Conceptual and Scientific Foundations

2010 ◽  
pp. 14-20
Author(s):  
Jay C. Thomas
Keyword(s):  
Work Group ◽  
Professional Standards ◽  
Field Analysis ◽  
Work Analysis ◽  
Individual Level ◽  
Force Field Analysis ◽  
The Individual ◽  
Work Done ◽  
Culture And Climate ◽  
Small Work

Chapter 2 discusses how organizational theory has used force field analysis and systems theory as conceptual frameworks for understanding the development, evolution, and effects of changes in organizations. It also covers how theories originating in social psychology have influenced concepts of small work group and team dynamics, and how, at the individual level, several theories of personality, cognition, human abilities, and attribution are influential. It does address that there are no universally recognized conceptual framework for groups and individuals, and that the OBC psychologist must be an expert at job or work analysis and in comprehending organizational culture and climate. It also covers how some forms of work done by OBC psychologists are constrained by legal and professional standards.

The Role of Work Group in Individual Sickness Absence Behavior

2008 ◽  
Vol 49 (4) ◽  
pp. 452-467 ◽  
Author(s):  
Ari Väänänen ◽  
Nuria Tordera ◽  
Mika Kivimäki ◽  
Anne Kouvonen ◽  
Jaana Pentti ◽  
...  
Keyword(s):  
Sickness Absence ◽  
Work Group ◽  
Individual Level ◽  
Municipal Employees ◽  
The Social ◽  
Liberal Attitude ◽  
Study Population ◽  
The Individual ◽  
Social Components

The purpose of our two-year follow-up study was to examine the effect of the social components of the work group, such as group absence norms and cohesion, on sickness absence behavior among individuals with varying attitudes toward work attendance. The social components were measured using a questionnaire survey, and data on sickness absence behavior were collected from the employers' records. The study population consisted of 19,306 Finnish municipal employees working in 1,847 groups (78% women). Multilevel Poisson regression modeling was applied. The direct effects of work group characteristics on sickness absence were mostly insignificant. In contrast, both of the social components of a work group had an indirect impact: The more tolerant the group absence norms (at both individual- and cross-level) and the lower the group cohesion (at the individual level), the more the absence behavior of an individual was influenced by his or her attitude toward work attendance. We conclude that work group moderates the extent to which individuals with a liberal attitude toward work attendance actually engage in sickness absence behavior.

Public Service Motivation in a Work Group: Role of Ethical Climate and Servant Leadership

2018 ◽  
Vol 48 (2) ◽  
pp. 203-225 ◽  
Author(s):  
Dong Chul Shim ◽  
Hyun Hee Park
Keyword(s):  
Servant Leadership ◽  
Public Service ◽  
Structural Equation ◽  
Ethical Climate ◽  
Structural Equation Models ◽  
Work Group ◽  
Public Service Motivation ◽  
Government Employees ◽  
Individual Level ◽  
The Individual

The current study attempts to examine Perry’s assertion that the public service motivation (PSM) of government employees may be influenced by the logic of appropriateness. Based on a survey of 596 Korean local government employees in 110 work groups, this study investigated the associations between ethical climate, servant leadership, and PSM. Multilevel structural equation models (SEM) were employed. At the individual level, ethical climate (i.e., efficiency, rule/law, independence) was significantly associated with PSM. However, at the work group level, ethical climate did not demonstrate a significant association with PSM. In addition, this study found that servant leadership is effective in helping government employees develop PSM at both the individual and work group levels.

Reliability of Aggregated Organizational Data: An Evaluation of Five Empirical Indices

1994 ◽  
Vol 2 (1) ◽  
pp. 37-48 ◽  
Author(s):  
Sarah Forbes ◽  
Roma L. Taunton
Keyword(s):  
Leadership Style ◽  
Effect Size ◽  
Work Group ◽  
Intraclass Correlation ◽  
Reliability And Validity ◽  
Time Interval ◽  
Aggregated Data ◽  
Individual Level ◽  
Systems Research ◽  
The Individual

Nursing systems research has included many levels of measurement such as individuals, work groups, organizations, and systems of organizations. Variables important to organizational survival often are measured at the individual level, with inferences made to the work group or the organization. This study demonstrated a process for determining the reliability of individual level data aggregated to the work group and organization levels. Data were analyzed on four variables: job enjoyment; manager’s leadership style in terms of structuring expectations and consideration; and control over nursing practice. Job enjoyment was assessed over time. Registered staff nurses (n = 632), representing 54 nursing units from 4 large acute care hospitals, comprised the sample. The results indicated the assessment of reliability and validity is important at the level of inference and at each time interval. Aggregated data were deemed reliable when the following criteria were met: Cronbach’s alpha >.60; intraclass correlation (1, k) >.60; and a significant F ratio. The interpretation of ω2 as an indicator of effect size suggested that the validity of inference at the aggregated level is in question when effect size is negligible or small.

scholarly journals How work redesign interventions affect performance: An evidence-based model from a systematic review

2019 ◽  
Vol 74 (1) ◽  
pp. 69-104 ◽  
Author(s):  
Caroline Knight ◽  
Sharon K Parker
Keyword(s):  
Systematic Review ◽  
Boundary Conditions ◽  
Work Motivation ◽  
Work Group ◽  
Organizational Level ◽  
Individual Level ◽  
Work Redesign ◽  
Intervention Context ◽  
Negative Effect ◽  
The Individual

