment to organisational change which examined organisational commitment, turnover intentions and absenteeism as outcomes of positive adjustment during change. Firstly, as in Study 1, pilot interviews with 20 state public sector employees enabled salient elements of the organisational climate that may function as resources for coping with organisational change to be confirmed. Next, 877 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Like Study 1, confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence which supported most of the theoretical predictions. Overall, the final model showed that employees who had positive perceptions about customer service, believed that their leaders communicated a vision for the organisation, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). The extent to which leaders exhibited a vision for the organisation emerged as an important predictor in the model. Together, the results of studies 1 and 2 provided evidence that organisational climate variables are important predictors of the way employees appraise and respond to organisation change. The next two studies presented were focused on group differences in the model variables from studies 1 and 2. Study 3 investigated group differences in perceptions of climate and levels of adjustment during organisational change as a function of an employee's organisational level. The pilot interviews revealed that an employee's organisational level was the most salient source of sub-group identification in the climate of a public sector department. Survey data from study 2 were analysed using Multivariate Analysis of Variance (MANOVA). The responses of 669 public sector employees were grouped into 3 categories: lower, middle and upper level employees. Results revealed that upper level staff reported higher levels of adjustment during change, across a range of indicators. Study 4 investigated occupational group and organisational level differences in perceptions of climate and levels of adjustment during organisational change. The pilot interviews in this organisation revealed that it was an employee's occupational group membership that provided the most salient group delineator in the hospital climate. Survey data from Study 1 were analysed using MANOVA. The responses of 732 hospital employees were grouped into 4 major occupational categories: medical, nursing, allied health and non-clinical staff. Participants were also grouped on the basis of whether they occupied a management or non-management position. Results revealed statistically significant differences between groups and an interaction between occupation and level. Non-clinical staff were less well adjusted during change than other occupational groups. Managers appraised change as more stressful than non-managers, but felt more in control of the situation. Together, the results of Studies 3 and 4 highlighted the importance of examining employee perceptions at the sub-group level when implementing change and indicated the need for interventions to be targeted at the sub-group level. Overall, the research reported in this dissertation extended a theoretical model of employee adjustment to change and improved the application of the model. This outcome was achieved by investigating the role of environmental coping resources drawn from the organisational climate in improving employee adjustment during change and the degree to which groups differed in their perceptions of these variables. Climate and change appraisal factors were linked with a range of important individual/organisational outcomes such as employee well-being, job satisfaction, organisational commitment, turnover intentions and absenteeism. Differences in perceptions of climate and levels of adjustment during change were also observed at the organisational sub-group level. The findings of the research have implications for the effective management of organisational change. Change should be implemented in conjunction with ongoing organisational development processes involving diagnostic research that identifies the elements of climate that employees draw upon for support in the process of adjustment. Interventions should be based on improving and strengthening these resources. Diagnostic processes should also pay attention to the salient groupings of staff within an organisation so that interventions can be targeted specifically to relevant sub-groups.

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Ghaly, Mohamed. "Essays on the interplay between finance and labour". Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/essays-on-the-interplay-between-finance-and-labour(26d96d6d-1847-4cec-b4d7-80f50abdf5e2).html.

