Creating Work Environments Research Articles

Experiential learning model: improving entrepreneurial values through internship program at start-ups

PurposeThe development of teaching methods in the field of entrepreneurship education is a challenge for academics to achieve “real active learning.” This paper aims to investigate the effectiveness of learning experience through internship program at start-ups. This paper examines the benefits and challenges from stakeholders' experiences and perspectives (business students, start-ups and universities). The authors focus on the entrepreneurial values obtained by exploring start-up processes, culture and work environments.Design/methodology/approachThis study uses qualitative research with a case study approach by applying experiential learning. The objects of this research are students of the School of Business and Management and start-ups in Indonesia. This study divides the pilot program of internship at start-ups into three stages, designing process, execution and evaluation. The analysis technique uses an interpretive approach from interviews and observations of internships based on experiential learning.FindingsThe results showed that the internship program at start-ups in this study has benefits for all major stakeholders, especially students. The results of student learning experiences show that start-ups' characteristics such as a creative work environment, egalitarian work culture and dynamic workflow flexibility can increase their professional and moral values.Research limitations/implicationsThis study has several limitations, including the internship program designed in this study, which is still raw and has several shortcomings. Time series in testing experiential learning is another limitation. For further study, it is necessary to conduct longitudinal research to measure the effectiveness of the start-ups' internship program.Originality/valueThis study provides new insights on experiential learning in developing an internship program at a start-up as an effort to increase entrepreneurial value for business students. This study highlights the possibility that an internship program at a start-up will have an impact on students' entrepreneurial values and competencies.

Academy of Nutrition and Dietetics: Revised 2021 Standards of Professional Performance for Registered Dietitian Nutritionists (Competent, Proficient, and Expert) in Management of Food and Nutrition Systems

Management of food and nutrition systems (MFNS) encompasses the varied roles of registered dietitian nutritionists (RDNs) with administrative responsibilities for food and nutrition services within an organization. RDNs in MFNS are frequently employed in acute care, but also expand into a multitude of other settings in which management of nutrition and foodservice is required, for example, foodservice departments in assisted living and post-acute and long-term care; colleges and universities, kindergarten through grade 12 and pre-kindergarten schools and childcare; retail foodservice operations; correctional facilities; and companies that produce, distribute, and sell food products. RDNs in MFNS aim to create work environments that support high-quality customer-centered care and services, attract and retain talented staff, and foster an atmosphere of collaboration and innovation. The Management in Food and Nutrition Systems Dietetic Practice Group, with guidance from the Academy of Nutrition and Dietetics Quality Management Committee, has revised the Standards of Professional Performance (SOPP) for RDNs in MFNS for 3 levels of practice: competent, proficient, and expert. The SOPP describes 6 domains that focus on professional performance: Quality in Practice, Competence and Accountability, Provision of Services, Application of Research, Communication and Application of Knowledge, and Utilization and Management of Resources. Indicators outlined in the SOPP depict how these standards apply to practice. The standards and indicators for RDNs in MFNS are written with the leader in mind—to support an individual in a leadership role or who has leadership aspirations. The SOPP is intended to be used by RDNs for self-evaluation to assure competent professional practice.

How and when paradoxical leadership benefits work engagement: The role of goal clarity and work autonomy

Paradoxical leadership behaviour (PLB) represents an emerging leadership construct that can help leaders deal with conflicting demands. In this paper, we report three studies that add to this nascent literature theoretically, methodologically, and empirically. In Study 1, we validate an effective short‐form measure of global PLB using three different samples. In Studies 2 and 3, we draw on the job demands–resources model to propose that paradoxical leaders promote followers’ work engagement by simultaneously fostering follower goal clarity and work autonomy. The results of survey data from Studies 2 and 3 largely confirm our model. Specifically, our findings show that PLB is positively associated with follower goal clarity and work autonomy, and that PLB exerts an indirect effect on work engagement via these variables. Moreover, our results support a hypothesized interaction effect of goal clarity and work autonomy to predict followers’ work engagement, as well as a conditional indirect effect of PLB on work engagement via the interactive effect. We discuss the practical implications for leaders and organizations.Practitioner points To effectively engage followers in their work, leaders should create work environments in which followers know exactly what to do (i.e., have high goal clarity), but at the same time can determine on their own how to do their work (i.e., have high work autonomy) To foster both goal clarity and work autonomy, leaders should combine communal (e.g., other‐centred, flexibility‐providing) and agentic aspects of leadership (e.g., maintaining decision control and enforcing performance standards). HR departments should design leadership trainings that help leaders to combine seemingly opposing, yet ultimately synergistic behaviours.

