scholarly journals Employee and Organizational Impacts of Flexitime Work Arrangements

2011 ◽  
Vol 66 (2) ◽  
pp. 213-234 ◽  
Author(s):  
Derek Eldridge ◽  
Tahir M. Nisar
Keyword(s):  
Negative Relationship ◽  
Organizational Outcomes ◽  
Team Work ◽  
Employee Relations ◽  
Work Place ◽  
Negative Consequences ◽  
Organizational Responses ◽  
Work Arrangements ◽  
Organizational Behaviour ◽  
Working Day

There is evidence of heavy job demands and low control resulting in multiple negative consequences for employees and their families. Understandably, there is then a desire to move away from such practices and adopt more flexible organizational systems. In such environments, employees may be more in control of their workloads, and manage a better balance between life and work. Flexitime provides increased opportunity to fit other commitments and activities in with work, and make better use of their free time. As employees can choose their own start and finish times for the working day, they can take a little extra time off in a week. It is argued that creating such opportunities improve motivation and raises morale. This also allows for lower stress in the work place and greater enjoyment in the home. Consequently, employees experience increased performance in the work place and greater repertoire for marketing to new employers. Using WERS (The British Workplace Employee Relations Survey), the present study examines the nature of such relationships, and specifi cally explores the usage of flexitime and employee and organizational outcomes. WERS provides a useful set of information about work environment, job characteristics, and occupation, permitting researchers to conduct a more detailed analysis of individual employee behaviour. We develop our hypotheses based on the organizational behaviour literature that is concerned with exploring the nature of individual and organizational responses in challenging and stressful environments. Our results show a negative relationship between flexitime and job security. There is also no evidence of establishments with flexitime work arrangements having less stressed employees. Flexitime may however lead to increased employee participation in decision making as measured by employee discretion and team work. Our fi ndings thus stress the need to be cautious about how we build the case for the adoption of flexitime.

Gender and the Military in Western Democracies

2021 ◽  
Author(s):  
Helena Carreiras
Keyword(s):  
Identity Formation ◽  
Occupational Status ◽  
Armed Forces ◽  
United Nations Security Council ◽  
Negative Consequences ◽  
Organizational Responses ◽  
Gender Integration ◽  
Gendered Organizations ◽  
Degree Of Convergence ◽  
The Military

Military institutions have been considered “gendered organizations” because gender is persistently related therein to the production and allocation of material and symbolic resources. Western states’ militaries consistently, even if unevenly, display three basic traits through which gendering occurs: the existence of structural divisions of labor and power along gender lines, organizational culture and ideology based on a distinction between masculinity and femininity, and patterns of interaction and identity formation that reflect these structural and ideological constraints. Although women’s representation has been growing, and women have been accessing new roles, positions, and occupations in unprecedented numbers, their participation is statistically limited and substantially uneven. Notable differences between countries also exist. At a macro-sociological level, factors that explain these differences relate to the degree of convergence between armed forces and society, external political pressures, military organizational format, and the level of gender equality in society at large. From a micro-sociological perspective, research shows that, because of their minority situation and less valued status in an organization normatively defined as masculine, women still have to face the negative consequences of tokenism: performance pressures, social isolation, and role encapsulation. However, this research also highlights two important conclusions. The first is that there is significant variation in individual and organizational responses depending on context; the second, that conditions for successful gender integration depend on specific combinations of structural, cultural, and policy dimensions: the existence or absence of institutional support, changes in the composition of groups, increase in the number of women, type of work, occupational status, level of shared experience, changing values of younger cohorts, and quality of leadership. The Women, Peace and Security agenda, evolving from the approval of United Nations Security Council Resolution 1325 in 2000, has become the major reference framework to evaluate progress in this respect at both domestic and international levels. Despite the existence of an extremely robust set of norms, policies, and instruments, and the recognition of their transformative potential, results have been considered to lag behind expectations. Improving implementation and enhancing gender integration in the military will require context-sensitive and knowledge-driven policies, the reframing of an essentialist discourse linking women’s participation in international missions to female stereotypical characteristics, and greater congruence between national policies and the international agenda.

