Factors Affecting Compliance to Ethical Standards in Public Procurement in Kenya: A Behavioral Model of Ethical and Unethical Decision Making Perspective

The study sought to investigate the factors affecting compliance to ethical standards in public procurement in Kenya. The study adopted it is specific objectives from a behavioral model of ethical and unethical decision making that is; professionalism factors, social factors, personality factors, legal framework factors and work environment factors on how they affect compliance to ethical standards in public procurement in Kenya. The study adopted descriptive research design as the study design, the population of the study was 40 employees and since the population was small the researcher employed census research design where all employees took part in the research. Primary data collection method was used by administering structured questionnaires. Descriptive statistics, correlation and multiple regression analysis were used to analyze the data. The finding of the study revealed that professionalism factors, legal framework factors, and work environment factors had a positive and statistical significant influence on compliance to ethical standards in public procurement in Kenya. Personal factors and social factors were found not to have statistical significant influence on compliance to ethical standards in public procurement in Kenya. The study recommended that administrative bodies and judiciary should enforce sanction to people who contravenes rules and code of ethics in public procurement. Public organization to invest in training their employees in public procurement code of ethics and rules to avoid the ignorance’s currently observed. This study had implications on knowledge and practices since it did not only investigate factors affecting compliance to ethical standards in public procurement in Kenya but also informed that professionalism factors, legal framework factors and work environment factors were the major factors affecting compliance to ethical standards in public procurement in Kenya.

Analisis Faktor-Faktor yang Berhubungan dengan Low Back Pain pada Penenun Galery Ulos Sianipar Medan

Low back pain (LBP) is one of the most common health complaints in the community. About 80 percent of adults have experienced this condition. This research is a quantitative research with a cross sectional approach. The study was conducted at the Ulos Sianipar Gallery onAugust 2021. The population in this study were all weavers who worked at the Ulos Sianipar Gallery Medan as many as 54 people by using the slovin formula obtained sample of 48 people. Data was collected through a questionnaire, specifically for work attitudes with the Rapid Entire Body Assessment (REBA) method, carried out with the help of cameras, bows and worksheets. The results showed that individual factors: age (p=0.003), body mass index (p=0.044) and length of work (p=0.022); work environment factors: work duration (p=0.020) and rest time (p=0.018); and work factors: workload (p=0.001) and work attitude (p=0.001) have a relationship with LBP on weavers at Galeri Ulos Sianipar Medan. It is recommended for business owners to adjust the position of the thread on the weaving machine to the sitting position of the worker so that it does not require the worker to raise his hand higher, the weaver is advised to reduce or avoid awkward postures such as bending over which can cause muscle fatigue due to frequent or repetitive weaving.

Safety Performance in Acute Medical Care: A Qualitative, Explorative Study on the Perspectives of Healthcare Professionals

Healthcare professionals need specific safety performance skills in order to maintain and improve patient safety. The purpose of this study is to get a deeper understanding of healthcare professionals’ perspective in acute care on the topic of safety performance. This study was conducted using a qualitative approach. Healthcare professionals working in nursing were interviewed using semi-structured interviews. Using content analyzing, categories were identified which present aspects of safety performance; subcategories were developed deductively. A total of 23 healthcare professionals were interviewed, of which 15 were registered nurses, five were nursing students and three were pedagogical personnel. Nine (39.1%) were <30 years old, 17 (73.9%) were female, and 9 (39.1%) had a leadership function. Results highlight the importance of safety performance as a construct of occupational health rather than of patient safety, and the role of the organization, as well as the self-responsibility of healthcare professionals. Healthcare professionals should be more conscious of their role, have a deeper understanding of the interaction of individual, team, patient, organization and work environment factors.

