Context Of Work Research Articles

Implementing feedback literacy practices through self-sssessment and peer feedback

Abstract This paper draws on language socialization theory and uses narrative frames and interview to investigate an international student’s socialization into feedback literacy practices in an EAP classroom. The analysis of findings shows that using a narrative frame methodology is an effective assessment tool that helps students assess and reflect on their own learning because they help students develop an ability to: (1) learn to judge their own and their peers’ performance and develop evaluative judgment, (2) socialize themselves and be socialized into literacy norms of their academic context, and (3) follow up their own learning trajectories and learning to learn by reflecting on their current and possible future performance in familiar and unfamiliar work and life contexts. The study concludes that socialization into feedback practices becomes significant when the linguistic, literate, and cultural practices of students are recognized as resources and assets in their classroom community.

Examining the effects of reciprocal emoji use on interpersonal and communication outcomes

Research has shown that emoji can determine how interlocutors who use emoji are perceived (e.g., warmer) and can help complement written communication (e.g., clarify the meaning of a message). We argue that reciprocal emoji use may be particularly beneficial for user perceptions and communication outcomes. In two experiments ( N = 568), we examined if using emoji, and reciprocating emoji use, in a work context (i.e., message between colleagues) influenced inferences about interlocutors and communication outcomes (Study 1), and if such effects differed according to the level of conflict between interlocutors (Study 2). Study 1 showed that using [Formula: see text] (vs. [Formula: see text]) resulted in higher perceptions of warmth, playfulness, and message’s positivity, whereas no benefits of using [Formula: see text] (vs. [Formula: see text]) were observed. Likewise, reciprocating emoji use ([Formula: see text] vs. no emoji) resulted in higher perceptions of warmth, playfulness, and communication positivity. Study 2 showed only an effect of conflict in the scenario, such that, regardless of reciprocal emoji use, in the lower (vs. higher) conflict situation, perceptions of the interlocutor (e.g., warmer, more competent, more playful), and the conversation (e.g., messages more positive, less confrontational) were more favorable. Overall, our results reinforce the importance of emoji valence for person perception and communication outcomes, while also suggesting some emoji may not impact communication under specific circumstances (e.g., during situations of conflict).

Unveiling the interplay between leadership behavior and leader well-being: a person-centered approach

PurposeDrawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.Design/methodology/approachThe profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.FindingsLPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.Originality/valueThe person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

Coping Strategies for Work-Family Conflict among Working Housewives in Cipatujah Village, Tasikmalaya Regency, Indonesia

This research addresses the escalating phenomenon of working mothers in Indonesia, particularly in Cipatujah Village, Tasikmalaya Regency. With nearly 30 percent of married women engaged in employment, the study focuses on the work-family conflict experienced by these working housewives and aims to uncover their coping strategies. The literature review emphasizes the scarcity of research on coping efforts from the perspective of working women, particularly in developing country contexts like Indonesia. Using a qualitative approach, the study explores the experiences of six working homemakers managing dual roles through observation, interviews, and document analysis. The findings reveal diverse types of work-family conflict, including time-based, strain-based, and behavior-based conflicts. The coping strategies employed by these housewives vary, encompassing problem-focused coping, emotion-focused coping, and a combination of both. This research contributes to the existing literature by providing nuanced insights into the challenges faced by working housewives in a specific rural context. The variations in coping strategies underscore the importance of recognizing individual differences and the complexity of work and family contexts. The study advocates for tailored support systems and policies, considering cultural values and grassroots-level experiences. In conclusion, this research contributes to a comprehensive understanding of coping mechanisms for work-family conflict among working mothers in Indonesia, offering valuable implications for policymakers and future research endeavors.

Changes in nurses' work: A comparative study during the waves of COVID-19 pandemic.

