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Artykuły w czasopismach na temat "ORGANISATIONAL ROLE STRESS"
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Katya, Anirudh, Deepika Behera, Naman Jassal i Prerona Chakraborty. "Assessing Organizational Role Stress of Employees in Public and Private Sectors". Psychology and Cognitive Sciences – Open Journal 8, nr 1 (30.12.2022): 1–8. http://dx.doi.org/10.17140/pcsoj-8-164.
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Introduction Work plays a vital role in most people’s lives, and thus the impact of stress in the workplace is a significant issue. Since organisational role stress (ORS) has detrimental effects on both the organisation and employee, managing role pressures has greater importance. Objective This study analysed the comparative organisational role stress between India’s public sector and private sector workers. It also fulfilled its objective of ranking stressors to contribute to total ORS. Materials and Methods This descriptive-comparative analytical study selected 92 employees (41 private sectors and 51 public sectors) from different organisations in India. The study administered the organisational role stress scale developed by Udai Pareek to employees of both groups. For analysis independent sample t-test were used in the study. Results The study reveals that public sector employees score higher than private-sector employees in almost all scale dimensions other than role stagnation. Data analysis also inferred that inter-role stressor was the maximum contributor to overall organisational role stress, and the two groups differed most in the dimension of role overload. Conclusion These have important implications in policy-making to ensure enhanced well-being and productivity.
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Pecino, Vicente, Miguel A. Mañas, Pedro A. Díaz-Fúnez, José M. Aguilar-Parra, David Padilla-Góngora i Remedios López-Liria. "Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction". International Journal of Environmental Research and Public Health 16, nr 10 (21.05.2019): 1792. http://dx.doi.org/10.3390/ijerph16101792.
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The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-sectional study. The research participants are 442 public employees. A structural equation model was developed (organisational climate, job satisfaction, burnout, role stress). These confirm that organisational climate is correlated with role stress (−0.594), job satisfaction (0.746), and burnout (−0.408), while role stress is correlated with burnout (0.953) and job satisfaction (−0.685). Finally, there is a correlation between burnout and job satisfaction that is negative and significant (−0.664). The study confirms that a positive organisational climate could lead to less stressed and burned-out workers and, at the same time, to more satisfied employees with improved well-being.
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Bano, Bushara, Parvaiz Talib, Balan Sundarakani i M. Gopalan. "Organisational role stress: the conceptual framework". International Journal of Logistics Economics and Globalisation 3, nr 2/3 (2011): 102. http://dx.doi.org/10.1504/ijleg.2011.042281.
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SAXENA, DR SUBODH. "ORGANISATIONAL ROLE STRESS AMONGST NURSING STUDENTS". Nursing Journal of India LXXXXII, nr 12 (2001): 269–70. http://dx.doi.org/10.48029/nji.2001.lxxxxii1201.
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Sankar, Soumya, P. Reeja George, P. J. Raj Kamal, T. S. Rajeev i K. A. Mercey. "Perception of Veterinarians about Organisational Role Stress". Journal of Life Sciences 5, nr 2 (grudzień 2013): 139–41. http://dx.doi.org/10.1080/09751270.2013.11885221.
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Kaur, Supreet, i Ruchi Sachdeva. "Construction and Standardisation of Organisational Role Stress Scale". Asian Journal of Research in Social Sciences and Humanities 7, nr 10 (2017): 188. http://dx.doi.org/10.5958/2249-7315.2017.00496.8.
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Nair, Sree Lekhsmi Sreekumaran, John Aston i Eugene Kozlovski. "The impact of organisational culture on occupational stress: Comparison of the SME IT sectors in India and the UK". Business & Management Studies: An International Journal 9, nr 2 (25.06.2021): 503–12. http://dx.doi.org/10.15295/bmij.v9i2.1791.
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The study's main aim is to examine the impact of organisational culture on occupational stress by comparing the IT sectors in India and the UK. The paper adopts the application of Denison’s model for studying the organisational culture, whereas role conflict, role ambiguity, role overload and role stress are considered to discuss occupational stress. Through snowball, convenience, purposive and quota sampling techniques, 62 respondents (31 from India and 31 from the UK) were targeted to attain a qualitative perspective through a semi-structured questionnaire. Results showed that there is an impact of organisational culture on occupational stress. Moreover, the impact is mainly evident in the Indian IT sector than the UK IT sector. Moreover, considering the impact of organisational culture on occupational stress, overall employees experience occupational stress, role overload, role conflict, role ambiguity and role stress. In contrasting economies, Indian IT sector employee’s experience role conflict, role overload, role ambiguity and role stress, whereas UK IT sector employees’ experience role ambiguity.
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Ratna, Rajnish, Saniya Chawla i Rohit Mittal. "Organisational role stress: level of stress, major stressor and its differences". International Journal of Indian Culture and Business Management 7, nr 3 (2013): 359. http://dx.doi.org/10.1504/ijicbm.2013.056214.
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Zeinolabedini, Masoume, Alireza Heidarnia, Ghodratollah Shakerinejad i Mohammad Esmaeil Motlagh. "Perceived job demands: a qualitative study of workplace stress in the Iranian healthcare workers (HCWs)". BMJ Open 12, nr 11 (listopad 2022): e061925. http://dx.doi.org/10.1136/bmjopen-2022-061925.
