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National cultures and European identity. The process of Engrenage among European Commission civil servants

Author(s): Erika Tóth / Language(s): English Issue: 3/2007

The article introduces an empirical research conducted at the European Commission that aimed to investigate the European Commission’s organisational culture and how that reflects national cultural diversity. In the comprehensive analysis of the organisational culture and human resources policies, a clear focus was given to examine how civil servants coming from diverse national cultural backgrounds act in this multicultural environment. The research intended to describe how the Commission’s organisational culture handles national cultural diversity and whether civil servants’ attitudes change in the supranational environment, gradually embodying an emerging European identity.

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Kreowanie różnorodności w pracy poprzez transgresję jej granic – analiza efektu mediacji i moderacji

Author(s): Agnieszka Wojtczuk-Turek / Language(s): Polish Issue: 3/2017

The purpose of the article is the analysis of specific organizational behaviors – job crafting behaviors – in the sphere of independent and intervening variables. Behaviors which modify work boundaries form an example of pro-activity which leads to creating diversity in an organization. Realization of this goal was based on conducting both literature studies and empirical studies which were devoted to the relationships between the main predictor – HRM practices and job crafting behaviors (JCB), including the mediation and moderation effect. On the basis of the conducted studies it was established that HRM practices influence undertaking of job crafting behaviors both directly and indirectly – through the mediating role of person-job, person-team and person-supervisor fit. The moderator conditioning the occurrence of the relationship between HRM practices and JCB is prosociality – understood in the categories of behaviors and motivations.

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Positive Autism: Investigation of Workplace Characteristics Leading to a Strengths-Based Approach to Employment of People with Autism

Author(s): Michelle Donelly,Peter S. Wong,Philip A. Neck,Bill Boyd / Language(s): English Issue: 1/2018

United Nations declares that employment is a basic human right. Numerous public policies reference the devastating impact of unemployment on health and social inclusion and seek to promote the economic participation of people with disabilities. Some researchers reckon high levels of economic marginalisation are experienced by people with a disability in Australia, in comparison with other OECD countries. In the literature, 80% unemployment rates are reported among working-age people with autism spectrum disorder (ASD). This is a critical area of concern that is currently under-researched and poorly addressed. “ASD-ness” (ASD behavioural characteristics) can be regarded as personal differences rather than disorders. Acknowledged experts such as Drucker and Cliffton & Harter argue that individuals gain more when they build on their talents rather than focusing on improving weaknesses. The authors, therefore, take an ASD-ness-strengths-based approach philosophy which, in a nutshell, regards ASD-ness as a source of employment strengths and autistic behavioural challenges as personal differences not deficits.

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"Employee of the Month" in Romania: a Study on Perceptions

Author(s): Sabina Irimie,Bianca Armean / Language(s): English Issue: 5/2012

An important and complex problem of labor economics in general and of human resource management in particular, is to effectively motivate employees. At the current juncture, under the spectrum of economic crisis, the controversies of theoretical and practical interest such as the importance of the money, the relationship between motivation, satisfaction and performance at work, are more pronounced and more focused on non-financial forms of motivation. At least in part, this is because the usual ways of saving costs in today's organizations seem to aim primarily the expenses on staff (wages, rewards, training funds and so on). In this context, the paper aims to highlight the perceptions of employees on the program "Employee of the Month", as it was implemented in a Romanian organization (in a hybrid approach, combining monetary rewards and recognition awards specific to most common forms of program). Thus, the main results of our study reflect the opinions of people involved in this program, and allow us to sketch some possible changes based on the feedback from employees, in order to further improve the effectiveness of the program.

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Institutions Between Social Life and Symbolic System

Author(s): Toma Roman,Ionuţ-Emilian Anastasiu / Language(s): English Issue: S1/2009

The concept of scientific management introduced in history of sociology by Frederick Winslow Taylor considered that “the principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee”. Max Weber’s organizational theory distinguished three pure types of authorities and organizations: charismatic, traditional and bureaucracy. The institutions are composed by symbolic elements, social activities and material resources, being characterized by social durability and relative resistance on change. Also, the institutions have the tendency to transmit theirs systems of value from generation to generation. Sociological interrogation concerning institutions and organisations focuses on the internal processes or mechanisms of the company which led to the incorporation, maintenance and stabilisation of institutions; institutions modify and generally influence social life.

