Articoli di riviste: "Work environment"

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K, Maheswari. "Healthy Work Environment". International Journal of Science and Research (IJSR) 12, n. 2 (5 febbraio 2023): 73–75. http://dx.doi.org/10.21275/sr23130201137.

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Strazovska, Lubomira, e Rozalia Sulikova. "Intercultural Work Environment and Leadership Style". JOURNAL OF INTERNATIONAL BUSINESS RESEARCH AND MARKETING 4, n. 6 (2019): 29–34. http://dx.doi.org/10.18775/jibrm.1849-8558.2015.46.3003.

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The global environment of organizations requires from management to respond promptly to the demands of a changing environment, both external and internal, requiring managers to continually develop their skills, especially in the area of soft skills. The current management of organizations, in an effort to make the most of their employees’ potential, seeks to promote an individual approach to their motivation, expresses an increased interest in employee satisfaction and loyalty, encourages employee involvement in achieving organization goals, seeks to apply W-L-B and more. This requires managers to have a high level of social skills and an appropriate leadership style that considers both the needs of the individual and his cultural background. Highly productive employees are the key to success for all organizations, they are the key to a competitive advantage in the global business world. At present, there is a strong pressure on organizations to behave in the spirit of corporate social responsibility both by senior staff and by the general public. Highly required is a style of leadership that honors basic ethical principles in any country. It should be stressed that there are still organizations that do not respect, for example, the need for ethical leadership, ethical decision-making at all levels of management and all employees. The aim of the paper is to point to preferred leadership styles especially in the younger generation, helping to increase their job satisfaction and productivity, as well as those of managers who will support this effort in a culturally diverse environment. In the submitted analysis of the topic selected scientific methods were applied such as e.g. a critical analysis and synthesis, comparison and deduction.

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Bylone, Mary. "Healthy Work Environment". AACN Advanced Critical Care 19, n. 4 (ottobre 2008): 354–57. http://dx.doi.org/10.1097/01.aacn.0000340716.86118.7a.

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Harris, Robert D. "The Work Environment". Hospital Topics 64, n. 5 (ottobre 1986): 28–29. http://dx.doi.org/10.1080/00185868.1986.9950543.

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Pulte, Jean. "Healthy Work Environment". Journal of Radiology Nursing 35, n. 2 (giugno 2016): 150. http://dx.doi.org/10.1016/j.jradnu.2016.04.007.

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&NA;. "Physical Work Environment". Nursing Research 63, n. 4 (2014): 251. http://dx.doi.org/10.1097/nnr.0000000000000043.

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Djukic, Maja, Christine Kovner, Wendy C. Budin e Robert Norman. "Physical Work Environment". Nursing Research 59, n. 6 (novembre 2010): 441–51. http://dx.doi.org/10.1097/nnr.0b013e3181fb2f25.

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Edvik, Anders, e Tuija Muhonen. "A Work Environment Blind Spot – Exploring School Principals’ Organisational and Social Work Environments". Scandinavian Journal of Public Administration 26, n. 4 (15 dicembre 2022): 47–71. http://dx.doi.org/10.58235/sjpa.v26i4.10582.

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This article examines principals’ social work environment in the context of a series of school reforms inspired by new public management. With the point of departure in Job Demands and Resources, we put forward the following overall research question: which job demands and job resources are related to principals’ job satisfaction? The article has a mixed methods approach, combining material from questionnaires (466 participants) and interviews (15 participants). The results of the questionnaire indicate that job resources such as role clarity, influence, meaningfulness, and social community with senior managers were related to job satisfaction, while lacking job resources (influence, social community with senior managers) and experiencing role conflicts were associated with a higher intention to leave the profession. The interviews provide a more in-depth understanding of the shift of institutional logics within the school sector, enforcing boundaries between principals’ professional and managerial roles in accordance with New Public Managerial Ideas. The separation between profession and management contributes to principals’ organisational and social work environments being in a blind spot. This is not only a problem for the principals, but also a risk factor for the organisations themselves, as stress and ill-health among leaders tend to affect the entire organisation.

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Amabile, Teresa M., e Nur D. Gryskiewicz. "The creative environment scales: Work environment inventory". Creativity Research Journal 2, n. 4 (settembre 1989): 231–53. http://dx.doi.org/10.1080/10400418909534321.

