Working Relationships Research Articles

Relación trabajo-familia en trabajadores de empresas privadas: Una revisión sistemática

The importance of understanding how work-family affects people's lives has been recognized in light of increasing work demands and family obligations. This review proposed to carry out a systematic search of the recent scientific literature to analyze the work-family relationship in workers of private companies. Following the PRISMA methodology, searches were carried out in the WOS, SCOPUS and SCIELO databases, including academic articles, in Spanish and English. 19 relevant investigations that analyzed the subject of study and that met the determined eligibility criteria were included. A predominance of quantitative, non-experimental and relational studies is observed, in addition, the majority of the samples come from Portugal, established non-probabilistically and of moderate size, a diversity of dimensions is evident, as well as, they were addressed largely from cross-sectional designs. Longitudinal studies with more diverse samples are necessary, particularly for the Latin American context.

Nonequilibrium potential for linear energy harvester and work relationships

Nonequilibrium potential for linear energy harvester and work relationships

Unravelling the Path to Organizational Commitment: The Mediating Role of Perceived Organizational Support and the Moderating Role of Career Stages in High-performance Work Systems

The study explains how and when high-performance work practices (HPWPs) positively relate to organizational commitment. Specifically, it tries to unleash the black box mechanism between perceived HPWPs and organizational commitment through mediating and moderating factors from the social exchange perspective. A quantitative research design and a cross-sectional approach are used to collect data with the help of a self-administered questionnaire from 250 employees of different cities in Punjab, Pakistan. According to the findings, when employees are in the maintenance stage instead of the establishment and advancement stages, HPWPs are significantly positively associated with perceived organizational support (POS). It expands our understanding of human resources (HR) practices and empirically investigates the significance of career stages in this context. The contribution of this study is twofold; first, our study adds to the body of empirical work on HPWPs and the discussion of organizational commitment. It includes a more comprehensive understanding of social exchange relationships in the form of social, human and cultural capital that we know as POS, which organizations provide to employees. Second, by examining the function of POS in an HPWP environment, it identifies the antecedents of POS through HR practices at the employee level. It shows that POS generates strong working relationships among employees through the HPWPs process.

Care homes and primary care in England working together: A multi-method qualitative study.

In England, most long-term care for older people with complex health care needs is provided by private care homes. They rely on primary care to provide medical care and access to specialist health care services. This study explored the working relationships between care homes and primary care in one region in England to inform a theory of change for achieving improved relationships. We carried out a multi-method qualitative study using appreciative inquiry. We thematically analysed data from 33 survey responses, 15 interviews, and eight workshops with care home and primary care staff, family carers, and other community specialists to populate the theory of change. A patient and public involvement representative supported data collection, analysis, and write-up. Study participants described activities that encouraged role understanding, communication, and learning together benefitting staff, relationships, and quality of services. The lessons and experiences from the COVID-19 pandemic had shaped participants' understanding of what is required to sustain cross-sector collaboration. Key inputs included time, staff, and funding to facilitate learning how to work together effectively, as well as the capacity to adapt to diverse care settings and address the complex, individual needs of care home residents. Participants noted the few opportunities they had to share their learning and discuss best practice. The theory of change identified different dimensions of good practice, providing insight into areas for action to inform service design and practice. Ongoing organisational changes should consider what is already working well and build on these achievements to enable positive care home and primary care working relationships and so foster high quality care and equitable access to services.

Burning the Midnight Oil: Navigating Work-Life Balance and Combatting Burnout in Entrepreneurship as Working Mothers

To escape the demands of high-intensity working environments in the hair styling industry, two female entrepreneurs and friends, Caroline and Genevieve, ventured into the realm of small-business ownership. They became business partners by establishing a small salon business intending to reconnect with their love for artistry and hairstyling. Despite their shared enthusiasm and a harmonious working relationship, Caroline encounters stress and feelings of burnout once more, grappling with the demands of entrepreneurship and balancing her personal life, including small children, finances, and internal expectations. Caroline is standing at a crossroads, as she decides the next steps to not only keep the business successful but also reduce her stress and avoid burnout.

