Illegitimate tasks: obstacles to trans equality at work

Purpose This study aims to explore the relationship between the reported frequency of illegitimate tasks undertaken at work (FREQIT) and gender identity among cisgender individuals and persons with a (?) transgender or gender non-conforming (TGNC) identity. Design/methodology/approach This research combines an experimental approach with a field-study. Study 1 contained a vignette experiment where participants reported their likelihood to assign illegitimate tasks (IT) to either a cisgender or a TGNC employee. Study 2 measured perceptions of tasks-illegitimacy (PERTI), FREQIT, perceptions of organisational gender climate (PGC), burnout and intention to quit among a sample of cisgender and TGNC participants. Findings In Study 1, individuals in a supervisory position were more likely to assign IT to TGNC than cisgender employees. In Study 2, gender identity influenced burnout, intentions to quit and PGC, serially mediated by PERTI and FREQIT. The results from Study 2 did not support the initial model, which proposed that lower PERTI would lead TGNC employees to report a higher FREQIT, leading to lower occupational well-being scores. Instead, TGNC participants’ burnout, intention to quit and PGC scores improved as a consequence of their lower PERTI. However, when comparing cisgender and TGNC individuals, the latter presented higher levels of burnout, intentions to quit and lower PGC scores. Originality/value This is the first study measuring the effects of IT on TGNC individuals’ occupational well-being. It underscores the importance to reduce cisgender biases and transphobia and to address IT as obstacles to trans equality in the workplace.

Efforts in improving managerial competency of executing and supervisory position with competency based training method

The purpose of this study was to determine whether the learning method through competency based training designed according to the results of the competency gap can improve managerial competencies in cooperation and communication of executing office holders and managerial competencies in self and others development as well as decision-making of the supervisory office holders. The research was conducted in Jakarta in one of government agencies by taking the executing and supervisory officials as research target. The research method used in this study is the method of action research, which among its aims is to find solutions to problems that exist in a particular study area. The results of the study showed that (1) there are significant differences between before and after holding competency based training for executing officials. The average Post-CBT value for executing positions was 3.45 which is higher than the average Pre-CBT value of 1.75. It illustrates that the learning method through competency based training designed according to the results of competency gaps can improve managerial competencies in cooperation and communication of executing office holders, and (2) there are significant differences between before and after holding competency based training for supervisory office holders. The average Post-CBT value for supervisory positions was 3.60 which is higher than the average Pre-CBT value of 1.80 which illustrates that the learning method through competency based training designed based on the results of competency gaps can improve managerial competencies in self and others development as well as decision-making for supervisory office holders.

واقع سلوك المواطنة التنظيمية لدى أعضاء الإدارة العليا في الجامعات الفلسطينية بقطاع غزة من وجهة نظر العاملين في الوظائف الاشرافية