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This thesis is an effort to advance our knowledge and understanding of the role that labor plays in shaping corporate financial policies and how it is in turn affected by considerations related to firms' financing. I present three essays on the interaction between finance and labor. First, I provide two examples of how labor affects financial decisions, in which I investigate the impacts that commitment to employee welfare and reliance on skilled labor have on cash management policies. Next, I examine the effect of ownership structure on labor investment decisions as an example of how finance affects human capital. In the first essay, I examine the relation between employee welfare practices and corporate cash holdings. Consistent with the predictions of the stakeholder theory, I find firms that are strongly committed to employee welfare, measured by ratings on employee relations, to hold more cash. The effect of employee welfare standards on cash holdings is stronger for firms in human-capital-intensive, competitive, and low turnover industries in which employees are more important to their businesses. The findings highlight the importance of human capital and employee-friendly practices as an overlooked determinant of cash holdings and suggest that managers can use cash to signal their financial health to current and potential employees, thereby increasing their competitiveness in labor markets. The second essay examines whether a firm's dependence on skilled labor affects its cash holdings. Consistent with a precautionary motive to accumulate cash when higher labor adjustment costs slow a firm's labor demand reaction to cash flow shocks, I find robust evidence that companies with higher shares of skilled labor hold more cash. The effect of skilled labor on cash holdings is more pronounced for firms that are financially constrained, attach higher values to their human capital, operate in competitive product markets, and belong to industries characterized by high labor mobility. The findings suggest that labor heterogeneity, and in particular the skill level of workers is an important determinant of corporate cash policies. The results provide managers of firms, particularly those that are financially constrained, with insights on how to minimize their labor adjustment costs and reduce the risk of losing their valuable human capital. In my third essay, I examine whether the presence of long-term institutional investors, who typically have strong monitoring incentives, can help mitigate agency conflicts associated with firms' employment choices. I find that abnormal net hiring, measured as the absolute deviation from net hiring predicted by economic fundamentals, decreases in the presence of institutional investors with longer investment horizons. Firms dominated by long-term shareholders reduce both over-investment (over-hiring and under-firing) and under-investment in labor (under-hiring).The monitoring role of long-term investors is more pronounced for firms facing higher labor adjustment costs. These findings suggest that institutional investors play an important role in firm-level employment decisions.

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Reisler, Steven E. (Steven Elliot). "Coping strategies employed by in-home family caregivers of Alzheimer's patients". Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=35326.

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Most demented individuals are now cared for at home by family members. The present study examined the coping strategies employed by family caregivers, their perception of burden, and the internal dialogues employed by caregivers to stressful events. Sixteen (13 females, 3 males) participants with an average age of 67.4 years were interviewed. Results indicate that caregivers who spend less hours per week caring for their care receiver perceived less overall burden and caregivers who subjectively felt that they were coping with their role tended to use more coping strategies. Caregivers' internal dialogues and comments concerning problems coping with Alzheimer's patients are included.

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Kay, Patricia J. "The non-economic impacts of pay equity adjustments, employee attitudes and behaviours". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0019/NQ45724.pdf.

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Ho, Bonnie. "The exchange relationship between managers and employees : implications for managerial adjustment to workplace stressors /". [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19296.pdf.

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MacDonald, Susan Margaret. "The repatriation experience and adjustment strategies of employees returning to Canada, a qualitative interpretive study". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0019/MQ49637.pdf.

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Phipps, Amber Rose. "Strategies to Retain Employees in Clinical Laboratories". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2752.

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With 30 million citizens gaining access to U.S. healthcare through the Affordable Care Act by 2016, healthcare managers need preanalytic employees to ensure quality healthcare services can be provided. The purpose of this qualitative single case study explored strategies used to retain preanalytic employees. The target population consisted of 10 clinical laboratory managers in a single community-based clinical laboratory in the mid-southern United States, selected because of prior success in improved employee retention strategies. The conceptual framework grounding this study was the theory of work adjustment. Data triangulation occurred from using semistructured interviews and company documents. All interpretations from the data were subjected to member checking to ensure the trustworthiness of findings. Using the modified van Kaam method for data analysis, 3 themes included increasing employee training to enhance their roles as stakeholders, provide employee recognition and reward programs, and emphasizing to managers the importance of quality patient care. The application of the findings may contribute to social change by providing healthcare managers with new insights and strategies to retain preanalytic employees, reduce organizational costs associated with recruiting, replacing, and training of new employees, and potentially trained staff that provide quality healthcare services to community citizens.

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Murphy, Benjamin. "Is the Grass Always Greener on the Other Side? Comparing Job Satisfaction between Expatriates and Domestic Employees". Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy160521728920681.

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Libros sobre el tema "Employee adjustment"

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Ontario. Legislative Assembly. Standing Committee on Resources Development. Report on plant closures and community and employee adjustment. Ontario: The Committee, 1987.

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Ontario. Legislative Assembly. Standing Committee on Resources Development. Report on Plant Closures and Community and Employee Adjustment: Standing Committee on Resources Development. Ontario. S.l: s.n, 1987.

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Potter, Beverly A. Beating job burnout: How to transform work pressure into productivity. Berkeley, CA: Ronin Pub., 1985.

