Factors contributing to virtual work adjustment

2001 ◽  
Vol 27 (3) ◽  
pp. 383-405 ◽  
Author(s):  
Sumita Raghuram ◽  
Raghu Garud ◽  
Batia Wiesenfeld ◽  
Vipin Gupta
Keyword(s):  
Work Experience ◽  
Virtual Work ◽  
Evaluation Criteria ◽  
Work Adjustment ◽  
Future Research ◽  
Structural Factors ◽  
Factors Associated ◽  
Relational Factors ◽  
And Gender ◽  
The Relationship

We explore factors associated with employee adjustment to virtual work. In particular, we explore structural factors (i.e., work independence and evaluation criteria) and relational factors (i.e., trust and organizational connectedness) as predictors of adjustment to virtual work. Additionally, we explore age, virtual work experience and gender as moderators of the relationships. We find that structural and relational factors are important predictors of adjustment and that the strength of the relationship is contingent upon individual differences. We explore the implications of these findings for future research and for practice.

scholarly journals The benefits and pitfalls of employees working from home: Study of a private company in South Africa

2015 ◽  
Vol 11 (2) ◽  
pp. 36-49
Author(s):  
Ajay K Garg ◽  
Jan van der Rijst
Keyword(s):  
South African ◽  
Work Experience ◽  
Virtual Work ◽  
Structural Factors ◽  
Private Company ◽  
Work From Home ◽  
Working From Home ◽  
Relational Factors ◽  
Professional Isolation ◽  
The Cost

Working from home is a worldwide trend and effect companies in various ways. This study focussed on South African circumstances and examined the cost saving implications for a private company and their employees if they would be able and allowed to work from home. Further, relationships between structural and relational factors with experience with virtual work were studied. Based on the data collected from 48 respondents, study found that majority of the employees were willing to work from home and the savings to company was estimated at R1 058.25 per month on rental, electricity, levy, rates, sewer and water expenses, while employees could save an average of R8 822.06 per month if they do not travel to work. On the other hand employees will spend only R347 per employee if they work from home. Relationship between structural factors and relational factors with perceived virtual work experience was found positive. Professional isolation and job performance was found highly negatively correlated.

scholarly journals Elucidating the Relationship Between Insomnia, Sex, and Cardiovascular Disease

2020 ◽  
Vol 4 ◽  
pp. 247028972098001
Author(s):  
Rebecca Leeds ◽  
Ari Shechter ◽  
Carmela Alcantara ◽  
Brooke Aggarwal ◽  
John Usseglio ◽  
...  
Keyword(s):  
Cardiovascular Disease ◽  
Sex Differences ◽  
Cardiovascular Health ◽  
Future Research ◽  
Sex And Gender ◽  
Men And Women ◽  
Sex Research ◽  
And Gender ◽  
The Relationship ◽  
Cvd Mortality

Sex differences in cardiovascular disease (CVD) mortality have been attributed to differences in pathophysiology between men and women and to disparities in CVD management that disproportionately affect women compared to men. Similarly, there has been investigation of differences in the prevalence and presentation of insomnia attributable to sex. Few studies have examined how sex and insomnia interact to influence CVD outcomes, however. In this review, we summarize the literature on sex-specific differences in the prevalence and presentation of insomnia as well as existing research regarding the relationship between insomnia and CVD outcomes as it pertains to sex. Research to date indicate that women are more likely to have insomnia than men, and there appear to be differential associations in the relation between insomnia and CVD by sex. We posit potential mechanisms of the relationship between sex, insomnia and CVD, discuss gaps in the existing literature, and provide commentary on future research needed in this area. Unraveling the complex relations between sex, insomnia, and CVD may help to explain sex-specific differences in CVD, and identify sex-specific strategies for promotion of cardiovascular health. Throughout this review, terms “men” and “women” are used as they are in the source literature, which does not differentiate between sex and gender. The implications of this are also discussed.

