Littérature scientifique sur le sujet « Organizational Consequences and Individual Well-Being »

Introduction: The last two decades had witnessed an increased interest in employee engagement by the academician and the practitioner. The reason for such interest is employee engagement potential to influence the individual and organizational level consequences. Methods: Hence, the current study's objective was to identify the key antecedents and consequences of employee engagement and establish their inter-relationship. Apart from this, the study also validates the different scales to measure different antecedents and consequences of employee engagement. The data were collected from 656 employees working in the FMCD industry in India to achieve this objective. Results: Results of the structural equation modeling analysis show that perceptions of organizational justice positively impact employee engagement. Further, employee engagement positively impacts satisfaction with life, positive affect, and organizational citizenship behavior. Conclusion: However, employee engagement showed a negative relationship with negative affect and employee turnover intentions. In the end, the practical and theoretical implications of the study were discussed.

Abstract Since the emergence of the concept of internal marketing in the literature there have been almost 40 years. This period was marked by a constant increase of the concerns in the internal marketing area, these efforts being evidenced by the publication of a consistent number of articles (conceptual and empirical) which analyze this subject. Considering the previous empirical studies, most of them have focused on studying the relationship between internal marketing and employee satisfaction and / or organizational commitment. However, the relationship between internal marketing and its consequences has been less analyzed in the context of emergent economies. In this paper we aimed to analyze the individual consequences of the internal marketing in the Romanian economy context, focusing our attention on three constructs: employee satisfaction, organizational commitment and organizational citizenship behavior. The research was conducted on a sample of 83 medium and large companies in various sectors of the Romanian economy. In order to proceed with the statistical data analyses we followed these steps: verifying the scales reliability, determining factor loadings and research hypotheses testing. Our research results are consistent with results of previous studies showing that the adoption of internal marketing practice has a positive effect on employee satisfaction, organizational commitment and organizational citizenship behavior

Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose of this paper is to examine the mediating role played by weekly work engagement in these relationships. Design/methodology/approach In total, 20 employees completed a first general questionnaire and then completed an online questionnaire during 12 consecutive weeks. Findings Results of hierarchical linear models indicated that weekly POS positively predicts weekly employees’ work engagement which, in turn, positively predicts weekly employees’ well-being (i.e. increasing positive affect toward the organization and decreasing negative affect toward the organization and psychological strains at work). Research limitations/implications Overall, these findings contribute to the POS and work engagement literatures. It shows that POS fluctuates within person over the course of several weeks and is a predictor of weekly employees’ well-being through its effects on weekly work engagement. Originality/value To the authors’ knowledge, this is the first study to examine within-person weekly variations in POS as a predictor of employees’ weekly work engagement and its subsequent consequences.

This article introduces a novel and comprehensive conceptual framework for designing innovative food experiences that enhance food well-being. We call this framework the novel food experience design. It supports managers in cocreating customer-centric food experiences to limit unintended detrimental consequences and enhance individual and societal food well-being. The novel food experience design (1) employs a systemic (vs. endemic) approach to the innovation process and (2) promotes prioritizing ethical decision-making alongside economic decision-making. Building on insights derived from ecosystem theory and the ethical principles literature, we develop four fundamental propositions to innovate food experiences: do no harm, do good, ensure autonomy, and ensure fairness. Our framework promotes higher levels of individual and societal food well-being than restricted food design innovations, preventing unintended consequences. Finally, we illuminate the implications for service research and practice.

Although there is evidence that pets may help individuals who are facing significant daily stressors, little is known about the benefits of pet-friendly practices for their owners’ well-being. Based on the social exchange theory and on the Rusbult investment model, we argue that organizational pet-friendly practices will be viewed as a source of support from an organization that increases workers’ organizational identification, which in turn will lead to higher levels of psychological well-being and life satisfaction. For this study, 208 working adults answered an online questionnaire. Results from the study showed that the more pet-friendly practices the higher the workers’ organizational identification, which led to higher indices of psychological well-being and life satisfaction. This study contributes to a better understanding of the human–animal interaction and how pets can function as a resource for individuals’ well-being at work.

Previous studies have shown that direct involvement in workplace conflicts may have a significant impact on individual well-being. We used survey and interview data from a large nongovernmental organization (NGO) to analyze both the relationships between direct and indirect involvement in workplace conflicts and individual and organizational well-being. Results show that unaddressed conflicts and nonresponsive or conflict-involved managers are problematic because they fuel already existing conflicts, and also pave the way for new ones. If conflicts are not handled at an early enough stage, they seem to “paralyze” the organization and serve as an interlocking mechanism that contributes to hindering the necessary action from management. In our case, one-fifth of the employees were directly involved in the conflicts, and two-thirds felt that their local working environment had been influenced negatively by the conflicts. The prevalence of mental health problems in the NGO was almost twice as high as in the general Norwegian population, and slightly more than one out of 10 reported reduced work ability. We conclude that individuals directly involved in the conflicts experience negative health consequences, and that this fact, in combination with organizational issues and a very high share of employees indirectly involved in the conflicts, affected the well-being of the whole organization.

PurposeThe purpose of the study is to explore empirically the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective. Hence, in line with agency theory and prior literature on knowledge hiding, the study investigates the associations between different facets of knowledge hiding and individual-level job performance, as well as the mediating role of employee well-being in the associations.Design/methodology/approachStructural equation modeling was used to analyze multisource survey data from a sample of 214 employees and 34 immediate supervisors, in a professional services company in Finland.FindingsEvasive hiding was found to be negatively associated with in-role job performance and positively associated with innovative job performance. Playing dumb was found to be positively associated with in-role job performance. Finally, even though the association between rationalized hiding and innovative job performance was found to be positive, it was found to be of a smaller magnitude when employee well-being was taken into account.Practical implicationsForceful unhealthy competition and exploitative and workaholic cultures are discussed to reduce knowledge hiding behavior among employees and their negative consequences.Originality/valueThe study highlights the paradox of managing organizational knowledge. In line with agency theory, we advocate that while knowledge sharing is one of the major assets of organizational welfare from the organizational perspective, it may resonate with the employee's perspective. Consequently, unless employees' self-interest and organizational interests are aligned, the paradox of managing organizational knowledge arises, and the classic agency problem occurs.

Purpose This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources). Design/methodology/approach Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition. Findings Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation. Originality/value This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.

The COVID-19 pandemic forced organizations across all sectors and sizes to undertake crucial changes in order to remain productive during the emergency. Among these, the shift towards remote working arrangements is still present in our workplaces, impacting employees’ well-being and productivity. This systematic review aims to describe the pandemic’s consequences on work organization by analyzing whether and how the shift towards remote or home-working impacted employees’ productivity, performance, and well-being. Furthermore, it describes the role of individual and organizational factors in determining employees’ adjustment to remote work. Sixty-seven peer-reviewed papers published from 2020 to 2022, written in English, were selected through the preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Findings describe how remote working arrangements, the workplace and organizational factors, and the employees’ individual traits and skills impacted employees’ productivity and well-being. Furthermore, they provide a description of the organizational enforcement actions reported in the literature. Managerial and practical implications, such as enforcement actions, team management strategies, and initiatives to promote employees’ physical and mental health, will be discussed in the paper.

Purpose The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations. Design/methodology/approach An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses. Findings The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being. Practical implications The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance. Originality/value Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

The goal of this paper is to outline the existing perspectives of work-life balance, and to examine how they impact individual well-being and organizational productivity. The benefit of approaching work-life balance through the lens of personal and professional satisfaction is discussed. In addition, the author looks at the relationship between job satisfaction and job performance. The literature shows that satisfaction, well-being, and job performance are all related, and this poses greater implications for organizations. The author concludes with arguments in the present literature on the individual and organizational benefits of organizations adopting work-life balance policies.