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Gan xie ya li: Ya li shi zui hao de dong li. Beijing Shi: Jin cheng chu ban she, 2008.

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author, Solomon Cassie A., ed. Leading successful change: 8 keys to making change work. Philadelphia: Wharton Digital Press, 2013.

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Potter, Beverly A. Beating job burnout. Berkeley, Calif: Ronin Pub., 1993.

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Adams, Cindy. The whole systems approach. San Francisco: BK Communications, 1999.

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Potter, Beverly A. Finding a path with a heart. Berkeley, Calif: Ronin Publishing, 1995.

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Woodcock, Mike. Training exercises for managing change. Aldershot: Gower, 1991.

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Stolzenberg, Kerstin. Change Management: Vera nderungsprozesse erfolgreich gestalten, Mitarbeiter mobilisieren. 2^a ed. Heidelberg: Springer Medizin, 2009.

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Capítulos de libros sobre el tema "Employee adjustment"

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Rudolph, Cort W., Annet H. De Lange y Beatrice Van der Heijden. "Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go". En Aging Workers and the Employee-Employer Relationship, 221–42. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_13.

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Griffin, Barbara. "Promoting the work adjustment of late career employees." En APA handbook of career intervention, Volume 2: Applications., 439–51. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14439-032.

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Feinstein, Adam. "What employers should know – reasonable adjustments in the workplace". En Autism Works, 210–18. 1 Edition. | New York : Routledge, 2018. |: Routledge, 2018. http://dx.doi.org/10.4324/9781351252348-20.

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Zhu, Qingsong y Ping Wang. "The Influence of Leadership Style on Employees’ Innovative Behavior —The Adjustment of Bicultural Self". En Proceedings of the Twelfth International Conference on Management Science and Engineering Management, 1109–21. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-93351-1_87.

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Smailhodžić, Edin y Denis Berberović. "Digital Creativity: Upgrading Creativity in Digital Business". En Digital Entrepreneurship, 165–82. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53914-6_9.

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AbstractCreativity has become one of the most important driving factors of today’s digital business environments. Businesses are increasingly looking for creative employees who can offer new and out-of-the-box solutions to existing problems. Companies go through the process of digital transformation by increasingly changing the ways in which they employ digital technologies and develop new digital business models that help to create and to capture value. Combined with a creative approach, companies have experienced a surge in creative digital solutions. However, the creative process is not a self-perpetuating mechanism. It must be initiated and supported by organizations. This is done by understanding the creative process itself and by making small but fruitful adjustments to the work environment and the overall management of the workforce. As three chosen real-life examples will illustrate, such approach results in unleashing powerful creative energy that offers new services to the market, new approaches to solving existing problems, or as seen in the case of Uber—bringing in a completely new business model based on creative solutions and innovative approaches to different aspects of business operations.

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Dabir, Ashok y Jayesh Vahanwala. "Orthognathic Surgery for the Maxilla-LeFort I and Anterior Maxillary Osteotomy". En Oral and Maxillofacial Surgery for the Clinician, 1513–48. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-15-1346-6_69.

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AbstractThe chapter reviews the history and technique of maxillary orthognathic surgical procedures and highlights the sequence of bimaxillary surgery. A maxillary surgical procedure and its modification can be employed to correct skeletal deformities of the maxilla. With presently available surgical techniques, the maxilla may be independently repositioned in three dimensions. Segmentalization of the maxilla in turn allows repositioning different portions in different three dimensional planes, when done under direct vision. The changes in the position of the maxilla also causes soft tissue changes of the lips, cheeks, and nose. Changes in the nasal complex after orthognathic surgery, with the exception of nasal width, are complicated, and cannot be predicted. Having listed a general guide, the authors reiterate that no dogma should be given regarding the sequence of maxillary or mandibular surgery. Any surgical decision must be made after in-depth planning, preparation, and flexibility. If this is done, sequencing will follow logically.The chapter also includes key considerations in orthognathic surgery viz., adjustment to the base of the Nose and ANS; effect of changing the inclination (slope) of the osteotomy cut; impacted / erupted wisdom teeth; preoperative/intraoperative difficulties and proper positioning. An in-depth account of nutritional support and dealing with complications rounds off the discussion.

