2,614 research outputs found
The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era
Get PDFThis case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work
Effort–reward imbalance and organisational injustice among aged nurses: a moderated mediation model
No full textAim: To test the effort–reward imbalance model among older nurses, expanding it to include the moderation of overcommitment and age in the stress–health complaints relationship, mediated by organisational injustice. Background: The theoretical framework included the effort–reward imbalance, the uncertainty management and the socio-emotional selectivity models. Method: Employing a two-wave design, the participants were 255 nurses aged 45 years and over, recruited from four large hospitals in Spain (Madrid and Basque Country). Results: The direct effect of imbalance on health complaints was supported: it was significant when overcommitment was low but not when it was high. Organisational injustice mediated the influence of effort–reward imbalance on health complaints. The conditional effect of the mediation of organisational injustice was significant in three of the overcommitment/age conditions but it weakened, becoming non-significant, when the level of overcommitment was low and age was high. Conclusions: The study tested the model in nursing populations and expanded it to the settings of occupational health and safety at work. Implications for nursing management: The results of this study highlight the importance of effort–reward imbalance and organisational justice for creating healthy work environments
Financial Planning for Retirement: Age-Related Differences Among Spanish Workers
No full textThis article tests an integrated model of financial planning for retirement (FPR), with 948 Spanish workers aged between 30 and 63. Overall, the three model dimensions—capacity, willingness, and opportunities to plan and save—show a significant association with financial planning for retirement. The moderator role of age in the relationships between antecedents and financial planning was tested. Consistent with our hypothesis, younger participants showed a greater level of FPR if they were characterized by a high level of education. The interaction between both age and psychological preparation for retirement and retirement goals clarity failed to reach statistical significance. We discuss how financial planning effectiveness could be increased based on the results of importance-performance map analyses
Financial Management Behavior Among Young Adults: The Role of Need for Cognitive Closure in a Three-Wave Moderated Mediation Model
Get PDFThis three-wave study aims to explore whether the impact of investment literacy on the financial management behavior is mediated by investment advice use and moderated by the need for cognitive closure. A total number of 272 financially independent adults, under 40 years, completed questionnaires at three different times with 3-month intervals. The results reveal that employees with more investment advice use and characterized by high need for cognitive closure show a higher level of financial management behavior, in relation to both the urgency (seizing) of getting knowledge and the permanence (freezing) of such knowledge. The present study contributes to better understand how and when investment literacy drives well-informed and responsible financial behavior. According to these results, interventions to improve financial behavior should focus on the combination of investment advice use and metacognitive strategies used by individuals to make financial decisions
Mentoring and group identification as antecedents of satisfaction and health among nurses: What role do bullying experiences play?
No full textBackground: Prior studies have been unable to determine underlying mechanisms by which the negative relation with mentors affects mentees' satisfaction and health. We consider the Social Identity Theory as theoretical framework to understand the possible influence of negative mentoring on mentees.
Objective: The aim of the study is to examine the relationship between: 1) negative mentoring experiences and group identification and, 2) nurses' job satisfaction and health complaints, as mediated by nurses' bullying experiences.
Design: A longitudinal design was used.
Methods: The study employs a longitudinal design,with Time 1 (May–June 2010) and Time 2 (2010 September–October 2010). At Time 1 we assessed negative mentoring experiences and group identification, while at Time 2 we assessed workplace bullying, job satisfaction and health complaints.
Results: The results have confirmed the hypothesized relationship. Data analysis has revealed a partial mediation model in which negative mentoring experiences and group identification explained job satisfaction. This mediation has not been found in the case of health complaints.
