BRIDGE THE GAP IN WORKPLACE RELATIONSHIPS

2022 ◽  
Author(s):  
Jennifer Edwards ◽  
Katie McCleary
Keyword(s):  
Workplace Relationships

Organizational Attachment

2020 ◽  
Vol 19 (3) ◽  
pp. 113-124
Author(s):  
Justin R. Feeney ◽  
Ian R. Gellatly ◽  
Richard D. Goffin ◽  
Michelle Inness
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Workplace Relationships ◽  
Factor Solution ◽  
Anxious Attachment ◽  
Organizational Attachment ◽  
Study Materials ◽  
Avoidant Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

Effect of Operator Position on the Incidence of Continuous Mining Machine/Worker Collisions

2007 ◽  
Vol 51 (20) ◽  
pp. 1416-1420
Author(s):  
John R. Bartels ◽  
Dean H. Ambrose ◽  
Sean Gallagher
Keyword(s):  
Response Times ◽  
Health And Safety ◽  
Mining Machine ◽  
Workplace Relationships ◽  
Continuous Miner ◽  
Work Posture ◽  
Close Proximity ◽  
Continuous Mining ◽  
Machine Speed ◽  
Machine Work

Remote operation of continuous miners has enhanced the health and safety of underground miners in many respects; however, numerous fatal and non-fatal continuous miner struck-by accidents have occurred when using remote controls. In an effort to prevent these injuries, NIOSH researchers at Pittsburgh Research Laboratory examined the workplace relationships between continuous miner operators and various tramming modes of the equipment using motion captured data, predicted operator response times, and field- of- view data to determine causes of operator-machine struck-by events in a virtual mine environment. Factors studied included machine speed, direction of escape, operator facing orientation relative to the machine, work posture, distance from machine, and operator anthropometry. Close proximity to the machine, high machine tramming speeds, a right-facing orientation and operator positioning near the tail all resulted in high risk of being struck. It is hoped that this data will provide an improved rationale for operator positioning for remotely operated continuous miners.

Confidence Culture

2022 ◽  
Author(s):  
Shani Orgad ◽  
Rosalind Gill
Keyword(s):  
Body Image ◽  
International Development ◽  
People Of Color ◽  
Workplace Relationships ◽  
Marginalized Groups ◽  
The Disabled ◽  
Systemic Oppression

In Confidence Culture, Shani Orgad and Rosalind Gill argue that imperatives directed at women to “love your body” and “believe in yourself” imply that psychological blocks rather than entrenched social injustices hold women back. Interrogating the prominence of confidence in contemporary discourse about body image, workplace, relationships, motherhood, and international development, Orgad and Gill draw on Foucault’s notion of technologies of self to demonstrate how “confidence culture” demands of women near-constant introspection and vigilance in the service of self-improvement. They argue that while confidence messaging may feel good, it does not address structural and systemic oppression. Rather, confidence culture suggests that women—along with people of color, the disabled, and other marginalized groups—are responsible for their own conditions. Rejecting confidence culture’s remaking of feminism along individualistic and neoliberal lines, Orgad and Gill explore alternative articulations of feminism that go beyond the confidence imperative.

scholarly journals The Impacts of the High-Quality Workplace Relationships on Job Performance: A Perspective on Staff Nurses in Vietnam

2018 ◽  
Vol 8 (12) ◽  
pp. 109 ◽  
Author(s):  
Khoa Tran ◽  
Phuong Nguyen ◽  
Thao Dang ◽  
Tran Ton
Keyword(s):  
Job Stress ◽  
Social Impact ◽  
Staff Nurses ◽  
Performance Ratings ◽  
Equation Modeling ◽  
Workplace Relationships ◽  
High Quality ◽  
Job Commitment ◽  
Performance Drivers ◽  
Healthy Workplace