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Verney, Susannah y Dimitris Katsikas. "Eurozone Crisis Management and the Growth of Opposition to European Integration". En Financial Crisis Management and Democracy, 251–64. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54895-7_16.

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AbstractThe crisis that started in Greece in 2010 gradually spread to other Eurozone member states. Things were worse for the crisis-hit countries of the Eurozone periphery, some of which implemented harsh adjustment programmes in the context of financial assistance agreements, while others adopted similar policies even though they had not officially entered a bailout agreement (e.g. Spain and to a lesser degree Italy). In this environment of deteriorating material conditions, Euroscepticism reached new heights. This chapter examines the impact of the crisis, and the way it was handled, on regionalism in Europe, through its effects on Euroscepticism. The authors compare Eurobarometer data from European Union (EU) member states, in order to develop a comparative outlook on attitudes towards European integration during the crisis. The analysis employs data at discreet time intervals, in order to capture the evolution of attitudes from the pre-crisis environment in 2008, to the peak of the crisis in 2012, its gradual resolution in 2016 and its official ending (with the exit of Greece from its third bailout programme) in 2018. This analysis is complemented by an overview of the political developments in crisis-hit countries with the objective of documenting and analysing the emergence and, in some cases, dominance of Eurosceptic parties. The objective is to present a comprehensive overview of political developments and the public attitudes that shaped them, vis a vis the EU, during the crisis and offer a tentative conclusion on their impact on the European integration process.

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"Employee adjustment to an organizational change: a stress and coping perspective". En Coping, Health and Organizations, 281–98. CRC Press, 1999. http://dx.doi.org/10.1201/9781482268034-23.

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PHILLIPS, J. "Make Adjustments and Continue". En Managing Employee Retention, 295–325. Elsevier, 2003. http://dx.doi.org/10.1016/b978-0-7506-7484-3.50016-0.

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Yedgarian, Vahick A. "Adverse Effects and Intangible Costs for American Expatriates in Russia". En Handbook of Research on Institutional, Economic, and Social Impacts of Globalization and Liberalization, 472–84. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4459-4.ch026.

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Expatriates of U.S.-based multi-national companies (MNCs) on overseas assignments face unique adjustment and job-performance issues that have affected employer operations, resulting in economic and financial loss, and low morale. The poor adjustment of Americans in Russia is generally due to the type of job, type of position, and prior-international experience. This chapter addresses how expatriate adjustments and job-performances remain pivotal elements for success or failure in overseas assignments.

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Actas de conferencias sobre el tema "Employee adjustment"

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Zhang, Zheyuan y Lu Ma. "The Influence of Authority Leadership on Employee Innovation Behavior: A Mediator Model of Double Adjustment". En 2nd International Conference on Economics and Management, Education, Humanities and Social Sciences (EMEHSS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emehss-18.2018.50.

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Wang, Hui y Qiang Huang. "Automatic Process Adjustment for Reducing Dimensional Variation in Discrete Part Machining Processes". En ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-80406.

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Traditional Statistical Process Control (SPC) has been widely employed for process monitoring in discrete part manufacturing. However, control charts do not consider any adjustment preventing the process drift from target. Furthermore, many in-line adjustment approaches, such as thermal error compensation and avoidance, are designed only for machine tool error reduction. This paper intends to fully utilize the engineering process information and to propose a control algorithm that can automatically reduce the overall process variations. Considering three types of error sources in a machining process, we propose to use fixture locators to introduce process adjustment based on our previously proposed Equivalent Fixture Error (EFE) concept. The dynamic property of EFE is investigated for feedback adjustment of both kinematic and quasi-static errors in machining processes. A Minimum-Mean-Square-Error (MMSE) controller is designed based on the dynamic EFE model. We then evaluate the performance of the controller such as stability and sensitivity. Self-updating algorithm for controller has been proposed to track the latest process information as well. Finally, we simulate this process adjustment using the data collected from a real machining process. The results show that this algorithm can effectively improve the machining accuracy and reduce the process variations.