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Damayanti, Fitria, e R. Nurjanah. "The work placement effect towards the work environment of Grand Indonesia Industry Company". Management and entrepreneurship: trends of development 2, n. 8 (2019): 8–17. http://dx.doi.org/10.26661/2522-1566/2019-2/08-01.

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Bylone, Mary. "Healthy Work Environment 101". AACN Advanced Critical Care 22, n. 1 (1 gennaio 2011): 19–21. http://dx.doi.org/10.4037/nci.0b013e3182049053.

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Rosenberg, Beth. "Food, Work, and Environment". NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 10, n. 4 (febbraio 2001): 313–15. http://dx.doi.org/10.2190/nmwa-3mp4-44r1-29c8.

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Stoyanova, Stanislava. "WORK IN MULTICULTURAL ENVIRONMENT". Problems of Psychology in the 21st Century 5, n. 1 (1 aprile 2013): 4–5. http://dx.doi.org/10.33225/ppc/13.05.04.

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Communicative competence in multicultural environment includes the proper use of verbal and non-verbal expressive linguistic messages - appellative (strive for impact on the others), informative, evaluative, and self-revealing ones. The implicit appeals in the process of communication are expressed in an indirect way by means of establishment of such emotional climate that makes the other people execute the untold wish – for example, if someone looks sad, we strive to make him/her glad. The paradoxical appeals in the process of communication aim to provoke the opposite reactions to these that they announce as aiming to provoke. For example, if a child in the kindergarten does not want to eat, this child is told that the food is not for him/her and s/he must not eat it.

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Adeniran, Rita K. "Beyond the Work Environment". Holistic Nursing Practice 35, n. 5 (settembre 2021): 239–41. http://dx.doi.org/10.1097/hnp.0000000000000471.

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KAWAKAMI, Norito. "Improvement of Work Environment". SANGYO EISEIGAKU ZASSHI 44, n. 3 (2002): 95–99. http://dx.doi.org/10.1539/sangyoeisei.kj00001991755.

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Ikeda, Kaoru. "Marine Environment Improving Work". Japan journal of water pollution research 11, n. 4 (1988): 222–24. http://dx.doi.org/10.2965/jswe1978.11.222.

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Miracle, Vickie A. "A Healthy Work Environment". Dimensions of Critical Care Nursing 27, n. 1 (gennaio 2008): 42–43. http://dx.doi.org/10.1097/01.dcc.0000304677.60111.8a.

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Löfqvist, Lotta, e Stefan Pinzke. "The farrier's work environment". Work 41 (2012): 5308–10. http://dx.doi.org/10.3233/wor-2012-0815-5308.

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Belenky, Michael M., e Gary A. Colangelo. "Design of work environment". Journal of the American Dental Association 113, n. 5 (novembre 1986): 720. http://dx.doi.org/10.14219/jada.archive.1986.0262.

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Griffiths, Amanda, Tom Cox e Frank La Ferla. "A healthier work environment". Work & Stress 8, n. 2 (aprile 1994): 77–78. http://dx.doi.org/10.1080/02678379408259980.

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Anthony, Maureen. "Home Care Work Environment". Home Healthcare Now 33, n. 5 (maggio 2015): 242–43. http://dx.doi.org/10.1097/nhh.0000000000000236.

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&NA;. "High-Risk Work Environment". Back Letter 6, n. 3 (gennaio 1992): 8. http://dx.doi.org/10.1097/00130561-199201000-00010.

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Bylone, Mary. "Healthy Work Environment 101". AACN Advanced Critical Care 22, n. 1 (2011): 19–21. http://dx.doi.org/10.1097/nci.0b013e3182049053.

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Campbell, Caitlin Marley, Pauline A. Swiger, Nora Warshawsky, Peng Li, Danielle Olds, Emily Cramer e Patrician A. Patrician. "Measuring the Work Environment". JONA: The Journal of Nursing Administration 53, n. 5 (maggio 2023): 284–91. http://dx.doi.org/10.1097/nna.0000000000001284.

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Kirschenbaum, Alan, Ludmilla Oigenblick e Albert I. Goldberg. "Well being, work environment and work accidents". Social Science & Medicine 50, n. 5 (marzo 2000): 631–39. http://dx.doi.org/10.1016/s0277-9536(99)00309-3.

