scholarly journals E-Leadership: Lessons Learned from Teleworking in the COVID-19 Pandemic

2021 ◽  
Author(s):  
Luciana Mourão ◽  
Gardênia da Silva Abbad ◽  
Juliana Legentil
Keyword(s):  
Theoretical Model ◽  
Organizational Support ◽  
Empirical Studies ◽  
Well Being ◽  
Lessons Learned ◽  
Service Organizations ◽  
Public Service Organizations ◽  
Leadership Lessons

During the pandemic crisis, teleworking was compulsory for many workers, without the time and conditions to organize themselves for this transition. Therefore, the leadership needs to respond quickly to changes that occur in times of crisis—such as the current pandemic—adjusting its competencies to prioritize the well-being of employees, define performance goals, follow-up on these goals, provide guidance and support teleworkers, and improve feedback processes. The present study aims to propose an e-leadership theoretical model based on lessons learned from the coronavirus pandemic. To that end, we describe and discuss a survey on the perceptions of support received from managers during the initial 3 months of the pandemic. For this purpose, we collected data with 7608 workers distributed to 95 public service organizations in Brazil. In addition, we also reviewed several empirical studies that assessed the role of leadership in the proper functioning of telework. The support of leaders is directly associated with the theory of organizational support. In moments of crisis like the current one, this focus on leadership is even more critical. Thus, we present a theoretical model for e-leadership that should expand from the telework experiences during the coronavirus pandemic.

Psychological Resilience Provides No Independent Protection From Suicidal Risk

Crisis ◽  
2016 ◽  
Vol 37 (2) ◽  
pp. 130-139 ◽  
Author(s):  
Danica W. Y. Liu ◽  
A. Kate Fairweather-Schmidt ◽  
Richard Burns ◽  
Rachel M. Roberts ◽  
Kaarin J. Anstey
Keyword(s):  
Risk Factors ◽  
Well Being ◽  
Current Status ◽  
Psychological Resilience ◽  
Cross Sectional ◽  
Life Project ◽  
Resilience Factors ◽  
First Time

Abstract. Background: Little is known about the role of resilience in the likelihood of suicidal ideation (SI) over time. Aims: We examined the association between resilience and SI in a young-adult cohort over 4 years. Our objectives were to determine whether resilience was associated with SI at follow-up or, conversely, whether SI was associated with lowered resilience at follow-up. Method: Participants were selected from the Personality and Total Health (PATH) Through Life Project from Canberra and Queanbeyan, Australia, aged 28–32 years at the first time point and 32–36 at the second. Multinomial, linear, and binary regression analyses explored the association between resilience and SI over two time points. Models were adjusted for suicidality risk factors. Results: While unadjusted analyses identified associations between resilience and SI, these effects were fully explained by the inclusion of other suicidality risk factors. Conclusion: Despite strong cross-sectional associations, resilience and SI appear to be unrelated in a longitudinal context, once risk/resilience factors are controlled for. As independent indicators of psychological well-being, suicidality and resilience are essential if current status is to be captured. However, the addition of other factors (e.g., support, mastery) makes this association tenuous. Consequently, resilience per se may not be protective of SI.

TQM Practices in Public Sector

2020 ◽  
pp. 536-549
Author(s):  
Mian M. Ajmal ◽  
Ville Tuomi ◽  
Petri T. Helo ◽  
Maqsood Ahmad Sandhu
Keyword(s):  
Public Sector ◽  
Health Care Organizations ◽  
Service Organizations ◽  
Public Health Care ◽  
Total Quality ◽  
Public Service Organizations ◽  
Audit Reports ◽  
Strategic Perspective ◽  
Shed Light