Value orientations as a subject of scientific research

The problem of studying value orientations, as well as moral and social rules that determine an individual’s position to reality, is one of the key ones in modern science. Personal value orientations are the most important characteristic of an individual, since they determine his/her relationships and interactions with the outside world and regulate behavior. Realizing their own value guidelines, individuals search for their places in the world and refl ect on the meaning and purpose of their lives. Values are universal for all people, but the degree to which they are preferred and prioritized depends on a particular culture and society. Values are stable beliefs that determine preferred modes of behavior and life goals, and form principles that guide actions in such areas as study, work, and family relationships. Value orientations are formed through interaction with the outside world and refl ect the degree of maturity of individuals and their value system.

Teachers’ Perceived Relationships with Paraprofessionals Who Support Students with Challenging Behaviors

AbstractClassroom teachers’ and paraprofessionals’ relationship is important for ensuring student success, but very little research has examined their work relationship. Despite collaboration in the classroom, their relationship is primarily hierarchical in nature, with classroom teachers often serving as the day-to-day supervisor of paraprofessionals. This study examined the working relationships between 149 certified teachers and their assigned classroom paraprofessionals across 59 schools from the perspective of the primary supervisor, the classroom teacher. Overall, teachers rated their relationships with their paraprofessionals favorably. Differences in relationship qualities were assessed in relation to teacher years of experience, race/ethnicity, education, and school socioeconomic status (i.e., percent of students receiving free and reduced lunch). Findings suggest differences in teacher perceived relationship quality based on teachers’ years of teaching experience, self-identified race/ethnicity, and school socioeconomic status (i.e., percent of students eligible for free and reduced lunch). Implications for practice and research are presented.

Collaboration Among Early Childhood Professionals in Higher Education

Collaboration among professionals is promoted in various disciplines. In the context of this literature review, I define collaboration as an ongoing multidimensional process that includes interaction, time commitment, the exchange of expertise, and the maintenance of a professional working relationship with stakeholders to promote best outcomes. There is an absence of collaboration among early childhood professionals: those supporting children and families and those in higher education. The absence of collaboration among early childhood professionals is a disservice to children, their families, and future early childhood professionals. Early childhood professionals in higher education have an ethical obligation to collaborate with one another to promote skills, knowledge, and pedagogical practices that will produce graduates of the highest quality. A consequence of collaboration is that graduates will be better prepared to make the greatest possible difference by supporting children and their families to achieve equal outcomes and well-being.

An investigation into the relationship amongst local government employees and their performances towards the distribution of services: study of Umhlathuze Local Municipality

This study's objective was to investigate the relationship amongst the local government employees and their performances towards the distribution of services. Many employees face different challenges in their workplaces, however in a situation like service delivery it’s important for employees to be able to work well together and have a positive relationship amongst each other and avoid political conflict that may end up affecting the citizens as they are their priority. The researcher acknowledges that there are many challenges faced by local government which affect the effective service delivery, these include toxic work relationships among employees, corruption and mismanagement of funds, red tape etc. The study was based on the current legal, theoretical and conceptual perspective that applies to the protocol of the working relationship amongst employees and service provision. Diverse perspectives were used to determine whether the employees of UMhlathuze Local Municipality have the positive relationship amongst each other without the interference of the political conflict, also for the community members under UMhlathuze Local Municipality to have a voice on whether the employees are distributing services rightfully or not. This study has adopted qualitative methods for getting in-depth and interactive information from the participants. The recommendations are also made for UMhlathuze Municipality, including the theoretical framework of service delivery and the working protocol of employees within an organization.

Analysis of Community Relations Practice for Peaceful Coexistence between Organisations and Host Communities

The study investigated why organisations fail to achieve mutually peaceful relationships despite huge investments in community relations programmes using Brass Liquefied Natural Gas Limited in Brass Island, Bayelsa State and the Whispering Palms, a privately owned holiday resort in Iworo-Ajido, Badagry, Lagos State as a case study. The study was predicated on the Social Penetration theory of public relations. With a survey of 370 respondents, the study revealed that Brass Liquefied Natural Gas Limited enjoys a smooth working relationship with the Brass Island communities because of the high level of acceptance of and participation in Brass Liquefied Natural Gas Limited community relations programmes by the members of the host community. The study concludes that the organisational goal of mutual and peaceful coexistence between host communities and organisations does not depend solely on huge investment in community relations programmes. Rather, the host communities' acceptance of the community relations programmes and their participation in executing such programmes are required.