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JOB SATISFACTION OF TEACHERS FROM PUBLIC AND PRIVATE SECTOR UNIVERSITIES IN LAHORE, PAKISTAN

Author(s): Fatima Hameed,Iftikhar Ahmed-Baig,María Luz Cacheiro / Language(s): English Issue: 4/2018

The purpose of this paper is to analyze the Job Satisfaction of teachers in Higher Education Institutions from the Public and Private Sector in Lahore, Punjab, Pakistan. A comparative study has been carried out, based on the survey method using a quantitative approach. Data were collected from a questionnaire completed by 345 Teachers (203 from public and 142 from private sector), from 10 universities (5 public and 5 private), using convenience sampling. The results of the Chi-Squared independence hypothesis test reveal statistically significant differences in degree of agreement for some of the statements between the Public and Private University Teachers on the Job Satisfaction scale (salary, promotion, benefits, coworkers, type of work done, and communication within the organization). Suggestions have been proposed for educational managers to consider professional and personal perceptions related to Job Satisfaction based on Teacher’s needs and perceptions.

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LİDERLİKTE ÇAĞDAŞ YAKLAŞIM OLARAK HİZMETKÂR LİDERLİK

Author(s): Ahmet Selim Süzer,Ekrem Süzen / Language(s): Turkish Issue: 43/2019

Servantism is the most basic understanding of servant leadership. The sense of servant means that a person must dedicate himself / herself to others, meet their needs and live for them. An understanding that sees itself in the zero point and transcends the concept of ”self”, which includes the concept of ”we”, “you” and “you ın. Although it is considered as a tendency to behave in daily life as serviceman, caregiver, and people who work early in the morning, and who do things like cleaning and nursing for a certain fee, and this view is seen as a tendency to behave, this is not true. Because servant is actually one of the most important and important reasons for existence of every living thing. Every living thing has a purpose of existence. For example, even nights are meant to make the day meaningful and to be at the service of the day. This sense of servitude also applies to people. If these people want to gather others around common goals, and give direction to them, their potential to become servants should be much more developed. Because the leaders perform a conscious activity for the purpose of directing and completing people, they perform the art of serving people. Therefore, the notion of servant, in addition to serving the core, includes love, tolerance, human values, change and transformation.

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The 3D Model in Analysing the Relations of Professional Demands during Group Trainings „Anchoring the Professional Balance State”, or where it disappeared their relationships with Psychosocial Factors related to Professional Activity?

Author(s): Mariana Zubenschi,Mariana Zubenschi / Language(s): English Issue: 2/2018

This article deals with the systemic and atomic approach issues of investigating the post-intervention outcomes. The concept of psychosocial modelling was to ensure the professional balance of doctors, teachers and social workers.Thus, data analysis revealed that some psychosocial factors that had significant relationships at the end of the formation "Anchoring the Professional Balance State" did not show the same Pearson significance chart. These facts have led us to study another kind of significant Pearson relations, the pre-intervention variables in their relationship with post-intervention, so the significant relationships identified have explained why in the case of complex variables some of them contribute to trainings and others may disappear following the same trainings sessions. This fact made us to structure the data that we received in a 3D model, which, besides facilitating the analysis of the obtained Pearson relations, also explained the phenomenon of complex psychosocial variables.The article, only will discuss about the case of the complex variable – Professional Demands, in the significant Pearson relations identified with the other investigated factors (Professional Activity and Health State).

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МОТИВАЦИЯ НА СЛУЖИТЕЛИТЕ ЧРЕЗ ИГРОВИЗАЦИЯ

Author(s): Ivaylo Dargov / Language(s): Bulgarian Issue: 1/2019

This article presents the gamification as a new, but useful instrument for building employee motivation, increasing work satisfaction; improving corporate image and affiliate loyalty in sustainable manner.