Association of resident characteristics with patterns of patient self-assignment.

We hypothesized that resident characteristics impact patterns of patient self-assignment in the emergency department (ED). Our goal was to determine if male residents would be less likely than their female colleagues to see patients with sensitive (e.g. breast-related or gynecologic) chief complaints (CCs). We also investigated whether resident specialty was associated with preferentially choosing patients with more familiar chief complaints. We performed a retrospective cross-sectional study at a tertiary academic medical center using data from all adult patients presenting to the ED between 2010 and 2019 with one of six CC categories (vaginal bleeding, breast-related concerns, male genitourinary [GU] concerns, gastrointestinal bleeding, epistaxis, and laceration). These CCs were chosen as they each require either an invasive medical exam or procedure, and cannot easily be evaluated with an exam in a hallway bed. We used logistic regression to assess the likelihood of being treated by a male resident compared to a female resident for each CC, adjusting for candidate variables of patient age, race, primary language, ESI score, bed location, time of day, day of week, calendar month, and resident specialty. We also similarly analyzed patterns of patient self-assignment according to resident specialty. Male residents were significantly less likely than female residents to treat patients with breast-related CCs (adjusted OR 0.67, 95% CI 0.54-0.83, p<0.001) or vaginal bleeding (adjusted OR 0.73, 95% CI 0.63-0.84, p<0.001, reference group: epistaxis). Off-service residents were more likely to assign themselves to familiar chief complaints, for example surgery residents were more likely to see patients with lacerations (adjusted OR 2.11, 95% CI 1.71-2.61, p<0.001) and OB/GYN residents were less likely to see patients with male GU concerns (adjusted OR 0.21, 95% CI 0.05-0.85, p=0.029), compared to emergency medicine residents. In a single facility, resident characteristics were associated with preferential patient self-assignment. Further work is necessary to determine the underlying reasons for patient avoidance, and to create work environments in which preferentially choosing patients is discouraged.

Kreativno radno okruženje kao faktor inovacija u transportnim kompanijama u Republici Srbiji

The variability of environment, growing number of external factors of companies' businesses, inaccessible key organizational resources, inability of management to understand or predict changes and trends in the general organizational environment due to growing uncertainties are just some of the characteristics of the modern business world, especially the transport sector as one of the most complex segment of each country's economic system. The paper analyzes the level of development of creative work environment in transport companies in the Republic of Serbia in order to formulate possible, and possibly necessary, guidelines for greater encouragement of employees' creativity, as organizational innovations today represent, it seems, the only potential solution for overcoming all obstacles and surviving in such a complex market.

The problem of motivational support in teaching the Ukrainian language

Within the framework of this study, the problem of motivational support in learning the Ukrainian language was studied . It shows the importance and necessity of motivating students to increase their interest in learning and acquiring new knowledge. Creating a creative work environment in the classroom allows students to feel more talented and intelligent. A great role in stimulating language learning can be played by the study of folk folklore.

Study on the Storage Virtualization Technology for Smart Work Service in Mobile Environment

Background/Objectives: As the paradigm changes with technological advancement and information society, next-generation products that can access information anytime, anywhere through mobile Internet devices through Smart work are being released. In particular, in the coronavirus era, there is a lot of interest in the introduction of Smart work. Methods/Statistical analysis: Companies that only pursued work in the office tend to support a free and creative work environment that goes beyond temporal and spatial restrictions. In addition, we are hoping for collaboration, efficiency, and organizational innovation through smart work communication. The introduction of Smart work by companies can be expected to have a positive impact on companies. Findings: Therefore, in this paper, we intend to provide a safe Smart work service through research and application of storage virtualization technology. In other words, a Smart work service was designed by securing the technology for operating the latest operating system based on mobile virtualization technology and storage virtualization technology, which is the core of mobile security. Improvements/Applications: The storage virtualization-based mobile work service proposed in this paper can be used for mobile terminals and special security-enhanced terminals that require high security in mobile environments. In addition, it can be used for mobile financial services for safe payment/payment such as electronic payment and internet banking, and prevents corporate information leakage and illegal access by unauthorized users in work environments such as Smart work using mobile terminals.

