scholarly journals Developing a Stigma Scale for the Workplace: Focus on an Airline Cabin Crew

2021 ◽  
Vol 18 (8) ◽  
pp. 4003
Author(s):  
Haeok Liz Kim ◽  
Sunghyup Sean Hyun
Keyword(s):  
Organizational Performance ◽  
Service Industry ◽  
Practical Implication ◽  
Social Stigma ◽  
Organizational Level ◽  
Measurement Scale ◽  
Stigma Scale ◽  
Cabin Crew ◽  
Development Procedure ◽  
Personal Level

The purpose of this study is to develop metrics for stigma-producing factors by conducting a survey among stigma inflictors, that is, people who participate in the stigmatization of others. This study attempted to develop a stigma measurement scale for service industry workers. This study focused airline cabin crew members in accordance with a seven-step scale development procedure to derive stigma measurement variables. As a result, the stigma scale developed in this study consists of 6 factors (work ability, conscientiousness, selfishness, work ethics, appearance, neuroticism) containing 28 measurement items. This study indicates the need to find countermeasures that can reduce stigmatization of employees within organizations. At a personal level, the practical implication is to prevent stigmatization from occurring within the organization by improving the perception of stigma by cabin crew within the airline organization. At the organizational level, the practical implication is to analyze and reduce the factors of social stigma that negatively affect organizational performance.

Possible Ways To Manage Personal Gender-Role Conflicts In Career Development

1970 ◽  
pp. 50-58
Author(s):  
Оксана Чуйко
Keyword(s):  
Career Development ◽  
Gender Role ◽  
Achievement Motivation ◽  
Time Management ◽  
Family Values ◽  
Family Counseling ◽  
Organizational Level ◽  
Role Conflicts ◽  
Personal Level ◽  
And Gender

The paper contributes to efforts to theoretically analyze possible psychological approaches personal gender-role conflict in career development, selected in terms of causes and peculiarities of its manifestation. We suggest considering such approaches at two levels – personal and orga­ni­zational ones. Personal level involves generating achievement motivation and psychological cri­teria for success; developing emotional competence; analyzing career and family values, identifying immediate life goals; analyzing family concepts; family counseling; psychological work with men aimed at maintaining parental identity; developing role competence; time management; psycho­logical analysis of individual gender identity and gender experience; challenging gender stereo­types. Organizational level includes developing family-friendly workplace culture, relying on gen­der-specific approach in staff coaching.

The relational capital of the IT department

2015 ◽  
Vol 16 (4) ◽  
pp. 835-859 ◽  
Author(s):  
Alessandro Zardini ◽  
Francesca Ricciardi ◽  
Cecilia Rossignoli
Keyword(s):  
Organizational Level ◽  
Measurement Scale ◽  
Relational Capital ◽  
The Novel ◽  
Validity And Reliability ◽  
Content Type ◽  
Five Dimensions ◽  
Strategic Value ◽  
Third Stage ◽  
It Department

Purpose – The purpose of this paper is to shed light on how the relational capital of the information technology (IT) department creates value in organizations. In addition, the paper presents a multi-dimensional scale to measure and manage relational capital in the IT department. Design/methodology/approach – In the first, explorative phase of the study, interviews and focus groups were conducted in order to develop a new measurement scale, which was subsequently tested through a survey questionnaire (212 respondents). Findings – This research suggests that the relational capital of the IT department is a very important resource for the creation of strategic value. The statistical analysis conducted for this study confirmed the validity and reliability of the novel scale developed to measure this resource. Finally, thanks to factor analysis, five dimensions for the scale were identified. Research limitations/implications – Data were collected in northern Italy only. Further studies are advisable to confirm the validity of the constructs and scale. Practical implications – The questionnaire presented in this study can be used to monitor the effectiveness of the interactions between the IT department and the other key actors involved in IT-enabled innovation. The adoption of this scale and its possible adaptation to specific, evolving business contexts may enhance the practitioner’s understanding of the role of relational capital in the value creation process. Originality/value – The paper contributes to the “third stage” of intellectual capital research by concentrating on an intra-organizational level of analysis, which has been overlooked in the literature to date.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Applying Lean Production and Six Sigma in Global Operations

2018 ◽  
pp. 582-612 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Health Care ◽  
Organizational Performance ◽  
Six Sigma ◽  
Business Performance ◽  
Service Industry ◽  
Lean Production ◽  
Lean Six Sigma ◽  
Lean Product Development ◽  
Strategic Goals ◽  
Global Operations

This chapter aims to apply the Lean Production and Six Sigma in global operations, thus describing the theoretical and practical overviews of Lean Production; Lean Production in sustainable operations; Lean Production in human resource management; Lean Production in health care; Lean Production and environmental management; Lean product development; Lean Management and sustainability; Six Sigma; Six Sigma, learning, and knowledge management; Six Sigma in health care; Six Sigma in service industry; Lean Six Sigma; and the significance of Lean Production and Six Sigma in global operations. The creation of Lean Production and Six Sigma is crucial for modern organizations that seek to serve suppliers and customers, increase business performance, strengthen competitiveness, and acquire regular progress in global operations. The chapter argues that applying Lean Production and Six Sigma has the potential to enhance organizational performance and achieve strategic goals in global operations.