The aim of this study is to describe and evaluate how nurses caring for COVID and non-COVID patients assess changes in their work and in nursing activities during the two waves of the COVID-19 pandemic. Two cross-sectional surveys were conducted for Estonian nurses working during the first and second waves of the COVID-19 pandemic, using The impact of COVID-19 emergency on nursing care questionnaire. Based on convenience sampling, the data were collected among the members of professional organizations, unions and associations. Responses from the first (n = 162) and second wave (n = 284) were analysed using descriptive statistics, Fisher's exact test and McNemar's test. The COVID-19 pandemic changed the working context during both waves for nurses caring for COVID and non-COVID patients. Changes were considered to a greater extent during the second wave, when Estonia was severely affected, and by nurses caring for COVID patients. During the second wave, the number and complexity of patients increased, and nurses caring for COVID patients performed fundamental care, nursing techniques and symptom control significantly more frequently compared to nurses caring for non-COVID patients. Taking care of COVID patients is demanding, requiring nurses to perform more direct patient care. However, the pandemic also increased the frequency of activities not related with direct patient care.

Enhancing Generic Skills Development in Higher Education in the Era of Large Language Model Artificial Intelligence

The recently developed large language model artificial intelligence (AI) systems, such as ChatGPT, are likely to become widely used over the next few years as core tools in many areas of business. Higher education graduates will need to be adequately prepared with the necessary generic skills to exploit this technology and a detailed understanding of the risks of using it and related ethical aspects to maximize their employability. Higher education institutions will need to develop training to support this and a conceptual multi-layer framework is proposed for generic skills development in higher education relevant to the emerging new era of large language model AI. This model encapsulates traditional generic skills training for employability, the extended skill sets needed for operating as independent knowledge-workers in increasingly fragmented working contexts, and the new sets of skills in areas such as prompt engineering, output verification and bias detection, which are needed specifically for operating as effective users of advanced AI systems in business.

Peers’ unethical behavior and employees' discretionary behavior: Role of employees’ duty orientation

As unethical behavior is of significant concern for organizations, this study examines the effect of peers’ unethical behavior (PUB) in the hospitality sector. Though earlier research suggests the impact of PUB on employees’ ethical intentions, the influence of PUB on organizational citizenship behavior (OCB) and interpersonal deviance (ID) is unexplored. To address this gap, this study uses social learning theory and social information process theory to examine the effect of PUB on OCB and ID through psychological safety as a mediating mechanism and duty orientation as a moderating variable. Using partial least squares structural equation modeling on a three-wave (time lag) survey of a sample of 316 frontline employees in the hotel industry, findings suggest PUB reduces employees’ perception of psychological safety and subsequently reduces OCB and enhances ID. However, high-duty orientation helps to mitigate the negative effect of PUB on employees’ OCB and IDs. The paper concludes with suggestions to reduce unethical behavior and create a positive work context.

Pengaruh Pengalaman Magang, Kemampuan Mahasiswa, dan Konteks Kerja Terhadap Keinginan Menjadi Akuntan Publik

This research aims to investigate the impact of internship experience, student abilities, and work context on students' desire to become public accountants. Internship experience is considered an important factor in shaping students' understanding and practical skills in the world of work. Students' abilities, whether acquired during formal education or through internship experience, are also thought to play a key role in determining their desire to pursue a career as a public accountant. In addition, the work context, including the organizational environment and work culture, can influence students' perceptions of the sustainability of their careers in the field of public accounting. This research method involves surveys and statistical data analysis to evaluate the relationship between internship experience, students' abilities, work context, and their desire to become public accountants.

Testing the boundaries of the model of pro-group intent: Does group interaction influence reaction to poor performers?

Objective: When task groups depend on all members’ contributions, one poor performer can threaten the entire group’s goal attainment. The model of pro-group intent (M-PGI) stipulates that group responses to such poor performers are primarily determined by the group’s assessment of that person’s willingness to help the group ( attributed pro-group intent). Despite supportive evidence, past research has neglected whether model predictions hold under conditions more representative of group life. The current study thus tests the M-PGI in (a) personal interaction, (b) settings beyond the work context, and (c) repeated decisions. Method: The current paper reports two experiments using repeated decision scenarios across a range of group situations (i.e., within-participant designs). The main experiment, moreover, manipulated whether two group members discussed their response to a described poor performer (interacting dyads) or decided individually (nominal dyads; between-participant factor). Results: Results provide consistent evidence for the M-PGI across contexts. Process analyses provide some evidence that model effects were stronger in interacting (vs. nominal) dyads. Conclusions: Interacting groups focus on poor performers’ intent when determining their responses. I discuss the implications of the M-PGI for group dynamics theory and research, as well as a range of applied fields.