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SOSYAL BİLGİLER ÖĞRETMEN ADAYLARININ OKULLARDA DEMOKRASİ VE DEMOKRATİK ÖĞRETMEN DAVRANIŞLARINA İLİŞKİN GÖRÜŞLERİ

Author(s): Ömer Yılmaz,Nuri Akgün / Language(s): Turkish Issue: 2/2019

This study aims to examine the prospective teachers’ views on democracy, democracy in schools and democratic teacher behaviors. The research was conducted with a basic qualitative research method. The study group consists of 48 junior-level teacher candidates studying in Social Studies Education undergraduate program at a state university in Turkey’s western Black Sea. 27 of the teacher candidates in the study group are female and 21 are male. According to pre-service teachers’ views on democracy, the basic rights of democracy, including universal values such as equality, justice, seeking rights and free-thinking; self-governance, participation in administration, a method of decision-making, the most humane management for society, a necessity for the whole community; It includes social values such as taking individual differences into consideration, giving importance to the thoughts of others and showing holistic attitudes. On the other hand, behaviors related to the democratic values that the teachers should exhibit are equal approach to the students, to be fair, to be impartial, to receive the ideas and thoughts of the students, to give the students the right to select and to be elected, to be free, unbiased, respectful, positive, modest, prejudice, humanistic, not to be self-centred value. Teacher behaviors related to the classroom are teacher’s interaction with all students while managing the classroom, the common rules of the class, such as listening to students are behaviors. The fact that democracy gained to students in schools acquires universal values such as equality, seeking rights, being fair, independent and free, social justice, tolerance and respect; It has been concluded that it provides values that include some democratic citizen behaviors such as being able to make joint decisions, taking their own decisions, being involved in management and being self-confident and providing efficiency, competition, freedom and a healthy environment in education and training.

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Çalışanların Kişilik Özelliklerinin Değişime Açıklığa Etkisi: Eskişehir Restoranları Örneği

Author(s): Sezer Yersüren,Ebru Zencir Çiftçi / Language(s): Turkish Issue: 2/2020

Today, there are changes in competition, information technologies, society’s lifestyles, customer expectations and needs. If any firm wants to stay strong in this changing world, it needs to be able to adapt to change. In order for the firm to be through with the change successfully, employees need to support the change. Also, in the service industry such as restaurants, it is crucial that personality traits of employees are open to change to change, for the change to be more efficient and effective. Although there are studies on change and personality traits in literature, there seems to be none correlating these with the openness to change of restaurant employees’ personality traits. For this reason, the aim of this study is to examine the impact of restaurant employees’ personality traits on openness to change through those located in Eskişehir city. The data were applied to 450 employees in Eskişehir restaurants using the questionnaire technique and 397 questionnaires which are accepted to be applicable were analyzed. Quantitative research methods were used in the analysis of the obtained data. "Openness to Change Scale" and "Big Five Personality Inventory" which were tested for reliability and validity, were used to collect the research data. In the analysis of the data, t-test, correlation analysis, one-way analysis of variance and simple linear regression analysis were applied. As a result of the study, no significant relationship was found between the demographic characteristics of the participants and openness to change. The simple linear regression analysis resulted that, in general, there exists a positive effect of the personality inventory on the change in openness. It is determined that openness to change is negatively correlated with the neuroticism dimension of the personality inventory, whereas it is positively correlated with openness to experience, conscientiousness, extraversion, and agreeableness dimensions.

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Rodzaj umowy o pracę i staż pracy a nieetyczne zachowania proorganizacyjne

Author(s): Tomasz Gigol / Language(s): Polish Issue: 4/2019

Employees sometimes behave unethically for in for the sake of the organization. The purpose of the presented research is to answer the question whether the engagement of employees in unethical pro-organizational behavior is related to the type of job contract and the seniority of staff. Job contract increases the employees’ sense of security. In turn, seniority affects more responsible behavior at work. The article presents the conclusions of two studies. The first was attended by over 750 people, and the second was attended by almost 400. It turned out that employees on temporary employment contracts are more likely to unethical pro-organizational behavior. Employees with shorter seniority are also more involved in unethical pro-organizational behavior.

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Kompetencje pracowników socjalnych w aspekcie stresu i radzenia sobie ze stresem

Author(s): Katarzyna M. Stanek / Language(s): Polish Issue: 3/2019

One of the basic skills that a modern social worker should be equipped with is stress management. This ability allows you to constructively carry out professional tasks and can become a buffer to counteract stress and burnout. Are the appropriate competences an individual’s resource in counteracting stress? Do educated skills during education help a social worker deal with stress? The article is a presentation of the search for relationships and relationships between competences and stress. Particular attention was paid to coping with stress.

