1,720,960 research outputs found
Organizational Diversity and Inclusion Scale (ODIS): A multilevel approach = Échelle de diversité et inclusion organisationnelles (ODIS): une approche multiniveaux
Full text linkIntroduction. - In the current social context, organizations need to deal with an increasingly heterogeneous workforce. It is therefore necessary to develop measures capable of detecting dynamics of diversity and inclusion in organizations. Objective and method. - This study introduces a new scale, namely the Organizational Diversity and Inclusion Scale (ODIS), which consists of 61 items measuring perceived discrimination, inclusive and discriminatory attitudes toward minority social groups (women, physical/sensory disability, youth workers, seniors, workers of different races and ethnicities, LGBT) and perceptions of diversity management (policy, compliance and structures) in the organizational context. One thousand seven hundred and eighty-four respondents, from both public and private Italian organizations filled in the self-report questionnaire. Results. - Accordingly, an exploratory and confirmatory factor analysis demonstrated a sixteen-factor structure. Criterion and construct validity were tested through correlation analyses with other scales (affective commitment, job satisfaction, turnover intentions, and mobbing at work) and similar measures (Diversity Climate Scale). Results suggest that the ODIS can be reliably used to measure organizational perceptions of diversity and inclusion in a multilevel perspective. Conclusion. - Findings suggest the importance of using ODIS for multilevel and multidimensional surveys in order to plan and apply actions and interventions, especially among managers.Introduction. – Dans l’environnement social d’aujourd’hui, les organisations sont confrontées à des effectifs de plus en plus diversifiée. Il est donc nécessaire de développer des outils capables de saisir les dynamiques de diversité et d’inclusion à l’œuvre dans les organisations.
Objectif et méthode. – Cette étude présente une nouvelle échelle, à savoir la Grille d’évaluation de la
diversité et de l’inclusion organisationnelles (ODIS), qui se compose de 61 items et mesure la discrimination perc ̧ ue, les attitudes envers l’inclusion et discriminatoires envers des groupes sociaux minoritaires (femmes, personnes en situation de handicap physique/sensoriel, les travailleurs jeunes et âgées, les travailleurs racisés etles personnes LGBT) etles perceptions de la gestion de la diversité (politique, conformité et structures) dans le contexte organisationnel.Mille sept cent quatre-vingt-quatre répondants, issus d’organisations italiennes publiques et privées, ont rempli le questionnaire d’autoévaluation.
Résultats. – En conséquence, une analyse factorielle exploratoire et confirmatoire a mis en évidence une
structure à 16 facteurs. Les validités de critère et de construit ont été testées via des analyses de corrélation
avec d’autres échelles (engagement affectif, satisfaction au travail, intentions de turnover et mobbing au travail) et une mesure apparentée (échelle de climat de diversité) Les résultats suggèrent que l’ODIS peut être utilisée de manière fiable pour mesurer les perceptions organisationnelles de la diversité et de l’inclusion dans une perspective à plusieurs niveaux.
Conclusion. – Les résultats suggèrent l’importance d’utiliser ODIS pour des enquêtes multiniveaux et multidimensionnelles afin de planifier et d’appliquer des actions et des interventions, en particulier auprès
des managers
Dual commitment profiles and job satisfaction among temporary agency workers
No full textTemporary agency workers (TAWs) are an ever-increasing type of employees which establish a double work relationship with both the agency and the client organization. Within this context, the concept of dual commitment has received considerable attention in the last years. The present contribution integrates dual commitment line of research with the one adopting a person-centered approach to the study of commitment configurations, to investigate commitment profiles on a large sample of TAWs. According to Sinclair et al.'s framework, we aimed to identify TAWs' commitment profiles based on their levels of dual affective commitment (to the agency and to the client organization) and on their general continuance commitment and to investigate differences in job satisfaction among profiles. Latent profile analyses on 7225 TAWs revealed 5 distinct profiles, namely Dually Free Agents, Dually Involved, Dually Allied, (Unilaterally) Client Allied and (Unilaterally) Agency Invested. The Dually Involved profile, followed by the Dually Allied profile, had the highest level of job satisfaction, whereas the Dually Free Agent profile and the (Unilaterally) Agency Invested had the lowest. Furthermore, the (Unilaterally) Client Allied group had a higher level of job satisfaction as compared to the (Unilaterally) Agency Invested profile. Implications are discussed
How youth may find jobs: The role of positivity, perceived employability and support from employment agencies
Full text linkYouth unemployment is a relevant issue among most European countries; therefore, it is important to understand its individual and situational determinants. This study aimed to investigate a conceptual model that explains the associations among positivity (POS), perceived support from employment agencies, perceived employability (PE), and employment status in a sample of 317 unemployed Italian youth involved in the Youth Guarantee program. In particular, this study investigated the relationships between POS and PE and between PE and employment. Moreover, we analyzed whether the relationship between POS and employment status was mediated by PE and whether the relationship between POS and PE was moderated by perceived support from employment agencies. Results showed that PE totally mediated the relationship between POS and employment status. Furthermore, the moderating role of perceived support from agencies was confirmed; when high, it boosted the relationship between POS and PE. In sum, this study contributes to understanding the key impact of POS on PE, as well as the role played by employment agencies as a “catalyst” of this relationship, allowing, with their support, unemployed youth to maximize their opportunity to find a job. Implications for both research and practice are discussed
The differential role of personal resources on career strategies among dismissed call center agents: the case of Almaviva workers.
No full textIt is known the protective role of personal resources in stress situations and changes (e.g. Van Den
Heuvel, 2010). Personal resources may help the individual to maximize from environmental
opportunities, to cope with difficulties, to persist when encountering difficulties and capitalize even
from failures. One of the most difficult and challenging work situation is certainly job loss.
The present study aims to emphasize the role of personal resources in a group of 874 call center
workers (hired with permanent contract) in the face of layoff caused by organizational downsizing
and followed by an outplacement project provided by the Region of Lazio.
In particular, we explored the differential relationship of four personal resources (namely selfefficacy,
resilience, adaptability, locus of control) in relation to three career strategies (namely active
job search, networking, competencies development) and three negative work outcomes (rumination,
job insecurity and hopelessness). We also take into account burnout symptoms related to previous
call centre work.
Results showed the key role of self-efficacy for promoting career strategy targeted to the
reintegration in the labor market. Moreover, resilience was negatively associated with rumination
and external locus of control was positively associated with hopelessness. Burnout was related to job
insecurity. Personal resources were also associated with the attitude towards the outplacement plan.
Future research step and practical implications for outplacement plan are presented
Well-being and organizational behaviour of agency workers. Some Evidence from a National Study on the Temporary Work Agency Industry.
No full textWell-being and organizational behavior of agency workers. Some Evidence from a National Study on the Temporary Work Agency Industr
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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