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ObjectivesWork-related stress is a common risk factor among healthcare workers (HCWs). In Iran, the healthcare system has undergone extensive changes to develop services. Organisational change has led to the creation of new working conditions for HCWs. The purpose of this study is to identify job demands that health workers perceive as stressors.DesignAs a qualitative study, semistructured interviews, a focus group, and related data were analysed both inductively and deductively with reference to the job demand component based on the job demands–resources model and MAXQDA.SettingThis investigation was conducted in 18 primary healthcare centres in Qazvin, Iran.ParticipantTwenty-one female HCWs with at least 6 months of work experience and an average age of 34.4 years.ResultsThe participants identified six key elements as the stressful job demands including organisation’s supervisory function, role characteristics, workload, job insecurity, client service challenges and perceived job content.ConclusionsAfter organisational changes and development, HCWs were faced with role changes and increased workload. In addition, organisational supervision in terms of quantity and quality and lack of job security intensified the pressures. These factors led to the high level of stress among employees who dealt with people and those who perceived their job content as unfavourable. Perhaps teaching stress control skills and organisational support interventions can be useful to reduce and control stress among HCWs.
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Rajagopal, N. "Organisational Role Stress and Employee Burnout in Pharmaceutical Industry". Review of Professional Management- A Journal of New Delhi Institute of Management 8, nr 1 (1.06.2010): 55. http://dx.doi.org/10.20968/rpm/2010/v8/i1/92835.
Pełny tekst źródłaRozprawy doktorskie na temat "ORGANISATIONAL ROLE STRESS"
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Abrahams, Eloise Magareth. "An analysis of role stress and turnover intention". Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5841.
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Includes abstract.Includes bibliographical references (leaves 68-74).
The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change.
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Forshaw, Brendan Mark. "Occupational stress : type A behaviour as a moderator of the relationships between role demands and psychological and behavioural strain". Master's thesis, University of Cape Town, 1985. http://hdl.handle.net/11427/17016.
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Bibliography: pages 333-360.To study Type A behaviour as a moderator of relationships between role demands and psychological and behavioural strain, 234 volunteer subjects from a medium-sized life insurance society completed three questionnaires under standardized testing conditions, tapping Type A behaviour (Session 1) and various role dimensions (Session 2) and indices of strain (Session 3). Absenteeism data were taken from employee record cards, as were data for some demographic and organizational variables (race and sex), while others, (company tenure, age and organizational level) were explored in the questionnaires. Assessment sessions were staggered, with one-month intervals between each, to reduce the effects of response sets. Factor analysis of responses to the role dimensions questionnaire confirmed the hypothesized factor structure and led to the development of scales for role conflict, ambiguity, overload and qualitative underload. The reliability and validity of these scales are discussed. Partial correlations (with the linear effects of the demographic and organizational variables removed) and multiple linear regressions indicate that role conflict, ambiguity, overload and underload may be described as social-psychological stressors, in terms of psychological strain, while only underload is weakly related to absenteeism. Type A behaviour is not found to moderate relationships between stressors and strain, with the exception of an effect for underload which may be accounted for in statistical, rather than psychological, terms. Results are interpreted as evidence of the need for improved work design and redesign, particularly in South African organizations. Implications of findings with respect to sequential models of strain, as well as the nature of the relationship between Type A behaviour and CHD, are discussed.
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Behrman, Melanie. "An investigation into the association between role stress and absenteeism among nurses in the South African public health sector". Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5849.
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Includes bibliographical references (leaves 74-87).Absenteeism in the nursing profession poses a serious threat to South African health care institutions (Samdi, 2000; McHugh, 2001). This research investigated the association between role stress, and the impact thereof on nurse absence frequency, voluntary and involuntary absence. Data was collected from 230 nurses (N = 230) in the Western Cape using a structured self-report survey. Statistical analysis of the results revealed that constant change and resource scarcity were weak yet significant predictors of nurse absence frequency. The remaining role stress constructs had no influence on the outcome variables. A major finding of the research was that the association between the role stress constructs and absenteeism amongst public sector nurses was weak. Two possible reasons for these findings were explored, the first being a measurement error associated with self-report data in absenteeism research. The second involved questions raised about the theoretical model on which the research question was based. Implications for theory and practice were discussed and recommendations for future research, provided
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Donald, Craig Hugh Maxfield. "The experience of managers responsible for retrenchment : the development of a dynamic process model and analysis of role stress". Doctoral thesis, University of Cape Town, 1995. http://hdl.handle.net/11427/13854.
