positive work
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2022 ◽  
Author(s):  
Pawel Robert Golyski ◽  
Gregory S Sawicki

Maintaining stability during perturbed locomotion requires coordinated responses across multiple levels of organization (e.g., legs, joints, muscle-tendon units). However, current approaches to investigating such responses lack a "common currency" that is both shared across scales and can be directly related to perturbation demands. We used mechanical energetics to investigate the demands imposed on a leg by a transient increase in unilateral treadmill belt speed targeted to either early or late stance. We collected full body kinematics and kinetics from 7 healthy participants during 222 total perturbations. From across-subject means, we found early stance perturbations elicited no change in net work exchanged between the perturbed leg and the treadmill but net positive work at the overall leg level, and late stance perturbations elicited positive work at the leg/treadmill interface but no change in net work at the overall leg level. Across all perturbations, changes in ankle and knee work from steady state best reflected changes in overall leg work on the perturbed and contralateral sides, respectively. Broadening this paradigm to include joint level (vs. leg level) perturbations and including muscle-tendon unit mechanical energetics may reveal neuromechanical responses used in destabilizing environments which could inform design of balance-assisting devices and interventions.


2021 ◽  
Vol 16 (1) ◽  
pp. 6
Author(s):  
Caroline Jay ◽  
Robert Haines ◽  
Daniel S. Katz

Software now lies at the heart of scholarly research. Here we argue that as well as being important from a methodological perspective, software should, in many instances, be recognised as an output of research, equivalent to an academic paper. The article discusses the different roles that software may play in research and highlights the relationship between software and research sustainability and reproducibility. It describes the challenges associated with the processes of citing and reviewing software, which differ from those used for papers. We conclude that whilst software outputs do not necessarily fit comfortably within the current publication model, there is a great deal of positive work underway that is likely to make an impact in addressing this.


2021 ◽  
Vol 8 (2) ◽  
pp. 167-172
Author(s):  
Rachel Alberstadt ◽  
Jesse Scott ◽  
David Warwick ◽  
Elizabeth Williams ◽  
Thomas Kennedy

In todays workplace, especially in the midst of todays challenging times, we must understand the values of resilience, communication, decision-making, team-building, and diversity. These core competencies contribute to the success of being a diligent leader within government agencies. These competencies make the difference between opportunity and performance, and promote a positive work environment. Government agencies must make sure they are creating inclusive, diverse, and equitable workplaces.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Janis J. Shearer ◽  
Ben B. Chiewphasa

PurposeAcademic BIPOC librarians oftentime struggle to envision themselves and navigate in White-dominant spaces due to deficit thinking. To better understand how DEIA efforts can bolster structural change in academic libraries, the two BIPOC authors opted to lean on an asset-based exercise–imagining a positive work environment made possible through a library staffed entirely by BIPOC individuals.Design/methodology/approachThrough collaborative autoethnography, the two authors interviewed one another and centered their unstructured conversations around one question: “What does an academic library composed entirely of a BIPOC workforce look like?” Three emergent themes were agreed upon and finalized by the two authors.FindingsThe authors' imagined library is able to foster a supportive community and also function efficiently thanks to its shared purpose grounded in DEIA. Despite relying on an asset-based framework, the authors found themselves having to reckon with trials and tribulations currently faced by BIPOC librarians. Effectively envisioning the “ideal” library environment is not possible without also engaging with librarianship's legacy of racial injustices.Originality/valueRecognizing that confronting systems of oppression naturally invokes trauma, this paper encourages librarians to challenge deficit thinking and instead rely on asset-based models to candidly imagine an anti-racist academic library. The authors acknowledge that BIPOC voices and experiences add tremendous value to the library workplace. At the heart of this paper is the belief that reparations for past racial injustices should not only fix past wrongdoings, but also contribute to positive workplace cultures.


2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Fangyuan Teng ◽  
Changming Dong ◽  
Jinlin Ji ◽  
Brandon J. Bethel ◽  
Aijun Pan ◽  
...  

AbstractUp to now, the literature has shown that the relative wind stress does negative work on ocean mesoscale eddies. In other words, the relative wind stress inhibits the development of the eddies. However, based on a newly derived simplified theoretical model, the present study finds that under the action of a steady and uniform wind field, eddies can rapidly obtain kinetic energy from the wind field following several hours of adaption and adjustment, in which the wind stress transitions from doing negative to positive work. The finding is supported by the fact that the relative wind stress work on oceanic eddies over the northeastern tropical Pacific ocean is positive with the nearly constant gap wind. This implies that energy input from the wind is sensitive to eddy velocity structure, and hence, wind stress is not always a killer of eddies.


2021 ◽  
Vol 13 (23) ◽  
pp. 13129
Author(s):  
Shagini Udayar ◽  
Leandro Ivan Canzio ◽  
Ieva Urbanaviciute ◽  
Jonas Masdonati ◽  
Jérôme Rossier

Over the last three decades, the professional landscape has changed, and career paths have become more plural, complex, and flexible, as well as less predictable. Consequently, career sustainability has become a major concern. Since the framework of sustainable careers captures the complexities of modern careers, we used it in the present study to understand how various types of significant life events (i.e., negative work events, negative nonwork events, positive work events, and positive nonwork events) hinder or foster career sustainability among 870 professionally active adults in Switzerland using a longitudinal design. We used repeated measures analysis of variance to study changes in health (i.e., self-rated health and stress at work), happiness (i.e., life satisfaction, quality of life, and job satisfaction), and productivity (i.e., employability and career prospects) by the type of significant life events over time, from 1 year before the event (T0) to 1 year after the event (T2). Results indicated that work events are important to consider when studying career sustainability as there is evidence for spillover effects from work to life. Specifically, experiencing positive work events seems to foster career sustainability, and these effects seem to be stronger than the negative effect of negative work or nonwork life events on health, happiness, and productivity.