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Coico, Patrick A., Gaetano Messina, Steven Ostrander, Jeffrey Zitz y Wei Zou. "Internal Thermal Management of IBM P-Server Large Format Multi-Chip Modules Utilizing Small Gap Technology". En ASME 2005 Pacific Rim Technical Conference and Exhibition on Integration and Packaging of MEMS, NEMS, and Electronic Systems collocated with the ASME 2005 Heat Transfer Summer Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/ipack2005-73422.

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The large Multi-Chip Modules (MCM) used in the IBM p-Server computer systems, and their predecessors, have required rather unique cooling solutions and module hardware designs in order to meet the thermal, mechanical and reliability requirements placed on the package. The module internal thermal solution has evolved from a spring-loaded metal contact technology to a thermal compound based design using a novel gap adjustment technology employing a soldered conduction component. This current MCM makes use of a novel technology called Small Gap Technology (SGT). This technique makes it possible to control thermal compound interface thicknesses or gaps to a very tight tolerance from chip-to-chip and module-to-module. Heat flux values that have been handled vary from approximately 20 to 53 W/cm2 depending on the type of chip and the system performance level. Even higher heat fluxes have been projected for next generation products. The hardware and processing techniques employed to manufacture these modules are quite unique. These products are typically on the order of 100mm chip carrier size or 140mm overall module footprint on a side (approximately 90 cm2 of carrier area) and contain 8 chips and numerous discrete devices. The process fixturing and equipment must be able to handle the relatively large thermal mass of the components. The sequence of processing steps must take into account limitations on the material properties of the various module components. This paper will describe the SGT thermal management solution. The hardware and process employed to make the gap adjustments and the thermal interface material used in these high heat flux applications will be discussed. In addition, supporting thermal/mechanical modelling, thermal performance data and reliability data will be presented.

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Dewi, Amalia Kusuma, Rin Widya Agustin y Pratista Arya Satwika. "The Relationship between Emotion Maturity and Social Adjustment with Migrant Employees' Psychological Well-being at PT. Pelabuhan Samudera Palaran Samarinda". En 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icaaip-17.2018.18.

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Adibi-Asl, R., Ihab F. Z. Fanous y R. Seshadri. "Elastic Modulus Adjustment Improved Convergement Schemes Using Variable Local Constraints". En ASME 2005 Pressure Vessels and Piping Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/pvp2005-71596.

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Elastic modulus adjustment procedures (EMAP) have been employed to determine limit loads of pressure components. On the basis of linear elastic Finite Element Analysis (FEA) with non-hardening elastic properties, i.e., by specifying spatial variations in the elastic modulus, numerous set of statically admissible and kinematically admissible distributions can be generated, and both lower and upper bounds on limit loads can be obtained. Some methods such as the classical, r-node and mα methods provide limit loads on the basis of partly-converged distributions, whereas the accuracy of linear matching procedures rely on fully converged distributions. In this paper, a criterion for establishing the degree of convergence of EMAP is developed, and a simple procedure for achieving improved convergence is described. The procedure is applied to some practical pressure component configurations.

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Jones, Michael y Valerie He. "Cycles of Diversity – An Approach towards Building Diversity Acceptance in Volunteer Organisations". En InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3459.

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Many organisations around the world are beginning to move towards a position of increased diversity in their numbers. There are many ways to look at the issue and achieve satisfactory outcomes. This paper explores an approach which offers strong advantages and benefits for the functional integration of minority groups. Operating on the theoretical principles of Diversity Acceptance and Organisational Inclusive Behaviour, the paper will explore the two cycles of diversity. The first cycle follows a ‘vicious’ path, where diversity adjustments are not applied or effective. This cycle highlights the problems that occur as a result of increased heterogeneity. The second cycles follows a ‘virtuous’ path, where diversity adjustments are successful, and the benefits of Diversity Acceptance and Organisational Inclusive Behaviour can be realized. The paper will close with a presentation of the strategies that can be employed to deliver effective diversity adjustments through Diversity Acceptance and Organisational Inclusive Behaviour.

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Starr, Patrick J. y Sylvia Stevenson. "Accelerating the Iterative Process in Design: An Experimental Evaluation of a Computer Based Expert Advisor". En ASME 1991 Design Technical Conferences. American Society of Mechanical Engineers, 1991. http://dx.doi.org/10.1115/detc1991-0056.