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Suleiman, Abdulqadir Mohamad. "Work environment development using cognitive work analysis’ decision ladders." European Journal of Workplace Innovation 8, n. 1 (31 ottobre 2023): 48–68. http://dx.doi.org/10.46364/ejwi.v8i1.1127.

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Abstract (sommario):

The study aimed to create decision-making content for workplace work environment development, followed by a limited evaluation to determine the perception of the importance of the identified content in different sectors. Enforcement/administrative orders in workplace inspection reports were used as empirical infor-mation on workplaces. This information was used to design decision ladders, which form the second phase of cognitive work analysis, the activity analysis. The decision ladders, which support decision-making, cov-ered work functions identified in an earlier work domain analysis study, i.e., exposure prevention, organisa-tional management, competence realisation, workers’ empowerment, psychosocial work environment man-agement, and administration. Specified content of decision ladders for each function was used to prepare a questionnaire for evaluating the content validity for work environment development. Altogether, 29 items were identified as the content for work environment development. Statistical analysis of the limited evaluation showed no significant difference between the different sectors in their perceptions of the importance of the content in developing work environments. Similar sectoral perceptions' trends support the content utility and validity in work environment development. The procedure formulation step of the decision ladders, with the phrase “What steps are needed to...” applied preceding the identified content constructs, provides practical activities regarded as essential for work environment development. Using enforcement inspection reports as the basis for work environment development is a novel approach to addressing workplace safety and health management challenges. Further, the universal utility of the content allows for its implementation across sectors, allowing for workplace-specific decision-making on management measures.

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Bhattarai, Ganesh, e Prem Bahadur Budhathoki. "Impact of person-environment fit on innovative work behavior: Mediating role of work engagement". Problems and Perspectives in Management 21, n. 1 (22 marzo 2023): 396–407. http://dx.doi.org/10.21511/ppm.21(1).2023.34.

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Organizations must cope with the current business demands and strive for a competitive advantage. Apart from many measures to enhance competitive advantage, employees’ innovative work behavior is instrumental. Hence, this study aims to measure the contribution of person-environment fit (person-job fit and person-organization fit) on innovative work behavior directly and indirectly through creating work engagement. Cross-sectional perceptual data were collected through surveys from the employees working in humanitarian non-profit organizations in Nepal. After ensuring the goodness of fit index, 499 responses were analyzed in the structural equation model showing path analysis with the help of AMOS. The conservation of resource theory was a foundation to test and analyze the hypotheses adopting positivist research philosophy and deductive reasoning approach. Regression analysis revealed a positive effect of person-job fit (B = .23, p &lt; .001) and person-organization fit (B = .20, p &lt; .001) on employees’ innovative work behavior. Work engagement mediated the influence of person-job fit and person-organization fit on innovative work behavior. Out of the total effect size of employees’ compatibility on innovative work behavior, 30% effect size of person-job fit and 23% effect size of person-organizational fit on innovative work behavior went through work engagement.

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Tamala, Linda, Siti Maryam e Sandi Nasrudin Wibowo. "WORK SPIRIT IMPACT ON THE WORK ENVIRONMENT AND WORK DISCIPLINE". Dynamic Management Journal 7, n. 4 (30 ottobre 2023): 685. http://dx.doi.org/10.31000/dmj.v7i4.9458.

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Penelitian ini bertujuan mengetahui pengaruh, Lingkungan Kerja dan Disiplin Kerja terhadap Semangat Kerja pada PT. Pabrik Gula Rajawali Unit II Tersana Baru Babakan Cirebon baik secara parsial maupun simultan. Populasi pada penelitian ini adalah pegawai PT. Pabrik Gula Tersana Baru Unit II Tersana Baru Babakan Cirebon sebanyak 108 pegawai tetap. Teknik pengambilan sampel dalam penelitian ini menggunakan Probability Sampling. Sampel yang diambil dalam penelitian ini sebanyak 86 responden. Jenis penelitian ini menggunakan metode kuantitatif dengan pendekatan asosiatif. Jenis penelitian ini memperoleh data melalui instrumen penelitian dengan menggunakan angket kuesioner, kemudian data diolah menggunakan IBM SPSS 25.0 for windows. Berdasarkan data yang dihasilkan dari penelitian ini bahwa sangat penting pengaruh Lingkungan Kerja dan Disiplin Kerja terhadap Semangat Kerja, karena semakin baik Lingkungan Kerja dan Disiplin Kerja yang dimiliki PT. Pabrik Gula Rajawali Unit II Tersana Baru Babakan Cirebon maka akan semakin meningkat Semangat Kerja.