Analyzing the Effect of Factors on Individuals' Subjective Well-Being with Quantile Bayesian Structural Equation Modeling Approach.

This study investigates factors influencing individuals' levels of subjective well-being by examining fundamental variables, called life domains, such as satisfaction with health, education, marriage, housing district, work life, social life, relationships, and public services. The aim is to understand how these domains affect various quantile values of subjective well-being. To achieve this, the Life Satisfaction Survey dataset for 2020, obtained from the Turkish Statistical Institute, was utilized, and Bayesian Quantile Structural Equation Modeling and Bayesian Structural Equation Modeling methods were applied. The empirical study indicates that all life domains were found to have a positive impact on subjective well-being, except for housing-district satisfaction and education satisfaction. In particular, for individuals with low subjective well-being, satisfaction with work life, relationships, and public services has a stronger effect on subjective well-being compared to those in higher quantiles. Conversely, marriage satisfaction has a stronger effect on subjective well-being among individuals in the higher quantiles. This study's unique contribution is that examining subjective well-being according to quantile values provides detailed information on how the factors influencing individuals' subjective well-being vary across different levels.

Peran Human Relation dalam Menciptakan Lingkungan Kerja yang Harmonis dan Produktif

This study highlights the importance of implementing human relations principles in creating a harmonious and productive work environment. Open communication, empathy, and constructive conflict management were found to be key factors in building positive work relationships between employees and managers. Employees who feel valued and listened to tend to be more engaged in their work, increasing motivation and morale, which ultimately impacts the performance of the team and the organization as a whole. In addition, effective conflict management can strengthen interpersonal relationships and create a work atmosphere that is more conducive to collaboration and innovation. This study also shows that poorly managed conflict can damage work relationships and reduce productivity. In such situations, a tense work environment can lower employee morale, increase turnover rates, and hinder the achievement of organizational goals. Therefore, organizations need to actively develop strategies that support clear and effective communication, as well as pay attention to employee emotional well-being. Building an inclusive work culture and providing constructive conflict resolution mechanisms are essential to maintaining the stability and sustainability of productivity in the long term.

How Remote Work Changes Communication in Organizations

This qualitative phenomenological inquiry explores the impact of remote work on communication in the professional sphere. Thirteen participants from different sectors including education, business, healthcare, government, and mental health were interviewed regarding their experiences with remote work communication. Remote work introduces complexities to communication, it expands dependency on technology, increases wait time, tests trust, and reduces visual cues. The results of this study pointed to communication being particularly difficult for remote workers due to the limits it places on interpersonal exchanges. Language, tone, technology, trust, and personal as well as interpersonal concerns contributed to the results. The implications for management hinge on the notion that poor remote work communication may diminish personal relationships and make the organization less resilient during challenging times as a consequence. Participants noted that remote work fostered predominantly professional interpersonal relationships, devoid of personal connection. Trust issues emerged when struggling employees faced heightened oversight and micromanagement, rather than open communication. The benefits of remote work were dependent on the perspectives of individuals working from home. More research is needed on remote work and interpersonal relationships, and the effects of remote work communication on productivity to assess the comprehensive impact of working from home and interactions.

Pre- and post-effect of COVID-19 on the insurance industry: A study based on Romanian companies

The COVID-19 pandemic has had a detrimental effect on the global economy, including the insurance industry. It has forced financial markets to confront a new risk directly related to the virus’s rapid spread. Therefore, the paper aims to determine possible risks or opportunities that insurance companies may encounter, considering both pre- and post-pandemic phases. For this purpose, financial data of 110 Romanian insurance companies for 2016–2022 were analyzed. The topfirme platform was used in the data collection process. Subsequently, based on statistical analysis methods, an econometric model was developed to evaluate the turnover for insurance companies in Romania. When developing the model equation, establishing dependent and independent variables based on the Altman model or the Z-model of bankruptcy prediction was considered. Thus, the findings indicate that employees are the primary factor in these businesses’ proper operation and increased profitability. It is emphasized that turnover directly depends on these variables since the number of employees is a variable around which incomes and expenses fluctuate. Turnover is affected positively or negatively depending on employee productivity and workload, which can lead to increased revenues and decreased costs, or vice versa. Accordingly, an insurance company’s HR department should resolve issues that crop up during the shift to telemedicine, enhance workers’ digital skills, provide them with moral and psychological support, and foster stable working relationships. It should also implement strategies to sustain and raise employee engagement levels, fortify control measures, and alter internal communications.