How to Generate a Motivative, Effective, Trusting, Innovative and Creative Work Environment That Fosters the Creation of Innovative Educational Experiences: Smart Center Ideation

Nowadays, education institutions seek to innovate their methodologies to enhance their learning processes to be more effective. To achieve this, it is fundamental for the people who create educational experiences to build a high-performance work team. For this, working in atmospheres that foster motivation, effectiveness, creativity, innovation, and trust is vital. Project managers play a central role in setting the work environment that generates a high-performance work team. A high-performance work team is “a group of goal-focused individuals with [...] complementary skills who collaborate, innovate and produce a consistently superior result.” [1] This paper presents the project management process that SMART CENTER, a student center at Universidad Panamericana, followed to achieve an innovative, effective and highly engaging experience called SMART Room for more than 100 students in a time frame of 5 weeks and a team of only 10 people. This article will cover each step taken for the ideation, organization, planning, and execution of the SMART Room and will explain the basic principles so that anyone can replicate it in their teams and projects.

Assessing How Perceived Inclusion Affects Minority Employees’ Organizational Satisfaction in Higher Education

Workplace inclusion research indicates that there is a relationship between an individual’s demographic status in the workgroup and organizational inclusion. Evidence also suggests that employee job dissatisfaction contributes to turnover intentions. There is a need for investigating ways to create work environments in which diverse individuals can be integrated into organizations and feel included. To address this need, in this present study, a quantitative exploratory approach was used to measure the relationship between minority status and job satisfaction for employees in higher education institutions in the U.S., and the relationship between minority employees’ status and their perceptions of inclusion in their workgroups. A sample of 1,898 participants employed in the United States higher education organizations were recruited using Amazon's Mechanical Turk (MTurk). Findings illustrate there is a statistically significant positive correlation between inclusion and workplace satisfaction. The results also show there are differences in inclusion by demographic status, sexual orientation, disability status, religion, and type of workplace. One of the study’s implications, if employees feel they are excluded in the workplace, they are more likely to become dissatisfied with their workplaces, which may result in voluntary turnover of high performing employees, as their feelings of being included go up, their satisfaction does. The study’s results allude to the issue minority groups employed in higher education organizations have a low sense of belonging, which may result in dissatisfaction with the workplace and eventually force them to quit their jobs.

Spatial design factors associated with creative work: a systematic literature review

AbstractThe term “creative space” describes a relatively recent phenomenon of innovative workplace design. Such creative workspaces are becoming popular in industry and academia. However, the impact of specific spatial design decisions on creativity and innovation is not yet fully understood. This paper provides an overview of state-of-the-art research on creative work and learning environments. We conducted a systematic literature search within the Scopus database and identified a total of 73 relevant sources discussing creative spaces within academic, practice, and other innovation environments. Among the included sources are 51 academic publications and 22 sources from company research and illustrative coffee-table books. We analyzed the sources using three lenses of interest: (1) the types of theoretical and practical contributions that are provided, (2) the spatial characteristics that are suggested to be beneficial for creativity and innovation, and (3) the discussed potential of new technologies for designing or researching creative spaces. The results provide in-depth insight into the current state of research on the topic of creative spaces. Practitioners, educators, and researchers can use the presented overview to investigate the possible impact of creative workspace design and identify research gaps that can be filled by conducting further research in the field.

Inclusive leadership and work engagement: the mediating role of procedural justice

PurposeThis paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship.Design/methodology/approachAn online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship.FindingsThe outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE.Practical implicationsThe outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics.Originality/valueThis study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

Logisztika 4.0 Digitalizációs projektek hatása a fenntarthatósági teljesítményre

A cikk celja, hogy bemutasson negy, logisztikai szolgaltatok koreben fellelhető digitalizacios projektet, valamint elemezze ezek fenntarthatosagra gyakorolt hatasat kvalitativ kutatasi modszerek segitsegevel. Negy esettanulmanyt ismertet a cikk, melyek eredmenyei azt mutatjak, hogy a digitalizacios projekteknek pozitiv hatasuk van a fenntarthatosag gazdasagi dimenziojara. A kornyezeti teljesitmeny nem valtozik szamottevően, de a CO2 kibocsatas jelentősen csokkenthető. A tarsadalmi fenntarthatosagi dimenziot tekintve a digitalizacios projektek a jelenlegi kutatas alapjan nincsenek hatassal a munkavallalok szamara, inkabb a jelenlegi munkavallalok terheleset hivatottak csokkenteni, valamint biztonsagosabb es kreativabb munkakornyezet biztositasa a celjuk.