Occupational stress is considered to be one of the ten leading work-related health problems. Several research showed that stress consequences have a negative impact on the worker in several way. Moreover, literature have shown that the work environment can have a major effect on employee work-related stress. For this reason, occupational health psychology is increasingly focused on identifying the relationships between job characteristics and psychological well-being. In light of these considerations, the central aim of this dissertation was to give a significant contribution to the understanding of work-related stress. Specifically, the main aims of the present dissertation were: (a) to provide supports for future research in the Italian context, examining the psychometric characteristics of a measures of job-related affective well-being; (b) to examine, within the JD-R model, whether certain working conditions can play a key role within the stress process and, more in detail, whether job-related affect can mediate the relationship between job characteristics and outcomes of job stress; (c) to explore the relationship of job stress and specific working conditions with business performance in a group of entrepreneurs of microenterprises. These objectives have been pursued by means of three empirical studies presented in the three chapters respectively. In general, this dissertation confirmed that work-related stress is a complex and multi-dimensional problem with the potential to negatively impact the individual and organizational health.

Positive organizational outcomes are associated with fostering thriving well-being as new research shows thriving is tied to higher levels of engagement, innovation, reduced turnover and health care costs, higher affective commitment, productivity, and resiliency to change and burnout. A review of the relevant literature assesses connections in organizational climate, leadership, and individual factors related to resilience and thriving at work. This quantitative correlation study explores the relationship between these factors to assess which organizational, leadership, and individual factors correlate to employee engagement, commitment, resilience, and thriving at work. The findings contribute to understanding what influences human thriving and relatedly sustainability at the individual and organizational level and helps reduce the gap in the literature on ways organizational leaders can foster thriving at work.

A sample of 163 employees from 4 companies responded to a survey on organizational climate and leadership factors related to well-being and their relationship to levels of engagement, commitment, resilience, and thriving at work. In summary, fostering a sense of belonging-inclusion, meaning-purpose, growth-mastery, flexibility-autonomy, impact-engagement and commitment-enrichment at work all relate to well-being based on the literature and were found to positively correlate to thriving at work in this study. Further, individual factors that relate to thriving include intrinsic resilience factors self-efficacy and cognitive-affective mindfulness. Lastly, leaders creating an organizational climate of well-being that fosters a sense of belonging-inclusion, meaning-purpose, growth-mastery and flexibility-autonomy collectively relate to creating a sense of impact-engagement, commitment-enrichment and thriving at work.

The main purpose of this thesis is to analyze Workaholism – defined in the literature as the uncontrollable desire to work excessively driven by an inner compulsion – in the Italian context where it is still little explored, detecting possible antecedents and consequences of work addiction at the individual, familiar, and organizational level, though three studies. In Study 1-A, the metric proprieties of the DUWAS – Dutch Workaholism Scale – are analyzed in a sample of workers (N = 600) using both explorative and confirmative factor analysis that confirm the two-factor structure of the scale reported in the literature. The goodness of the scale is also confirmed by Study 1-B: combining self- and hetero-assessment of Workaholism in a sample of 243 couples (N = 486). Results indicate a correspondence between being labeled as Workaholic by the partner and the self-evaluation. Study 2 analyzes Workaholism by investigating the relationship between the parents’ levels of Workaholism and Work Engagement and the children’s level of Workaholism: 146 families comprising N = 438 participants are the sample of the study examined. The results, obtained by logistic regression, suggest an effect of Workaholic parents on the onset of children’s Workaholism and a stronger effect of mothers’ levels of Workaholism and Work Engagement on the offspring. Gender differences are also explored revealing a cross-gender effect between parents and children. In Study 3, Workaholism is evaluated in the organizational context. In a sample of workers (N = 733), possible organizational antecedents and consequences in terms of work related stress variables were taken into account. Using logistic regressions, some risk factors (e.g. Workload, Affective Commitment) and safety factors (e.g. Perceived organizational support, job control/autonomy) influencing the onset of Workaholism are detected. In terms of individual and organizational well-being, Workaholic workers, identified through cluster analysis, show more critical values in some work-related stress indicators such as Emotional Exhaustion, Home-Work Conflict, Organizational Conflict, and less critical values in Organizational citizenship behaviors compared with other types of workers. All results of the studies are discussed according to the literature and the final chapter of the thesis evaluates limitations, future research suggestions on Workaholism and possible practical applications in Workaholism treatment
Il principale obiettivo di questa tesi è analizzare il Workaholism, che in accordo con la letteratura può essere definito come l’incontrollabile desiderio di lavorare eccessivamente mossi da una spinta compulsiva, nel contesto italiano nel quale questo costrutto è ancora poco esplorato, individuando possibili antecedenti e conseguenze della dipendenza da lavoro a livello individuale, familiare ed organizzativo, attraverso tre studi. Nello Studio 1-A sono state analizzate le proprietà metriche della scala DUWAS – Dutch Workaholism Scale, in un campione di lavoratori (N=600), utilizzando analisi fattoriali esplorative e confermative che confermano la struttura bifattoriale della scala come suggerito dalla letteratura. La bontà della scala è inoltre confermata anche dallo Studio 1-B: combinando metodi di auto ed etero valutazione del Workaholism in un campione di 243 coppie (N=486). I risultati indicano una corrispondenza tra essere etichettati Workaholic dal proprio coniuge e l’autovalutazione. Nello Studio 2, il Workaholism è stato analizzato investigando la relazione tra il livello di Workaholism e di Work Engagement dei genitori e il livello di Workaholism dei figli: 146 nuclei familiari corrispondenti a N=438 partecipanti costituiscono il campione dello studio. I risultati, ottenuti attraverso una serie di regressioni logistiche, suggeriscono un effetto nell’avere un genitore Workaholic nell’insorgenza del workaholism nei figli e un effetto ancora più marcato del livello di workaholism e di Work Engagement della figura materna sui propri figli. Sono state analizzate anche eventuali differenze di genere che rivelano un effetto cross-genere tra genitori e figli. Nello Studio 3, il Workaholism è analizzato in un contesto organizzativo. In un campione di lavoratori (N=733), sono stati prese in considerazione una serie di possibili antecedenti e conseguenze in termini di variabili di stress lavoro correlato. Utilizzando le regressioni logistiche sono stati riscontrati alcuni fattori di rischio (e.g. Carico di lavoro, Commitment Affettivo) e fattori di protezione (e.g. Percezione di supporto organizzativo, Autonomia/Controllo). In termini di benessere individuale ed organizzativo, i lavoratori Workaholic rispetto alle altre tipologie di lavoratori, individuati attraverso procedure di cluster analysis, mostrano livelli maggiormente critici in alcuni indicatori di stress lavoro correlato quali l’Esaurimento Emotivo, il Conflitto vita privata vs vita lavorativa, i Conflitto Organizzativi e valori meno critici rispetto ai Comportamenti di cittadinanza organizzativa. Tutti i risultati sono discussi in accordo con la letteratura preesistente e le teorie di riferimento e il capitolo finale della tesi è dedicato alla valutazione dei limiti, possibili sviluppi futuri della ricerca sul Workaholism e potenziali applicazioni pratiche circa il trattamento del Workaholism

A study was conducted to investigate mental health professionals' experience of change in three NHS Trusts in England. The aim was to understand the professionals' experience of change, applying the psychological contract as a sense-making tool using an extended contract model (Guest, 1998; George, 2009). The concept of the psychological contract was first introduced within psychoanalysis (Menninger, 1958) to explain the relationship between client and therapist. The psychological contract has evolved over the years to be applied in occupational settings to explain social exchanges between employees and the organisation (George, 2009). Semi-structured interviews were conducted with 15 mental health professionals from community NHS teams, with one participant from an inpatient ward. A hybrid thematic analysis using inductive and deductive coding was applied to capture both the theoretical framework of the psychological contract and the subjective experiences of the participants. Results revealed that the psychological contract could serve as both a cognitive and emotional sense-making tool of change for participants. Findings also revealed the influence of contextual political and social factors around change in the NHS. Novel findings included mediators in the change process such as participants feeling supported to negotiate psychological contracts and upholding personal and team values. The findings are discussed in terms of clinical implications for managing professionals' experience of change in the NHS.