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Bibliography: leaves 317-338.Retrenchment is a widespread and frequently used strategy adopted by management to deal with the economic demands faced by organisations. The lack of a theoretical framework, however, has limited the understanding of the phenomenon. The impact of retrenchment on managers and their role in implementation has been particularly neglected, despite the fact that they are central to this process. The present study addressed the development of a dynamic retrenchment process model which could address these limitations. Development of the model was based on qualitative analysis of interview data from a sample of 50 managers involved in retrenchment announcements, in combination with other concepts and findings relating to the phenomenon, and elements of role theory. The model reflected a five phase retrenchment process-moving through decision making, design and planning, the announcement, a post-announcement phase, and concluding with an aftermath phase. The nature of the model components and the relationship between them was then examined in more depth using both qualitative and quantitative techniques. To facilitate the analysis of role dynamics, a multi-dimensional role conflict measure was developed and applied. Qualitative analysis showed indications of all types of role conflict and of role ambiguity during the retrenchment, but these manifested themselves differently during the various phases of retrenchment. Quantitative analysis demonstrated moderate relationships between person-role conflict and role ambiguity, and organisational commitment. Person-role conflict, interrole conflict and role ambiguity were also all related to a measure of mental health. Role ambiguity was the only variable displaying a significant relationship with job involvement. Qualitative analysis suggested moderating effects of personality, coping, and social support during the retrenchment process. Qualitative analysis also displayed support for the existence of adverse physiological, psychological, affective and performance outcomes resulting from involvement in the retrenchment process. The present study emphasises the importance of viewing organisational phenomena in the context of a process which changes over time. Each phase of retrenchment generates its own dynamics and demands and needs to be understood within that context. While general measures at the end of such a process give an indication of what has happened, they lack the ability to diagnose and explain perceptions and behaviour that drive the phenomenon. Also, the present study demonstrates the usefulness of specific types of role conflict in analysing the reactions of managers. Further, the study highlights the role of the psychological contract in regulating relationships and behaviour within the organisation. Both the strength of the relationship between manager and employee, as well as that between manager and organisation are demonstrated in the research. Given that retrenchment is likely to continue, the need for organisations to address specific issues within the retrenchment process is emphasised, and steps that can be taken to enhance the prospects of retrenchment assisting in organisational renewal are discussed.
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Walls, Frances Grace. "Dual-response approach to work stress: An investigation of organisational stressors, individual moderators and wellbeing outcomes". Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7014.
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This study demonstrates the complex place stress has in the workplace by investigating both positive (eustress) and negative (distress) stress responses. An international sample of 140 individuals was recruited from various industries and organisational levels and these individuals participated in a confidential online survey. A moderated mediation model was proposed in which organisational stressors (person-job fit and role overload) influenced employee affective wellbeing directly and indirectly through stress responses, moderated by individual factors (work-family conflict and self-efficacy). Person-job fit influenced eustress which had positive effects on employee affective wellbeing. Role overload influenced distress which negatively impacted affective wellbeing. Self-efficacy moderated these relationships, with high levels increasing stress responses both negative and positive. Work-family conflict moderated relationships by reducing the positive effect of eustress and increasing the negative effect of distress. The findings not only advance current knowledge but have implications for organisational stress management practices.
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Radford, Rebecca. "Care coordinators' responses to clients' trauma : the role of coping and perceived organisational support". Thesis, Canterbury Christ Church University, 2013. http://create.canterbury.ac.uk/12507/.
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Research suggests that working with trauma survivors can result in a range of negative effects including ‘vicarious trauma’, ‘secondary trauma’, ‘compassion fatigue’ and ‘burnout’ amongst other things. Although the impact of being exposed to traumatic stories has been investigated in a range of professionals no studies to date have explored the impact of this on UK mental health workers known as care coordinators. The aim of this study was to explore a sample of care coordinators responses to client’s traumatic stories and the role of coping and perceived organisational support. Twelve UK care coordinators (community psychiatric nurses, occupational therapists and social workers) from two NHS mental health recovery teams completed interviews about their experiences of hearing clients’ traumatic experiences. Grounded theory was employed to analyse the interviews. The care coordinators heard traumatic stories in their role and were ‘active participants’ in these disclosures. They also experienced short and long-term levels of distress which included a range of negative emotions, a mixture of positive and negative responses and a broadening of their perspectives on themselves, their clients and the world. Care coordinators also developed a range of individual coping strategies, experienced individual and organisational barriers to seeking support and experienced limited organisational support for hearing traumatic stories. This is the first UK study to investigate care coordinators’ responses to clients’ traumatic experiences. Therefore further exploratory studies are required in addition to studies with larger sample sizes and measures of trauma related symptoms.
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Otulana, Oluwatosin. "The role of organisational resilience in maintaining long term performance, especially after undergoing major organisational changes : a consideration of the critical success factors involved". Thesis, Loughborough University, 2011. https://dspace.lboro.ac.uk/2134/9129.
