The number of women in positions of power and authority in Japanese companies has remained small despite the increase in the number of educated women and the passage of legislation on gender ...equality. InToo Few Women at the Top, Kumiko Nemoto draws on theoretical insights regarding Japan's coordinated capitalism and institutional stasis to challenge claims that the surge in women's education and employment will logically lead to the decline of gender inequality and eventually improve women's status in the Japanese workplace.
Nemoto's interviews with diverse groups of workers at three Japanese financial companies and two cosmetics companies in Tokyo reveal the persistence of vertical sex segregation as a cost-saving measure by Japanese companies. Women's advancement is impeded by customs including seniority pay and promotion, track-based hiring of women, long working hours, and the absence of women leaders. Nemoto contends that an improvement in gender equality in the corporate system will require that Japan fundamentally depart from its postwar methods of business management. Only when the static labor market is revitalized through adoption of new systems of cost savings, employee hiring, and rewards will Japanese women advance in their chosen professions. Comparison with the situation in the United States makes the author's analysis of the Japanese case relevant for understanding the dynamics of the glass ceiling in U.S. workplaces as well.
PurposeThe COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive safety measures, ...many service employees have to work remotely to keep service businesses running. With limited literature on leadership and virtual work in the service context, this paper aims to report on leadership effectiveness regarding employees' work performance in virtual settings brought on by the COVID-19 pandemic.Design/methodology/approachDrawing on the input–process–outcome (IPO) framework, this research investigates the effectiveness of leadership on service employees' work performance mediated by work-related tension, autonomy, and group cohesiveness. Furthermore, this study explores moderating effects of the service provider's digital maturity. To test the derived model, the authors collected survey data from 206 service employees who, due to the COVID-19 pandemic, unexpectedly had to transform to a virtual work environment. The authors analyzed the data using partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicated that it took task- and relation-oriented leadership behavior to maintain service employees' work performance in a virtual environment during crisis situations. Further, results indicated mediating effects of service employees' individual job autonomy and team cohesiveness; surprisingly, work-related tension did not impact employees' work performance. Results offered service businesses guidance on how to effectively lead in times of crisis when service employees predominantly work in virtual environments.Originality/valueThis is the first empirical study to show how leadership affects service employees' work performance in a virtual work environment during crisis times. Thus, the study contributes to the scarce literature on the impact of leadership in service firms that have to operate in such a setting.
Aim
The aim of the study was to develop recommendations for creating a healthy work environment based on current literature for nurses working within the US Military Health System (MHS). However, our ...findings would likely benefit other nursing populations and environments as well.
Design
Systematic literature review.
Data Sources
We conducted a systematic literature search for articles published between January 2010 until January 2024 from five databases: PubMed, Joanna Briggs, Embase, CINAHL and Scopus.
Methods
Articles were screened, selected and extracted using Covidence software. Article findings were synthesized to create recommendations for the development, implementation and measurement of healthy work environments.
Results
Ultimately, a total of 110 articles met the criteria for inclusion in this review. The articles informed 13 recommendations for creating a healthy work environment. The recommendations included ensuring teamwork, mentorship, job satisfaction, supportive leadership, nurse recognition and adequate staffing and resources. Additionally, we identified strategies for implementing and measuring these recommendations.
Conclusions
This thorough systematic review created actionable recommendations for the creation of a healthy work environment. Based on available evidence, implementation of these recommendations could improve nursing work environments.
Impact
This study identifies methods for implementing and measuring aspects of a healthy work environment. Nurse leaders or others can implement the recommendations provided here to develop healthy work environments in their hospitals, clinics or other facilities where nurses practice.
Reporting Method
PRISMA 2020 guidelines.
Patient or Public Contribution
No patient or public contribution.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK, VSZLJ
To evaluate risk via inhalation exposure of polybrominated diphenyl ethers (PBDEs) in office environment, thirty-six pairs air samples including PM.sub.2.5 (particles with aerodynamic diameter less ...than 2.5 mum), PM.sub.10 (particles with aerodynamic diameter less than 10 mum), total suspended particles (TSP) with matching gas phase were collected in office environment in Shanghai, China. The average concentrations of PM.sub.2.5, PM.sub.10 and TSP were 20.4, 27.2 and 50.3 mug/m.sub.3, respectively. Σ.sub.15 PBDEs mean concentrations in PM.sub.2.5, PM.sub.10, TSP and gas phase were 51.8, 110.7, 148 and 59.6 pg/m.sup.3, respectively. Much more PBDEs distributed in fine fractions than coarse ones. PBDEs congener profiles found in PM.sub.2.5, PM.sub.10 and TSP (dominated by BDE-209) were different from that in gas phase (dominated by the tri- to penta-BDEs). Approximately 3.20 pg/kg/d PM.sub.2.5 bound PBDEs can be inhaled into the lung; 3.62 pg/kg/d PM.sub.10 -PM.sub.2.5 (particles with aerodynamic diameter of 2.5-10 mum) bound PBDEs tended to be deposited in the upper part of respiratory system, and the intake of PBDEs via gas-phase was 2.74 pg/kg/d. The exposure of PBDEs was far below the minimal risk levels (MRLs), indicating lower risk from PBDEs via inhalation in the studied office in Shanghai.
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DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Nursing Empowerment Ta'an, Wafa'a F; Jumanah, Alhurani; Alhalal Eman ...
The Journal of nursing administration,
12/2020, Volume:
50, Issue:
12
Journal Article
Peer reviewed
OBJECTIVEThe purpose of this study is to investigate the level of structural empowerment and explore its relationship with job performance among nurses.BACKGROUNDEmpowered nurses display more ...authority and an awareness of the accomplishment of their contribution to organizational goals.METHODSA cross-sectional study was conducted with a convenience sample of nurses in 4 hospitals in Jordan. Data were collected using a self-administered questionnaire.RESULTSA total of 195 nurses responded to the questionnaires, including 88 males (45.1%) and 107 females (54.9%). Overall, participants perceived their work environment to be moderately empowering. There is a significant positive correlation between structural empowerment and job performance.CONCLUSIONSHighly empowered nurses display higher performance than less empowered nurses. Nurse managers must create an empowering work environment that supports nurses' job performance positively through structural empowerment. Applying structural empowerment in the work setting is crucial for ensuring the highest quality of patient care, improving nurses' performance, and reaching the organizational goals.
Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who ...experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.
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BFBNIB, DOBA, FSPLJ, IZUM, KILJ, NUK, OILJ, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK, VSZLJ
There is a culture of denial about the existence of racism in the NHS workplace and a lack of appetite for much-needed ‘race talk’ among employers, research reveals.
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