The Impact of Talent Recognition on The Intention to Stay in Work Context: Empirical Overview

Purpose of the Study: The aim of the paper attempts to contribute to an overview of the methods and strategies adopted by organizations to maintain a talented and engaged workforce globally. Theoretical framework: The study is based on a review of the literature, which is described in the article. Use all methods to retain personnel. Talent Development must be researched whether it enhances Job Satisfaction, Employee Engagement, and Empowerment, which increases Intention to Stay. Design/methodology/approach: The researchers apply the convenience sampling technique to acquire primary data from employees utilizing a questionnaire as a research instrument. Data analysis is used in this study through the help of (the PLS) technique (SEMs). A five-component scale with a some-object measurement model has been verified inside the study. Findings: Our findings demonstrate there is a favorable strong connection. in the effect of appreciation on retention in the job role between employers and employees. Theoretical and managerial implications are discussed in the mild of the findings. Research, Practical & Social implications: Today, almost every organization is driven by technology, but human resources are needed to do work through technology. It is the challenge of an HR manager to keep working for a long time in an organization in a dynamic environment. Originality/value: The value of the study reveals that, fulfilment is regularly tied to its capability to attract, retain, and recognize talented and effective employees.

Achieving Symmetry in Synchronous Interaction in Hybrid Work is Impossible

Designing new technologies to support synchronous interaction across distance has for many years focused on creating symmetry for participation between geographically distributed actors. Symmetry in synchronous interaction has, to some extent, been achieved technologically (while multiple social, historical, political, and hierarchical concerns continue to exist) and proven empirically in the increased use of remote-work technologies that were used during the pandemic. However, synchronous interaction in hybrid work is achieved differently, since the asymmetry produced by some participants being collocated while others geographically distributed introduces increased complexities for such interactions. Focusing on this challenge, we ask: To what extent can symmetry in cooperative work engagements be achieved in hybrid work contexts? We explore this question by interrogating multiple different empirical examples of synchronous hybrid interaction collected across different organizations, activities, and events. We found that the effort required to accomplish hybrid work includes additional articulation work necessary for bounding multiple intertwined artefacts across sites, devices, and applications. Further, the multiple artefacts setup across sites, combined with asymmetric collocation across participants, produce incongruence in technological frames of reference for each participant. All participants in hybrid work have only partial access to the hybrid setup, and no single person has access to the complete setup. The incongruence in technological frames produces insurmountable gaps in collaboration, causing all hybrid work situations to be characterized fundamentally by asymmetric relationships. We argue that symmetry in hybrid synchronous interaction is impossible to attain in attempts to solve this problem through design. Instead, we propose that designers of cooperative technologies for hybrid work shift towards developing artefact-ecologies supporting hybrid work, focusing on asymmetry as a necessary feature. Fundamentally, the design strategy should explore novel ways of taking advantage of the multiple different artefact-ecologies which serve as the foundation for the hybrid collaboration. Instead of striving for symmetry, we propose to feature asymmetric conditions in future technology designs for hybrid interaction.

Characterization of nurses’ work methods: The analysis of a Portuguese hospital

Background & Aim: Providing nursing care occurs through work methods that ensure the organization and implementation of care: the functional work method, the teamwork method, the individual work method, or the reference nurse work method. This study aims to identify work methods that nurses adopt in a Portuguese hospital.
 Methods & Materials: A cross-sectional study was conducted in a hospital in northern Portugal. A non-probabilistic convenience sampling technique was used, and 627 nurses were enrolled. Data were collected between March and April 2023 using the “Nurses’ Work Methods Assessment Scale.” The Statistical Package for the Social Sciences was used to perform descriptive and inferential statistics, using the Mann-Whitney, Kruskal-Wallis, and Spearman’s correlation tests.
 Results: The individual method predominated, followed by the functional and teamwork methods. A lower adherence to the nurse reference method was observed. The variable “work context” was the most significant for the four working methods. In the individual method, the frequency of the variable “condition in which the profession is practiced” was higher in specialist nurses and, particularly, rehabilitation nursing specialists. The frequency of using the individual method is also higher when nurses have a master’s degree and training in nursing care organization methodology.
 Conclusion: The highest frequencies of the individual method are related to the level of training, suggesting the influence of training in adopting working methods in clinical practice. Although the reference nurse method points to better satisfaction of clients’ needs, nursing practice environments sometimes have inadequate conditions for its operationalization.