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A lot has been said about change. For example, it is widely recognised that the only constant is change (Heraclitus, 470 BC). As such, no sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be (Isaac Asimov). As regards this, a bulk of existing researches have been aimed at understanding the triggers for change and the extent or degree to which individuals, organisations, systems or entities have to change. Generally, results from such studies vary. With specific relations to organisations, organisations are advised of the need to develop added adaptive and dynamic capabilities. One of such added adaptive and dynamic capabilities is organisational resilience. In the literature, organisational resilience has been successful linked with organisations ability to maintain long term performance. Hence, the research is not about re-examining the relationship between organisational resilience and organisations ability to maintain long term performance. This research focuses on exploring the critical success factors required to maintain long term performance and building adequate resilience into systems undergoing changes. The investigation was conducted in three phases, namely: (a) the exploratory phase; (b) the descriptive phase; and the empirical phase. The exploratory phase involved identifying the critical factors essential to maintain long term performance and at the same time build resilience into their systems after undergoing organisation-wide changes. In order to make out these critical, a pilot study was conducted. 21 persons occupying senior managerial positions in different organisations were interviewed. The interview data were transcribed, coded and analysed using coding and thematic analysis to identify five common themes, namely (a) employees readiness to support ongoing organisation-wide changes; (b) development of targeted organisational adaptive capacity; (c) the provision of individualised and social support; (d) the use of stress coping mechanisms; and (e) the existence of organisational resilience strategies. The second phase of the research entailed conducting case study research with the intention of describing the identified critical success factors. The final phase entailed conducting empirical analyses and cross case analysis. Results from the cross case study analyses indicated that both resilience building at the individual level and organisational level is needed for organisations to build in resilience into their systems especially after undergoing organisation-wide changes. Three factors (i.e. employees readiness to support ongoing organisation-wide changes, the provision of individualised and social support and the use of stress coping mechanisms) were found to be more pronounced at the individual level. The remaining two factors namely development of targeted organisational adaptive capacity and the existence of organisational resilience strategies are essentially carried out at the organisational level. The research has contributed to the current body of knowledge on how organisations can strive to maintain long term performance, especially for a country like Nigeria where there still remains a dearth of such related studies. Each of the research hypotheses were either confirmed or non confirmed. This will give the practitioners, academicians and managers of Nigerian organisations the opportunity to understand how each of the sub factors of the five critical success factors can influence on attempts to build organisational resilience. In addition, specific actions that managers can follow over the life of an organisation-wide change project that will improve the resilience of systems undergoing change. In addition, differences in how varied control factors can influence resilience building in organisations were explored and validated based on the results of the Mann Whitney test results. At the end of the thesis, recommendations for future practice and research were made. One of such is that resilience building at both levels be done concurrently and given equal prominence.
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Stojcevski, Samuel, i Anton Möller. "Rollen som mellanchef i politiskt styrda organisationer". Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22265.
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Syftet med studien är att beskriva och problematisera mellanchefers roll inom politiskt styrda organisationer. Med utgångspunkt i krav, resurs, stöd och arbetsrelaterad stress gav vi oss ut för att svara på följande frågeställningar: Hur upplever de intervjuade mellancheferna sin roll i den politiskt styrda organisationen utifrån de krav som ställs på dem och de resurser de har till sitt förfogande? Hur upplever deltagarna sin psykosociala arbetsmiljö utifrån krav, resurs och finner de stöd i verksamheten? Hur anser intervjupersonerna att den politiska styrningen påverkar deras roll? För att besvara dessa frågeställningar gjordes åtta semistrukturerade intervjuer med mellanchefer verksamma inom politiskt styrda organisationer. Tidigare forskning om mellanchefer framställer en ansträngd situation som präglas av hög arbetsbelastning och begränsat handlingsutrymme. Intresset för att studera mellanchefer väcktes genom denna framställningen av rollen. Det teoretiska ramverket för forskningsstudien innefattar JD-R modellen och två teoretiska begrepp vilka är Politisk styrning och Systemteoretisk hantering av arbetsrelaterad stress. Studiens resultat visar att mellanchefsrollen är en komplex roll som inte alltid är lätt att verka i. Den organisatoriska strukturen, med bland annat långa beslutsvägar, leder till att tidsbrist kan uppstå. Resultatet visar även att deltagande mellanchefer upplever bristande stöd från ledning. Därtill kan vi även se att mellancheferna upplever kraven som rimliga, med förutsättning att de är välformulerade och tydligt beskrivna.The purpose of the study is to describe and problematize middle managers roles within politically controlled organizations. Based on the concepts of politically controlled organizations, according to demands, resources, support and job related stress, we arranged interviews to receive answers on the following questions: How does the interviewed middle manager experience their role within the politically controlled organizations, according to the demands they have on them and the resources they have at theirs disposal? How does the participator view their psychosocial work environment, according to the demands and resources? Can they find support within the organization? How does the person being interviewed consider the impact of their profession? We interviewed eight middle managers to answer our questions above. Previous research about middle managers describe the role as based on high workload with limited latitude. The interest of researching the subject concerning middle managers came through this description of the role. The theoretical models that are in use to settle the study is the JD-R model and two theoretical concepts; political control and system theoretical handling of work- related stress. The result of this study present that the role of middle managers is complex, and is certainly not always easy to act upon. The structure within the organization leads to time restrictions, and the path to decision making is far. It even shows that the contested middle managers experience insufficient support from the management. Therefore, what we can see as well, is that the middle managers believe that the demands are fair, through the presumption that they are described clearly.
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Daniels, Eric, i Mikael Persson. "Personalomsättning i säljande organisationer : En kvalitativ studie om chefens roll utifrån dimensioner av person-environment fit och role stress". Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16758.