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Irwansyah, Kiki Hidayat, Rika Nuralifah, Sri Maryati e Editya Nurdiana. "The Work Productivity of Employees Perspective By Work Discipline And Work Environment". International Journal of Business, Law, and Education 5, n. 1 (19 aprile 2024): 1284–92. http://dx.doi.org/10.56442/ijble.v5i1.543.

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The purpose of this study is to examine how PT staff' work environments and work discipline affect their productivity. Margarita Works. Quantitative approaches are employed in this study. using methods for gathering data such as interviews and questionnaires. The study included 61 workers from PT Jasa Marga Palikanci as respondents. Multiple linear regression is the analytical technique employed, and the regression coefficient values are Y = 0.516 + 0.171 X1 + 0.137 X2. The research hypothesis test results indicate that PT employees' job productivity is influenced by work environment and work discipline. Jasa Marga, either in part or entirely at once

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Patrick, Harold Andrew, e Jacqueline Kareem. "Development and Validation of Work Environment Services Scale (WESS)". Central European Management Journal 29, n. 2 (15 giugno 2021): 98–120. http://dx.doi.org/10.7206/cemj.2658-0845.47.

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Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.

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ISHIYAMA, Nozomi, e Yuji MATSUMOTO. "THE RELATIONSHIP BETWEEN WORK ENVIRONMENT AND WORK ENGAGEMENT". Journal of Architecture and Planning (Transactions of AIJ) 86, n. 786 (30 agosto 2021): 2075–82. http://dx.doi.org/10.3130/aija.86.2075.

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Vīksniņa, Ina, Kristīne Vītoliņa e Līga Priede. "RISKS OF WORK ENVIRONMENT FOR SOCIAL WORK SPECIALISTS". SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 4 (25 maggio 2018): 304–13. http://dx.doi.org/10.17770/sie2018vol1.3152.

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The article discusses research about the risks of work environment of social work specialists.In order institution wants to provide high quality service, it is important that staff maintain their mental and physical health in the long term. Daily work is physically hard because is associated with the movement of clients, long working hours, psychological load, daily inadequate socio-economic assessment and all this affects employee’s safety and health.Social Care Department lecturers from P. Stradins Medical College of the University of Latvia have carried out the study about the risks of work environment for social work specialists in social care and social rehabilitation institutions in order to identify the more common risks of work environment.The aim of the study was to ascertain the views of social work specialists about the risks of work environment in order to identify common risks of work environment in institutions of social care and rehabilitation. In implementation of the study were involved students from the Social Care Department as well as several social care and social rehabilitation institutions in Latvia. In realization of the study were utilized a couple of research methods - analysis of literature, guidelines, laws and regulations, and quantitative research method with the research instrument – questionnaire. The results of the study suggest that there are several risks of the work environment but as the main ones, after the analysis of staffs’ opinion, are psychological and ergonomic.

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Spånt Enbuske, Anna. "Digitalisation, work environment and personal integrity at work". Transfer: European Review of Labour and Research 25, n. 2 (maggio 2019): 235–42. http://dx.doi.org/10.1177/1024258919851928.

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Aryee, Samuel, Chris W. L. Chu, Tae-Yeol Kim e Seongmin Ryu. "Family-Supportive Work Environment and Employee Work Behaviors". Journal of Management 39, n. 3 (22 febbraio 2012): 792–813. http://dx.doi.org/10.1177/0149206311435103.

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Brown e Medoff. "Employer Characteristics and Work Environment". Annales d'Économie et de Statistique, n. 41/42 (1996): 275. http://dx.doi.org/10.2307/20066472.

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Pink, Harriette. "Challenging a hostile work environment". Veterinary Record 188, n. 1 (gennaio 2021): 39. http://dx.doi.org/10.1002/vetr.67.

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Skarbek, Anita, Kari A. Mastro, Mildred Ortu Kowalski, Judith Caruso, Donna A. Cole, Pamela B. de Cordova, Mary L. Johansen, Tracy R. Vitale e Susan Heidenwolf Weaver. "Nursing Work Environment Staffing Councils". JONA: The Journal of Nursing Administration 52, n. 7/8 (luglio 2022): 419–26. http://dx.doi.org/10.1097/nna.0000000000001175.