2021 ◽  
pp. 002188632110591
Author(s):  
Dirk De Clercq ◽  
Renato Pereira

This study details the unexplored connection between employees’ exposure to family incivility and voice behavior to pinpoint organization problems, considering the mediating role of their work engagement and the moderating role of their emotion sharing with colleagues in this connection. Survey data obtained from employees who work in the banking sector reveal that a critical reason rude treatment by family members keeps employees from expressing their opinions about organizational shortcomings at work is that they exhibit limited positive work energy. This explanatory role of work engagement is less salient though when employees can draw on the relational resource of emotion sharing. For organizational change professionals, this study accordingly showcases a core explanation, thwarted work engagement, by which family-related hardships prevent employees from undertaking productive problem-focused voice activities, and it explicates how this mechanism can be subdued if the work environment encourages employees to express personal feelings openly to their peers.


Author(s):  
Mukaddes Yeşilkaya ◽  
Tayfun Yıldız

The most valuable thing we learned from expectation theories is that expectations affect behaviors significantly. This study deepens this knowledge, and proposes a model that puts forward the idea that optimistic expectations stimulate proactive personality characteristics and in this way activate strategic vigilance which forms the basis of behavioral decisions. In order to test this model, research was carried out with 280 entrepreneurs participating. Data obtained from the sample were analyzed using statistical programs which examine mediating effect. The research findings have shown that optimistic expectations affect strategic vigilance significantly and positively, and proactive personality traits have a fully mediating role in this effect. This is the first study that examines the relationships among optimistic expectations, personality characteristics, and cognitive abilities. To find out other relations between optimistic expectations and personality characteristics and cognitive abilities, there should be more researches. The findings can help provide a different perspective both in analyzing entrepreneurship success and in developing other management practices that increase positive work outputs.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Aboramadan ◽  
Khalid Abed Dahleez

Purpose The adverse effects of the COVID-19 pandemic have opened the door to investigations of the leadership practices needed to guarantee positive work-related outcomes among employees in organizations. Therefore, building on the norm of reciprocity, this research aims to propose a model to examine servant leadership’s role in stimulating task performance and risk-taking behaviors during crisis times. In this model, safety climate was hypothesized to serve as a mediating variable between servant leadership, task performance and risk-taking behavior. Design/methodology/approach Data were collected from 237 staff (medial and administrative staff) working in Palestinian hospitals. Partial least squares structural equation modeling was used to analyze the data. Common method bias remedies were presented. Findings This study demonstrates that servant leadership is effective in fostering task performance and risk-taking behaviors in times of crisis through the mediation of safety climate. According to the results, safety climate demonstrated to fully mediate relationship between servant leadership and task performance (ß = 0.225, p-value = 0.000), and the relationship between servant leadership and risk-taking behavior (ß = 0.248, p-value = 0.000). Moreover, the results demonstrated that employees with higher experience tend to be more willing to engage in risk-taking behavior. Practical implications The findings may be useful for hospital managers on the role servant leadership can play in generating positive work-related outcomes during crisis times. Originality/value The paper is among the few empirical endeavors which examine the consequences of servant leadership in times of crisis, taking into account the intervening role of safety climate.


2021 ◽  
Author(s):  
◽  
Natalija Andrejic

<p>The demand for workplace flexibility is growing in New Zealand. The increasing and fragmented employment participation of women has given rise to growing complexity within family lives and higher demand for flexible work. Flexible work arrangements (FWAs) are intended to assist parents in managing care responsibilities, while discouraging unemployment among women in particular. Evidence linking FWA usage with positive work outcomes and reduced work-family conflict has grown in recent years. However, research also suggests a darker side to FWAs. For some, research shows that FWAs may exacerbate work-life balance (WLB) issues and negatively affect career advancement, with indications that attempts to promote WLB can come at the expense of positive work outcomes, and vice versa. As a result, less is known about the factors that shape outcomes for flexibly working parents, or indeed, the individual strategies that parents employ to promote positive outcomes while working flexibly. The complex way in which FWAs can either promote or hinder positive employee outcomes necessitates concurrent examination of the tensions between WLB and career outlooks for users of FWAs. Drawing on the experiences of 21 professional, flexibly working parents across public service organisations, this thesis finds parents navigate the tensions of flexible work using a variety of WLB, work organisation, and career-promoting strategies, with varying effects. Work intensification and efficiency strategies are shown to be commonly used by flexibly working parents for promoting positive work outcomes. However, while work efficiency appears to also promote WLB, work intensification is seen to negatively impact WLB. This research provides valuable insight into flexibly working employee strategies, hitherto largely neglected within the literature, and highlights the need for applying the life course perspective to FWA research.</p>


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