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Syfte: Syftet med denna studie är att belysa chefens roll i förhållande till personalomsättning inom en säljande organisation, utifrån dimensioner av person-environment fit och role stress. Metod: Utifrån studiens syfte har en kvalitativ metod använts. Data har samlats in genom semistrukturerade intervjuer. Materialet har analyserats och redovisats med hjälp av well-grounded theory. Resultat & slutsats: Denna studie visar på chefers förståelse för vikten av att personer de anställer ska passa in i yrket och organisationen. De rekryterar främst efter personlighet och möjlighet att passa in i gruppen. Chefernas synsätt skiljer sig gällande överbelastning och stress. Det är svårt med gränsdragningen mellan privatliv och yrkesroll. Förslag till fortsatt forskning: En intressant utgångspunkt för framtida forskning kan vara att jämföra om chefers uppfattning av de dimensioner vi undersökt överensstämmer med hur de anställda upplever dem. Uppsatsens bidrag: Studien belyser dimensioner som påvisats ha samband med personalomsättning. Vi bidrar med chefens roll utifrån dessa, till skillnad från tidigare forskning som utgått från anställdas perspektiv. Nyckelord: Personalomsättning, person-job fit, person-organization fit, role overload.Aim: The aim of this study is to highlight the manager’s role related to turnover within a selling organization, by dimensions of person-environment fit and role stress. Method: A qualitative method has been used, based on the aim of this study. Data has been collected through semi structured interviews. The empirical data has been analyzed and presented using the well-grounded theory. Result & Conclusions: This study shows the managers understanding of the importance to hire people which fit both the job and the organization. They mainly hire people based on their personality and how they fit within the group. However, their vision is different regarding the role overload and stress. Managers have a hard time to draw a line between the private life and work. Suggestions for future research: An interesting starting-point for future research could be to compare if the managers perception of our dimensions is consistent with the perceptions of the employees. Contribution of the thesis: This study highlights dimensions, which have a significant relation to employee turnover. Our contribution is the manager’s perspective of these dimensions, compared to prior research, which has the employee’s perspective. Key words: Employee turnover, person-job fit, person-organization fit, role overload.
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Tulloch, Jo. "Stress in the role of the field social worker in a decentralised organisation". Thesis, University of Sussex, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.387387.
Pełny tekst źródłaKsiążki na temat "ORGANISATIONAL ROLE STRESS"
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Geoffrey, Caine, red. Making connections: Teaching and the human brain. Alexandria, Va: Association for Supervision and Curriculum Development, 1991.
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Caine, Renate Nummela. Making connections: Teaching and the human brain. Menlo Park, Calif: Addison-Wesley Pub. Co., 1994.
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Govantes-Edwards, David J., red. Archaeology, Politics and Islamicate Cultural Heritage in Europe. Equinox Publishing, 2022. http://dx.doi.org/10.1558/isbn.9781781797891.
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Archaeology, Politics and Islamicate Cultural Heritage in Europe responds to the wishes of specialists in the history and archaeology of Islamicate societies in Europe to explore the integration of these societies into historical narratives. In order to deal with the multiple implications and wide ramifications of the subject matter, the book offers a collection of papers that cover a broad range of topics, including historiography, gender and family studies, material culture, historical and contemporary identities, historical heritage management, and archaeological theory, while paying attention to the peculiarities of the record in European regions in which Islamicate societies have played a major historical role (and others in which this role may not be quite so obvious, such as Scandinavia). These wide-ranging subjects find their commonality in the book’s aim of challenging the dominant simplifying narratives and their stress on interruption and exception. The impact of historical narratives in national and social identities is reflected in a wide range of issues, including school curricula, heritage management, the organisation of academic departments, the presentation of Islamicate history and archaeology in the media and the politics of identity of majority and minority groups. The volume does not avoid these questions, but tackles them head-on, challenging the unwillingness of some academics to engage in potentially disruptive political issues.
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Langgat, Juliana, red. Insight into the Hospitality Industry in Sabah Issues and challenges. UMS Press, 2022. http://dx.doi.org/10.51200/insighthospitalityjulianaums2021.
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This book provides an overview of the hospitality industry in Sabah. The first three chapters discuss the accommodation industry in Sabah. In the first chapter, Yuzainy Janin highlights the roles, jurisdiction, and dilemma of the organisational actors in the budget hotel segment in Sabah. The following chapter, written by Izyanti Awang Razli and her co-authors, elaborates on the peer-to-peer accommodation in Sabah and what motivates people to become a host. Chapter 3 by Arif @ Kamisan Pusiran discusses the development of budget accommodation in Sabah. The food and beverage industry is highlighted in Chapters 4, 5, and 6 of this book. Mazalan Mifli sets the tone in his examination of the foodservice industry in Malaysia in Chapter 4, followed by a discussion of the green kopitiam concept and customer perception by Juliana Langgat and her co-authors in Chapter 5. The following Chapter 6 by Marry Tracy Pawan focuses on the street food consumption in Kota Kinabalu. In Chapter 7, the determinants of guest experiences in island resorts are discussed by Andi Tamsang Andi Kele and her co-authors.
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Nehring, Daniel, Gerardo Gómez Michel i Magdalena López, red. A Post-Neoliberal Era in Latin America? Policy Press, 2019. http://dx.doi.org/10.1332/policypress/9781529200997.001.0001.