Who am I? – Exploring secondary education school leaders’ professional identity

This study explored school leaders’ professional identity by examining the guiding standards school leaders pursue in their jobs and the professional roles they identify themselves with. Using professional roles in school leadership that were formulated in (inter)national frameworks, 36 Dutch school leaders in secondary education provided their identity standards and their professional role identification. Standards were grouped per topic for each professional role. Role identification was visualized and grouped using radar charts. Results showed that in general ‘interactions and interpersonal contact’ formed significant aspects of these school leaders’ professional identities. Identity standards covered all professional roles and were mostly formulated in terms of contact and interaction. School leaders sometimes identified themselves primarily with a specific social or analytical role. Some school leaders identified themselves with multiple professional roles. Additionally, a new role, focusing on performing practical ‘hands on’ tasks, emerged. The identity standards as well as the identification patterns can be used in helping school leaders to gain more insight into their personal leadership preferences and their motivation for certain dimensions in their work and how these relate to specific demands and expectations in the work context.

Work and community tourism: reflections on capitalist realism

This theoretical essay aims to reflect on the concept of capitalist realism, by the author Mark Fisher, and its correlation with the context of work in Amazonian tourism, especially that carried out in conservation units (CU) by traditional communities. Fisher defines capitalist realism as a widespread belief in a defeatist way, which supports the idea that capitalism is the only viable economic and political system, with no alternatives even in the face of widespread dissatisfaction. In the context of Amazonian tourism, the proposal for community tourism (TC) stands out as an alternative to the mainstream, focusing on local development centered on the communities' endogenous resources. However, the essay argues that TC analysis often neglects working conditions and industrial relations. The question arises as to how it is possible to propose a sustainable alternative without considering workers and their interactions with natural resources. On a methodological level, this study is a theoretical essay, anchored in a bibliographical review with a critical perspective and qualitative nature. As a preliminary result, it points to the danger in hybrid forms of work organization in tourism, highlighting that, although they can be forged as anti-capitalist alternatives, they end up being co-opted by a logic of maximizing profits, harming the conservation of common resources and the well-being of workers. The hopelessness of alternatives preached by capitalist realism in the context of work encounters barriers in experiences aligned with the solidarity economy, shared management of common resources, cooperatives and collective forms of work/equal distribution of income. Although there are significant experiences in the counterflow of mainstream tourism, they are not capable of revolutionizing the horizon of Amazonian community tourism.

Understanding the Employment Landscape in People With Systemic Sclerosis.

Systemic sclerosis (SSc) can restrict employment participation. Our objectives were to comparatively evaluate health factors, work factors, and workplace accommodations between those who are employed and those who recently gave up employment. A cross-sectional study was conducted of employed and recently working, but now unemployed, individuals with SSc. Demographics, employment sectors, health factors, flare frequency, work context, and information about the need, availability, and use of workplace supports were collected. Participants were 140 individuals (108 [77.1%] women, 32 [22.9%] men), of whom 110 (78.6%) were employed and 30 (21.4%) were unemployed. Participants worked in education/health/sciences/arts (n = 51, 36.4%), sales/retail (n = 23, 16.5%), banking/insurance/business/technology (n = 22, 15.7%), government (n = 15, 10.7%), construction/utilities (n = 10, 7.1%), and manufacturing/agriculture/mining/logging (n = 10, 7.1%). Employed participants had a lower mean age (48.4 vs 54.3 yrs), and higher level of education (77.3% with postsecondary education vs 22.7% without). Those who had no flares were more frequently employed (41.7%), compared to those who had 1 to 2 flares (35.2%) and ≥ 3 flares (23.1%). The availability of workplace accommodations differed significantly between the employed and unemployed: flexible hours (74.5% vs 40%, P = 0.0005), more rest periods (73.6% vs 46.7%, P = 0.0001), special equipment (82.7% vs 46.7%, P < 0.0001), and work schedule flexibility (66.4% vs 33.3%, P = 0.003). Health factors alone do not differentiate those who are employed and those who gave up employment. This study lays the groundwork for where SSc-specific efforts in workplace policies and practices should be directed, especially workplace support.

Situations of anomie and the health workforce crisis: Policy implications of a socially sensitive and inclusive approach to human resources.