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How to select a true leader? Introducing methods for measurement of implicit power motive

Author(s): Nataša Trojak,Zvonimir Galić / Language(s): English Issue: 1/2020

Organizations mark the life of every individual, and the success and well-being of an individual largely depends on the success of organizations they belong to. The success of an organization is significantly influenced by those who are in charge of it, leaders or managers, so it is important for organizations to choose those who will do this job well. There is a large number of studies with the subject of successful leadership, and the dominant ones are those in which the traits of a successful leader are investigated. One of the traits identified as an important element of a leader’s success is the power motive. It consists of implicit and explicit dimensions, and the implicit dimension has been shown to be an important, and yet mostly overlooked, determinant of leadership performance. Measurement of the implicit dimension requires specially crafted instruments, including the “classic” Thematic Apperception Test, as well as recently introduced instruments such as the Implicit Association Test and the Conditional Reasoning Test for Power Motive. In this paper, we argue that introduction of the tests that assess implicit power motive to human resource management practice of business organizations might significantly improve selection procedures for leadership positions.

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Can Organizational Spirituality Contribute to Knowledge Management?

Author(s): Raysa Rocha,Paulo Pinheiro / Language(s): English Issue: 1/2021

Society demands more sustainable business. Increasing organizational spirituality can be one manner of accomplishing this humanized strategy, and knowledge management is an efficient method to diffuse high-level values through the company. Spirituality has a vital role in organizational theory and practice. Nevertheless, this also places a heavy burden on practitioners. To address this association, we conducted a systematic literature review, systematizing and categorizing the results to answer the research question, "can organizational spirituality contribute to knowledge management?", and propose a future investigation research agenda. We utilized the Web of Science and Scopus database. We submitted the articles to VOSviewer software version 1.6.16 for building, displaying, and exploring a bibliometric map supported by network data. The beginning was about wisdom, followed by a major focus on knowledge fields after increasing attention to spirituality. VOSviewer provided a network with two clusters, namely, spirituality dynamics and knowledge dynamics. Spirituality and knowledge labels have connections in both clusters. Wisdom and organizational wisdom are isolated from the other terms. Based on the articles analyzed, organizational spirituality can indeed assist knowledge management. One should ponder, however, that there are still few empirical studies with non-generalizable results. Considering the mysticism and excess of non-scientific articles (and scarcity of scientific ones), we recommend a change in approaching it. Traditional and positivist methodologies are not the most suitable; consequently, innovative and mixed methods ought to be used, providing the research's scientific nature. It is crucial to look at the insertion of spirituality in management with a scientific and critical eye.

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Lessons Learned by Organisations during the COVID-19 Pandemic

Author(s): André de Waal,Julie Linthorst,Caroline Hetterschijt / Language(s): English Issue: 1/2021

The COVID-19 caught many organisations off guard. The same is true for the academic ‘future of work’ literature, which hardly pays any attention to a disruptor like a pandemic. In the past months a catching up in the academic and especially the professional literature regarding COVID-19 could be noticed. However, this literature does not describe the actual actions organisations take to deal with the implications of COVID-19. In this article, based on a literature review a classification scheme of possible actions is drafted. Subsequently, 19 European organisations were interviewed and the actions they are undertaking are put in this classification scheme. In addition, the positive outcomes of these actions are collected as are the lessons learned by the organisations in these past months. The research results help further academic research in mapping the implications of and actions to combat disruptors like pandemics. They also help organisations prepare themselves better for the inevitable next crisis.

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SUSTAINABLE DEVELOPMENT THROUGH THE DEVELOPMENT OF THE EDUCATION SYSTEM

Author(s): Ana Georgiana Călugărescu / Language(s): English Issue: 1/2020

Due to the increasingly visible changes, the faster progress and the changes in each person's conceptions, organizations must cope and try to reinvent themselves more and more often. There is no change without pressures from outside or inside, there is no change with chances of success from the project phase. Changes must be made gradually and aim to improve the process that is planned for a change. More and more change experts are interested in measuring change at the system level or organizational structure and comparing it with changing organizational culture. Many of the current changes are system changes and not organizational culture. However, change does not act as a unit. For this reason, change management is a dynamic and spectacular area. Although most changes are planned, there are quite a few cases where changes occur spontaneously, without prior planning, but which come to restore the balance of the organization.