The factors associated with the length of the third stage of labour: A descriptive-analytical study

2021 ◽  
Vol 17 ◽  
Author(s):  
Mansoureh Refaei ◽  
Soodabeh Aghababaei ◽  
Mansoureh Yazdkhasti ◽  
Farideh Kazemi ◽  
Fatemeh Farahmandpour
Keyword(s):  
Cross Sectional Study ◽  
Study Data ◽  
Cross Sectional ◽  
Factors Associated ◽  
The Third ◽  
Third Stage ◽  
History Of ◽  
Mother’S Age ◽  
And Gender ◽  
The Relationship

Background: Several risk factors have been identified for postpartum hemorrhage, one of which being the duration of the third stage of labour. This stage refers to the interval between the expulsion of the fetus to the expulsion of the placenta. Some bleeding occurs in this stage due to the separation of the placenta Objective: This study aimed to identify the factors associated with the length of the third stage of labour. Methods: In this cross-sectional study, 300 women hospitalized for vaginal birth were selected via convenience sampling. The study data were collected using a researcher-made questionnaire. Then, the data were analyzed using univariate and multivariate linear regression analyses. Results: The mean (SD) age of the participants was 26.41 (6.26) years. Investigation of the relationship between the study variables and the time of placental separation indicated that a minute increase in the length of membranes rupture caused a 0.003minute decrease in the time of placental separation. However, this time increased by 2.75, 6.68, and 2.86 minutes in the individuals without the history of abortion, those with the history of stillbirth, and those who had not received hyoscine, respectively. The results of multivariate analysis indicated that suffering from preeclampsia or hypertension, history of stillbirth, not receiving hyoscine, and not receiving misoprostol increased the length of the third stage by 4.40, 8.55, 2.38, and 6.04 minutes, respectively. Conclusion: Suffering from preeclampsia and having the history of stillbirth increased and using hyoscine and misoprostol decreased the length of the third stage of labour. However, no significant relationship was found between the length of the third stage of labour and mother’s age, gestational age, parity, mother’s body mass index, mother’s chronic disorders, history of manual placenta removal, length of the first and second stages, membranes rupture, induction, amount of oxytocin after delivery, and infant’s weight and gender.

scholarly journals Employer branding and employee engagement of furniture retailer in Klang Valley

2018 ◽  
Vol 56 ◽  
pp. 02003
Author(s):  
Raemah Abdullah Hashim ◽  
Mohamad Azlan Mohamad Nor
Keyword(s):  
Employee Engagement ◽  
Important Variable ◽  
Retail Trade ◽  
Future Research ◽  
Employer Branding ◽  
High Turnover ◽  
Significant Difference ◽  
Klang Valley ◽  
And Gender ◽  
The Relationship

The paper discussed on the relationship between employer branding and employee engagement among employees in selected furniture retailers in Malaysia. This study also looks into the state of employees’ engagement and gender differences in their engagement towards their organization. Furniture retailing falls under the retail trade industry that contributed about RM35.7 billion to Malaysia GDP in 2017 with expected growth of 8.7 percent. However, the industry suffers an average yearly employee turnover rate of 13 percent. Amid this high turnover, the raising question is can popularity of employers’ branding can result in employee engagement leading to their retention in the organisation. 350 respondents were chosen randomly and 120 (30%) respondents had given feedback on the personally administered questionnaires. The result revealed that there is significant relationship between employer branding and employee engagement. The study also indicated that work challenging is the most important variable which led to drive the employee engagement. Consequently, there is significant difference between male and female in terms of engagement. Organisation, hence may consider leveraging employee engagement which may lead to retaining their employees. Future research may consider researchers to pursue a longitudinal method of research design across a variety of firm-sizes and industries that would be more significant in making generalizations.

scholarly journals Entrepreneurial Experience and Performance: From the Aspect of Sustainable Growth of Enterprises

2020 ◽  
Vol 12 (18) ◽  
pp. 7351
Author(s):  
Huatao Peng ◽  
Chen Zhou ◽  
Yang Liu
Keyword(s):  
Work Experience ◽  
Meta Analysis ◽  
Dynamic Environment ◽  
Sustainable Growth ◽  
Future Research ◽  
High Tech ◽  
Entrepreneurial Performance ◽  
Entrepreneurial Experience ◽  
Start Up ◽  
The Relationship