Alliance network size, partner diversity, and knowledge creation in small biotech firms

2015 ◽  
Vol 21 (5) ◽  
pp. 614-626 ◽  
Author(s):  
Woojin Yoon ◽  
Diane Y. Lee ◽  
Jaeyong Song
Keyword(s):  
Knowledge Creation ◽  
Negative Relationship ◽  
Network Size ◽  
Negative Consequences ◽  
Alliance Networks ◽  
Organizational Type ◽  
Alliance Network ◽  
Biotech Industry ◽  
Insight Into ◽  
Balanced Network

AbstractThis paper investigates the effects on knowledge creation of network size and partner diversity formed through alliance relationships. These effects are tested empirically in the biotech industry setting, which is representative of industries that emphasize external collaboration. Using patent count as a proxy of knowledge creation, Poisson regression was employed to test our predictions empirically. The statistical results show an inverted U-shaped relationship between network size and knowledge creation. In addition, a negative relationship was observed between partner diversity and knowledge creation. This research suggests that small biotech firms should strive to achieve a balanced network size. Knowledge creation is better promoted in these firms through alliances with firms of similar organizational type. The value of this research lies in the fact that it provides new insight into properties of alliance networks by highlighting potentially negative consequences of having an oversized alliance network and partner diversity.

Stress Spillover in Policing and Negative Relationship Functioning for Law Enforcement Marriages

2018 ◽  
Vol 26 (2) ◽  
pp. 246-252 ◽  
Author(s):  
Brooke McQuerrey Tuttle ◽  
Zachary Giano ◽  
Michael J. Merten
Keyword(s):  
Law Enforcement ◽  
Occupational Stress ◽  
Work Stress ◽  
Police Officers ◽  
Negative Relationship ◽  
Well Being ◽  
Relationship Functioning ◽  
Negative Consequences ◽  
Marital Functioning ◽  
Unique Type

The nature of police work includes toxic work environments and uncertain danger which imparts a unique type of occupational stress spillover or the transfer of stress from work life to home life for law enforcement officers. Work stress places officers at risk for negative health and psychosocial outcomes. While it has been shown that occupational stress can compromise the well-being of police officers, little is known about how spillover can effect other areas of life for officers such as marital relationships. This study investigates the association between work demands, emotional stress spillover, and marital functioning in a law enforcement sample. Data from 1,180 married law enforcement respondents to the Police Officer Questionnaire which included 148 items assessing work stress, health, family, and support were examined. Responses were analyzed using regression analyses. Results showed that career demands and emotional spillover were statistically significant predictors of the variance in marital functioning. Social and emotional spillover of work-related stress carries negative consequences for communication and emotion regulation within law enforcement marriages.

scholarly journals Leadership-promoted diversity climate and group identification

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jana Žnidaršič ◽  
Sabina Bogilović ◽  
Matej Černe ◽  
Roopak Kumar Gupta
Keyword(s):  
Crucial Role ◽  
Group Identification ◽  
Negative Relationship ◽  
Diversity Climate ◽  
Negative Consequences ◽  
Content Type ◽  
Positive Effects ◽  
Categorization Theory ◽  
Transnational Companies ◽  
Work Units

PurposeBesides diversity's positive effects, groups of “we” against “them” may form in accordance with social categorization theory, showing diversity's negative consequences. The authors aim to reconcile these results and examine their boundary conditions.Design/methodology/approachThe authors studied 584 working professionals from five contexts (transnational companies dealing with multicultural interactions) and analyzed data using moderated-mediation procedures.FindingsA leader-promoting diversity climate plays a crucial role in moderating the negative relationship between perceived dissimilarity and group identification, which is mediated by value dissimilarity.Originality/valueThis study mainly contributes by treating dissimilarity as a multicomponent construct, emphasizing the crucial differences embodied in various conceptualizations of dissimilarity – namely visible and value dissimilarity. For dissimilarity to result in group identification, the results highlight leaders' crucial role, beyond that of organizations and individuals, in stimulating a diversity-embracing climate in work units.

Impact of regulatory focus on security technostress and organizational outcomes: the moderating effect of security technostress inhibitors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Inho Hwang ◽  
Sanghyun Kim ◽  
Carl Rebman
Keyword(s):  
Regulatory Focus ◽  
Structural Equation ◽  
Negative Relationship ◽  
Organizational Outcomes ◽  
Equation Model ◽  
Organizational Level ◽  
Moderating Effects ◽  
Content Type ◽  
Individual Personality

PurposeOrganizations invest in information security (IS) technology to be more competitive; however, implementing IS measures creates environmental conditions, such as overload uncertainty, and complexity, which can cause employees technostress, eventually resulting in poor security performance. This study seeks to contribute to the intersection of research on regulatory focus (promotion and prevention) as a type of individual personality traits, technostress, and IS.Design/methodology/approachA survey questionnaire was developed, collecting 346 responses from various organizations, which were analyzed using the structural equation model approach with AMOS 22.0 to test the proposed hypotheses.FindingsThe results indicate support for both the direct and moderating effects of security technostress inhibitors. Moreover, a negative relationship exists between promotion-focused employees and facilitators of security technostress, which negatively affects strains (organizational commitment and compliance intention).Practical implicationsOrganizations should develop various programs and establish a highly IS-aware environment to strengthen employees' behavior regarding IS. Furthermore, organizations should consider employees' focus types when engaging in efforts to minimize security technostress, as lowering technostress results in positive outcomes.Originality/valueIS management at the organizational level is directly related to employees' compliance with security rather than being a technical issue. Using the transaction theory perspective, this study seeks to enhance current research on employees' behavior, particularly focusing on the effect of individuals' personality types on IS. Moreover, this study theorizes the role of security technostress inhibitors for understanding employees' IS behaviors.