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In the mid-1970s, Latin America entered a period of profound social and economic crisis, marked by the rise of brutal military dictatorships across much of the region and the near-collapse of some of Latin America’s largest economies, in Mexico and Brazil. In response to this crisis, governments across the region adopted neoliberal structural adjustment programmes from the 1980s onwards, under the auspices of international organisations, such as the International Monetary Fund and the World Bank. These reforms typically entailed sweeping cuts to public health and welfare programmes, the privatisation of large parts of the public infrastructure, the redistribution of wealth to economic elites, and a notable growth in poverty. As a result, these structural adjustment programmes faced growing resistance from the early 1990s onwards. Social and political movements, such as the Zapatistas in Mexico, formulated powerful challenges to neoliberal orthodoxy, while the election to government of left-wing populist leaders such as Hugo Chávez (1998), Evo Morales (2005) or Rafael Correa (2006) opened the door to experiments with a range of anti-neoliberal political programmes. The failures of these programmes and ongoing conflicts between neoliberal and anti-neoliberal elites and social movements have by the mid-2010s resulted in growing social instability. This book examines cultural responses to this instability. It looks at a wide range of cultural forms, such as literature, underground cinema, street fairs and self-help books to explore how Latin Americans construct subjectivities, build communities and make meaning in their everyday lives in during a profound crisis of the social. In this context, the book emphasises the role which neoliberal and anti-neoliberal narratives of self and social relationships may come to play in popular culture and everyday lived experience in Latin America today.
Części książek na temat "ORGANISATIONAL ROLE STRESS"
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Baghel, Deepmala. "Decoding Professional Women: An Analysis of Social Structure and Organisational Role Stress". W Gendered Inequalities in Paid and Unpaid Work of Women in India, 99–118. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-9974-0_6.
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Segal, Anthony W., Frans Wientjes, Richard Stockley i Lodewijk V. Dekker. "Components and Organisation of the NADPH Oxidase of Phagocytic Cells, the Paradigm for an Electron Transport Chain across the Plasma Membrane". W Plasma Membrane Redox Systems and their Role in Biological Stress and Disease, 69–101. Dordrecht: Springer Netherlands, 1998. http://dx.doi.org/10.1007/978-94-017-2695-5_3.
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"Organisational Role Stress (ORS) Scale". W Training Instruments in HRD and OD: Fourth Edition, 381–95. B1/I-1 Mohan Cooperative Industrial Area, Mathura Road New Delhi 110 044: SAGE Publications Pvt. Ltd, 2018. http://dx.doi.org/10.4135/9789353885984.n53.
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Arakelian, Erebouni. "What Makes It Tip Over and How Can It Be Prevented?: Challenges in Psychosocial and Organisational Work Environment Faced by Perioperative Nurses, Anaesthesiologists and Nurse Assistants". W Identifying Occupational Stress and Coping Strategies [Working Title]. IntechOpen, 2023. http://dx.doi.org/10.5772/intechopen.109244.
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Healthcare is facing new challenges today; accordingly, staffing and work environment are important for healthcare to work smoothly. The limitations in the perioperative physical work environment, for employees to not have an impact, are unique. Thus, the psychosocial work environment becomes even more important, where colleagues and nurse managers, relational justice and organisational justice play an important role in staff’s well-being and decision to leave or stay. Moreover, interest in those who train to work in perioperative settings is decreasing for various reasons. It is, therefore, important to make perioperative departments healthy and attractive workplaces, where the demands and control in one’s work are in balance, where support is offered by colleagues and managers as well as good salary, possibility for development in the profession and satisfactory work schedules with respect to recovery.
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Su, Sophia, i Kevin Baird. "The Impact of the Emphasis on Budgets and Budget Difficulty on Budget Value and Job Stress: The Mediating Role of Organisational Fairness". W Advances in Management Accounting, 145–75. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/s1474-787120220000034006.
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Finch, Naomi, Dan Horsfall i John Hudson. "Changing labour markets, changing welfare across the OECD: the move towards a social investment model of welfare as a response to competition". W Social Policy in an Era of Competition, 33–52. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447326274.003.0003.
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This chapter examines in more depth one of the attempts to develop a ‘progressive’ modernisation of welfare: the social investment model. The notion of a ‘social investment welfare state’ has gained increasing ground over recent years, playing an important role in the discourse of international organisations such as the Organisation for Economic Co-operation and Development (OECD) and EU. It forms a part of a number of concepts — others include ‘active social welfare’, the ‘new welfare state’ and ‘new risk welfare’ — that might be grouped under the label ‘new welfare’. All are based around a shared view that developed welfare states have begun to place less emphasis on income protection and more emphasis on investing in human capital. Put differently, they stress the growing importance of the ‘productive’ elements of social policy, chiefly on the basis that this may square the circle of maintaining social expenditures while responding to increased economic competition. The chapter then reviews how far reform agendas match the reality of the social investment model theory and, moreover, evaluates the effectiveness of the approach in reconciling social and economic pressures.
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Terry, Vita, Houda Davis i Marilyn Taylor. "Emotions in the VCSE sector during the pandemic". W COVID-19 and the Voluntary and Community Sector in the UK, 173–85. Policy Press, 2022. http://dx.doi.org/10.1332/policypress/9781447365501.003.0013.