Health systems in most jurisdictions are facing an unprecedented workforce crisis, manifesting as labour shortages, high staff turnover, and increasing rates of absenteeism and burnout. These issues affect professional and occupational groups in both health and social care and individuals at early and later stages of their career. The intensity and pervasiveness of the crisis suggests that it is a multicausal phenomenon. Studies have focused on the relationship between working environments and worker satisfaction and well-being. However, these are of limited use in understanding the deeper mechanisms behind the large-scale workforce crisis. The subjective experience of work, while rooted in a particular work context, is also shaped by broader social and cultural phenomena that put social norms and individuals' ability to conform to them in tension. The concept of anomie, initially developed by Durkheim and redefined by Merton, focuses on the way social norms that guide conduct and aspirations lose influence and become incompatible with each other or unsuited to contemporary work contexts. Understanding the workforce crisis from the perspective of anomie enables the development and implementation of novel policies based on co-production strategies where concerned publics engage collaboratively in framing the problem and searching for solutions.

Defining the passage of wisdom: A taxonomy of supervision for RANZCP trainees and Fellows.

Trainees and Fellows of the Royal Australian and New Zealand College of Psychiatrists (RANZCP) work in complex interpersonal and organisational environments. Engagement in supervision can be a helpful way for trainees and Fellows to achieve interpersonal, professional, and organisational success. Supervision comes in many forms depending on the stage and state of one's career. An awareness of different supervision models is relevant to trainees' understanding of what is expected of them and their supervisors in their work and educational contexts. This paper explores the taxonomy of supervision models available to RANZCP trainees and Fellows in Australia and New Zealand. Supervision is a heterogeneous concept with multiple aims, outcomes, and processes that change with ones' stage of career.

Disentangling the Contexts of Adolescent Substance Use: An Examination of Gender Differences

Previous studies of adolescent substance use have noted how adolescent substance use is influenced by both protective and risk factors. Additionally, researchers have also noted the gradual convergence of female and male substance use, resulting in similar substance use patterns across the two. Using data from a nationally representative sample of high school seniors, this study examines the distinct effects of contextual factors upon the substance use by adolescent females and males. While both girls and boys do report similar patterns of substance use, the analyses demonstrate that peer, family, school, and work contexts affect females’ and males’ substance use in different manners. While peers readily affect drinking behaviors of each sex, peer influence yields significant associations with females’ vaping, but not males’. Among males, family contextual factors are associated with both vaping and marijuana use, while females’ vaping and marijuana use are more substantially affected by school and work contexts. The findings of this study, along with the implications thereof, are framed within the ecodevelopmental perspective.

Sustainability of learning at work: experiences of police, hospital, and ICT personnel

ABSTRACT Global megatrends, such as digitalisation, and contemporary crises have highlighted the importance of continuous development and learning in the work context. Learning can be inspiring and motivating but also stressful when generating competence that is not applicable or has poor utilisability. In this study, we approached the ambivalent nature of learning at work from the sustainability perspective. According to the literature, sustainability of learning can consist of four broad aspects: transferability and continuity of learning, well-being, and temporality. We aimed to examine experiences of learning among personnel in three work-life contexts: preventive police work, hospitals, and information and computer technology (ICT). Using theory-driven thematic analysis, we revealed a variety of aspects of sustainability of learning and their different emphases in the three studied contexts. The main finding is that learning and well-being are closely intertwined and temporally framed in sustainability of learning. Based on this finding, we discuss practical implications and future research directions.

Entering the Labor Market: Networks and Networking Behavior in the School-to-Work Transition

This study examines the social networks and networking behavior of students graduating from higher education and transitioning to the labor market. To obtain an in-depth understanding of graduating students’ social networks, a mixed method social network study was conducted. Network data from 12 graduating students were collected. The results showed that students seek labor market-oriented contacts with individuals in the personal, education, and work contexts. Students received more practical and job-specific support from weak ties (e.g., colleagues at internships) and more social and emotional support from strong ties (e.g., parents and fellow students). The development of a labor market-oriented network occurred spontaneously through social media channels or when students proactively connected with others at educational institutions or job events. However, not all students felt confident developing a network. In these cases, the lack of awareness of relevant network actors, and interpersonal and intrapersonal characteristics play a critical role.