The Business Value of E-Collaboration

2010 ◽  
pp. 144-154 ◽  
Author(s):  
Lior Fink
Keyword(s):  
Conceptual Framework ◽  
Organizational Performance ◽  
Dynamic Capabilities ◽  
Business Value ◽  
Organizational Level ◽  
Resource Based View ◽  
Collaborative Technologies ◽  
Knowledge Based ◽  
Collaborative Processes ◽  
The Individual

This article presents a conceptual framework of the business value of e-collaboration. In the past decade, firms have increasingly implemented collaborative technologies to support business activities, and investments in collaborative technologies have taken an increasing share of firms’ e-business investments. Presumably, such investments have been motivated by the notion that the implementation of collaborative technologies has business value. While research has repeatedly demonstrated the individual- and group-level impacts of collaborative technologies, it has rarely addressed their impacts at the organizational level and demonstrated their business value. In this article, I draw on three strategic management frameworks – the resource-based view of the firm, the knowledge-based view of the firm, and the dynamic capabilities perspective – to describe how specialized knowledge assets can be integrated through collaborative processes to create and sustain a competitive advantage. I then use this conceptualization as a platform for defining the organizational roles of collaborative technologies and the potential impact of each role on organizational performance. The main objective of this article is to provide a conceptual framework for researchers and practitioners who are interested in investigating and understanding the organizational impacts of collaborative technologies.

Developing a Multidimensional Measurement Scale for Diaspora Tourists’ Motivation

2020 ◽  
Vol 60 (2) ◽  
pp. 417-433 ◽  
Author(s):  
Felix Elvis Otoo ◽  
Seongseop (Sam) Kim ◽  
Youngjoon Choi
Keyword(s):  
Scale Development ◽  
Factor Structure ◽  
Reliability And Validity ◽  
Measurement Scale ◽  
Multidimensional Measurement ◽  
Development Procedure ◽  
Validity Tests

Despite its increased recognition among tourism planners and destination governments, a lacuna exists regarding the motivation of diaspora tourists travelling to a destination they regard as an ancestral homeland. Thus, in the current research, we seek to develop and validate a scale that measures the motivations of diaspora tourists. The result of a rigorous seven-stage scale development procedure generates a five-factor structure for diaspora tourists’ motivations. The scale is successfully verified through various reliability and validity tests. This multidimensional scale of diaspora tourist motivations contributes to our understanding of the nature of diaspora tourism.

Exploring the relationships between the learning organization and organizational performance

2015 ◽  
Vol 38 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Mohan P. Pokharel ◽  
Sang Ok Choi
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Learning Organization ◽  
Positive Impact ◽  
Mediating Effect ◽  
Organizational Level ◽  
Individual Group ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Individual

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Evaluating the Measurement Structure of the Abbreviated HIV Stigma Scale in a Sample of African Americans Living With HIV/AIDS

2016 ◽  
Vol 30 (1) ◽  
pp. 65-76
Author(s):  
Eboneé T. Johnson ◽  
Rana A. Yaghmaian ◽  
Andrew Best ◽  
Fong Chan ◽  
Reginald Burrell
Keyword(s):  
Factor Analysis ◽  
African Americans ◽  
Social Stigma ◽  
Hiv Stigma ◽  
Good Reliability ◽  
Stigma Scale ◽  
Confirmatory Factor ◽  
Valid Instrument ◽  
Living With Hiv ◽  
Hiv Aids

Purpose: The purpose of this study was to validate the 10-item version of the HIV Stigma Scale (HSS-10) in a sample of African Americans with HIV/AIDS.Method: One hundred and ten African Americans living with HIV/AIDS were recruited from 3 case management agencies in Baton Rouge, Louisiana. Measurement structure of the HSS-10 was evaluated using exploratory and confirmatory factor analysis.Results: Factor analysis results support a 2-factor factorial structure for the HSS-10 (social stigma and self-stigma). The HSS-10 demonstrates good reliability and factorial validity, and it correlates moderately with related constructs in the expected directions.Conclusion: HSS-10 is a brief, reliable, and valid instrument for assessing HIV stigma and can be used as a clinical rehabilitation and research tool to assess the contribution of stigma as a major cause of health disparities and outcomes in African Americans living with HIV/AIDS.

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