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Voluntary sector organisations have been at the forefront in responding to the pandemic, but they have faced significant challenges including overwhelmed service provision, rapid adaptation to remote working and, for some, closure. Their leaders have been balancing the safety and welfare of their workforce and service users, tough decisions about staffing and scenario planning for an uncertain future. The additional personal demands of home schooling, caring for dependents and, for some, coping with bereavement have left many feeling stressed, overworked and exhausted. During the pandemic, IVAR held 119 peer sessions with leaders from 233 predominantly small and medium-sized organisations from across the UK. This chapter suggests that the pandemic has shone a spotlight on the emotional challenges voluntary sector staff face and the risk of emotional burnout. Rational models of management often overlook the role of values and emotions in shaping everyday practices and influencing behaviour. In response, this chapter argues unmanaged negative emotions can intensify if not addressed, affecting individual and team dynamics. Therefore, it is important organisational culture supports and maintains spaces and rituals for people to work through their difficult emotions, particularly since the full impact of the pandemic will be experienced for years to come.
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Schembri, Joe, i Margaret Fletcher. "Business Model Innovation as a Result of Opportunity-Based Disruption". W Handbook of Research on Business Model Innovation Through Disruption and Digitalization, 65–81. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-4895-3.ch004.
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Path-breaking international opportunities are a source of disruption for firms. This chapter argues that international opportunities trigger firm growth, and the firm itself evolves in the process, on the level of both organisational structure and business model. The authors report on a longitudinal study which traced the international trajectory of seven case study firms and finds that the organisational structure of a firm—namely the role of who leads the opportunity-development effort for the firm; the financing of international growth; and the role of the Board of Directors—does prepare the firm for evolution of its business model. However, the key trigger of business model change originates from outside the firm, when a path-breaking international opportunity leads the firm to develop new revenue streams or new market entry modes; or ways of capturing value changes the way the firm enacts commercial opportunity.
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Bonner, Adam. "Future generations: the role of community-based organisations in supporting young people". W Local Authorities and the Social Determinants of Health, 283–300. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781447356233.003.0016.
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This chapter presents two non-statutory approaches aimed at engaging young people in the community. The Youth United Foundation (YUF) supports the development of well-established community-based organisations including the Scouts, Guides, and Boys' Brigade, joined recently by the creation of new uniformed youth organisations, including Fire and Police Cadets, to help significantly increase opportunities for young people from the most disadvantaged communities. Building on the place-based policies of the London Borough of Sutton, Sutton Community Dance (SCD) is an example of reimagining the local high street and prioritising shared places as an important context for building intergenerational bridges. Such a model of reimagination and creative agility will be critical in helping already challenged town centres to develop new possibilities for reform post the COVID-19 pandemic. This all-age inclusive development makes a significant contribution to the social determinants of health in this South London borough, through improvements in health and wellbeing and the promotion of self-actualisation.
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Virkar, Shefali. "What’s in a Game?" W Gamification for Human Factors Integration, 31–51. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5071-8.ch003.
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Much as been written about e-government within a growing stream of literature on ICT for development, generating countervailing perspectives where optimistic, technocratic approaches are countered by far more sceptical standpoints on technological innovation. This body of work is, however, not without its limitations: a large proportion is anecdotal in its style and overly deterministic in its logic, with far less being empirical, and there is a tendency for models offered up by scholarly research to neglect the actual attitudes, choices, and behaviour of the wide array of actors involved in the implementation and use of new technology in real organisations. Drawing on the theoretical perspectives of the Ecology of Games framework and the Design-Actuality Gap model, this chapter focuses on the conception and implementation of an electronic property tax collection system in Bangalore (India) between 1998 and 2008. The work contributes to not just an understanding of the role of ICTs in public administrative reform, but also towards an emerging body of research that is critical of managerial rationalism for an organization as a whole, and which is sensitive to an ecology of actors, choices, and motivations within the organisation.
Streszczenia konferencji na temat "ORGANISATIONAL ROLE STRESS"
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Jara Calabuig, Aaron. "Urban stages: when cities and architecture become a theatre". W 3rd Valencia International Biennial of Research in Architecture, VIBRArch. València: Editorial Universitat Politècnica de València, 2022. http://dx.doi.org/10.4995/vibrarch2022.2022.15109.
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Throughout history, the theatre has played a decisive part in urban space configuration, not only because of the location of theatre buildings within the city. Outdoor performances in squares, streets and community facilities have also assumed an essential role in the organisation of public space. In this sense, touring theatre must be understood as a resource for transforming and revitalising cities. Festivals such as Avignon, Bilbao and Tàrrega are clear examples of how theatre can appropriate the urban or architectural context and generate new atmospheres. The study of these three cases aims to show how performing practice finds or makes its place in the city, adapting itself to existing urban structures and enhancing their value. In addition, the purpose is also to analyse some buildings and public places that have been designed with an evident scenographic vocation. From Piazza di Sant’Ignazio (Rome) to Can Sau (Olot, Girona), several constructions are conceived as street stages, where everyday life becomes a live performance.
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Jovanović, Nebojša. "PILOTAŽA KAO POMOĆNA USLUŽNA DELATNOST U PLOVIDBI". W XVIII Majsko savetovanje. University of Kragujevac, Faculty of Law, 2022. http://dx.doi.org/10.46793/xviiimajsko.059j.
