Managerial Culture and Work-related Values in India

1990 ◽  
Vol 11 (1) ◽  
pp. 075-101 ◽  
Author(s):  
Joginder P. Singh
Keyword(s):  
Power Distance ◽  
Economic Sector ◽  
Employment Stability ◽  
Four Dimensions ◽  
Replication Studies ◽  
Work Related ◽  
Managerial Culture ◽  
Different Dimensions ◽  
Stress At Work ◽  
Work And Employment

Replication studies using Hofstede's Values Survey Module (VSM) show that scores on the four dimensions of culture tend to vary considerably for different samples. The present research studied the Indian managerial culture based upon a sample of 176 managers from 56 organizations and analysed variations in scores due to age, education and the nature of job, etc. The results show that considering the effective range of the scales, the Indian managers' scores are low on all four dimensions. Results also show that cultural scores tend to vary selectively with age, education, nature of job and economic sector. Variations in power distance were related to preferred and perceived style of the superior, in uncertainty avoidance to stress at work and employment stability, in individualism to the importance of cooperative colleagues and desirable area for living, and in masculinity to cooperative colleagues, and opportunities for earning and advancement. Finally, the results show that different dimensions have varying degrees of stability.

scholarly journals Social Determinants of Stroke as Related to Stress at Work among Working Women: A Literature Review

2012 ◽  
Vol 2012 ◽  
pp. 1-10 ◽  
Author(s):  
Susanna Toivanen
Keyword(s):  
Work Stress ◽  
Social Determinants ◽  
Social Inequalities ◽  
Job Strain ◽  
Adult Life ◽  
Working Women ◽  
Related Factors ◽  
Work Related ◽  
Specific Outcome ◽  
Stress At Work

In adult life, many of the social determinants of health are connected to working life. Yet, our knowledge of the role of work-related factors for the risk of stroke is fairly limited. In contemporary occupational health research, the Demand-Control Model (DCM) is frequently used to measure work stress. Previous literature reviews of the association of work stress and cardiovascular disease (CVD) do not include stroke as a specific outcome. Results regarding work stress and the risk of CVD are less evident in working women. With the focus on working women, the purpose of the present paper was to review the current research into the DCM in relation to stroke and to scrutinize potential gender differences. A literature search was performed and eight studies from three countries were identified. Based on the reviewed studies, there is some evidence that high psychological demands, low job control, and job strain are associated with increased stroke risk in women as well as in men. Any major reduction in deaths and disability from stroke is likely to come from decreasing social inequalities in health, and reducing work stress has a potential to contribute to a reduced risk of stroke in working populations.

The Default Network Distinguishes Construals of Proximal versus Distal Events

2011 ◽  
Vol 23 (10) ◽  
pp. 2945-2955 ◽  
Author(s):  
Diana I. Tamir ◽  
Jason P. Mitchell
Keyword(s):  
Cognitive Neuroscience ◽  
Psychological Distance ◽  
Individual Variability ◽  
Retrosplenial Cortex ◽  
Default Network ◽  
Implicit Measure ◽  
Four Dimensions ◽  
Neuroscience Research ◽  
Cognitive Theories ◽  
Different Dimensions

Humans enjoy a singular capacity to imagine events that differ from the “here-and-now.” Recent cognitive neuroscience research has linked such simulation processes to the brain's “default network.” However, extant cognitive theories suggest that perceivers reliably simulate only relatively proximal experiences—those that seem nearby, soon, likely to happen, or relevant to a close other. Here, we test these claims by examining spontaneous engagement of the default network while perceivers consider experiencing events from proximal and distal perspectives. Across manipulations of perspective in four dimensions, two regions of the default network—medial prefrontal cortex and retrosplenial cortex—were more active for proximal than distal events, supporting cognitive accounts that perceivers only richly simulate experiences that seem immediate and that perceivers represent different dimensions of distance similarly. Moreover, stable individual differences in default activity when thinking about distal events correlated with individual variability in an implicit measure of psychological distance, suggesting that perceivers naturally vary in their tendency to simulate far-off or unlikely experiences.

scholarly journals Public Sector Organizational Culture: Experience from Frontline Bureaucracies