New graduate registered nurses’ experiences with psychological safety

The purpose of this study was to gain insight into new graduate registered nurses' experiences with psychological safety. Organizational learning allows acute care hospitals to consistently provide high-quality patient care. Psychological safety is critical for organizational learning. New graduate nurses in particular need to feel psychologically safe as they transition into professional nursing practice. Understanding new graduate registered nurses' experiences of psychological safety can guide leaders and others to create work environments that foster psychological safety and organizational learning. Semi-structured interviews were conducted with 13 newly graduated registered nurses working in inpatient hospital settings. Interviews were analyzed using thematic analysis. Four primary themes featured prominently in the new graduate nurses' experiences of psychological safety: building credibility, making personal connections, feeling supported and seeking safety. Understanding these themes will help nursing education programmes, nurse managers, nurse colleagues and new graduate registered nurses foster psychological safety and create environments conducive to organisational learning. All members of the health care team involved in the new graduate registered nurses' transition to practice have a role in fostering psychological safety. Additional research is needed to better understand psychological safety and how to foster it.

The Role of Nursing Leadership in Ensuring a Healthy Workforce in Corrections.

In Canada, responsibility for corrections is divided between federal, provincial and territorial governments, with nurses being the largest group of healthcare professionals working in correctional institutions (penitentiaries, jails, prisons, correctional centres and secure correctional treatment centres) across the country. Correctional institutions are among the most challenging workplace settings for nurses, as they face competing tensions between the provision of quality care and strict security requirements for safety. They also experience unique workforce issues with high reports of burnout and emotional exhaustion. Nursing leadership at all levels of the correctional system is critical in creating work environments that optimize workplace well-being and minimize burnout. The purpose of this paper is to discuss the role of nursing leadership in facilitating and enabling a healthy workforce in corrections.Minimal research has examined leadership and healthy work environments in correctional institutions. Several authors have, however, discussed transformational leadership as a strategy to positively influence correctional nursing practice. In this article, we expand on this previous work to describe the full range leadership model and how it can be used to form the foundation of effective leadership and support the creation of healthy work environments in the correctional context.

Transformational leadership practice in the world’s leading academic libraries

This article analyzes 12 semi-structured interviews within the framework of transformational leadership, using a set of open-ended questions addressed to 12 directors (six men and six women) of academic libraries in high-ranking universities in four different countries (Australia, New Zealand, the United Kingdom, and the United States of America). It also investigates the interviewees’ approach to managing and leading their library organizations within the context of the opportunities and challenges facing their organizations as well as their parent institutions. The interpretation of the participants’ responses is based on the four ‘I’s, the four dimensions of the concept of transformational leadership: (1) Idealized influence, (2) Inspirational motivation, (3) Intellectual stimulation, and (4) Individualized consideration. The findings indicated that academic library directors who chose to implement transformational leadership noted its significance as a major contributing factor to the enhancement of inner communication and building mutual trust, and respect within the library organization. This, in turn, has fostered a motivated and creative work environment that has ensured personal and collective success and institutional advancement. Transformational leadership contributes to promoting sustained organizational performance based on adaptability to the rapidly changing environment of academic libraries worldwide.

An examination of the relationship between experimental climate and dimensions of the creative organization

Today's business environment imposes the need to continuously generate creative ideas not only for companies to grow, but also to survive in a hypercompetitive environment. Forming a creative model of organization and stimulating employees' creative behavior is one of the priorities, which can be achieved by establishing a parallel organizational culture and a creative climate. So far, some authors have identified these two terms as equal, while others emphasize the need for their separation. The paper indicates the differences in understanding of organizational culture on the one hand and climate on the other. The subject of the research is reflected in the analysis of the factors of importance for the formation of a creative organization. The paper aims to determine whether or not there is a positive relationship between the experimental climate and the dimensions that describe a creative organization model with a focus on organizational culture. The research hypotheses were generated and empirically analyzed based on a survey conducted on a sample of 145 employees in organizations in the territory of the Republic of Serbia. The survey was developed by combining two methodologies formulated by G. Ekwall, "Creative Climate Model," and T. Amabile, "Organizational Creativity Model." Statistical methods, such as correlation analysis and analysis of variance, ANOVA, were applied in the paper. The obtained results indicate that there is a positive statistically significant relationship between all three dimensions of creative organizational culture, such as flexible management system, motivation for greater achievements and freedom to use resources to form an experimental climate in the organization. Furthermore, by applying ANOVA, it was found that there was a statistically significant difference in the degree of experimental climate prevailing in the organization depending on its size, while no statistically significant difference between the organizations depending on their legal form was confirmed. Finally, the paper highlights management measures to encourage the creation of a creative work environment.

