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    Wyświetlanie 1-5 z 5
    Tytuł:
    Examining common values of the International Christian Center (IKC) and its employees
    Autorzy:
    Gharagozlou, Kourosh
    Powiązania:
    https://bibliotekanauki.pl/articles/1199364.pdf
    Data publikacji:
    2018-11-30
    Wydawca:
    Uniwersytet Gdański. Instytut Geografii
    Tematy:
    cultural identity
    workplace values
    religion in the workplace
    workplace conflict
    masculinity and femininity
    gender in the workplace
    Opis:
    The purpose of this research is to identify if there is conflict between employees of IKC who come from masculine or feminine cultural backgrounds. In order to response this question, I focused mainly on methodology, and for the analysis of the data it used qualitative analyses. There is a benefit to study for this research paper, as it helps to  communicate better for some people who work with different cultures in a workplace. I am wandering if there is a common value within the group of employees to increase the productivity of IKC. Organizational values overrode cultural background in a religious organization. Hofstede’s ranking of countries, on masculine versus feminine traits, had no effect on the level of conflict.
    Źródło:
    Journal of Geography, Politics and Society; 2018, 8, 4; 42-52
    2084-0497
    2451-2249
    Pojawia się w:
    Journal of Geography, Politics and Society
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Conflict in the Workplace: Evaluating Emotional Intelligence as Therapeutic Approach in Resolving the Nurse-Physician Clashes in Two Secondary Hospitals in Oyo State, Nigeria
    Autorzy:
    Busari, Afusat Olanike
    Powiązania:
    https://bibliotekanauki.pl/articles/1065271.pdf
    Data publikacji:
    2019
    Wydawca:
    Przedsiębiorstwo Wydawnictw Naukowych Darwin / Scientific Publishing House DARWIN
    Tematy:
    Conflict in the workplace
    Emotional intelligence training
    Nurse-Physician clashes
    Opis:
    Like in every human interaction, clashes do occur among health service professional as a result of various forms of conflicts and factors. These clashes do bring about negative consequences on both the patients and the staff members, which inform the evils inherent in this ugly phenomenon. These clashes if continued unabated could lead to further damage; and this is the reason why studies have to be directed at ensuring that the level of clashes between nurses and physician is minimized or eradicated. This study therefore investigated emotional intelligence as therapeutic approach in resolving the nurse-physician clashes in Nigeria hospitals. This study adopted pretest-posttest quasi-experimental design, while a convenient sampling method was used to recruit one hundred and fifty (150) participants consisting of nurses and physicians from Adeoyo State Hospital Ibadan and General Hospital in Oyo Town Oyo State, Nigeria. The participants were grouped into two: experimental and control group. The experimental group received eight-week therapy on emotional intelligence, while control did not. Data was collected using Thomas-Kilmann conflict mode instrument (α = 0.86), while analysis of Covariance was used to analyse the four hypotheses at 0.05 level of significance. There was a significant main effect of the treatment on conflict in workplace among nurses and physicians (F2,147 = 8.30; P < 0.05). Also, there was interaction effect of treatment on participants’ gender (F(2,147), P < 0.05); marital status (F(2,147) = P<0.05); and workload (F(2,147) = P < 0.05). The result of interaction shows higher mean for female over male; married over single; and low workload over high workload. Emotional intelligence training was effective in reducing clashes as a result of conflict between nurse and physician. It was recommended that emotional intelligence training should be organized as in-service programme for nurses and physicians.
    Źródło:
    World Scientific News; 2019, 135; 129-143
    2392-2192
    Pojawia się w:
    World Scientific News
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Menedżerowie w oczach informatyków
    Perception of Managers in the Eyes of Software Engineers
    Autorzy:
    Jemielniak, Dariusz
    Powiązania:
    https://bibliotekanauki.pl/articles/469090.pdf
    Data publikacji:
    2007
    Wydawca:
    Polska Akademia Nauk. Instytut Filozofii i Socjologii PAN
    Tematy:
    occupational culture
    software engineers
    organizational ethnography
    organizational conflict
    workplace stereotypes
    Opis:
    The article discusses the perception of managers in the eyes of software engineers, by the use of professionalization and occupational culture theory. The programmers’ perception of career, organizations and management is depicted, basing on unstructured open-ended interviews. The two vocations are confronted and their culture clash, as described by the interviewed software engineers, analyzed. The study is qualitative, performative and interpretive.