It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect performance and, if so, why (mechanisms) and when (boundary conditions). We identified 55 heterogeneous work redesign intervention studies, of which 39 reported a positive effect on performance, two reported a negative effect, and 14 reported mixed effects. Of five types of work redesign, the evidence that work characteristics can explain the effect of redesign interventions on performance was most promising for relational interventions, and participative and non-participative job enrichment and enlargement. Autonomous work group and system-wide interventions showed initial evidence. As to ‘why’ work redesigns enhance performance, we identified change in work motivation, quick response and learning as three core mechanisms. As to ‘when’, we showed that intervention implementation, intervention context (including alignment of organizational systems, processes and the work redesign) and person factors are key boundary conditions. We synthesize our findings into an integrative multilevel model that can be used to design, implement and evaluate work redesigns aimed at improving performance.

scholarly journals “I Want to Break Free”: German Locum Physicians Between Managerialism and Professionalism

2019 ◽  
Vol 10 (1) ◽  
Author(s):  
Maximiliane Wilkesmann ◽  
Caroline Ruiner ◽  
Birgit Apitzsch ◽  
Sabine Salloch
Keyword(s):  
Patient Care ◽  
Medical Practice ◽  
Qualitative Interview ◽  
Professional Standards ◽  
Medical Professionalism ◽  
Self Perception ◽  
Medical Decisions ◽  
Individual Level ◽  
Qualitative Interview Study ◽  
The Individual

In the last decades, managerial instruments have gained importance to medical decisions and the logic of managerialism is juxtaposed with the logic of medical professionalism. Recent changes in the hospital employment structure raise the question of contradictory logics not only at the organizational but also at the individual level. Therefore, we investigate the rise of locum doctors which is a relatively new phenomenon in Germany. Our qualitative interview study with 21 locum tenens, permanently employed physicians, and chief physicians shows that locum physicians re-contextualize professional standards in hospitals. According to their self-perception, patient care stays at the center of their medical practice regardless of economic, bureaucratic, and hierarchical requirements as well as hospital-specific routines. We argue that the interrelationship between professionalism and managerialism exists not only within organizations but also on an individual level of locum doctors.

Health Education and Prevention: Designing Community Initiatives

1987 ◽  
Vol 7 (4) ◽  
pp. 319-342 ◽  
Author(s):  
Lawrence Wallack ◽  
Nina Wallerstein
Keyword(s):  
Public Education ◽  
Planning Process ◽  
Integrated Approach ◽  
Field Analysis ◽  
Basic Principles ◽  
Community Initiatives ◽  
Individual Level ◽  
Planning Approach ◽  
Force Field Analysis ◽  
Planning Concepts

Health is a community as well as individual concern. Efforts to address public health problems should be based on an integrated approach to prevention that addresses community level as well as individual level concerns. This article reviews five basic principles of a planning approach to prevention. Planning concepts that follow from the principles include: entrance into the community, problem identification, identification and understanding of assumptions, force field analysis and public education. The implications of the planning process for intervention are discussed.

Differential Effects of Competence and Morality on Self-Esteem at the Individual and the Collective Level

2020 ◽  
Vol 51 (3) ◽  
pp. 183-198
Author(s):  
Wiktor Soral ◽  
Mirosław Kofta
Keyword(s):  
Self Esteem ◽  
Differential Effects ◽  
Individual Level ◽  
The Subject ◽  
The Individual

Abstract. The importance of various trait dimensions explaining positive global self-esteem has been the subject of numerous studies. While some have provided support for the importance of agency, others have highlighted the importance of communion. This discrepancy can be explained, if one takes into account that people define and value their self both in individual and in collective terms. Two studies ( N = 367 and N = 263) examined the extent to which competence (an aspect of agency), morality, and sociability (the aspects of communion) promote high self-esteem at the individual and the collective level. In both studies, competence was the strongest predictor of self-esteem at the individual level, whereas morality was the strongest predictor of self-esteem at the collective level.

Metonymy in Dance: Ballet Bunheads Take a Cognitive Turn

2019 ◽  
Vol 37 (1) ◽  
pp. 18-34
Author(s):  
Edward C. Warburton
Keyword(s):  
Identity Formation ◽  
Cognitive Science ◽  
Artistic Development ◽  
Individual Level ◽  
Figures Of Speech ◽  
Self Image ◽  
Level I ◽  
Dance Educators ◽  
The Individual ◽  
Metaphor And Metonymy

This essay considers metonymy in dance from the perspective of cognitive science. My goal is to unpack the roles of metaphor and metonymy in dance thought and action: how do they arise, how are they understood, how are they to be explained, and in what ways do they determine a person's doing of dance? The premise of this essay is that language matters at the cultural level and can be determinative at the individual level. I contend that some figures of speech, especially metonymic labels like ‘bunhead’, can not only discourage but dehumanize young dancers, treating them not as subjects who dance but as objects to be danced. The use of metonymy to sort young dancers may undermine the development of healthy self-image, impede strong identity formation, and retard creative-artistic development. The paper concludes with a discussion of the influence of metonymy in dance and implications for dance educators.

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