Towards better knowledge work experiences with new Ambient workspace: Concept and prototype

2016 ◽  
Author(s):  
Ekaterina Olshannikova ◽  
Aleksandr Ometov ◽  
Tatiana Anagnostaki ◽  
Nazia Hasan ◽  
Ayzhan Kuketaeva ◽  
...  
Keyword(s):  
Knowledge Work ◽  
Work Experiences

Gender and Telework in Information Technology

2009 ◽  
pp. 2023-2029
Author(s):  
Paula F. Saddler ◽  
Donald D. Davis ◽  
Katherine A. Selgrade ◽  
Debra A. Major
Keyword(s):  
United States ◽  
Information Technology ◽  
Knowledge Work ◽  
The United States ◽  
Work Experiences ◽  
Distributed Work ◽  
Home Based ◽  
Commuting Time ◽  
Scientific Technical ◽  
Key Terms

Information technology (IT) work is often distributed geographically through practices such as teleworking. Telework lends itself well to IT workers because they work easily with information technology, which is required for telework, and because many IT jobs consist of knowledge work—the creation and analysis of symbols and ideas—which may be done anywhere and anytime. Advances in information technology make distributed work possible. Globalization and the need for organization flexibility make distributed work necessary (Davis, 1995). Organizations distribute work to take advantage of scarce and inexpensive talent, enhance innovation and product design, and to reduce real estate costs, development time, and labor costs. Workers choose distributed work to balance work and life demands, reduce commuting time, accommodate disabilities, and take advantage of distant opportunities. Telework, a form of distributed work first described by Nilles (1975), has established itself throughout the United States. We discuss telework trends and provide some data describing teleworkers in IT professions in the United States. Four forms of telework are commonly used (see Key Terms; Bailey & Kurland, 2002; Kurland & Bailey, 1999). Most teleworkers use a combination of these forms, although home-based telework is most prevalent (Davis & Polonko, 2001). Each form of telework is practiced for different reasons and produces different work experiences and outcomes (Bailey & Kurland, 2002; Davis & Polonko, 2003; Helling, 2000). A national survey of telework practices in the United States was conducted in 2001 under sponsorship of the International Telework Association and Council (ITAC) and AT&T (Davis & Polonko, 2001). The sample was stratified to represent all U.S. households and was diverse with respect to gender, ethnicity, occupation, organization size, and industry. Results showed that there are approximately twenty-eight million teleworkers in the U.S. Compared to nonteleworkers, teleworkers are significantly more likely to be from the Northeast and West, male (54% of teleworkers), have higher education and income, work in professional/managerial occupations, work in industries such as construction, professional/ scientific/technical services, health care/social assistance, and work in very small and very large organizations. There were no significant differences in telework practice for marital status, race/ethnicity, and age.

Flow in Knowledge Work: High Performance Experience in the Design of National Security Technology

2005 ◽  
Vol 50 (4) ◽  
pp. 610-641 ◽  
Author(s):  
Ryan W. Quinn
Keyword(s):  
Situation Awareness ◽  
High Performance ◽  
Knowledge Workers ◽  
Knowledge Work ◽  
National Defense ◽  
Work Experiences ◽  
Security Technology ◽  
Knowledge And Skills ◽  
Competing Models ◽  
Measures Of Performance

Knowledge work, which consists of goal-oriented activities that require high levels of competency to complete, comprises a large and increasing amount of work in modern organizations. Because knowledge work seldom has single correct results or methods for completion, externally specified, quantified measures of performance may not always be the most appropriate means for managing the performance of knowledge workers. Two competing models of flow, a type of subjective performance, are proposed and tested in a sample of work experiences from engineers, scientists, managers, and technicians who study and design national defense technologies at Sandia National Laboratories. Results support the definition and model that conceives of flow as the experience of merging situation awareness with the automatic application of activity-relevant knowledge and skills. Ways in which this definition and model of flow can be incorporated into theories of knowledge, performance, and social networks are explored.

scholarly journals The Differences of the Behavioral Factors of Midwifes in UCI village and non UCI