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Abstract This work explores whether the assistance provided by an Expert Advisor System actually allows a knowledgeable designer to obtain results faster when engaged in a complex trial and error search process. The process is the adjustment of parameters of a discrete event simulation of a manufacturing system in order to achieve certain design specifications. Designed experimentation is employed with human subjects performing tasks with and without the Expert Advisor.

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Hou, J. W. y C. H. Chuang. "Design Sensitivity Analysis and Optimization of Vibrating Beams With Variable Support Locations". En ASME 1990 Design Technical Conferences. American Society of Mechanical Engineers, 1990. http://dx.doi.org/10.1115/detc1990-0080.

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Abstract The method of material derivatives is employed in this paper to derive analytical equations to calculate eigenvalue sensitivity coefficients of a continuous beam with respect to support variables. A finite element scheme is then implemented to numerically validate these sensitivity equations. Finally, design optimization of a vibrating beam subjected to frequency constraints is investigated. Results suggest that a small amount of adjustment in support locations and stiffnesses can greatly improve the quality of the design.

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L. Forero, Fabi´an, Ricardo Alzate, Mar´ıa A. Mantilla y Rodolpho V. Neves. "Off-Grid Renewable Generation Control without Energy Storage". En Congresso Brasileiro de Automática - 2020. sbabra, 2020. http://dx.doi.org/10.48011/asba.v2i1.1309.

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This paper addresses the power-sharing of an off-grid generation system including renewable resources without energy storage. Initially, a modified MPPT P&O algorithm is employed to adapt the operation of a photovoltaic array subjected to variations in power demand. Further adjustments are performed to employ the same procedure on a self-excited induction generation extracting wind power. The aforementioned improvements allowed the regulation of DC-link voltages experiencing underloading conditions, restricting their ranges to operational limits of power inverters. Moreover, a parallel combination of both generation units is achieved in terms of a droop power-sharing scheme. Simulation results performed in the SimScape toolbox of MATLAB are presented, confirming the appropriate operation of the off-grid system under variations in demand and power supply conditions. Ongoing work is aimed at the experimental verification on a laboratory prototype for the numerical predictions given.

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Castegnaro, Stefano. "Fan Blade Design Methods: Cascade Versus Isolated Airfoil Approach — Experimental and Numerical Comparison". En ASME Turbo Expo 2016: Turbomachinery Technical Conference and Exposition. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/gt2016-56994.

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Both cascade and isolated airfoil methods are considered valid in axial fan blade design, for high (σ≳1) and low (σ≲0.7) solidities respectively. For bladings that feature intermediate solidities the modified isolated approach is commonly employed. This method uses isolated airfoil data, with proper adjustments to take into account multiplane interference effects. Contrarily, the literature does not refer about modifications of the cascade approach to design medium solidity fans. Such method would use cascade data, properly adjusted for the blade sections at lower solidities. Thus, with the aim of comparing these two opposite design approaches (modified cascade versus modified isolated) for medium solidity blades, two free-vortex blading were designed for a 315 mm rotor-only axial fan and experimentally tested. CFD analyses were performed as well to obtain the local flow features. NACA-65 series airfoils were employed, as both cascade and isolated data are available for chord Reynolds numbers typical of axial fans applications. Results highlight the differences between the two approaches. Finally, a mixed approach that employs both isolated and cascade data is suggested as the most accurate one. Moreover, results also show the detrimental effects of the low chord Reynolds numbers on the performance of the blades. This effect should be taken into account in blade design for small-to-medium size machines.

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Informes sobre el tema "Employee adjustment"

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Abraham, Katharine. Flexible Staffing Arrangements and Employers' Short-Term Adjustment Strategies. Cambridge, MA: National Bureau of Economic Research, junio de 1988. http://dx.doi.org/10.3386/w2617.

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Bradley, Cathy, David Neumark y Scott Barkowski. Does Employer-Provided Health Insurance Constrain Labor Supply Adjustments to Health Shocks? New Evidence on Women Diagnosed with Breast Cancer. Cambridge, MA: National Bureau of Economic Research, mayo de 2012. http://dx.doi.org/10.3386/w18060.

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