In the uncertain entrepreneurial ecosystem, scholarly knowledge is bounded by the sustainable growth of entrepreneurial enterprises. Moreover, there is a lack of consensus in academic circles on the relationship between entrepreneurial experience and entrepreneurial performance. In adopting the meta-analysis method, we found a significant relationship between entrepreneurial experience and entrepreneurial performance based on an investigation of 45 independent samples (N = 18,752). We also examined theoretically derived moderators of this relationship referring to firm age, industry condition and experience type to test whether the moderating effects can explain the inconsistent research results on the relationship between entrepreneurial experience and entrepreneurial performance. The relationship was stronger for the high-tech industry than for low-tech industry, for the early business stage than for late business stage and for start-up experience compared to management experience, work experience and industry experience. Our research findings are meaningful for practitioners to achieve sustainable growth by better preserving and coordinating entrepreneurial experience in a dynamic environment. Further, these findings are also important for future research to analyze the factors triggering the heterogeneity of entrepreneurial experience and to investigate the extent to which the start-up experience is more capable of promoting entrepreneurial performance.

Getting Women on Board: Some Reflections on Research on Board Gender Diversity

2020 ◽  
Vol 55 (01) ◽  
pp. 2050003
Author(s):  
Kris Hardies ◽  
Diane Breesch
Keyword(s):  
Financial Performance ◽  
Executive Compensation ◽  
Gender Diversity ◽  
Future Research ◽  
Gender Research ◽  
And Gender ◽  
Board Gender Diversity ◽  
The Relationship ◽  
Broad Overview

Al-Shaer and Harakehn (2020) and Lopatta et al. (2020) study different aspects of the relationship between board gender diversity and corporate outcomes, respectively executive compensation and non-financial performance. In this discussion, we offer a broad overview of the main results of both studies, provide some points of discussion in relationship to these specific studies, and elaborate on a number of additional points that link the current studies to the broader literature on board gender diversity and gender research in accounting more generally. We conclude with some suggestions for future research.

An overview of the risk factors that contribute to child labor in Turkey: Implications for research, policy, and practice

2012 ◽  
Vol 57 (6) ◽  
pp. 688-697 ◽  
Author(s):  
Ozge Sensoy Bahar
Keyword(s):  
Risk Factors ◽  
Child Labor ◽  
Current Literature ◽  
Research Policy ◽  
Future Research ◽  
Structural Factors ◽  
Policy And Practice ◽  
Factors Associated ◽  
Individual Family

Child labor is a serious issue in Turkey. This article provides a review of the current literature on risk factors associated with child labor in Turkey. Emphasizing their multilayered nature, the article examines risk factors contributing to child labor in Turkey by clustering them under individual, family, and structural factors. Recommendations for future research, policy, and practice are also discussed.

scholarly journals The Effect of Work Experience and Educational Level on Official Translators’ Familiarity with Ethics in Translation and their Commitment to the Principles; an Iranian survey

2018 ◽  
Vol 6 (2) ◽  
pp. 37
Author(s):  
Rosa Ghasemi Nejad
Keyword(s):  
Work Experience ◽  
Ethical Issues ◽  
Code Of Ethics ◽  
Ethical Challenges ◽  
Human Interactions ◽  
Australian Institute ◽  
The Usa ◽  
And Gender ◽  
The Relationship ◽  
Shed Light

Although ethics in translation is not a new realm of study, it is almost intact for official translators in Iran. This study aims to evaluate translators’ familiarity and commitment to universally accepted ethical issues. Moreover the present study attempts to shed light on the relationship between translators’ educational levels and work experience and their familiarity and commitment to universally accepted translation ethical issues. The Australian Institute of Interpreters and Translators (AUSIT) has published a code of ethics for the members and obliges them to observe the principles. The first five principles are related to “Professional Conduct”, “Confidentiality”, “Competence”, “Impartiality” and “Accuracy”, which were obtained to conduct the present research. The instrument utilized in this study was a questionnaire containing 35 items presented to official translators in three populated cities in Iran, Tehran, Mashhad and Kerman. The multiple-choice researcher-made questionnaire was constructed in Persian to reduce any possible ambiguity. The present study conducted in 2016 on certified official translators and interpreters, either male or female, aged between 25 to about 52. However, it does not take age and gender into account. The study findings reveal that work experience and level of education have significant relationship with commitment and familiarity. SPSS and One-Way ANOVA were utilized to analyze the data.1.INTRODUCTIONEthics in translation is such a new subject in Iran that most of the official translators cannot avoid expressing their shock as they hear the term ethics in translation. Although ethics has been already introduced in many translation centers in many countries such as Australia and the USA, It is still new in Iran and degree of official translators’ familiarity with the principles and their commitment to them is unknown. Not observing the principles equals maximizing ethical challenges faced by translators and interpreters since they have a crucial role in many different situations related to human interactions (Baker, 2016). A study seemed necessary to evaluate their performance that can lead to an improvement per se since observing ethics is so important that philosophy believes it is a main source of making decisions arbitrarily unless the actions would be “aimless”, (Rupani, 2015). Such a study can introduce the necessity of ethics to translators, if it is then determined unknown and required. Afterwards, a comprehensive and culturally appropriate code of ethics will be proposed to Iranian Association of Certified Translators and Interpreters.AUSIT (Australian Institute of Interpreters and Translators) published one of the most accredited codes of ethPublishedby Australian