ملخص: هدفت الدراسة إلى الكشف عن مستوى ممارسة سلوك المواطنة التنظيمية لدى أعضاء الإدارة العليا في الجامعات الفلسطينية بقطاع غزة من وجهة نظر العاملين في الوظائف الإشراقية, وقد أجريت الدراسة على العاملين في الوظائف الإشراقية في الجامعات الفلسطينية بقطاع غزة والبالغ عددهم (344) موظفاً وموظفة, وتم توزيع استبانة أعدت خصيصاً لهذا الغرض باستخدام أسلوب الحصر الشامل، وتم استرداد (289) استبانة، بنسبة (84.01%) من مجتمع الدراسة, واستخدم الباحث المنهج الوصفي التحليلي والأساليب الاحصائية المناسبة لمعالجة البيانات وتحليلها باستخدام برنامج SPSS.ومن أهم النتائج التي توصلت لها الدراسة أن 79.76% من مجتمع الدراسة يرون أن سلوكيات المواطنة التنظيمية لدى أعضاء الإدارة العليا في الجامعات الفلسطينية بقطاع غزة متوفرة بدرجة عالية ومرضية. كما وأظهرت الدراسة أن أبعاد سلوك المواطنة التنظيمية لدى أعضاء الإدارة العليا في الجامعات الفلسطينية في قطاع غزة متوفرة بدرجة كبيرة وجاءت ضمن الترتيب التالي:( وعي الضمير, السلوك الحضاري, الكياسة/اللطف, الإيثار, الروح الرياضية).كما بينت النتائج أنه لا توجد فروق ذات دلالة إحصائية بين متوسطات استجابات المبحوثين حول سلوك المواطنة التنظيمية في الجامعات الفلسطينية في قطاع غزة تعزى للمتغيرات (النوع, المؤهل العلمي، الخبرة العملية، الجامعة).بينما توجد فروق ذات دلالة إحصائية بين متوسطات استجابات المبحوثين حول سلوك المواطنة التنظيمية في الجامعات الفلسطينية في قطاع غزة تعزى لمتغير (المسمى الوظيفي).ويوصي الباحث بضرورة العمل على تدعيم السلوكيات التي تساهم في تعزيز سلوك المواطنة التنظيمية لدى العاملين في الجامعات وتقوية قيم التعاون والمودة بينهم والعمل على تحديث المناخ التنظيمي بشكل مستمر بحيث ينمو فيه سلوك المواطنة التنظيمية بدون معوقات. الكلمات المفتاحية /سلوك المواطنة التنظيمية، أعضاء الادارة العليا في الجامعات الفلسطينية في قطاع غزة، العاملين في الوظائف الإشراقية. Abstract This study aimed to identify the level of the organizational citizenship behavior of the top management members from the employees’ perspective in the supervisory position in the Palestinian universities in Gaza. The study sample included 344 employees who work in the supervisory position in Palestinian universities in Gaza. The study instrument comprised a questionnaire which was distributed using the comprehensive survey technique, where (289)questionnaires were collected back, (84.10%) form community study. The researcher used the descriptive analytical method and the appropriate statistical methods for analyzing data by using the SPSS.the most important results of the study were, Proportion of community study (79.76%) find that the Organizational citizenship behavior of the top management members in the Palestinian universities in Gaza is available with a high and satisfactory degree. The study shows that the dimensions of the Organizational citizenship behavior are highly available in the following rank (Altruism – Courtesy – Civilized behavior – Sportsmanship- Conscientious Awareness). There are no statistically significant differences between the average of the respondents about the Organizational citizenship behavior in Palestinian universities in Gaza attribution to the following variables: (gender , educational qualification, years of service, universities). There are statistically significant differences between the average of the respondents about the Organizational citizenship behavior in Palestinian universities in Gaza attribution to the variable (job title ).The researcher recommend that there is a need to support the contributed factors in reinforcing the organizational citizenship behavior of the employees in the universities and stre ngthening the cooperative values and relations with each other. Exert an effort to update the organizational climate continually that help the organizational citizenship behavior to grow and progress without obstacles.

Management competencies required in the transition from a technician to a supervisor

Orientation: Technicians are frequently promoted to supervisory positions based on their technical abilities, with scant attention focused on developing management competencies. This oversight often poses significant challenges. The effective transition from technician to supervisor is important in any organisation.Research objective: The primary objective is to identify and verify the competencies that are required for a technician and a supervisory position; the secondary objective is to identify the gap that must be filled with relevant training interventions to enable technicians to make an effective transition to a supervisory position.Motivation for this study: The identification of the management competencies required for a technician who makes a career change to a supervisor position.Research method: The sequential mixed method approach was used to enable the twophase data collection process: phase one was the quantitative phase and phase two was the qualitative phase. Main findings: The overall findings confirm that there are indeed management competencies that technicians require training and development on before being promoted to a supervisory position.Implication: Organisations need to identify the key competencies for a technician and a supervisor and implement development or training interventions that are essential to successfully transition an employee from the level of a technician to the level of a supervisor.Contribution: Organisations need to implement essential development or training interventions focused on developing management competencies and put in place support interventions such as coaching, job shadowing, mentoring and networking.

Research Careers: Some Reflections from Europe

Considerable attention is paid across Europe to the formative years of scholars—the career period between graduation from a university and the eventual appointment to a senior supervisory position at a higher education or research institution. A study on academic careers in a number of European countries shows that employment conditions and career patterns for young academics vary substantially by country. However, short-term employment until about the age of 40 and high levels of selectivity are common in many countries.

Predictors of Job Stress and Satisfaction among Hospital Workers during Re-Engineering: Differences by Extent of Supervisory Responsibilities

After two years of rapid organizational change within a large teaching hospital, 83 percent of workers remained employed there. Among these “survivors,” job satisfaction decreased and job stress increased regardless of whether they were employed in a supervisory position. This article examines the predictors of job satisfaction and job stress for managers, for people who indicated that they supervised others but were not managers, and for workers. There are areas of commonality in predictors across these groups, as well as some differences by level of supervisory responsibility. Examining and modifying job characteristics associated with high stress could result in healthier hospital work environments.