Introduzione e obiettivi. Negli ultimi decenni, l’insicurezza lavorativa, ovvero la preoccupazione di perdere il proprio posto di lavoro, è diventata un aspetto sempre più rilevante sia per i lavoratori che per le organizzazioni. I cambiamenti nel mercato del lavoro, la competizione globale, l’innovazione tecnologica, sono fattori che hanno determinato nel corso degli anni una minor sicurezza finanziaria per le organizzazioni e, di conseguenza, sempre meno sicurezza del lavoro per gli individui. Accanto a questi fattori che hanno caratterizzato gli ultimi decenni, si è aggiunta la recente crisi economica che ha contribuito ad aumentare le sensazioni di incertezza, stress e ansietà dei lavoratori rispetto al futuro del proprio impiego. L’intensificarsi delle percezioni di insicurezza lavorativa ha portato un numero crescente di studiosi ad interessarsi dell’argomento e delle problematiche collegate. Alcune rassegne e meta-analisi (De Witte, 2005; Sverke, Hellgreen & Näswall, 2002; Cheng & Chan, 2008) hanno in particolare sottolineato gli effetti negativi dell’insicurezza. Nello specifico, Sverke e colleghi (2002) hanno proposto una classificazione delle potenziali conseguenze, basata su quattro aspetti: immediate o a lungo termine, focalizzate sull’individuo o sull’organizzazione. Infatti, certi tipi di strain, come gli atteggiamenti, possono svilupparsi più “vicini” nel tempo all’esperienza di stress, mentre altri, come i comportamenti, possono manifestarsi dopo un più lungo periodo di tempo (vedi Zapf, Dormann, & Frese, 1996). Inoltre, alcune conseguenze hanno il loro maggiore impatto sull’individuo e solo indirettamente sull’organizzazione (es., la salute), mentre altre tendono ad essere dannose soprattutto per l’organizzazione e hanno soltanto un effetto indiretto sull’individuo (es., performance). Numerose ricerche hanno ben evidenziato gli effetti negativi dell’insicurezza, tuttavia la forza delle relazioni è risultata variare tra gli studi. Inoltre, alcune conseguenze hanno ricevuto meno attenzione di ricerca e in alcuni casi i risultati emersi appaiono contrastanti. Alla luce di queste riflessioni, si è sviluppata la presente tesi che ha come scopo generale quello di aumentare la comprensione delle relazioni tra insicurezza lavorativa e sue conseguenze, indirizzando diversi obiettivi specifici di ricerca. Il primo obiettivo si propone di esaminare in particolare quelle reazioni all’insicurezza poco approfondite dalla letteratura. Il secondo obiettivo consiste nello studiare i meccanismi di moderazione che possono contribuire ad attenuare la relazione insicurezza lavorativa–conseguenze negative. Il terzo e ultimo obiettivo punta ad investigare i possibili meccanismi di mediazione che contribuiscono a spiegare come e perché le percezioni di insicurezza si traducono in conseguenze per l’individuo e l’organizzazione. Sia nei meccanismi di moderazione che in quelli di mediazione, le percezioni di giustizia organizzativa possono giocare un ruolo rilevante. In particolare, la teoria euristica della giustizia, i modelli strumentali e quelli relazionali della giustizia possono fornire un’interpretazione di come si sviluppano le reazioni all’insicurezza. Struttura della tesi. Il primo capitolo, introduttivo, presenta lo stato dell’arte nella ricerca sull’insicurezza lavorativa, le sue conseguenze e il ruolo della giustizia organizzativa in queste relazioni. I tre capitoli centrali presentano i tre studi proposti. Lo Studio 1 si focalizza sulle reazioni all’insicurezza di tipo organizzativo poco esaminate dalla ricerca, come i comportamenti di cittadinanza organizzativa e la performance lavorativa. Inoltre, analizza il ruolo di moderazione di tre tipi di giustizia (distributiva, procedurale e interazionale) su queste conseguenze, testando in tal modo i principi del modello di gestione dell’incertezza (Lind & Van den Bos, 2002) ma considerando le percezioni di giustizia (e non l’insicurezza, come proposto dal modello) come variabili moderatrici. Lo Studio 2, invece, esamina la rottura del contratto psicologico e la giustizia organizzativa (procedurale e interazionale) come due distinte variabili di mediazione che intervengono nella relazione tra insicurezza lavorativa e due opposti comportamenti organizzativi discrezionali (di cittadinanza e devianti), poco indagati nella letteratura sull’insicurezza. Infine, lo Studio 3 considera due variabili di mediazione che agiscono l’una sull’altra in una catena causale (rottura del contratto psicologico e ingiustizia distributiva), per spiegare la relazione tra insicurezza lavorativa ed esaurimento emotivo, l’elemento principale del burnout. Il quinto e conclusivo capitolo discute i risultati generali ottenuti nei diversi studi, alla luce degli obiettivi specifici proposti, sottolineando i contributi empirici e teorici forniti ed evidenziando i limiti metodologici. Modello teorico della ricerca. I modelli teorici proposti nei tre studi sono stati sviluppati alla luce delle teorie dello stress (transazionale di Lazarus e Folkman, 1984, di conservazione delle risorse di Hobfoll, 1989) e della teoria del contratto psicologico (Rousseau, 1989), per comprendere le conseguenze dell’insicurezza lavorativa. Queste sono state integrate con vari modelli teorici della giustizia organizzativa (teoria euristica, modelli strumentali e relazionali) per fornire un’interpretazione dei meccanismi di moderazione e mediazione attraverso i quali le conseguenze si sviluppano. Metodologia della ricerca. Il progetto di ricerca ha coinvolto 5 aziende di medie e piccole dimensioni, dislocate tra Verona e Trento, e un totale di 570 operai, una categoria di lavoratori particolarmente colpita dalla recente crisi economica. La ricerca è stata realizzata attraverso la somministrazione di un questionario composto da varie scale Likert che misuravano le diverse variabili comprese negli studi. Risultati della ricerca. Il ruolo della giustizia organizzativa si è dimostrato determinante nelle relazioni tra insicurezza lavorativa e conseguenze, in tutti e tre gli studi. Nel primo, le percezioni di giustizia procedurale e interazionale sono risultate moderare la relazione tra insicurezza e conseguenze organizzative (commitment affettivo, comportamenti di cittadinanza organizzativa e performance percepita). Nel secondo studio, la relazione tra insicurezza e due opposti comportamenti extra-ruolo (di cittadinanza e contro-produttivi) era pienamente spiegata da due distinte variabili di mediazione, la giustizia organizzativa (procedurale e interazionale) e la rottura del contratto psicologico (multiple mediation model). Infine, nel terzo studio abbiamo esaminato come reazione all’insicurezza il burnout, in particolare l’esaurimento emotivo che è considerato l’elemento cardine. Questa relazione è stata spiegata attraverso i processi di scambio sociale, utilizzando due variabili di mediazione l’una connessa all’altra, ovvero la rottura del contratto psicologico e l’ingiustizia distributiva (three-path mediational model). In conclusione, il risultato principale di questo lavoro di ricerca dimostra che le teorie e i modelli della giustizia organizzativa possono contribuire a spiegare le conseguenze dell’insicurezza, attraverso meccanismi di moderazione e di mediazione. Da un punto di vista teorico, questo permette di comprendere meglio il costrutto dell’insicurezza e, in particolare, come le percezioni di incertezza si traducono in conseguenze negative per l’individuo e l’organizzazione. Le implicazioni pratiche possono essere considerate in relazione ai possibili interventi da parte del management su fattori organizzativi, come appunto quelli della giustizia, volti a migliorare le percezioni di equità e, di conseguenza, la relazione insicurezza-conseguenze negative.