2014 ◽  
Vol 2 (1) ◽  
pp. 130
Author(s):  
Siti Fatma Wati ◽  
Chatarina Umbul Wahjuni
Keyword(s):  
Employment Status ◽  
Sampling Method ◽  
Knowledge Work ◽  
Work Experiences ◽  
Chi Square ◽  
Cross Sectional ◽  
Several Variables ◽  
The Status ◽  
And Behavior ◽  
The Village

ABSTRACT2-3 millions of people in all groups of age die every year caused by the diseases that can be prevented by immunization: diphtheria, pertussis, tetanus and measles. It is due to the UCI village target from year to year are not increased properly. One of the reasons of the unattainable UCI’s target is due to the factor of the officers. This research aims to determine the differences of the characteristic and the behavioral of the officers in UCI village as well as non-UCI in the District of Pasuruan (Kabupaten Pasuruan). The research is conducted by using the design of cross sectional. The samples in this study were 76 village midwifes. Sampling was stratified random sampling method. Data were analyzed using chi square statistical test. The independent variabel is the status of village UCI. The dependent variable is the characteristics of the village midwifes ( age, background of the knowledge, work experiences, employment status, training and double/dual duty), knowledge, action and attitude. There are significant differences in some variables of obstetricians such as the work experiences (p=0,023), the employment status (p=0,030), the double/dual duty (p=0,013), the knowledge (p=0,003), the action (p=0,017), and the behavior (p=0,045). Meanwhile, several variables have not significant differences, such as the age (p=0,193), the knowledge (p=0,185), the training activity (p=0,762), and the behavioral (0,219). Based on the brief explanation above, we can draw the conclusion that there are the differentiations in UCI village as well as non UCI village from the officers including the factors of the work experiences, the staffing, the double duty, the knowledge, the action and behavior. The policy so that the obstetricians will focus on running the programs in accordance with the skills.Keywords: the characteristic, the duty, the behavioral, the status of UCI                         villages, the village midwifes.

scholarly journals The Differences of the Behavioral Factors of Midwifes in UCI village and non UCI

2014 ◽  
Vol 2 (1) ◽  
pp. 130
Author(s):  
Siti Fatma Wati ◽  
Chatarina Umbul Wahjuni
Keyword(s):  
Employment Status ◽  
Sampling Method ◽  
Knowledge Work ◽  
Work Experiences ◽  
Chi Square ◽  
Cross Sectional ◽  
Several Variables ◽  
The Status ◽  
And Behavior ◽  
The Village

ABSTRACT2-3 millions of people in all groups of age die every year caused by the diseases that can be prevented by immunization: diphtheria, pertussis, tetanus and measles. It is due to the UCI village target from year to year are not increased properly. One of the reasons of the unattainable UCI’s target is due to the factor of the officers. This research aims to determine the differences of the characteristic and the behavioral of the officers in UCI village as well as non-UCI in the District of Pasuruan (Kabupaten Pasuruan). The research is conducted by using the design of cross sectional. The samples in this study were 76 village midwifes. Sampling was stratified random sampling method. Data were analyzed using chi square statistical test. The independent variabel is the status of village UCI. The dependent variable is the characteristics of the village midwifes ( age, background of the knowledge, work experiences, employment status, training and double/dual duty), knowledge, action and attitude. There are significant differences in some variables of obstetricians such as the work experiences (p=0,023), the employment status (p=0,030), the double/dual duty (p=0,013), the knowledge (p=0,003), the action (p=0,017), and the behavior (p=0,045). Meanwhile, several variables have not significant differences, such as the age (p=0,193), the knowledge (p=0,185), the training activity (p=0,762), and the behavioral (0,219). Based on the brief explanation above, we can draw the conclusion that there are the differentiations in UCI village as well as non UCI village from the officers including the factors of the work experiences, the staffing, the double duty, the knowledge, the action and behavior. The policy so that the obstetricians will focus on running the programs in accordance with the skills.Keywords: the characteristic, the duty, the behavioral, the status of UCI                         villages, the village midwifes.

Measuring Work Experiences

1983 ◽  
Vol 28 (5) ◽  
pp. 361-362
Author(s):  
John R. Rizzo
Keyword(s):  
Work Experiences
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