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In this contribution for the conference, the author explains pilotage as an auxiliary activity aimed to support safety navigation, as a main activity. He explains its role within the maritime navigation, as well as within the inland navigable waterways. On the first place, the work stress duty of a prudent navigation for all her participants, its significance for the safety navigation, the basic elements of her organisation, as well as auxiliary activities that serve to increase it safety. The central part of the work is explanation of pilotage, where the author gives its notion, legal sources of her regulation, types, organisation and legal status of a locman (i.e. pilot). This work does not deal with the private law questions within pilotage, such as contract of pilotage or liability of pilot, but just with public law questions. The conclusion is that the Serbian rules on pilotage are very strict, but that they at the same time do not protect domestic pilotage companies from the foreign competitors. Such a liberal attitude toward the foreign competitors are not known almost anywhere in the world.
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Rivera Vidal, Amanda, i Carmen Gomez Maestro. "Heritage and community centre in Matta Sur, Chile". W HERITAGE2022 International Conference on Vernacular Heritage: Culture, People and Sustainability. Valencia: Universitat Politècnica de València, 2022. http://dx.doi.org/10.4995/heritage2022.2022.14527.
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The Matta Sur neighbourhood in Santiago acquired official protection for its heritage value in 2016. It is the largest protected area in the city and one of the few in which vernacular architecture, local lifestyles and community networks withstand the city's rapid urban development. It has a regular urban structure of wide streets framed by continuous facades, which predominantly belong to one-storey homes, organised around a central courtyard. They are built combining burnt or raw masonry and wood and earth traditional building systems, which are now discontinued and often misunderstood, leading to poor interventions which deteriorate the quality of buildings and liveable spaces. The Heritage and Community Centre Project attends the need for comprehensive interventions to approach appropriate conservation of Matta Sur under these circumstances. This project aims, on one hand, to provide a suitable community space within the neighbourhood and, on the other, to set an example for appropriate intervention, management and maintenance of the vernacular constructions in the neighbourhood. All of the process is developed through community-based design and intervention, attending to the role of community organisations in Chile, which have been traditionally responsible for filling the gap between public policies and community wellbeing, particularly in urban contexts, through strong solidarity networks. Through a process of co-design and co-management, the project aims to refurbish a traditional house of the neighbourhood into a community centre in which various community initiatives converge and which allows for these solidarity networks to keep functioning in a contemporary context.
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Uya, Yifan. "Collaborative Vibration: The Mythic Journey of A Coal Boy". W LINK 2021. Tuwhera Open Access, 2021. http://dx.doi.org/10.24135/link2021.v2i1.119.
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Acknowledging the Anthropocene crisis, my research examines myth and myth-making to reimagine the role of Claude Lévi-Strauss’ bricoleur concept. Following Joseph M. Coll’s Taoist and Buddhist systemic thinking inspired theory of sustainable transformation, the practice-led project evolves into the making of an essayist film that conveys a specific personal myth.My research reckons that a bricoleur should perceive myth-making as an organic growing organisation that acquires intuition and posteriori knowledge. And focus on a narrative that evolves into the mythic identity of a piece of coal and a bar-tailed godwit corresponding to designated oppositional values and semiotic assets. Apart from the practitioner works of Stan Brakhage, Chris Marker and Adam Curtis, my research also dives into Elysia Crampton Chuquimia, Howie Lee and Yaksha‘s musical languages to explore the other narrative possibilities when re-examining history in a socially conscious manner. As the film soundtrack is also part of the myth-making production. My practice-led project inevitably evolves into the subject of the self as the production presents a negotiation through metaphors and signifiers concerning memory, history and experience. The filmmaking echoes a search for the wisdom of self-acceptance. It adopts Stephen Yablo’s understanding of conceivability to generate and regenerate meaningful assets. Concepts are planted to grow into newer representations compromising posteriori knowledge and self-realisations, with informal syllogistic reasoning concerning the epistemological nature of imagination and the transformative structure of myth. The contextual knowledge of my research examines the subject of myth and myth-making through Jacques Lacan's theory of fantasy, Jungian analytical psychology and Claude Lévi-Strauss knowledge of structural linguistics. It adopts Lévi-Strauss’ canonical myth formula concerning the missing discussion of experience, community, and the wilder contexts of shamanology. Maurice Merleau-Ponty's phenomenological body and Martin Heidegger's thoughts on the philosophy of technology concerning the body-to-technology relation and the notion of symbolic light and darkness. With critics on the instrumentalist stance of technology and Rene Descartes's modal metaphysics concerning Arnold Gehlen’s conservative alert of mankind’s debased condition of modern existence, my research proposes that myth-making is a necessary altruistic form of social technology that can transform experience into wisdom. Acknowledging that will is the priority for behaviour change. The production examines the Dao of myth and myth-making as a specific technological answer to resolve David Attenborough's calling for a global transformation and collaboration in his book A Life of Our Planet. To further develop such a technology, my research seeks a systemic understanding of myth and myth-making. Therefore, my research hypothesis a wholistic and heuristic methodology, namely Daoist bricoleur. By experiencing a personal myth, I celebrate my Manchu and Chinese culture origin and the complexity of my upbringing. My research visits the endangered Manchu Ulabun storytelling tradition and reckons the film production rely on the structural establishment of critical mythic fragments founded on autobiography and social conventions. As a permanent resident of New Zealand born in a coal-mining town in eastern Inner Mongolia, China, with an unverifiable ancestral clan name related to Kangxi, Yongzheng and Qianlong Emperor of the Qing Dynasty and much more.