    Źródło:
    Prakseologia; 2007, 147; 189-207
    0079-4872
    Pojawia się w:
    Prakseologia
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Nurses’ turnover intention a comparative study between Iran and Poland
    Autorzy:
    Nikkhah-Farkhani, Zahra
    Piotrowski, Andrzej
    Powiązania:
    https://bibliotekanauki.pl/articles/2085630.pdf
    Data publikacji:
    2020-07-24
    Wydawca:
    Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
    Tematy:
    job satisfaction
    nurses
    employment
    work–family conflict
    turnover intention
    workplace support
    Opis:
    BackgroundTurnover rates among nurses are much higher than in other professions. This poses a challenge for health managers in all countries. The purpose of this study was to investigate the factors affecting nurses’ turnover and the differences in this area between Iran and Poland.Material and MethodsIn this descriptive cross-sectional study, the population consisted of nurses working in state-owned hospitals in Poland (N = 165) and in Iran (N = 200). Data were collected using the Turnover Intention Scale, the Job Satisfaction Scale, the Work–Family Conflict Scale and the Workplace Support Scale. Use was made of the AMOS 24 and SPSS 22 software for data analysis.ResultsThe results showed that the predicted factors of nurses’ turnover intention in Poland and Iran were different. Workplace support and job satisfaction can reduce turnover intention among Polish nurses while the work–family conflict influences nurses’ turnover intention in Iran.ConclusionsProviding a flexible work plan in Iranian hospitals and enhancing teamwork and improving the spirit of cooperation in Polish hospitals could reduce nurses’ turnover intention in these 2 countries.
    Źródło:
    Medycyna Pracy; 2020, 71, 4; 413-420
    0465-5893
    2353-1339
    Pojawia się w:
    Medycyna Pracy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Generational conflicts at the Indonesian public sector workplace from the Millennial’s perspective
    Konflikty pokoleniowe w indonezyjskim środowisku pracy sektora publicznego z perspektywy Millennialnej
    Autorzy:
    Irhamahayati, -
    Hubeis, M.
    Hermawan, A.
    Djohar, S.
    Powiązania:
    https://bibliotekanauki.pl/articles/953241.pdf
    Data publikacji:
    2018
    Wydawca:
    Politechnika Częstochowska
    Tematy:
    generational conflict
    public sector
    intergenerational workplace
    millennial
    performance
    konflikt pokoleń
    sektor publiczny
    międzypokoleniowe miejsce pracy
    tysiącletni
    wyniki
    Opis:
    Conflicts in the workplace can occur due to differences among generations. In the context of public sector, it might be aggravated by bureaucracy system and the formal relation. This study explores the existence of conflicts caused by the differences between the young and the older generations. Data was gathered by using survey, FGDs and interviews. Participants are employees of The NADFC working at various locations, selected purposively. Completed data from 250 paper-based questionnaires was processed by SPSS Statistics using descriptive analysis and cross-tabulation. Result indicates that conflicts occur mainly due to the differences on technological mastery; orientation to change; and formal communication. Study also confirms the relations of the high intergenerational conflict to the job performance.
    Konflikty w miejscu pracy mogą wystąpić z powodu różnic między pokoleniami. W kontekście sektora publicznego może to być pogarszane przez system biurokracji i formalne relacje. Badanie to analizuje istnienie konfliktów spowodowanych różnicami między młodymi i starszymi pokoleniami. Dane zebrano za pomocą ankiety, FGD i wywiadów. Uczestnicy są pracownikami NADFC pracującymi w różnych lokalizacjach, wybranych celowo. Zebrane dane z 250 papierowych kwestionariuszy zostały przetworzone przez SPSS Statistics za pomocą analizy opisowej i tabeli krzyżowej. Wynik wskazuje, że konflikty występują głównie z powodu różnic w zakresie opanowania technologii; orientacja na zmianę; i formalnej komunikacji. Badanie potwierdza również relacje wysokiego konfliktu międzypokoleniowego z wynikami pracy.
    Źródło:
    Polish Journal of Management Studies; 2018, 18, 2; 151-161
    2081-7452
    Pojawia się w:
    Polish Journal of Management Studies
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-5 z 5

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