Introduction and aims. In recent decades, job insecurity, that is the worry of job loss, has become increasingly important both for workers and organizations. The changes in the labor market, global competition, technological innovation, are factors that have determined over the years less financial security for organizations and, consequently, fewer job security for individuals. In addition to these factors that have characterized the last decades, the recent economic crisis added and it has contributed to increase the feelings of uncertainty, stress and anxiety of workers about the future of their job. As shown by OECD report on employment (Employment Outlook, 2011), there has been a deterioration in the labor market, particularly over the last four years, with an increase in unemployment not only among the atypical or temporary workers, but even among permanent employees. The increase of job insecurity perceptions has led a growing number of scholars to be interested in this topic and related issues. Several reviews and meta-analysis (De Witte, 2005; Sverke, Hellgreen & Näswall, 2002, Cheng & Chan, 2008) in particular have highlighted the negative effects of insecurity. Specifically, Sverke and colleagues (2002) have proposed a classification of potential consequences, based on four aspects: immediate or long-term, focused on individual or on organization. In fact, certain types of strain, such as attitudes, can develop "closer" in time to the stress experience, whereas others, such behavior, can occur after a longer period of time (see Zapf, Dormann, & Frese, 1996). In addition, some effects have their main impact on the individual and only indirectly on the organization (e.g., health), whereas other outcomes tend to be particularly harmful for the organization and have only an indirect effect on the individual (e.g., performance). Numerous studies have clearly shown the negative effects of job insecurity, but the strength of relationships resulted to vary among studies. In addition, some consequences have received less attention of research and, in some cases, the findings appear contradictory. In light of these considerations, the present thesis has been developed; the general aim is to increase the understanding of the relationship between job insecurity and its consequences, by addressing several specific research aims. The first aim proposes to examine reactions to insecurity especially those have not been thoroughly investigated in the literature. The second aim consists in studying the mechanisms of moderation that can buffer the relationship job insecurity-negative consequences. The third and final aim intends to investigate the possible mediating mechanisms which can explain how and why job insecurity perceptions translate into consequences for individual and organization. Both in the mechanisms of moderation than in mediating, the perceptions of organizational justice play an important role. In particular, fairness heuristic theory, instrumental and relational models of justice can provide an interpretation of how the reactions to job insecurity develop. Dissertation structure. The first chapter, introductory, presents the state of art about job insecurity research, its consequences and the role of organizational justice in these relationships. The three central chapters show the three proposed studies. Study 1 focuses on organizational reactions to job insecurity little examined by research, such as organizational citizenship behaviors and job performance. Furthermore, it analyses the moderating role of three types of justice (distributive, procedural, and interactional) on these consequences, thereby testing the principles of uncertainty management model (Lind & Van den Bos, 2002) but considering justice perceptions (and not job insecurity, as proposed by the model) like moderating variables. Study 2 examines breach of psychological contract and organizational justice (procedural and interactional) as two different variables intervening in the relationship between job insecurity and opposite organizational discretionary behaviors (citizenship and deviant), little investigated in the literature on job insecurity. Study 3 considers two mediating variables acting on each other in a causal chain (breach of psychological contract and distributive injustice), to explain the relationship between job insecurity and emotional exhaustion, the core element of burnout. The fifth and final chapter discusses the general results obtained in the different studies, in light of the specific aims proposed, emphasizing the empirical and theoretical contributions provided and highlighting the methodological limitations. Theoretical research model. The theoretical models proposed in the three studies were developed in the light of stress theories (transactional theory by Lazarus and Folkman, 1984, conservation of resources by Hobfoll, 1989) and the theory of psychological contract (Rousseau, 1989), to understand the consequences of job insecurity. These have been integrated with various theoretical models of organizational justice (fairness heuristic theory, instrumental and relational models) to provide an interpretation of moderation and mediation mechanisms through which the consequences develop. Research methodology. The research project involved 5 organizations of medium and small size, located between Verona and Trento, and a total of 570 blue-collar workers, a category particularly affected by the recent economic crisis. The research was carried out by administering a questionnaire consisting of several Likert scales that measured different variables included in studies. Research results. The role of organizational justice has demonstrated decisive in the relationships between job insecurity and its consequences, in all three studies. In the first, perceptions of procedural and interactional justice resulted to moderate the relationship between job insecurity and organizational consequences (affective commitment, organizational citizenship behaviors and perceived performance). In the second study, the relationship between job insecurity and two opposite extra-role behaviors (citizenship and counter-productive) was fully explained by two different mediating variables, organizational justice (procedural and interactional) and breach of psychological contract (multiple mediation model). Finally, in the third study we examined burnout as reaction to job insecurity, in particular the emotional exhaustion which is considered the key element. This relationship was explained through the processes of social exchange, using two mediating variables connecting to each other, i.e. breach of psychological contract and distributive injustice (three-path mediational model). In summary, the main result of this research shows that theories and models of organizational justice may contribute to explain the consequences of job insecurity, through mechanisms of moderation and mediation. From a theoretical point of view, this allows a better understanding of job insecurity’s construct and, in particular how the perceptions of uncertainty translate into negative consequences for individuals and organizations. The practical implications can be considered in relation to possible actions by management on organizational factors, as indeed those of justice, to improve perceptions of equity and, consequently, the relationship insecurity-negative consequences.