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СУБЪЕКТИВНОЕ БЛАГОПОЛУЧИЕ РАЗНОВОЗРАСТНОГО ЖЕНСКОГО ПЕРСОНАЛА ИННОВАЦИОННЫХ КОМПАНИЙ

Author(s): L. N. Zakharova,Zarjethan Hadzhi-Murzaevna Saralieva,I. S. Leonova / Language(s): Russian Issue: 2/2020

The results of an empirical study of subjective well-being as an emotional regulator of labor behavior of female personnel in the conditions of technological patterns changes have been presented. The characteristics of the subjective well-being of female personnel of industrial and medical companies with different levels of involvement in innovative processes have been analyzed. 420 women (engineers and doctors) of three age groups have participated in the study as respondents. Subjective well-being was analyzed through the indicators of value commitment to innovative changes, exposure to stress, fatigue from work and organizational conditions, health and age self-assessment, psychological well-being at work. The K. Cameron and R. Quinn (OCAI), stress scale R. Kessler, author’s self-assessment questionnaire and subjective well-being methods combining questions with direct scaling have been used for diagnosis of organizational culture and value of organizational and cultural preferences. It has been revealed that the subjective well-being of female staff is higher in all respects in organizational conditions of innovative companies regardless of business sphere, but in the industrial sector it is better than in the medical one. Organizational conditions are very important in the process of development of subjective well-being in relation to different professions and age. The role of stress related to changes that generates subjective disfunction and, as a result, female staff seeking psychological support and solidarity in enhancing the value of relationships in organizational culture to an absolute priority to the detriment of business and innovative components has been discovered. Subjective well-being restrains the strengthening of the value of relationships and determines the necessary balance of other components of organizational culture. Subjectively wealthy female staff shows inconsistency with the stereotypical characteristics of conservatism and unpreparedness for progressive organizational changes that cause difficulties for women in the labor market in the face of a shift of technological structure. Insufficient value readiness of young female staff to work in an innovative business has been revealed, some of the nuances of the subjective age well-being / trouble have been disclosed. Approaches to the management of subjective well-being of female staff in the context of innovative organizational changes have been developed.

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Leader-follower moral (dis)similarity: A construct derived from ethics position theory designed for organizational ethics research

Author(s): Marian Stančík / Language(s): English Issue: 2/2020

Purpose – Ethics Position Theory lacks a model of a perceiver and a target person moral (dis)similarity in general. Aim(s) – This paper presents a construct of Leader-Follower moral (dis)similarity derived from their individual moral ideologies designed to study ethical consequences at workplace. Design/methodology/approach – Based on similarity research papers reviewed at first, a logical assumption “the more similar moral ideology the target and the perceiver person hold; the less reasons for target to act towards the perceiver against own moral standards, and at the same time, the less bias for the perceiver to misjudge the act of the target towards him/her, and vice versa” was proposed. With regards to graphical analyses of possible assessment outcomes, three internal factors – Gap, Direction and Placement – were identified, and their methodological function in terms of ethical consequences at workplace were described. Findings – Parsimonious assumption proved to be a warrant strong enough to study morally similar partners. However, in case of dissimilar partners, possible latency, mediation and moderation effects among internal factors leave open ends for further research. Limitations – Lack of theory and the nature of Ethical Positions Questionnaire scales – relativism and idealism – to assess partners’ moral ideologies are concerns for empirical data analysis and result argumentation. Practical implications – Moral ideologies of leaders and followers, as individuals, might differ and this matter of fact yields at workplace as a mutual harmony or a moral conflict of ethical-philosophical reasons. Originality/value – This paper extends Ethics Position Theory into its uncharted area and provides methodological insight to study moral decision-making phenomena related to leadership and followership from a viewpoint new to organizational ethics research.

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CONSTRUCTION AND VALIDATION OF WORKPLACE IDENTITY SCALE (WIS)

Author(s): M. M. Sulphey / Language(s): English Issue: 2/2020

Workplace identity (WI) is a multi-dimensional and multi-layered construct that originated from the concept of Identity. It is an attitude towards self that helps individual employees to identify themselves as crucial members in the organisation by shaping their roles in the employment context. Empirical examination of the construct is now gaining traction. A scientifically validated tool is likely to provide further impetus to detailed examinations of the WI concept. The present study is intended to construct and validate a tool to measure WI. Using the data collected from a sample of 248 respondents and the well established methodologies, this study constructs and validates a scale to measure WI – the Workplace Identity Scale (WIS). Having five factors, this scale has exhibited significant validity and reliability. WIS is expected to fill the gap in literature and is likely to stimulate further empirical research about this alluring construct.

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