Attack of the Robots: The Threat of Automation on Workplace Attitudes.

2021 ◽  
Vol 2021 (1) ◽  
pp. 15384
Author(s):  
Fade R. Eadeh ◽  
Sarah Lee
Keyword(s):  
Workplace Attitudes

Conclusions

2017 ◽  
Author(s):  
Alan Baron ◽  
John Hassard ◽  
Fiona Cheetham ◽  
Sudi Sharifi
Keyword(s):  
Empirical Research ◽  
Critical Review ◽  
Organization Theory ◽  
Organization Culture ◽  
Workplace Attitudes ◽  
Level Model ◽  
Preceding Study

The final chapter brings together a series of conclusions based on the preceding study of workplace attitudes, behaviour, and experiences within an English hospice. Initially it examines the nature of relationships between the three concepts that form the analytical core of this study—culture, identity, and image. This includes a wide-ranging critical review of these concepts in relation to the relevant fields of literature in management and organization theory. Subsequently a number of limitations are considered with regard to the use of Schein’s well-known three-level model of culture as a framework for guiding empirical research. The chapter ends by discussing some metaphorical issues relevant to the study and specifically makes proposals for perceiving organization culture as something that is philosophically fluid, uncertain, and in flux.

Managing New Zealand Women in IT

2011 ◽  
pp. 1-17 ◽  
Author(s):  
Keri A. Logan ◽  
Barbara Crump
Keyword(s):  
Information Technology ◽  
New Zealand ◽  
Work Environment ◽  
Qualitative Studies ◽  
It Professionals ◽  
Women's Participation ◽  
Women In It ◽  
It Workforce ◽  
Workplace Attitudes ◽  
Males And Females

This chapter discusses workplace attitudes and policies that continue to affect women’s participation, retention, and promotion in the information technology (IT) workforce. It draws on data collected from two qualitative studies of New Zealand women working in the industry. The findings reveal that there are some distinct differences in the way in which males and females operate in the workplace, and that women’s values and different work practices are often not taken into account by management. Managers of IT professionals who recognise the subtleties of the gendered culture of the IT work environment and who develop and implement equitable policies and strategies will be rewarded by a creative, innovative, and productive workforce.

Canadian researchers advise law firms to ensure employees feel empowered to negotiate work-life balance (WLB)

2020 ◽  
Vol 28 (3) ◽  
pp. 13-15
Keyword(s):  
Law Firms ◽  
Strongly Correlated ◽  
Work Experiences ◽  
Work Lives ◽  
Content Type ◽  
Work Arrangements ◽  
High Profile ◽  
Workplace Attitudes ◽  
Female Lawyers ◽  
General Experience

Purpose The purpose was to find out how lawyers at high-profile legal firms managed WLB. Design/methodology/approach The researchers conducted interviews with 42 lawyers at two law firms in a large West Coast city. Both participating law firms focus on corporate law and employ around 100 lawyers. Interviews took place on site over a three-month period. They lasted between 20 minutes and an hour. Questions covered general experience in the profession, as well as balancing work and non-work lives. Findings The answers revealed the tensions between work and non-work experiences. Lawyers were driven to work long hours and expected to respond quickly to clients’ needs. But they had diverse attitudes to WLB. They could broadly be divided into three categories – “work-centric,” “non-work centric,” and “dual-centric.” Their life values were also strongly correlated with gender. Only dual-centric and life-centric female lawyers had actively negotiated alternative work arrangements Originality/value There has been very little qualitative research into workplace attitudes to WLB

scholarly journals The relationship between employee motivation, job satisfaction and corporate culture

2008 ◽  
Vol 34 (1) ◽  
Author(s):  
Wanda Roos ◽  
Rene Van Eeden
Keyword(s):  
Job Satisfaction ◽  
Corporate Culture ◽  
Marketing Research ◽  
Employee Motivation ◽  
Moderator Effect ◽  
Linear Relationships ◽  
Research Company ◽  
Workplace Attitudes ◽  
Permanent Staff ◽  
Research Organisations

In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ), the Experience of Work and Life Circumstances Questionnaire (WLO) and the Corporate Culture Questionnaire (CCQ). Pearson product-moment coeffcients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The fndings provided support for the linear relationships and, more importantly, identifed the drivers of these relationships. The fndings did not support the moderator effect. Using these fndings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial infuence.

The Impact of Downsizing on Workplace Attitudes

1999 ◽  
Vol 24 (1) ◽  
pp. 46-70 ◽  
Author(s):  
Brett C. Luthans ◽  
Steven M. Sommer
Keyword(s):  
Workplace Attitudes ◽  
The Impact
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