Employees’ working relationships were long determined to be crucial to their overall wellbeing and performance ratings at work. However, a few studies were found to examine the effects of positive workplace relationships on employees’ working manners. This study aimed to investigate the effects of healthy workplace relationships on employees’ working behaviors, which in turn affect their performance. In doing so, an integrated model was developed to examine the primary performance drivers of nurses in Vietnamese hospitals and focus on the effects of high-quality workplace relationships on the working attitudes of the staff. This study analyzed a questionnaire survey of 303 hospital nurses using a structural equation modeling approach. The findings demonstrated the positive effects of high-quality workplace relationships on working manners including higher commitment, lower level of reported job stress, and increased perception of social impact. Notably, the results also demonstrated that relationships between leaders and their staff nurses make a significant contribution to the quality of workplace relationship and nurses’ performance. In addition, the social impact was illustrated to positively moderate the association between healthy workplace interactions and job stress; however, it had no significant effect on job commitment. Unfortunately, job commitment was surprisingly found to not be related to performance ratings. This paper provides some suggestions for the divergence of performance drivers in the hospital context in Vietnam.

Student nurses’ experience of workplace relationships

2001 ◽  
pp. 63-76
Author(s):  
Cheryl Hume ◽  
Jacqueline Randle ◽  
Keith Stevenson
Keyword(s):  
Student Nurses ◽  
Workplace Relationships

scholarly journals Organizational Practices and Workplace Relationships in Precarious Work: New Survey Evidence

2021 ◽  
Author(s):  
Hana Shepherd
Keyword(s):  
Collective Action ◽  
The United States ◽  
Social Contexts ◽  
Organizational Practices ◽  
Workplace Relationships ◽  
Relationship Formation ◽  
The Social ◽  
Regular Contact ◽  
Retail Workers

Organizational practices are important dimensions of the social contexts that shape relationship formation. In workplaces, the formation of relationships among coworkers are resources for personal outcomes, and they can be channels through which workers might identify common grievances, form workplace solidarity, and engage in collective action. Using a unique dataset of retail workers across the United States, The Shift Project, this paper examines two potential pathways by which organizational practices common in precarious jobs in the retail industry in the U.S. might shape the formation of workplace relationships. I find evidence of the role of both pathways: practices that limit the opportunities for regular contact and practices that negatively impact the conditions of contact among employees are both associated with fewer workplace ties. I discuss the implications of these findings for the study of collective action, and network ecology.

Experience Sampling Methodology: A Systematic Review and Discussion for Organizational Research

2020 ◽  
Vol 18 (2) ◽  
Author(s):  
Ozge Can
Keyword(s):  
Data Collection ◽  
Total Duration ◽  
Experience Sampling ◽  
Workplace Relationships ◽  
Organization Studies ◽  
Organizational Research ◽  
Sampling Methodology ◽  
Experience Sampling Methodology ◽  
Current State ◽  
Methodological Aspects

In organizational research, growing attention has been given to the dynamic nature of workplace relationships and how such dynamic processes shape key behavioural outcomes. Experience sampling methodology (ESM) brings more opportunity than any other research option to examine such fluctuations and relevant causal relationships. ESM can be described as a quantitative method which allows individuals to assess discrete evaluative states on multiple events by combining three distinct elements; person, variables and occasion. Despite its increasing prevalence and popularity, however, there has been only a few attempts to investigate the most appropriate design, measurement and analysis choices for experience sampling data. Even though ESM has been utilized in organizational research for some time, systematic investigations regarding how these issues have been addressed and how the method has been applied to specific organizational topics are limited. This study provides a systematic and critical assessment of the use of ESM in current organizational research (2010‑2020) by reviewing a random sample of 50 ESM studies indexed in ISI Web of Science with the aim of identifying the current state of practice. The selected studies were analysed based on several methodological aspects including the type of ESM protocol applied, sample characteristics, data sources, specified interval and total duration of data collection, structure and properties of designated measures, analytic strategy, and the research model to be tested. Findings show that organization studies vary considerably based on how they design and implement ESM. Moreover, despite the availability of good practices, many studies fail to attain recommended standards about sample size, data collection procedures, data characteristics and measurement quality. As such, this paper offers several insights regarding how time‑based within‑person frameworks can be improved in future studies to account for dynamic organizational phenomena.

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