碩士
健行科技大學
經營管理研究所
102
This study examines the effects of the individual positive and negative affect on subjective well-being (SWB) and organizational citizenship behavior(OCB), and the mediating role played by SWB in that process. Data was collected directly from 286 employees by using questionnaires. The analysis indicated that the individual positive affect had positively effects on OCB, and the negative affect had negatively effects on OCB. Then, the individual positive affect positively affected SWB, and the negative affect negatively affected SWB. However, no significant correlation existed between the individual SWB and OCB. Thus, the hypothesis that SWB mediates the relationship between individual affect and OCB was not supported. There is enough empirical evidence to accept that the individual affection directly affects both SWB and OCB. Therefore, a number of suggestions of recruiting employees on managerial theory and implementation were proposed.

Os estilos de liderança são cada vez mais vistos como respostas às necessidades das organizações devido ao poder de influência que os líderes detêm. Os crescentes escândalos vivenciados no mundo organizacional têm contribuído para a emergência de estilos de liderança positivos, como a liderança autêntica, que visam não só contrariar a má conduta organizacional, mas fomentar resultados positivos. A presente dissertação procurou analisar a relação entre a liderança autêntica e a performance individual dos trabalhadores, assim como se o bem-estar no trabalho assume um papel mediador nesta relação. A análise teve em consideração as várias dimensões do desempenho individual, i.e., a performance de tarefa, a performance contextual e os comportamentos de trabalho contraprodutivos. Para este efeito, aplicou-se um questionário online que obteve uma amostra de 315 participantes de diversas organizações e setores de atividade em Portugal. Os dados foram analisados através do software IBM SPSS Statistics e o modelo de investigação foi testado através da macro PROCESS de Hayes (2018). Os resultados indicam que a liderança autêntica está relacionada com a performance contextual e a performance de tarefa, sendo estas mediadas pelo bem-estar no trabalho. Contudo, ainda que os comportamentos de trabalho contraprodutivos não tenham uma relação principal com a liderança autêntica, o bem-estar no trabalho assume um papel mediador entre ambas. Este estudo reforça as evidências de uma relação entre a liderança autêntica e a performance individual presente na literatura, e contribui para a expansão e aprofundamento desta ao verificar o papel mediador do bem-estar no trabalho nesta relação.
Leadership styles are increasingly seen as answers to the needs of organizations due to the power of influence that leaders hold. The growing scandals experienced in the organizational world have contributed to the emergence of positive leadership styles, such as authentic leadership, that aim not only to counteract organizational misconduct but to foster positive results. This dissertation sought to analyse the relationship between authentic leadership and workers’ individual performance, as well as whether the well-being at work plays a mediating role in this relationship. The analysis considered the various dimensions of individual performance, i.e., task performance, contextual performance and counterproductive work behaviours. To this end, an online questionnaire was applied and obtained a sample of 315 participants from different organizations and sectors in Portugal. The data were analysed using the IBM SPSS Statistics software and the research model was tested using Hayes’s macro PROCESS (2018). The results indicate that authentic leadership is related to contextual performance and task performance, which are mediated by well-being at work. However, even though counterproductive work behaviours do not have a primary relationship with authentic leadership, well-being at work plays a mediating role between them. This study reinforces the evidence of a relationship between authentic leadership and individual performance present in the literature and contributes to its expansion and deepening by verifying the mediating role of well-being at work in this relationship.

The textbook presents the main classifications of people's behavior in the workplace and consistently examines groups of factors that affect labor behavior in the organization. These factors are grouped into individual-personal, organizational-managerial and institutional-cultural. Particular attention is paid to the contradictions between the economic and social efficiency of organizations. The results of modern research devoted to the search for a balance between the economic efficiency of management activities and the social well-being of employees are presented. Meets the requirements of the federal state educational standards of higher education of the latest generation. It is addressed to students studying in the direction of "Management", as well as to students of sociology to study the courses "Sociology of Labor" and "Sociology of Management". It may also be of interest to a wide range of readers whose professional activity involves working with people.

Although the effects of organizational citizenship behaviors on individual-level and organizational-level outcomes have been well documented in the literature, far less is known about the theoretical mechanisms that explain these effects, or the boundary conditions that influence their strengths. Thus, for the purposes of this chapter, after providing a brief summary of the effects of OCB on individual- and organizational-level outcomes, we identify the theoretical mechanisms through which OCBs are believed to produce their effects, and the individual, group, supervisor, task, organizational, and cultural/environmental characteristics that moderate these effects. In addition, we also suggest how several prototypical forms of OCB (helping, sportsmanship, and voice) might be related to these mediators and how the relationships between these different forms of OCB and individual- and organizational-level outcomes might be influenced by these moderators.

As the guidelines of human attitudes and behavior, the values are extremely important for individuals and for the society. All major societal flaws (violence, war, aggression, criminal, delinquency, lawlessness, corruption, ecological devastation, terrorism, totalitarianism, exploitation, misery, poverty, hunger, starvation, ignorance, fanaticism and others) are result of behavior that is as odd with basic human values. Thus, a value-congruent behavior is a necessary condition for stable and successful society and the strengthening of value-aligned behavior is a planetary task. Psychological research convincingly demonstrated that the values represent and occupy a great field of attitudes and beliefs, one of the three great domains of the psychological trilogy (personality; attitudes, beliefs and values; cognitive abilities). In psychology, we need a clear and elaborated theoretical explanation of values. A comprehensive theoretical model of values (CTV) was therefore developed in last decades. It comprises all important aspects of the values: the structure, hierarchical organization, development, cross-cultural validity and differences, connections to other important psychological and behavioral domains and the role of values in our life. The knowledge of values is necessary, yet it is not enough in order to cope with all risks of individual and societal welfare. Another requirement is therefore crucial, namely the abovementioned alignment of values and behavior. Values that are not accomplished or realized in our behavior are useless. Thus, the research of value–behavior relations is extremely important in psychology. It is one of essential pillars in the scientific basis of a stable society and has therefore tremendous practical consequences. It also brings us closer to the perennial question connected with the role of values in our life: does the behavior that is aligned and congruent with values make us happier or not. Thus, the final part of my lecture will be focused on the empirical answers to that question. And, as research results are proving, the life and behavior which are congruent with the values factually correlate with the happiness and general wellbeing.

Given the increasing prevalence of job insecurity across the globe, the purpose of this chapter is to identify variables operating at the individual, occupational, organizational, and societal levels that have been found to influence employee perceptions of job insecurity and to discuss the outcomes (related to organizational well-being and employee well-being) that accrue as a result of such insecurity. In doing so, we bring together two disparate bodies of literature on economic stress (job insecurity and anticipated job loss) by integrating them into a comprehensive model that explicitly advocates a multilevel perspective and acknowledges that employees are embedded in multiple intersecting and influential contexts (e.g., socioeconomic conditions). Although a vast body of research suggests that the consequences of job insecurity are largely negative, this chapter also explores organizational- and societal-level interventions to attenuate these negative consequences.

According to the Organisation for Economic Co-operation and Development (OECD), in the two decades preceding 2014 two member countries, Italy and Spain, experienced productivity decline, while just four member countries, Korea, Ireland, Finland, and the United States, managed to achieve rates of productivity growth in excess of one percent per annum. Rates of productivity growth slowed following the global financial crisis in nearly all member countries. These diverse national productivity performances are aggregates of the productivity performances of individual producers, which are influenced by organizational factors such as the quality of management practices and the adoption of new technologies, and also by institutional features such as the stringency of product and labor market and environmental regulations. At the level of the individual producer, productivity has an important impact on financial performance and survival, while at the aggregate level, productivity is a critical determinant of national well-being. The essays collected in the Handbook provide significant contributions to our understanding of the causes and consequences of productivity growth. Part I contains the editors’ introduction. The chapters in Part II address a variety of measurement issues, from both analytical and practical perspectives. The chapters in Part III address a wide range of productivity issues at the level of the individual producer or industry. The chapters in Part IV address a range of aggregate productivity issues, both domestic and international.

This chapter first sets out the book's main argument that it is more fruitful to treat decision as an institution — as a well-known pattern of action with a ready-made account and with rules that are taken for granted. It then discusses the connections between the institution of decision, where the rules of rationality are important, and the individual. The remainder of the chapter deals with theories of decision and the consequences of decision, followed by an overview of the subsequent chapters. In sum, the arguments in this book give a more complex picture of decision-making than most traditional decision theories do. Politicians, managers, and other organizational leaders play important roles as decision-makers, but their roles are much more complex than implied by the notion of decisions as mere choices.