Prioritizing Psychosocial Work Environment Factors for Knowledge Workers using Analytic Hierarchy Process (AHP)

Existing literature has acknowledged various factors that influence psychosocial work environment. Nevertheless, these factors need prioritisation so that policymakers and practitioners may design an effective workplace policy. This study prioritises psychosocial work environment factors using the Analytic Hierarchy Process (AHP). Fifty-seven experts from six knowledge-based industries of Pakistan provided their inputs on 36 dimensions grouped in 6 domains. Using the AHP approach, the results suggest that out of six domains, Conflict and Offensive Behaviour is the most critical domain for knowledge workers in Pakistan. Further, this study calculated Global Composite Priority Weight (GCPW) for decision making and indexing purposes for the Psychosocial Work environment. Based on GCPW results, the study suggests that highly prioritised dimensions are conflicts and quarrels, workplace bullying, unpleasant teasing, organisational justice and the threat of violence. This study also finds the traditional well studied factors such as quantitative demands, demands for hiding emotions and emotional demands are relatively least important factors for knowledge workers. The results offer the guidelines for policymakers and organisational behaviour practitioners to devise new workplace policies for knowledge workers at the national and international levels. The prioritised factors give new avenues for academic researchers to investigate further on these factors.

WORK ENVIRONMENT FACTORS IN AFFECTING EMPLOYEE PERFORMANCE

This study aims to determine the effect of the work environment on the performance of the employees of the Public Administration Section of the Pematangsiantar City Regional Secretariat, totaling 28 employees. For the results of the validity analysis, it was found that the results were valid and for reliability the results were reliable. For the results of normality, it is concluded that the data is normally distributed, with a coefficient of determination of 36% while the rest is influenced by other factors and the correlation value of the variables is included in the strong category. The regression equation shows positive equation results and the hypothesis results provide an answer that partially, the work environment has a positive and significant effect on employee performance, because the work environment is the most important factor in achieving employee performance.

Transfer of training from an internal medicine boot camp to the workplace: enhancing and hindering factors

Background The transfer of training to the workplace is the aim of training interventions. Three primary factors influence transfer: trainee characteristics, training design and work environment influences. Within medical education, the work environment factors influencing transfer of training remain underexplored. Burke and Hutchins’ review of training transfer outlined five work environment influences: opportunity to perform, supervisor/peer support, strategic link, transfer climate and accountability. This study aimed to explore the ways in which work environment factors influence the transfer of training for medical trainees. Methods Internal Medicine Training in Scotland includes a three-day boot camp involving simulation-based mastery learning of procedural skills, immersive simulation scenarios and communication workshops. Following ethical approval, trainees were invited to take part in interviews at least three months after following their boot camp. Interviews were semi-structured, anonymised, transcribed verbatim and analysed using template analysis. Member checking interviews were performed to verify findings. Results A total of 26 trainees took part in interviews between January 2020 and January 2021. Trainees reported a lack of opportunities to perform procedures in the workplace and challenges relating to the transfer climate, including a lack of appropriate equipment and resistance to change in the workplace. Trainees described a strong sense of personal responsibility to transfer and they felt empowered to change practice in response to the challenges faced. Conclusions This study highlights barriers to transfer of training within the clinical workplace including procedural opportunities, a transfer climate with challenging equipment availability and, at times, an unsupportive workplace culture. Trainees are driven by their own sense of personal responsibility; medical educators and healthcare leaders must harness this enthusiasm and take heed of the barriers to assist in the development of strategies to overcome them.

Effect of Work Environment Factors on Willingness to Stay Level

The quality of a workspace is influenced by the surrounding environment, called the work environment. A good work environment has a positive influence on comfort and willingness to stay. A comfortable workspace can improve performance and productivity. This study looked at the effect of work environment factors, both physical and non-physical, on someone’s willingness to stay while working in a workspace. This research used qualitative-quantitative methods. Explorative-qualitative methods were used to collect data about the work environment factors. Explanatory quantitative methods were used to see how these work environment factors influence the respondent’s willingness to stay level. Data collection in both stages of the study used an online questionnaire that was distributed freely (non-random sampling). From this study, 11 work environment factors that affect someone’s willingness to stay and intention to move were identified: social interaction, quality of visual interior, natural environment, spaciousness, artificial ventilation, glare, crowd, natural air, facility, air temperature, and humidity. The result of the analysis revealed that there were factors that strongly affect someone’s willingness to stay, factors that weakly affect someone’s willingness to stay, and factors that strongly affect someone’s intention to move.

Development and Validation of Work Environment Services Scale (WESS)

Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.