2021 ◽  
Author(s):  
Md. Morshed Alom
Keyword(s):  
Organizational Culture ◽  
Public Sector ◽  
Well Being ◽  
Four Dimensions ◽  
Attitudes And Practices ◽  
Public Sector Organization ◽  
Culture Dimensions ◽  
Different Dimensions ◽  
Team Orientation ◽  
Health And Well Being

This chapter discusses the practice of organizational culture by the frontline bureaucrats in Bangladesh. Culture scholars argue that organizational culture—commonly defined as the beliefs, values, attitudes, and practices of the members of an organization—is a powerful force in determining the health and well-being of an organization. Scholars also suggest the existence of different dimensions of organizational culture. Although they do not agree in naming these dimensions, commonalities are found in their understanding. How organizational culture is practiced by the frontline bureaucrats in Bangladesh has not been studied much. A study was designed to know how the frontline public bureaucrats practice organizational culture and how they differ in their practices along their service lines. Four dimensions of organizational culture—power distance, uncertainty avoidance tendency, participation, and team orientation—were considered. The chosen culture dimensions impact the overall management of any public sector organization. Three hundred and twenty-six frontline public bureaucrats were studied using a survey questionnaire. Both descriptive and inferential statistics have been used for analyzing the collected data. Findings from independent samples t-tests revealed that the frontline bureaucrats significantly differ along their service lines in practicing the culture dimensions.

Organizational Dehumanization and Emotional Labor: A Cross-Cultural Comparison Between Vietnam and the United Kingdom

2020 ◽  
Vol 52 (1) ◽  
pp. 43-60
Author(s):  
Nathan Nguyen ◽  
Quoc Anh Dao ◽  
Thi Lac An Nhan ◽  
Florence Stinglhamber
Keyword(s):  
Job Satisfaction ◽  
United Kingdom ◽  
Emotional Labor ◽  
Turnover Intentions ◽  
Power Distance ◽  
Cross Cultural ◽  
Surface Acting ◽  
Work Related ◽  
The United Kingdom ◽  
Labor Literature

This study examined cross-cultural differences in the relationships between organizational dehumanization and both job satisfaction and turnover intentions through emotional labor (i.e., surface acting). In particular, we expected that power distance, that is, a critical value usually discussed as part of the national culture, would mitigate the deleterious effects of both organizational dehumanization and surface acting on job satisfaction and turnover intentions. Data were collected from employees in two countries that differ in power distance, namely Vietnam ( N = 235) and the United Kingdom ( N = 334). First, we found that perceptions to be dehumanized by one’s organization were indirectly related to poor job satisfaction and more turnover intentions through surface acting, regardless of the country. Second, our results showed that the deleterious effects of both organizational dehumanization and surface acting on work-related outcomes were weaker in Vietnam (a high power distance country) than in the United Kingdom (a low power distance country). Theoretical and practical implications are discussed from the perspective of organizational dehumanization and emotional labor literature.

scholarly journals Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain

2020 ◽  
Vol 42 (6) ◽  
pp. 1381-1400
Author(s):  
Emeka Smart Oruh ◽  
Chianu Dibia
Keyword(s):  
High Power ◽  
Power Distance ◽  
Work Life ◽  
Work Environments ◽  
Content Type ◽  
Work Overload ◽  
Work Related ◽  
High Power Distance ◽  
Employee Stress ◽  
The Relationship

PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.

scholarly journals Use of the model of Inner Strength for analysing reflective interviews in a group of healthy middle-aged adults

2019 ◽  
Vol 7 ◽  
pp. 205031211985681
Author(s):  
Berit Lundman ◽  
Anne Hammarström ◽  
Christina Ahlgren ◽  
Astrid Norberg
Keyword(s):  
Well Being ◽  
Human Beings ◽  
Middle Aged ◽  
Men And Women ◽  
Positive View ◽  
Four Dimensions ◽  
Healthy Women ◽  
Different Dimensions ◽  
Inner Strength ◽  
Middle Aged Adults