In the United States, approximately one in five women experiences rape during college, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) students experience sexual violence at higher rates than their peers. Given this context, many colleges are working to better prevent and address these assaults. This book takes up this social problem—how organizations talk about and respond to sexual violence—and considers it in proximity to a persistent theoretical dilemma in the academic field of organizational communication: How are organization and violence related, and what does that relationship have to do with communication? Guided by feminist new materialist and intersectional theories, the book examines one public U.S. university known for responding well to sexual violence. It focuses on the processes and policies that require most faculty and administrators, along with student–employees, to report sexual violence to designated campus offices, per federal laws Title IX, the Clery Act, and the Violence Against Women Act. Unfortunately, the university’s interventions in sexual violence reinforce other violent systems. The book illustrates the negative consequences of considering communication to be either separate from the physical world or indistinguishable from it. It also details problems with the notion that only individuals enact violence. Through its focus on two core ideas—communication and agency—the book encourages scholars to avoid wholly constructivist or realist arguments, and it shows the importance of questions about power and difference in organizational scholarship on posthumanism and materiality. The book concludes with suggestions for how U.S. universities can look “beyond the rapist” to generate more robust interventions in sexual violence.

Trust in international actors, from nations in general to specific international governmental organizations and nationalities, can shape how citizens form judgments about international relations. This chapter examines the nature, levels, foundations, and consequences of such trust among mass publics, particularly the US public. Survey data from the past three decades reveal low levels of generalized trust in other nations. This form of trust reflects changes in the international environment along with individual-level demographics, social trust, political trust, partisanship, ideology, and media use. Trust in other nations is linked to an array of foreign policy opinions as well as evaluations of individual nations and trust in international organizations. Citizens’ beliefs about how much they can trust international actors provide them with information shortcuts for forming views about world affairs but may create obstacles to international cooperation.

With its five thematic sections covering genres from cantorial to classical to klezmer, this pioneering multi-disciplinary volume presents rich coverage of the work of musicians of Jewish origin in the Polish lands. It opens with the musical consequences of developments in Jewish religious practice: the spread of hasidism in the eighteenth century meant that popular melodies replaced traditional cantorial music, while the greater acculturation of Jews in the nineteenth century brought with it synagogue choirs. Jewish involvement in popular culture included performances for the wider public, Yiddish songs and the Yiddish theatre, and contributions of many different sorts in the interwar years. Chapters on the classical music scene cover Jewish musical institutions, organizations, and education; individual composers and musicians; and a consideration of music and Jewish national identity. One section is devoted to the Holocaust as reflected in Jewish music, and the final section deals with the afterlife of Jewish musical creativity in Poland, particularly the resurgence of interest in klezmer music. The chapters do not attempt to define what may well be undefinable—what “Jewish music” is. Rather, they provide an original and much-needed exploration of the activities and creativity of “musicians of the Jewish faith.“

Much progress has been made in understanding, measuring, and managing quality of life and psychological well-being in individuals with ALS, but there are gaps. Anxiety and depression have been carefully explored in the ALS literature, but coping, resilience, sexuality, intimacy, and end-of-life concerns require more attention. Psychological interventions have been under-explored. Further research on mindfulness, hypnosis, and on complementary and alternative medicines is needed, with particular attention to early evidence that psychological interventions may lead to physical as well as psychological benefits. Attention to the psychological consequences of cognitive dysfunction in ALS would greatly benefits patients and caregivers. The impact of technology needs further study. Rapid advances in genetics, brain-computer interfaces, and new treatments, communicated virtually instantaneously via the internet, will inevitably contrast with the slower pace of implementation, resulting in surges of hope and disappointment. Optimal care is holistic, incorporating both physical and psychological assessment and management.

AbstractThis chapter summarises available empirical knowledge concerning the consequences of care poverty. According to a growing body of research evidence, care poverty has many kinds of unwelcome consequences for older people’s health and well-being, and it also leads to an increased use of social and health care. Personal care poverty brings adverse consequences like wetting or soiling oneself, and together with socio-emotional care poverty, it also predicts depression. All domains of care poverty are associated with the incidence of emotional difficulties. Personal and socio-emotional care poverty predict health care use, and admissions in residential long-term care are more frequent among those in personal care poverty. Socio-emotional care poverty even predicts increased mortality. Thus, all domains of care poverty prove to have negative consequences for older people’s health and well-being. These consequences are not restricted to the individual level as care poverty also affects the use of health care and residential long-term care.

AbstractEducation is commonly heralded as one of the key policies for fostering future progress and well-being. Hence, education policy can be conceptualized as a social policy as it enables individuals to acquire skills for living an independent and fulfilled life while also providing states with a toolkit to stimulate economic growth and social cohesion. In this chapter, we first map the population of education International Organizations (IOs) to describe the organizational field in which the social policy discourse in the sub-area of education takes place. The assessment of what types of IOs deal with education is summarized in a typology to identify different clusters of IOs and provide accounts of both their characteristics and the different niches they have populated in the organizational field of education policy. Second, the ideas IOs hold regarding education are analyzed and it is shown how the discourse on education has developed over time within the population of IOs.

AbstractThis chapter presents an overview of key empirical research examining ethical and unethical behaviour in the military. Early research examined the impact of atrocities on the psychological well-being of Vietnam War veterans. In later conflicts, researchers examined battlefield attitudes, behaviours, willingness to report fellow unit members for ethical violations, and the adequacy of training. In addition to battlefield ethics, researchers have also investigated individual, situational, and organizational factors that increase the risk of unethical behaviour (i.e., ethical risk factors). This chapter summarizes research that highlights how individual differences in moral identity and malevolent traits can impact ethical and unethical behaviour among military personnel. It also discusses how situational factors, such as sleep deprivation and anger, can increase the likelihood of military personnel engaging in unethical behaviour. Lastly, the chapter discusses how organizational factors, such as ethical climate and culture and ethical leadership, play a role in ethical and unethical behaviour.

AbstractAn individual choice paradigm, focusing on individual preferences and values, has long dominated our understanding of socio-demographic outcomes. Recently, a trend towards an unequal choice paradigm, stressing how inequality in opportunities structures socio-demographic outcomes, is observed. This chapter outlines these changes and argues for a comparative perspective to examine how childhood disadvantage impacts these socio-demographic outcomes. The expectation is that the consequences of childhood disadvantage for demographic outcomes in young adulthood and for socio-economic and well-being outcomes in middle and late adulthood depend on the opportunities that national contexts offer to abate the adverse impact of economic and social deprivation. Subsequently, all chapters of the book are briefly introduced and their contribution to understanding this key issue is discussed.

AbstractHackathons are events in which diverse teams work together to explore and develop solutions, software, or even ideas. Hackathons have been recognized not only as public events for hacking but also as a corporate mechanism for innovation. Hackathons are a way for established large-scale agile organizations to achieve increased employee wellbeing as well as being a curator for innovation and developing new products. The sudden transition to the work-from-home mode caused by the COVID-19 pandemic first put many corporate events requiring collocation, such as hackathons, temporarily on hold and then motivated companies to find ways to hold these events virtually. In this paper, we report our findings from investigating hackathons in the context of a large agile company by first exploring the general benefits and challenges of hackathons and then trying to understand how they were affected by the virtual setup. We conducted nine interviews, surveyed 23 employees, and analyzed a hackathon demo. We found that hackathons provide both individual and organizational benefits of innovation, personal interests, and acquiring new skills and competencies. However, several challenges such as added stress due to stopping the regular work, employees fearing not having enough contribution to deliver, and potential mismatch between individual and organizational goals were also found. With respect to the virtual setup, we found that virtual hackathons are not diminishing the innovation benefits. However, some negative effects surfaced on the social and networking side.