This study aims to discuss the evolution, principles, and stages of total quality management (TQM) in public health care organizations. It also makes a comparison that how case organizations think about quality and TQM along with its applicability within public sector. The study can be categorized as qualitative research. The data is collected from semi structural interviews of the informants and the concerning documents, which consist of strategy, policy papers and audit reports of the case organizations. Altogether there are two case organizations. Furthermore, data is analyzed with the help of content analysis. Most vital issues in TQM practices are its comprehensiveness, and its application in such a way which is appropriate for the organization, with a logical way of operation and the participation of management and personnel. Training, guidance, teamwork, involvement and learning are imperative for achieving a continuous improvement culture and are vital elements when adopting TQM. Managers should learn from the experience of TQM implementers by studying expected challenges and pitfalls. They should also pay more attention to the crucial role of all stakeholders in the TQM implementation. The study could be quite valuable from a strategic perspective in providing guidelines to build up a proper plan for TQM practices more promptly. The paper also manages to shed light on TQM practices of public service organizations by comparing their current approaches to quality.

Research in Genetic Counseling

2019 ◽  
pp. 171-186
Author(s):  
Barbara B. Biesecker ◽  
Kathryn F. Peters ◽  
Robert Resta
Keyword(s):  
Genetic Counseling ◽  
Self Regulation ◽  
Well Being ◽  
Genetic Counselors ◽  
National Society ◽  
Patient Reported ◽  
Key Variables ◽  
Regulation Model

The field of genetic counseling has historically valued the role of research. More recently, graduate programs have raised the standards for student thesis projects so that a greater percent are of publishable quality. The profession has acknowledged key research gaps, such as a lack of consensus on the primary client outcomes of counseling. Further, the National Society of Genetic Counselors has endorsed the importance of evidence that may be used to guide practice. Herein we present the role of genetic counselors as researchers and discuss approaches to designing research studies to answer key service delivery questions and patient-reported outcomes. To frame research in genetic counseling, health behavior and social psychology theories offer models for identifying key variables likely to predict client decisions and their outcomes. To date, studies in genetic counseling have been framed by the self-regulation model and the theory of planned behavior. A systematic review of randomized controlled trials in genetic counseling identified psychological well-being and gain in knowledge as the most prevalent patient outcomes. Evidence can be used to predict decisions to undergo genetic testing or follow up on results.

When organizational support yields both performance and satisfaction

2019 ◽  
Vol 48 (6) ◽  
pp. 1410-1428 ◽  
Author(s):  
Lincoln Jisuvei Sungu ◽  
Qingxiong (Derek) Weng ◽  
Johari Abdu Kitule
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Social Exchange ◽  
Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Bottom Line ◽  
Content Type ◽  
Performance Ability

Purpose The purpose of this paper is to examine the underlying mechanism through which perceived organizational support (POS) influences job performance and job satisfaction. Specifically, the study aims at examining the contingent role of performance ability in the associations of POS and affective organizational commitment (AOC) with job performance and job satisfaction, thus highlighting the pivot role of ability in the social exchanges. Design/methodology/approach The sample of the present study included 269 employees of a University in Kenya. The data were analyzed with Mplus to test the hypotheses. Findings POS enhances AOC that, in turn, positively influences job performance and job satisfaction. Importantly, the results indicate that performance ability moderates both the direct and indirect (via AOC) effects of POS on job performance and job satisfaction. Thus, employees’ abilities for tasks are not only significant for reciprocating resources that organizations invest in employees, but also enhances employee well-being. Research limitations/implications Although satisfaction with employee reciprocation was implied based on performance levels, it was not directly tested in the supervisor–employee social exchange. It is possible that even with intentions to deliver (high AOC), the resultant reciprocation may be less satisfactory to the organization. Future research would benefit from investigating the role that reciprocity norm could have in the model, specifically, whether employer satisfaction would be a function of employee performance ability. Practical implications Most often, the bottom line goal of organizations is employee performance, whereas AOC indicates employees’ intentions and efforts to reciprocate the organization with high performance, such intentions can only go as far as the ability for such desired outcomes. Consequently, efforts should be made to ensure employee’s capabilities align with specific job tasks to enhance both organizational (job performance) and employee well-being (job satisfaction). During the employee selection process, therefore, a focus on ability cues would be more advantageous than commitment when the bottom line goal is to enhance well-being. Originality/value This is the first study that tests the moderating role of the employee’s performance ability in both the POS and AOC relationships with job performance and job satisfaction. Moreover, this is the first study to examine the relationship between POS and AOC with job satisfaction. The study opens a potential avenue to examine the micro-mechanisms that regulate reciprocity in social exchanges, and thus presents the boundary conditions for the predictions of the social exchange theory.