Objective: Inner Strength has been described as a human resource that promotes well-being linked to health. The aim of this study was to explore how Inner Strength and its four dimensions are manifested in interviews in a group of middle-aged healthy women and men. Methods: Retrospective reflective interviews with middle-aged healthy women (n = 5) and men (n = 4) selected from a population study were content analysed deductively. Results: The following themes and their constituents were found in the respective dimensions of the Model of Inner Strength. Firmness: having a drive to act, being purposeful, having trust in one’s competence, and having a positive view of life. Connectedness: being in community, receiving and giving support, and, receiving and giving care. Creativity: changing unsatisfactory life situations, seeing new opportunities, and realizing dreams. Stretchability: balancing between options, and extending oneself. Conclusions: Expressions that were interpreted as belonging to Inner Strength could be referred the different dimensions of Inner Strength. The Model of Inner Strength is suitable for analysing Inner Strength among middle-aged men and women. The findings indicate that Inner Strength can be identified in human beings’ narratives if asked for.

scholarly journals A Framework for Multi-Dimensional Assessment of Wildfire Disturbance Severity from Remotely Sensed Ecosystem Functioning Attributes

2021 ◽  
Vol 13 (4) ◽  
pp. 780
Author(s):  
Bruno Marcos ◽  
João Gonçalves ◽  
Domingo Alcaraz-Segura ◽  
Mário Cunha ◽  
João P. Honrado
Keyword(s):  
Primary Productivity ◽  
Ecosystem Functioning ◽  
Fire Severity ◽  
Characteristic Curve ◽  
Regional Scale ◽  
Effect Sizes ◽  
Sensible Heat ◽  
Four Dimensions ◽  
Different Dimensions ◽  
Vegetation Water

Wildfire disturbances can cause modifications in different dimensions of ecosystem functioning, i.e., the flows of matter and energy. There is an increasing need for methods to assess such changes, as functional approaches offer advantages over those focused solely on structural or compositional attributes. In this regard, remote sensing can support indicators for estimating a wide variety of effects of fire on ecosystem functioning, beyond burn severity assessment. These indicators can be described using intra-annual metrics of quantity, seasonality, and timing, called Ecosystem Functioning Attributes (EFAs). Here, we propose a satellite-based framework to evaluate the impacts, at short to medium term (i.e., from the year of fire to the second year after), of wildfires on four dimensions of ecosystem functioning: (i) primary productivity, (ii) vegetation water content, (iii) albedo, and (iv) sensible heat. We illustrated our approach by comparing inter-annual anomalies in satellite-based EFAs in the northwest of the Iberian Peninsula, from 2000 to 2018. Random Forest models were used to assess the ability of EFAs to discriminate burned vs. unburned areas and to rank the predictive importance of EFAs. Together with effect sizes, this ranking was used to select a parsimonious set of indicators for analyzing the main effects of wildfire disturbances on ecosystem functioning, for both the whole study area (i.e., regional scale), as well as for four selected burned patches with different environmental conditions (i.e., local scale). With both high accuracies (area under the receiver operating characteristic curve (AUC) > 0.98) and effect sizes (Cohen’s |d| > 0.8), we found important effects on all four dimensions, especially on primary productivity and sensible heat, with the best performance for quantity metrics. Different spatiotemporal patterns of wildfire severity across the selected burned patches for different dimensions further highlighted the importance of considering the multi-dimensional effects of wildfire disturbances on key aspects of ecosystem functioning at different timeframes, which allowed us to diagnose both abrupt and lagged effects. Finally, we discuss the applicability as well as the potential advantages of the proposed approach for more comprehensive assessments of fire severity.

The Principle of "Effectiveness" in the Recent Jurisprudence of the European Court of Human Rights: Its Different Dimensions and Its Consistency with Public International Law – No Need for the Concept of Treaty Sui Generis

2010 ◽  
Vol 79 (2) ◽  
pp. 245-277 ◽  
Author(s):  
Daniel Rietiker
Keyword(s):  
Human Rights ◽  
International Law ◽  
Point Of View ◽  
European Convention ◽  
Vienna Convention ◽  
Four Dimensions ◽  
European Court ◽  
Different Dimensions ◽  
International Legal System ◽  
Teleological Interpretation