Contemporary discourse on such issues as the quality of the globalizing world providing diverse opportunities, factors determining changes in the social system, and the condition of the human being seeking their place in the reality undergoing permanent change, is one of the most important research orientations. The contemporary social context opens up a wide range of opportunities for individuals to build their own careers. Thus, it seems justified to inquire about the proactivity in the career planning process and to determine whether and how an individual can be prepared to develop, manage, and monitor his/her career to ensure a satisfying experience of oneself and one’s place in the reality of the globalizing world. Contemporary career studies advocate taking into account the process of investing in career capital, the immanent characteristic of which is the subject’s orientation towards proactivity.What becomes an important feature of the individual’s mind is the prospective temporal orientation towards the following: the anticipation of events and their unintended effects, the ability to forecast and plan future actions and to assess the consequences, but above all, the ability to create future desired states of affairs, creating new options of participation and action. Undoubtedly, an important issue that requires inclusion in the course of a person’s life is career development and renewal of career capital. The research on careers means the study of both changes of individuals and changes of organizations, as well as transformations in society. In the discontinuous space-time and heterogeneous system of cultural meanings in the world of global change, career development and the formation of an individual’s own professional identity becomes a cognitive practice based on individual experimentation. The contemporary social configuration in which the search for identity has become a flexible point of reference opens up a range of numerous possibilities for an individual to create his/her own career in the course of life. Continuous development has become an inherent property of career capital renewal. The multiplicity, fragmentation, variability, and complexity, which characterize the organization of social life in the globalizing society, determine changes in the perception of career development and overcoming the tension between the experiences of the past and the possibilities of the future.

The concept of education in behavioral orientation is to develop those learning environments that should lead to the desired behavior from students, for which they will be rewarded and therefore motivated to continue to learn. Meanwhile, the school environment must be well organized, the class space should represent the world of their problems, the curriculum should be based on behavioral objectives and obtaining knowledge should be based on the use of scientific methods. The teacher becomes the manager of the intellectual and social learning of the students. (Reed and Bergemann, 1992). . Although mentioned in the behavioral paradigm , the personalized system of instruction is consistent with the principles of constructivism, being a student-centered. It was initially designed as a training method to improve student performance, replacing the traditional " punishment " in education with the use of positive consequences of learning to promote content mastery and increased interpersonal communication ( Grant and Spencer , 2003; Fox , 2004). In many respects , this personalized training system based on the learner's pace and focused on deepening content was consistent with well-established educational practices due to changes imposed on them . The teacher is no longer the main actor but he/she is transformed into a manager of learning, planning and organization become more important and the academic progress is determined by student performance and not by the result of a specific calendar ( Fox, 2004). The learning material ought to be fragmented into units or modules, each of which having a set of specific behavioral objectives taught in that unit. The five features of the system are represented by (Driscoll, 1994; Grant and Spencer, 2003) emphasizing individual study, knowledge / mastery of the unit requirements, keeping pace individually, using supervisors / tutors to supplement training techniques. Interest in models such as the personalized training system continues to increase in distance education which provides teaching and learning platforms that require such alternatives, and the development of educational technology is another factor that facilitates the implementation of those systems.

The official report of The Fukushima Nuclear Accident Independent Investigation Commission concluded that “The TEPCO Fukushima Nuclear Power Plant accident was the result of collusion between the government, the regulators and TEPCO, and the lack of governance by said parties. They effectively betrayed the nation’s right to be safe from nuclear accidents. Therefore, we conclude that the accident was clearly ‘manmade.’ We believe that the root causes were the organizational and regulatory systems that supported faulty rationales for decisions and actions, rather than issues relating to the competency of any specific individual.” This wakeup call for the nuclear power utilities should require a public review of their relationship with of regulators. However, severe accident related risk reduction is a relatively uncharted territory and given the apparent lack of in-house technical expertise, the regulators are heavily relying on the qualitative and ‘hand waving’ arguments being presented by the utilities inherently disinterested in further investments they are not required to make under original license conditions. As a result, it has accelerated further deterioration of the safety culture and emboldened many within the regulatory staff to undertake or support otherwise questionable decisions in support of the utilities that prefer status quo. Case in point is the Canadian Nuclear Safety Commission (CNSC) which mostly accepts any and all requests by the nuclear power industry. After Fukushima, the CNSC took a year to publish a set of ‘Action Items’ for the Canadian Nuclear industry to prepare plans over 3 years and then accepted most if not all submissions that in many cases barely addressed the already watered down recommendations. In some cases the solutions proposed by the industry were economically expedient but technically flawed; and some could even be considered dangerous. CNSC also published a study on consequences of a severe accident with a source term that was limited to the desirable safety goal (100 TBq of Cs-137), which coincidently years later matched the utility ‘calculations’, but orders of magnitude smaller than predicted by independent evaluations. As a result, some well publicized conclusions on the benign nature of consequences of a CANDU severe accident were made and the local and provincial agencies that actually are supposed to prepare off-site emergency measures were left with an incorrect picture of what havoc a severe accident can cause otherwise. CNSC then published a much publicized video highlighting the available operator actions to terminate the accident early and later a report outlining the accident progression for a severe accident without operator action with conclusions that were immediately technically suspect from a variety of aspects. The aim was to claim that a severe core damage accident has no unfavorable off-site consequences. The regulator effectively, in this case, comes across as a promoter for the industry it is legislated to regulate. The paper outlines examples of actions being taken by the regulators that hinder development of effective risk reduction measures by the industry which otherwise would be forced to undertake them if the regulators had not stepped on the plate to bat for them. They vary from letters to editors to silence any safety concerns raised by the public, muzzling of its own staff, trying to silence external specialists who question their wisdom on to blatant disregard for any intervention by public they are required to entertain by law but are accustomed to factually ignore or belittle. The paper also outlines a number of examples of actions that an independent regulator would undertake to reduce the risk and enhance the safety culture. The nuclear regulatory regimes work well generally but in cases where it does not, the results can be disastrous as evident from the events in Japan and as is building up in Canada. The paper also summarizes the disparities between the number of Regulatory Actions instituted by the CNSC against small companies that use nuclear substances for industrial applications and almost none actions against the nuclear power plant utilities it regularly grants a pass in spite of the larger risk their operations pose to public.

By the time the World Health Organization ("WHO") upgraded the status of the novel Coronavirus Disease (officially known as COVID-19) outbreak from an epidemic to a global pandemic on 11th March, 2020, the virus had already travelled beyond Wuhan, China, its point of original outbreak in December 2019 and crossed international borders. Given the rapid rate of infection and increasing number of deaths in the wake of the unprecedented spread of the virus, various emergency measures were urgently deployed by local, state, national and multilateral authorities to contain the outbreak. Besides being a public health crisis, COVID-19 continues to trigger severe social and economic consequences for individuals, corporates and governments across the world. Specifically, offices were closed for several months, during this period, the office management took another dimension whereby offices are operated on-line and virtually. This paper analyses the key socio-economic consequences of COVID-19 on office Management, and measures taken by Office managers for mitigating its effect on the operations of organizations. Keywords: Office Management, COVID-19 era, Organizations.

Lack of staff in the police has been a topical issue lately. There are several reasons for this situation, one of the main ones being the termination of schooling between 2010 and 2015 and the reduction of the number of employees between 2007 and 2017. The lack of police staff affects the work of police officers, especially uniformed police officers. working in the field. The article analyzes the shortage of staff in the police in terms of staffing. The aim of the reasearch was to investigate the impact of the lack of staff on the work of uniformed police officers employed at the Celje Police Department who work in the field. The results of the research showed that uniformed police officers working in the field are well aware of the reasons that led to the shortage of staff as well as the consequences. Uniformed police officers working in the field feel all the listed consequences of the lack of staff or they meet with them every six months. Most of all, the lack of staff, which affects their work and causes other consequences, affects the private or. family life of police officers. In the conclusion, the paper discuss possible forms of eliminating the shortage and relief of uniformed police officers in the field at the Celje Police Department, highlighting the good practice of a permanent work schedule and acquaintance with the indicative work schedule 30 days in advance.