HRM and the New Public Management

2009 ◽  
Author(s):  
Stephen Bach ◽  
Ian Kessler
Keyword(s):  
Public Sector ◽  
Public Management ◽  
New Public Management ◽  
Service Organizations ◽  
Limited Attention ◽  
Employment Relations ◽  
The Public ◽  
Public Service Organizations ◽  
New Public

As human resource management (HRM) has developed as a field of study, the attention paid to public sector employment relations has been relatively limited. The preoccupation with the link between HR practice and corporate performance has been less applicable to public service organizations that are answerable to a range of stakeholders and in which HR policy has been geared to ensuring political accountability. There has been a recognition that the public sector confronts fiscal and political pressures that are altering HR practice. However, this observation has rarely been backed up by a sustained focus on people management in the public sector. This limited attention arises from characteristics of the sector. Defining the public sector is not straightforward because there are differences between countries in terms of the size, scope, and role of the sector.

Mission-driven versus Rule-driven Human Service Organizations

2018 ◽  
Author(s):  
Anthony L. Hemmelgarn ◽  
Charles Glisson
Keyword(s):  
Empirical Evidence ◽  
Service Provider ◽  
Human Service ◽  
Well Being ◽  
Service Organizations ◽  
Policy And Practice ◽  
Case Examples ◽  
Provider Behavior ◽  
Shared Purpose

This chapter explains how mission-driven organizations require that all administrative, managerial, and service provider behavior and decisions contribute to improving the well-being of clients. This principle addresses the threat posed by the conflicting organizational priority of relying on bureaucratic processes and rules to guide policy and practice decisions. The description of mission-driven versus rule-driven organizations includes case examples, empirical evidence supporting the principle, and discussion of the central of role of aligning organizational priorities to focusing on improving client well-being. The chapter explains what it means to be mission driven, the role of leadership in supporting the principle, and why it is important. The chapter also describes the mechanisms that link being mission driven to effective services, including maintaining clear direction for all organizational members in their work, promoting motivation and shared purpose and fostering innovation. A case example illustrates ARC’s success to become more mission-driven.

scholarly journals The Roles of Work-Life Conflict and Gender in the Relationship between Workplace Bullying and Personal Burnout. A Study on Italian School Principals

2020 ◽  
Vol 17 (23) ◽  
pp. 8745
Author(s):  
Ilaria Buonomo ◽  
Caterina Fiorilli ◽  
Luciano Romano ◽  
Paula Benevene
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
School Principals ◽  
Well Being ◽  
Work Life ◽  
Work Experiences ◽  
Family Demands ◽  
The Relationship ◽  
Work Life Conflict