Promoting Creativity in the Cooperative Work Environment: A Case Study of the Lacol Cooperative

Previous research has examined organizational factors that could facilitate or limit creativity also indicating that although cooperatives can be seen as innovative business formats, they are also considered slow growth models because of their organizational characteristics. In this study we aim to explore the processes, practices, and other organizational characteristics that define the creative dynamics in cooperatives. In this way, our goals are (a) to understand how the promotion of the creativity is carried out in the cooperative workplace and (b) to study the factors that can accelerate the development of a more positive climate for creativity, boosting transformative elements and neutralizing exclusionary elements. This article is focused on a qualitative case study of an architecture cooperative from Catalonia (Spain), Lacol. The data were collected through two in-depth interviews. Also, visual material was collected to study how the physical space is organised and how this affects creative processes. The results show that, of the studied elements, those most relevant to produce a creative work environment in Lacol are power decentralization, freedom and autonomy, work team support, training, and challenges. Likewise, friendship has been identified as an important transversal element. Finally, future research lines are discussed.

Crucial Personal Factors Leading to Stress in University

Stress can happen to all of us even when we are awake or asleep. Stress can be experienced at night when we try to sleep or having a nightmare, in the traffic on the way home, or even at work. Stress is related between the employee and the employer as the performance of the employee is affected by the stress level which intern affects the company’s productivity. Therefore, this study aimed to examine the occurrence of stress among staff and the individual factors that contribute to stress. The sample of 50 respondents was randomly selected among staff in University A. The data of this study had been evaluated descriptively using SPSS version 2.0. The descriptive analysis was done on six sub domains, i.e personal problem, lack of personal appreciation, personal financial, work environment, personal support, and personal beliefs. The results showed that the personal problem has a higher magnitude of stress compared to other sub domains which is like personal finance, health problems, personal conflict, and unstable emotional controls have an influence on the personal problems that contribute to stress. The dual approaches involving both supervisors and co-workers are recommended in alleviating individual stress in their own workplace. Therefore stress management is vital for both. A creative and energetic working environment can be a mechanism for employee feel happy and belonging.

Coworker influence on employee performance: a conservation of resources perspective

PurposeDrawing on the conservation of resources theory, the purpose of this paper is to test a model of the influence of coworker-resources (coworker-support and coworker-exchange) on employee performance with psychological flourishing as mediator and employee race as moderator.Design/methodology/approachUsing a sample of 321 employees from a mid-western US organization, the authors conducted a field study and used regression analysis to test the hypotheses. The authors ran the basic mediation as well as moderated-mediation models with non-parametric bootstrapping procedures.FindingsCoworker-support and coworker-exchange were positively associated with psychological flourishing, which, in turn, was positively associated with employee performance. The authors found support for psychological flourishing as a mediator of coworker influence–employee performance relationships. The authors also found evidence supporting race as a boundary condition that moderated coworker influence–performance relationships, which were stronger for minorities as opposed to whites.Practical implicationsTo ensure employee well-being and superior employee performance, especially for racial minorities, managers must create work environments replete with coworker-support and healthy coworker-exchange.Originality/valueThe study undertakes a simultaneous examination of two different forms of coworker influences on employee performance and clarifies the role of underlying psychological mechanisms that pave the way for coworker influence on performance. The findings provide clarity regarding the employee–coworker relationship research; in addition, they establish race as an important boundary condition when considering coworker influences and employee performance.

Academy of Nutrition and Dietetics: Revised 2019 Standards of Professional Performance for Registered Dietitian Nutritionists (Competent, Proficient, and Expert) in Clinical Nutrition Management

Clinical nutrition management (CNM) encompasses the varied roles of registered dietitian nutritionists (RDNs) with administrative responsibilities for clinical nutrition services within an organization. Although RDNs in CNM are typically employed in acute care, they are also employed in settings where management of nutrition services is required, such as foodservice departments, ambulatory clinics, telehealth services, public health organizations, post-acute and long-term care, rehabilitation, and correctional facilities, or specialty departments, for example, dialysis units or cancer centers. RDNs in CNM aim to create work environments that support high-quality customer-centered care, attract and retain talented staff, and foster an atmosphere of collaboration and innovation. The CNM Dietetic Practice Group, with guidance from the Academy of Nutrition and Dietetics Quality Management Committee, has revised the Standards of Professional Performance (SOPP) for RDNs in CNM for three levels of practice: competent, proficient, and expert. The SOPP describes six domains that focus on professional performance: Quality in Practice, Competence and Accountability, Provision of Services, Application of Research, Communication and Application of Knowledge, and Utilization and Management of Resources. Indicators outlined in the SOPP depict how these standards apply to practice. The standards and indicators for RDNs in CNM are written with the leader in mind—to support an individual in a leadership role or who has leadership aspirations. The SOPP is intended to be used by RDNs for self-evaluation to assure competent practice and for determining potential education and training needs for advancement to a higher practice level in a variety of settings.