Many studies of psychological safety in education focus on the study of the antecedent events and results associated with psychological safety and its violations, but little attention is paid to the ways and steps of ensuring and developing psychological safety at different levels of the educational organization. Methodology. The purpose of the study is to analyze the problems and directions of psychological support for subjects of an educational organization (university) in the field of ensuring and developing the psychological safety of an individual and a group. A research method is a theoretical analysis of the problems of psychological support for the psychological safety of an individual and a group in higher education. Conclusion. Psychologically safe practice is essential in the field of education. Despite psychological safety, being an intuitive concept, it is quite difficult to apply it on a university scale since this problem and its solution have great resonance, and consequences for all levels and components of the educational system. That all parties feel free to speak up and participate as much as possible is vital to a safe and optimal educational experience.

The work environment is constantly changing. It is necessary to adapt effectively in order to have an increased productivity. Terms such as leadership, mindset, long-term goals, critical or analytical mind are the key factors that are deciding the fate of a certain company. In our country, it is mainly young people who are aware of the positive consequences of practicing emotional intelligence. But how easy is it to practice these qualities in a country like Albania? Recently, various trainings are being held for the development of individual performance, but does the Albanian society really know what it means to have an individual performance? One of the basic principles of Adlerian psychology is closely related to the principles of EQ: Thinking of the common good. How can this happen when everyone is supposed to think for themselves? The paper is based on the interpretation of the main tests of Emotional Intelligence by comparing them with the data from a questionnaire that is addressed to 100 employees or people who have at least worked 1 time with contractual agreement. Main tests used are those based on Daniel Goleman’s EQ Framework, specifically “360 degree” instrument. Keywords: Emotional intelligence, HR practices, Leadership, Humanity, Happiness.

The article highlights the theoretical foundations on the formation of future specialist professional culture the in the field of professions "person-person". It is established that this is a purposeful, specially organized influence on the individual to improve his/her motivational sphere, value orientations, professional knowledge, skills and abilities, ability to empathy and reflection. This problem was studied by the author from the view of several scientific approaches: axiological, cultural, competence, activity. Based on the definitive analysis, the "professional culture of a specialist" concept is formulated, which is considered as a combination of professional and personal values and qualities of a specialist, his/her professional competence, which ensure highly effective fulfilment of professional duties based on reflection and self-development. Structural and semantic analysis allowed identifying components of the professional culture of future professionals i.e. value, cognitive, personal, and reflexive. The experimental research diagnostic tools of a formation condition of the future specialist professional culture in educational space of university are developed and tested: criteria, indicators, levels, techniques which reflect integrity of the investigated phenomenon structural components. The organizational and pedagogical conditions for the formation of the professional culture of the future specialist in the field of professions "person-person", which were implemented in the educational environment of the university, have been developed and theoretically grounded. An experimental study was fulfilled and the effectiveness of the proposed organizational and pedagogical conditions was proved.

Innovation, and technological innovation in particular, seems to be the driving force in the modern entrepreneurial revolution that stated at the beginning of this century. The .net phenomenon with the rise of the internet active users made the word flat, increased the business opportunities but also decreased the success rate. Blue oceans strategies have been replaced by Green and Pink oceans strategies in a continuous effort to stay current with the global innovation trends, needs and expectations. Most of the businesses across all industries seek micro-innovations to improve their product or services delivery but not necessarily to make a breakthrough. However, their innovation rate and pace differ from one another ranging from a year to five years. The distance to deliver innovation is related with the distance organizations have from democratic organizations cultures that ignite and utilize internal knowledge contributions which can lead to innovative processes, products, and services. The company’s DNA and philosophy is primarily responsible for the innovation pace and effectiveness, but this is also affected by internal and external factors. The ability or inability to create democracy organizational cultures has positive and negative consequences that need to be assessed in relation to the company’s’ finances, workforce knowledge and maturity, industry readiness and openness, and other factors. To understand the reasons and the business innovation frequency, an academic and critical literature review has been conducted. The results led to the formulation of a framework taking into consideration several weighted internal and external factors. Furthermore primary research has been conducted to better understand their innovation motives innovation frequency by gathering and analysing data from 66 individuals such as university innovation hub coordinators, entrepreneurs and product developers.This paper introduces the Survival, Mirrored and Compulsive (SMC) Framework, a step-by-step guide to help businesses understand their innovation readiness status. The framework calculates several attributes and plots the results on a graph indicating the factors to be considered in at the company’s innovations strategy. The primary findings indicate factors that impact the innovation frequency such as the available R&D facilities, financial position and stability, cumulative organizational knowledge, policy direction, and the industry the organizations operate, among others. The analysis of these factors in the SMC framework revealed that survival mode is what impacts organizational innovation frequency. Organizations tend to either reduce or postpone innovation initiatives until they feel comfortable for their existence or learned from their mistakes, neglecting however the fact that innovation driven by democratic internal development and utilization of the human intellectual capital costs less, is more likely to succeed, and can be attempted continuously. Therefore, the paper extends the SMC framework to the Democratic SMC (DMSC) that aligns the SMC phases with the Company Democracy Model innovation evolution levels by relating and categorizing the SCM innovation factors to the CDM levels. This helps to understand the organizational innovation DNA and also the culture and philosophy that impacts the company’s human intellectual capital production frequency and the utilization frequency of this capital as well. The paper refers limitations on both the SMC framework and DSMC model at their current development stages and identifies areas of further research for their maturity through applications and optimization.

Abstract This paper aims to detail key success factors in understanding the effective principles of managing the health and well-being of the contractor workforce during and post pandemics, specifically for organizations in the oil, gas and energy industry. Furthermore, it shall provide insights and guidance on how to maintain and enhance contractor workforce experience, particularly during and post the COVID-19 pandemic; detailing the benefits of having well-established health management programs designed specifically for the contractor workforce. The social determinants of health (SDH) can be defined as the social and economic conditions in which people are born, grow, live, learn, work and age. They are nonmedical factors that influence a vast range of health conditions; affecting individuals' overall quality-of-life. Economic policies, social norms and political systems are all examples of forces and factors that shape daily life conditions and affect human health (ODPHP, n.d.; WHO, n.d.a). SDH also encompasses education, employment, socioeconomic status, access to health care, social support as well as neighborhood and physical environment (Artiga and Hinton, 2018). SDH have a crucial influence on health disparities and inequities – "the unfair and avoidable differences in health status seen within and between countries" (CDC, 2020). A well-known key factor in the emergence and perpetuation of health disparities is housing. Several researchers from a diverse array of disciplines explored the various aspects of the association between housing, health and well-being. They endeavored to comprehensively elucidate the major pathways through which housing conditions can negatively impact health equity, with a focus on the broad spectrum of hazardous exposures, their accumulated impact and their historical production. As reported by Rolfe et al. (2020), there is compelling evidence of poor physical health consequences of toxins within homes, damp and mold, cold indoor temperatures, overcrowding, and safety factors. Beyond the aforementioned impacts of physical aspects of housing on physical health, poor housing conditions have also been linked with high risks of poor mental health and well-being (Pevalin et al., 2017).

The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.