scholarly journals Relationship of Personality Traits and Gender Role Attitudes: A Comparison of Traditional and non- Traditional Professionals

2012 ◽  
Vol 3 (8) ◽  
pp. 271-279
Author(s):  
Khaizran Zahra ◽  
Rubina Hanif .
Keyword(s):  
Gender Role ◽  
Personality Traits ◽  
Linear Regression Analysis ◽  
Gender Role Attitudes ◽  
Self Control ◽  
Future Research ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

This study was conducted to examine the relationship of personality traits (i.e., dominance, self-acceptance, self-control, flexibility, sociability, capacity for status and communality) and Gender Role attitudes among professionals of traditional and non-traditional occupations using selected scales from Urdu Version of California Personality Inventory (CPI) and Gender Role Attitudes Scale. A sample of 152 professionals from traditional and non-traditional occupations (criteria of defining traditional and nontraditional professions were based on literature). The findings suggested positive relationship among personality traits and gender role attitudes. The linear Regression analysis showed predicting role of personality traits for gender role attitudes. The significant differences were found on personality traits, gender role attitudes among traditional and non-traditional professionals, and gender as well. In addition, implications and limitations, as well as directions for future research are discussed.

scholarly journals Correlate of Workforce Diversity and Organisational Performance of Multinational Food Producing Industry in Nigeria

2020 ◽  
Vol 4 (1) ◽  
pp. 126-137
Author(s):  
Kowo Solomon Akpoviroro ◽  
Kadiri Bolarinwa Ismaila ◽  
Zekeri Abu
Keyword(s):  
Cultural Diversity ◽  
Organizational Performance ◽  
Work Experience ◽  
Workforce Diversity ◽  
Future Research ◽  
Scientific Discussion ◽  
Age Diversity ◽  
Southwest Nigeria ◽  
The Relationship ◽  
Personnel Policies

The paper summarizes the arguments and counterarguments within the scientific discussion on the issue cultural and age diversity of workforce and the level of workers’ productivity in the multinational companies. Three hundred and seventy-five employees from five multinational food companies in Southwest Nigeria form the object of the research. Methodological research tools contain questionnaires; the regression analysis methods was used when testing hypotheses on the existence of a correlation between cultural diversity and team performance; cross-tabulation analysis method; inter-position correlation test, and ANOVA method for generalizing and interpreting the results. The results of the study regarding the relationship between a company’s cultural diversity and its market share showed that cultural diversity does not affect the performance of the organization’s employees, while work experience has a non-linear impact on the company’s productivity. The results of findings conclude that there is a link between workforce diversity and the organizational effectiveness of the company, as well as the positive relationship between the cultural diversity of employees and their work experience. The findings of the study are agreed with the work of other scientists on the subject and complement their results. According to the results of the analysis, it was concluded that it is necessary to increase the level of awareness of the staff about the cultural diversity that exists in the organization. The reason is that it is necessary to increase the employees’ morale and their work efficiency, which will increase the level of customer satisfaction with the work of the company. The study recommends that; multinational food producing industries should not only ensure employee diversity in their businesses but they should also make sure that diversity is used to improve organizational performance. Future research in this area should focus on consideration of all stakeholders’ opinions in the formulation of multinational company’s personnel policies. Keywords: Employees Diversity, Organizational Performance, Cultural Diversity, Work Experience Diversity, MNCs.

Sign in / Sign up

Export Citation Format

Share Document