scholarly journals (P2-28) Collaboration Between Nurses and Physicians in the Emergency Department: An Indonesian Study

2011 ◽  
Vol 26 (S1) ◽  
pp. s144-s149
Author(s):  
S. Suryanto
Keyword(s):  
Emergency Department ◽  
General Hospital ◽  
Patient Outcomes ◽  
Professional Education ◽  
Health Care Professionals ◽  
Organizational Outcomes ◽  
Work Place ◽  
Future Research ◽  
Emergency Nurses ◽  
Nurses And Physicians

BackgroundPositive collaboration between nurses and physicians is essential in all areas of care especially in emergency practice. This is because it has a significant relationship with the quality, safety, accountability, and responsibility of care. Three areas are positively related to collaborative interaction between nurses and physicians: provider outcomes, patient outcomes, and organizational outcomes.AimTo examine nurses' and physicians' attitudes towards nurse-physician collaboration in the Emergency Department of Dr Saiful Anwar General Hospital, Malang, Indonesia.MethodsThe study was a comparative descriptive quantitative study using a modified Jefferson Scale of Attitude towards Physician-Nurse Collaboration. Data were collected from 47 nurses and 24 physicians who participated in the study. Descriptive statistics, parametric and non-parametric inferential statistics were used to determine group scores and to examine differences between groups, as well as to determine the relationship between demographic characteristics and participants attitudes.ResultsEmergency nurses had significantly more positive attitudes toward collaboration than emergency physicians (p < 0.001). Emergency nurses had significantly higher scores in three of four underlying factors of the instrument: “physician dominance”, “nurse autonomy”, and “caring as opposed to curing”. The effects of gender, age, education, and experience in other hospitals on nurses' and physicians' attitude towards collaboration were not statistically significant. However, experience in the Emergency Department of Dr Saiful Anwar General Hospital was significantly related to participants' attitudes towards collaboration (p = 0.023).ConclusionsThe findings of this study indicate that both organizational and individual strategies should be developed to enhance the nurse-physician collaborative relationship. Inter-professional education may enhance health care professionals' attitudes towards collaboration. A larger and more representative sample is needed for future research, especially examining relationships such as between collaboration of these health professionals and patient outcomes and work place satisfaction.

On passion and heavy work investment: personal and organizational outcomes

2013 ◽  
Vol 29 (1) ◽  
pp. 25-45 ◽  
Author(s):  
Nathalie Houlfort ◽  
Frédérick L. Philippe ◽  
Robert J. Vallerand ◽  
Julie Ménard
Keyword(s):  
Turnover Intentions ◽  
Work Motivation ◽  
Field Studies ◽  
Organizational Outcomes ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Obsessive Passion ◽  
Individual Outcomes ◽  
Passion For Work

Purpose – The present research aimed to conceptually position passion for work as a predictor of HWI, as well as to assess the short and long-term influence of passion for work on workers' satisfaction, depression and turnover intentions. In addition, the paper tests whether the effects of passion for work were independent from those of work motivation. Design/methodology/approach – Hypotheses were tested in two field studies in work settings. The first study (n=2,393) was cross-sectional while the second study (n=335) used a prospective design. Findings – Harmonious passion was positively related to positive individual outcomes – higher work satisfaction, lower depression – and organizational outcomes – lower turnover intentions. Negative consequences – depression and turnover intentions – were positively related to obsessive passion. Furthermore, passion for work was found to be a distinct concept from work motivation as the above findings held even when controlling for work motivation. Research limitations/implications – Applications are limited to teachers. Only self-reported measures were used. Originality/value – The present research contributes significantly to the organizational and passion literature by showing that HWI may lead to either positive or negative outcomes depending on HWI's underlying motivational force, namely harmonious or obsessive passion. In addition, the present findings yield the first empirical evidence that passion and motivation are distinct but related concepts. In sum, findings from both studies provide valuable insights into the dynamics of passionate workers who are heavily invested in their work.

scholarly journals Effect of Ouchi Theory Z on the Performance of Selected Microfinance Banks in Warri Metropolis in Delta State

