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.
To solve the problem of workplace bullying among nurses, it is necessary to review the effects of interventions and generalize the findings. We conducted a systematic literature review and ...meta-analysis to evaluate the effects of cognitive rehearsal programs on workplace bullying among hospital nurses. Data were collected from March 30 to April 11, 2021, and 11,048 journal articles published in South Korea and internationally were examined across eight databases. Nine articles were selected for inclusion in the systematic literature review; five of the nine studies were included in the meta-analysis. For randomized controlled trials, the risk of bias was evaluated, and for non-randomized controlled trials, the study quality was evaluated using the Risk of Bias for Non-randomized Studies version 2.0. Egger's regression test was performed to determine publication bias. Of the nine articles selected for this study, two were randomized controlled trials and seven were non-randomized controlled trials. The I.sup.2 value was 18.9%, indicating non-significant heterogeneity. The overall effect size of the cognitive rehearsal programs was -0.40 (95% confidence interval: -0.604 to -0.196; Z = -3.85; p = .0001) in a random-effects model, indicating a large effect size with statistical significance. Therefore, cognitive rehearsal programs that address workplace bullying among hospital nurses are effective. Health policymakers must implement cognitive rehearsal programs in a policy manner to address the problems of bullying in the workplace.
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.
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.
While the demand for high quality of care in nursing homes is rising, it is becoming increasingly difficult to recruit and retain qualified care workers. To date, evidence regarding key ...organizational factors such as staffing, work environment, and rationing of care, and their relationship with resident and care worker outcomes in nursing homes is still scarce. Therefore, the Flanders Nursing Home (FLANH) project aims to comprehensively examine these relationships in order to contribute to the scientific knowledge base needed for optimal quality of care and workforce planning in nursing homes. FLANH is a multicenter longitudinal observational study in Flemish nursing homes based on survey and registry data that will be collected in 2023 and 2025. Nursing home characteristics and staffing variables will be collected through a management survey, while work environment variables, rationing of care, and care worker characteristics and outcomes will be collected through a care worker survey. Resident characteristics and outcomes will be retrieved from the Belgian Resident Assessment Instrument for long-Term Care Facilities (BelRAI LTCF) database. Multilevel regression analyses will be applied to examine the relationships between staffing variables, work environment variables, and rationing of care and resident and care worker outcomes. This study will contribute to a comprehensive understanding of the nursing home context and the interrelated factors influencing residents and care workers. The findings will inform the decision-making of nursing home managers and policymakers, and evidence-based strategies to optimize quality of care and workforce planning in nursing homes.
Nursing Empowerment Ta'an, Wafa'a F; Jumanah, Alhurani; Alhalal Eman ...
The Journal of nursing administration,
12/2020, Letnik:
50, Številka:
12
Journal Article
Recenzirano
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.
This timely book focuses on an overview of the fundamentals behind high-performance workplaces underpinning occupants' satisfaction, health, and productivity. To this end, it covers human, ...environmental, and organisational aspects proven to be of great relevance to the design of high-performance workplaces. Perhaps most significantly it looks at these characteristics both before and after the start of the COVID-19 pandemic.
From the exodus from private offices to the rise of open-plan workplaces, where, how, and when people work was changing rapidly pre-COVID. Post-COVID, pandemic-imposed restrictions banished workers from offices into their homes fast, leaving organisations scrambling to keep workers functioning away from HQ. After the immediate shockwaves set by the pandemic, workers and organisations have had time to learn about the positive and negative aspects of remote working, with the vast majority now questioning the need to go back to HQ and the purpose of offices. In this book, the contributors share and discuss lessons learned from research conducted in workplaces pre- and post-2020 with a view to providing a clear picture about what high-performance workplaces are about, including the key drivers behind workers' satisfaction, health, and productivity. This handbook builds on a programme of applied research conducted in workplaces led by the editors over the last decade which is aimed at understanding the synergies between the design, performance, and experience of spaces. It examines ergonomics, biophilic design, acoustics, indoor air quality, thermal comfort, diversity, leadership, psychological safety, culture, and much more.
Research findings are presented side-by-side with case studies selected from the research database led by the editors. Industry experts add to the academic voice, reinforcing the authenticity of this book and its relevance to other stakeholders found outside the academic arena, including the property and design industry, students, government, and the community in general.
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