AbstractThe recent past has shown an ever-growing fragmentation of the international legal system where lawyers and judges are facing more and more the phenomenon of the same legal question being discussed in different fora. This is particularly the case in the field of human rights that entails the dispersal of responsibilities for interpretation of numerous instruments among various different judicial and quasi-judicial bodies, of both universal and regional nature. In order to secure coherence and legal certainty in the system, it is important to respect a set of principles and rules of general international law, in particular Articles 31–33 of the 1969 Vienna Convention of the Law of Treaties (VCLT). The first goal of this article is to analyse whether the Court applies the rules of the VCLT to the interpretation of the European Convention on Human Rights (ECHR). Secondly, assuming that the VCLT fully applies, it will be analysed whether Article 31(1) VCLT is flexible enough to allow nevertheless some leeway for the development of specificities, especially as a result of the particular nature of the ECHR. Thirdly, it will be shown that the Court has indeed developed a set of specific methods of interpretation, aiming to render the rights enshrined in the ECHR effective. From the author's point of view, they can all be regarded as sub-forms (or partial aspects) of the teleological interpretation. He distinguishes between four dimensions of the principle of "effectiveness".

scholarly journals Workplace Stressors and Employee Performance: A Conceptual Review

2021 ◽  
pp. 58-67
Author(s):  
Miebaka Dagogo Tamunomiebi ◽  
Akpobolokami Andy Mezeh
Keyword(s):  
Employee Performance ◽  
Working Hours ◽  
Physical Factors ◽  
Psychosocial Risks ◽  
Work Settings ◽  
Work Related ◽  
Workplace Stressors ◽  
Organizational Stressors ◽  
Stress At Work ◽  
The Impact

In work settings, stress can be produced by an array of stressors, such as work tasks, psychosocial, and organizational stressors. Reviews of studies done on physical and psychosocial stressors revealed that physical factors, such as repetitive movements, awkward postures, high force demands, work posture, vibration and psychosocial factors, such as low co-worker support, high quantitative demands, low job control and low job satisfaction are of importance. The organizations therefore should be concerned with identifying the workplace stressors, and empowering their employees to deal with those stressors that cannot be completely eliminated. Stress is a universal element experienced by employees around the globe. Stress has become major problem for employer particularly in developing nations where the employer does not realize the impact of stress on employee performance. It is important to recognize and address properly job stress because it badly affects the employee’s mental and physiological health. As there are so many resources for employees to perform excellent in their jobs but there is also some factors that hinders in their way. These factors lead to negative employee performance. Stress at work is seen as one of the major psychosocial risks of work. Work-related stress is one of the problems confronting employees. It is of great concern to employees, employers and psychologists, because of its high growing rate in ill- health, as a result of long working hours of some employees. The purpose of this study is to examine the impact of work stressors on employee performance.

scholarly journals Self-Efficacy as a Moderator between Stress and Professional Burnout in Firefighters

2019 ◽  
Vol 16 (2) ◽  
pp. 183 ◽  
Author(s):  
Marta Makara-Studzińska ◽  
Krystyna Golonka ◽  
Bernadetta Izydorczyk
Keyword(s):  
Perceived Stress ◽  
Self Efficacy ◽  
Personal Resource ◽  
Work Related ◽  
Related Stress ◽  
Stress At Work ◽  
The Impact ◽  
The Relationship ◽  
General Self Efficacy ◽  
Separate Regression

The purpose of the study is to analyze the importance of individual resources in firefighting, one of the highest risk professions. Firefighters from 12 different Polish provinces (N = 580; men; M (mean age) = 35.26 year, SD = 6.74) were analyzed regarding the perceived stress at work, burnout, self-efficacy, and a broad range of sociodemographic variables. The Perceived Stress Scale (PSS), the Link Burnout Questionnaire (LBQ), and the General Self-Efficacy Scale (GSES) were used in the study. To explore the relationships between work-related stress, burnout, and self-efficacy, separate regression models for each burnout dimension were analyzed. The results revealed that self-efficacy is a significant moderator that changes the direction and strength of the relationships between perceived stress and psychophysical exhaustion, sense of professional inefficacy, and disillusion. However, self-efficacy did not moderate the relationship between stress and lack of engagement in relationships (relationship deterioration). The results indicate that self-efficacy in firefighters is a crucial personal resource that buffers the impact of perceived stress on most burnout symptoms. It may be concluded that in high risk professions, special attention should be paid to developing self-efficacy as an important part of burnout prevention programs, pro-health activities, and psychoeducation.

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