2021 ◽  
Vol 4 (2) ◽  
pp. 54-59
Author(s):  
Agbele G. ◽  
Onoriode O.H.
Keyword(s):  
Leadership Style ◽  
Negative Relationship ◽  
Statistical Technique ◽  
Team Work ◽  
Chi Square ◽  
Face To Face ◽  
Employees Satisfaction ◽  
Independent Variable ◽  
And Performance ◽  
Theory Z

The study focused on the effect of Ouchi theory Z on the performance of selected Microfinance Banks in Warri Metropolis in Delta State. The hypothetical aim was to ascertain the type of relationship that exists between the variables. The population covered 50 staff (Senior and Junior) of the selected Microfinance Bank in the area under study. The instrument employed for data collection was through personal (face-to-face) discussion with the respondents. Positive and reliable results were obtained. The data was analyzed through tables and chi-square statistical technique. The findings revealed that negative correlation exists between Ouchi theory Z and performance of Microfinance Bank. Calculated value less than the critical value (0.722 < 3.84) was equally 0bserved. This connotes a negative relationship between the dependent and independent variable. Microfinance banks in the area under study have been operating independently without the application of Ouchi theory Z that encourages workers/employees satisfaction that result in an increase in productivity. The study recommended that team work should be encouraged among Microfinance Bank. There should be employee participation in decision making and strategic planning among Microfinance Banks. Again, constant and continuous communication (CCC) leadership style should be maintained between employees and employers of Microfinance Banks for maximum productivity.

scholarly journals The Impact of Work Place Stressors on Work Quality of Nurses: Case Study of Private Medical Institutions in the (TRNC)

2017 ◽  
Vol 2 (3) ◽  
Keyword(s):  
Health Care Organization ◽  
Negative Relationship ◽  
Work Place ◽  
Care Organization ◽  
Positive Relation ◽  
Work Quality ◽  
Work Related ◽  
Related Quality ◽  
The Impact

Various studies have been discussed in the past time to predispose the contact of work place stressors on work quality of nurse. Most of the studies focused on the work place stressors and their relationship between work related quality of life of nurses that how stressors can affect the work quality of nurses and what are the reasons or is there any negative or positive relation between stressors and work quality. This study seeks to analyze the impact of work place stressors among nurses in their work quality by acquiring a quantitative testing method of administering questionnaires to the nurses in the health work place in Northern Cyprus. If the stressors that alter the task quality of nurses are low in the work place, there can be a positive relation between them and can make nurses work more comfortable and relaxed. The main findings suggests that there is a symbolic negative relationship of job place stressors with work nature and aspect of nurses. The results discloses that the frequency of job place stressors have a eloquent contact on work quality of nurses and there is a statistically expressive negative linear contingency within job related element of life and Nurses stress. In health care organization, designing and creating work to be more important and meaningful in their performance and in the manner at which their contributions are acknowledged.

scholarly journals Geographical identification of the vulnerable groups during COVID-19 crisis: the typhoon eye effect and its boundary conditions

2020 ◽  
Author(s):  
Pok Man Tang ◽  
Stephen X. Zhang ◽  
Chi Hon Li ◽  
Feng Wei
Keyword(s):  
Mental Health ◽  
Life Satisfaction ◽  
Boundary Conditions ◽  
Healthcare Providers ◽  
Negative Relationship ◽  
Mental Healthcare ◽  
Well Being ◽  
Vulnerable Groups ◽  
Negative Consequences ◽  
Working Adults

AimAlthough some studies suggest the coronavirus disease (COVID-19) is associated with negative consequences on physical health, our knowledge about the detrimental effects of COVID-19 on people’s mental health is still nascent. This study uses typhoon eye theory to offer insights in helping clinical psychiatrists to screen people with well-being issues during COVID-19 outbreak.MethodsWe collected survey data from working adults across different geographical areas in China on 20 and 21 February 2020 during the outbreak of COVID-19. The sample contains 308 working adults, who were in various parts of China, with varying distance to the epicenter of Wuhan.ResultsIndividual adults’ distance to the epicenter was negatively associated with life satisfaction (β = −0.235, 95% CI −0.450 to −0.020, p = 0.032). This association between distance and life satisfaction was significant only for adults who were young or had smaller family sizes. For example, the negative relationship was strongest when the individuals were in the age bracket of 20 years old (15.7%; β = −0.703, 95% CI −1.098 to −0.307; p = 0.001) and single (32.3%; β = −0.767, 95% CI −1.125 to −0.408; p < 0.001).ConclusionOur results that people’s well-being deteriorates by the distance from the epicenter for specific groups of people help guide mental healthcare providers towards the regions that are further away from the epicenter in the ongoing COVID-19 outbreak. Meanwhile, our results indicate the practitioners should be cautious of using typhoon eye effect for individuals who were older or had a larger family size.

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