Conclusions: This study expands the application of Social Identity Theory to nurses' mentoring. The findings of the study support that negative mentoring experiences and group identification affect job satisfaction among nurses due to workplace bullying. Prevention of pervasive long term effects of negative mentoring relationships has been suggested
Early Retirement: A Meta-Analysis of Its Antecedent and Subsequent Correlates
No full textEarly or voluntary retirement (ER) can be defined as the full exit from an organizational job or career path of long duration, decided by individuals of a certain age at the mid or late career before mandatory retirement age, with the aim of reducing their attachment to work and closing a process of gradual psychological disengagement from working life. Given the swinging movements that characterize employment policies, the potential effects of ER—both for individuals and society—are still controversial. This meta-analysis examined the relationships between ER and its antecedent and subsequent correlates. Our review of the literature was generated with 151 empirical studies, containing a total number of 706,937 participants, with a wide range of sample sizes (from N = 27 to N = 127,384 participants) and 380 independent effect sizes (ESs), which included 171 independent samples. A negligible ES value for antecedent correlates of early retirement (family pull, job stress, job satisfaction, and income) was obtained (which ranged from r = −0.13 to 0.19), while a fair ES was obtained for workplace timing for retirement, organizational pressures, financial security, and poor physical and mental health, (ranging from r = 0.28 to 0.25). Regarding ER subsequent correlates, poor ESs were obtained, ranging from r = 0.08 to 0.18 for the relationships with subsequent correlates, and fair ESs only for social engagement (r = −0.25). Examination of the potential moderator variables has been conducted. Only a reduced percentage of variability of primary studies has been explained by moderators. Although potential moderator factors were examined, there are several unknown or not measurable factors which contribute to ER and about which there are very little data available. The discussion is aimed to offer theoretical and empirical implications suggestion in order to improve employee's well-being
The impact of perceived effort-reward imbalance on workplace bullying: also a matter of organizational identification
Get PDFWork environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort–reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification
Can you break a stick in a bundle? The moderating role of team identification in the process linking job demands, workplace bullying and negative health outcomes
No full textThe present study aims to deepen the knowledge on workplace bullying by analyzing the interaction between two work-related antecedents (job demands and team identification) and negative health outcomes. The study is cross-sectional and involved a sample of 420 Spanish workers (mean age = 41.58 years). In order to test our hypotheses a moderated mediation analysis was performed. Results showed that workplace bullying mediated the relationship between job demands and negative health outcomes. Furthermore, results partially confirmed the moderated mediation hypothesis showing that despite team identification was negatively related to workplace bullying, the higher are the levels of team identification, the stronger is the relationship between job demands and negative health outcomes through the mediation of workplace bullying
Gabriela Zapolska's View on Bourgeoisie
No full textBakalářská práce na téma Měšťanstvo očima Gabriely Zapolské je věnována rozboru vybrané tvorby polské autorky Gabriely Zapolské. V prvé řadě cílem zmíněné práce bude mapovat měšťanskou morálku v románech a dramatech Zapolské. Práce podává jak pohled na děj, tak i detailní rozbor sociálních a kulturních prvků, které autorka do díla vložila.
Je tedy nezbytně nutné pochopit chování měšťanstva a jeho sociokulturní prostředí v 19. století. Především negativní prvky chování, jelikož Zapolská byla ovlivněna naturalismem.
V neposlední řadě je důležité se podívat na život samotné autorky. Zapolská byla nevšední osobností a její životní cesta je velmi zajímavá.The bachelor thesis Gabriela Zapolska's view on the bourgeoisie is dedicated to the analysis of the main work write by polish author Gabriela Zapolska. Firstly this thesis chart to morality of the bourgeoisie in novels and dramas of Zapolska. The
thesis present the view of the story, also a detailed analysis of the social and cultural elements that author put into the work.
It is necessary to understand the behavior of bourgeoisie and its socio-cultural environment in the 19th century. Primarily negative elements of behavior, because Zapolska was influenced by naturalism.
Moreover is important to look at author's life. Zapolska was an unusual personality and her life was very interesting.Fakulta filozofickáPrezentace tématu práce, pramenů a sekundární literatury. Posudky vedoucího práce a oponenta. Rozprava naturalismus, realismus.Dokončená práce s úspěšnou obhajobo
Interpretation and performance of three orchestral compositions by Gabriela Lena Frank: Escaramuza, Elegia Andian, and Three Latin American Dances
No full textThis work presents interpretative and performance suggestions for three of Gabriela Lena Frank’s orchestral works: Escaramuza (2010), Elegia Andina (2000), and Three Latin American Dances (2004). Frank’s compositions frequently include programmatic elements that reference other well-known compositions, and she incorporates melodies, rhythms, timbres, instrumentation, and performance techniques characteristic of her Peruvian cultural heritage. Examples of these elements are presented from a lecture recital format to demonstrate how performance practice and conducting decisions—in rehearsal and performance—can be utilized to honor the composer’s expressed intent and overcome various technical ensemble and conducting challenges. An overview of the cultural contextual elements includes Harawi and Kachampa dance structures. The author also suggests methods for presenting elements that affect the timbre and instrumental scoring specific to each work, for example the Andean Zampoña. This research provides performers with a resource to deepen their score study, and seeks to inspire more people to perform the music of Gabriela Lena Frank.D. A
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