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Ohuchi, Hideo. "Work Together with Enjoyable Environment". Pediatric Cardiology and Cardiac Surgery 38, n. 2 (1 maggio 2022): 73–74. http://dx.doi.org/10.9794/jspccs.38.73.

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Barton, Amy J. "Creating Our Future Work Environment". Journal of Nursing Education 60, n. 3 (marzo 2021): 127–28. http://dx.doi.org/10.3928/01484834-20210222-01.

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Helton, Rebecca E. "Creating a Healthy Work Environment". Critical Care Nurse 29, n. 5 (1 ottobre 2009): 80–78. http://dx.doi.org/10.4037/ccn2009716.

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41

Meraviglia, Martha, Susan J. Grobe, Stephanie Tabone, Mary Wainwright, Steve Shelton, Helen Miner e Clair Jordan. "Creating a Positive Work Environment". JONA: The Journal of Nursing Administration 39, n. 2 (febbraio 2009): 64–70. http://dx.doi.org/10.1097/nna.0b013e318195a82b.

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DeHart, Roy Lynch. "Medication and the Work Environment". Journal of Occupational and Environmental Medicine 32, n. 4 (aprile 1990): 310–12. http://dx.doi.org/10.1097/00043764-199004000-00010.

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Jansson von Vultée, Pia Hannele. "Healthy work environment – a challenge?" International Journal of Health Care Quality Assurance 28, n. 7 (10 agosto 2015): 660–66. http://dx.doi.org/10.1108/ijhcqa-11-2014-0108.

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Purpose – In Sweden, leave due to sickness was high during the 1990s. The Swedish Social Insurance Agency was able to decrease sick days in the period between 2000 and 2010 but sick days are rising again in Sweden, mostly due to psychological problems among women and partly due to their work environment. It is important to find methods to identify poor work settings to prevent absenteeism due to sickness. The paper aims to discuss these issues. Design/methodology/approach – The authors created a web questionnaire focusing on the organizational setting and its impact on employee wellbeing – reported as mental energy, work-related exhaustion and work satisfaction. The questionnaire measures good and poor work environment factors to help managers improve organizational settings. The questionnaire was validated qualitatively and quantitatively. Findings – It is possible to measure individual wellbeing in an organizational context at an early stage. The authors followed a company undergoing organizational change and identified groups at risk of developing illness. Practical implications – Managers uncertain about employee mental status can measure employee wellbeing easily and cost effectively to prevent illness. Originality/value – The authors created a method, statistically evaluated, to proactively identify good and poor work environments to promote healthy co-workers.

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Brown, Leonard. "Group Work and the Environment". Social Work With Groups 16, n. 1-2 (11 giugno 1993): 83–95. http://dx.doi.org/10.1300/j009v16n01_08.

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Yee, Theodore, Lori Crawford e Philip Harber. "Work Environment of Dental Hygienists". Journal of Occupational and Environmental Medicine 47, n. 6 (giugno 2005): 633–39. http://dx.doi.org/10.1097/01.jom.0000165745.89527.7e.

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Blakeney, Barbara. "Choosing the Right Work Environment". AJN, American Journal of Nursing 104 (gennaio 2004): 17. http://dx.doi.org/10.1097/00000446-200401001-00003.

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Kaplan, Archie. "Pregnancy and the Work Environment". Journal of Interior Design 19, n. 2 (settembre 1993): 38–40. http://dx.doi.org/10.1111/j.1939-1668.1993.tb00162.x.

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Maiden, Jeanne M. "Is your work environment healthy?" Nursing Management (Springhouse) 41, n. 11 (novembre 2010): 36–39. http://dx.doi.org/10.1097/01.numa.0000389013.90622.2c.

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Serbin, Kathryn M. "Promoting a Health Work Environment". Professional Case Management 18, n. 4 (2013): 199–201. http://dx.doi.org/10.1097/ncm.0b013e31829505e2.

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Maiden, Jeanne M. "Is your work environment healthy?" Nursing Critical Care 5, n. 2 (marzo 2010): 32–35. http://dx.doi.org/10.1097/01.ccn.0000369216.61745.24.

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Articoli di riviste sul tema "Work environment"

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