The present study sought to investigate the associations between workplace bullying and personal burnout both directly and indirectly via work-life conflict. Furthermore, the moderating role of gender in these relations was examined. Traditional research on stress at work focuses on the role of dimensions related to job tasks, demands, and organizational support in influencing the risks for stress-related problems in employees. At the same time, other experiences at work may reduce employees’ well-being, such as workplace bullying and family life. Specifically, considering the detrimental role of work-life conflict, it is possible to hypothesize that it would exacerbate workplace bullying’s harmful effects on employees’ health. Moreover, since previous studies have reported mixed or inconsistent results when considering gender differences with the above-mentioned dimensions, it seems worth investigating the role of employee gender in representing (and response to) the bullying experiences. Building on these considerations, this work verifies whether: (1) work-life conflict mediates the relationship between workplace bullying and burnout; (2) gender moderates all the possible relationships among the constructs. Such hypotheses are verified on a sample of school principals, in light of their peculiar job role. Overall, our findings showed that: (1) Workplace bullying and burnout are associated, both with and without the perception of a concurring work-life conflict; (2) Gender does not moderate all the possible relationships among workplace bullying, work-life conflict and burnout. Overall, being female heightens the risk to perceive work-life conflict in general, as well as to be burnt out, when bullied, with and without the presence of work-life conflict; being male heightens the risk to perceive work-life conflict when bullied. Furthermore, the current findings suggest that family demands may influence school principals’ feelings of exhaustion regardless of gender. These findings confirm and expand previous literature, especially concerning a less studied occupation, namely school principals, shedding a new light on their work experiences. Furthermore, the present study offers interesting implications for trainings on principal’s skills and professional identity.

Dyadic coping and the significance of this concept for prevention and therapy

2008 ◽  
Vol 16 (3) ◽  
pp. 108-111 ◽  
Author(s):  
Guy Bodenmann
Keyword(s):  
Empirical Studies ◽  
Clinical Work ◽  
Well Being ◽  
Dyadic Coping ◽  
Relationship Functioning ◽  
The University ◽  
Work Done ◽  
Couples Coping ◽  
Matched Samples

Abstract. This brief article aims to summarize the conceptual and clinical work done within the concept of dyadic coping by Bodenmann and colleagues at the Institute for Family Research and Counseling of the University of Fribourg (Switzerland). Apart from a new theoretical framework of dyadic coping, this group contributed to a better understanding of the role of dyadic coping for relationship functioning and well-being of the partners in many empirical studies. Based on these findings Bodenmann developed the Couples Coping Enhancement Traininig (CCET) that focuses on the enhancement of dyadic skills (among with dyadic coping play a crucial role). This program has been evaluated in several studies (randomized controlled trials and studies with matched samples) proving its efficacy.

scholarly journals Higher Hemoglobin Levels Are Associated With Better Physical Performance Among Older Adults Without Anemia: A Longitudinal Analysis

2021 ◽  
Author(s):  
Ligiana Pires Corona ◽  
Flavia Cristina Drummond Andrade ◽  
Tiago Silva Alexandre ◽  
Tábatta Renata Pereira Brito ◽  
Daniella Pires Nunes ◽  
...  
Keyword(s):  
Older Adults ◽  
Physical Performance ◽  
Well Being ◽  
World Health ◽  
Aging Study ◽  
Definition Of ◽  
Health Organization ◽  
The Impact

Abstract Background Anemia is the most common hematological abnormality among older adults, and it is associated with decreased physical performance. But the role of hemoglobin in the absence of anemia remains unclear. Thus, this study aimed to assess the impact of hemoglobin levels on physical performance in Brazilian older adults without anemia. Methods The study is longitudinal in that it relies on two waves of the Saúde, Bem-Estar e Envelhecimento (SABE; Health, Well-being, and Aging) study: 2010 and 2015–2016. Mixed-effects linear regression was used to determine the effects of the hemoglobin concentrations on the Short Physical Performance Battery-SPPB over time among the 1,020 who had complete data and did not have anemia in 2010. In the follow-up, there were 562 without anemia. Analyses were stratified by sex. Results In analyses adjusted for age, education, grip strength, comorbidities, and body mass index, hemoglobin levels were positively associated with physical performance scores among older women (β = 0.15, p < 0.05) and men (β = 0.18, p < 0.05) without anemia. Conclusion Our study demonstrates that higher hemoglobin levels were associated with better physical performance among older men and women without anemia. This finding is important because, in clinical practice, most health professionals focus on the World Health Organization definition of anemia. Our study suggests the importance of hemoglobin levels among older adults, even those without anemia.

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