State “Pandemic Pods”: US regional coalitions and their responses to the COVID‐19 pandemic

AbstractAs the COVID‐19 pandemic began to unfold in the late winter and early spring of 2020, US states began to work collaboratively in regional coalitions to manage a rapidly developing public health crisis. These coalitions were made up of states that were geographically contiguous and, more importantly, built upon previous working relationships. We explore two regional coalitions—the Multistate Council and the Western States Pact in the northeast and western United States, respectively. We find that these regional coalitions each drew from institutional memory‐previous collaborative policies—to craft their collective COVID‐19 responses and that this approach produced two different outcomes. While these regional coalitions urgently provided critical resources (including institutional knowledge) to respond to the spreading pandemic, it may have also reflected a limit of institutional memory—path dependency which limited the regional coalitions' abilities to learn from each other and experience the benefits of other coalition approaches.

Flourishing and job satisfaction in employees working in UK clinical trial units: a national cross-sectional survey

BackgroundTo evaluate healthcare interventions in clinical trials, it is crucial to attract and retain a skilled workforce. The job demands associated with developing and running clinical trials have been linked with difficulties in recruiting and retaining skilled Clinical Trial Unit (CTU) staff. Flourishing conceptualises positive aspects of wellbeing which may help staff to thrive within a demanding job role. This study explored the association between flourishing and job satisfaction among staff based in UK Clinical Research Collaboration (UKCRC)-registered CTUs.MethodsA national online survey of UKCRC-registered CTUs was conducted which combined psychometric measures of flourishing (eudaimonic workplace wellbeing scale) and job satisfaction (including measures of turnover intention and workplace engagement), alongside free-text questions.ResultsFour hundred and eighty-four staff from 52 UKCRC CTUs completed the survey. Overall, participants reported 'average’ levels of job satisfaction and work engagement, but there was evidence that CTU staff reported slightly lower levels of flourishing and moderate levels of turnover intention. Salary, role, and flexible working arrangements were associated with levels of flourishing. When these factors were controlled for, higher levels of flourishing were still predictive of job satisfaction and turnover, but not work engagement. Qualitative analysis of free text responses revealed that elements of the working environment, such as supportive relationships, flexible working, and development opportunities, can act as resources to help employees flourish in their jobs.ConclusionsThrough exploring flourishing in CTU staff we identified factors which may help CTU employees thrive in their role, and in turn increase job satisfaction and commitment to their place of work. CTUs should consider the importance of developing a working environment which supports staff to feel valued, experience autonomy and supportive working relationships, as well as opportunities to develop and engage in meaningful work. Efforts to understand and protect the wellbeing of CTU staff are vital to attract and retain staff to design and conduct clinical trials. The learning from this may be applicable to other healthcare workforces facing a recruitment and retention crisis.

Lithuania’s Binary Worker Classification Vs. A Teleological Interpretation of the EU’s ‘Worker’ Concept by Germany and the UK

Abstract The article explores whether Lithuania’s concept of darbuotojas (employee) and its rigid binary classification of work relationships is challenged by an evolving European employment law landscape, shaped by a rise of unconventional work relationships that blur the lines between employees and self-employed persons. This issue is examined in light of varying interpretations of the EU’s ‘worker’ concept(s) in the United Kingdom (UK) and Germany, where courts increasingly extend protections to individuals in atypical employment forms by broadly (re-)interpreting traditional terms. Additionally, their domestic systems recognize intermediate categories between employees and self-employed persons, such as arbeitnehmerähnliche Personen (employee-like persons) in Germany or the UK’s ‘limb (b) workers’, aiming to provide certain protection for a wider group of working individuals. These approaches influence both countries’ understanding of an autonomous EU ‘worker’ concept, particularly evident in connection with Council Directive 89/391/EEC, which introduced measures to enhance the safety and health of workers at work and was adopted more than 30 years ago.

Career coaching in private practice – a personal view

This is a personal account of how career coaching is undertaken by a career coach with a psychology background, drawing on a range of assessments. It includes establishing an effective working relationship based on agreed objectives and expectations and how assessments add depth to the counselling process. The approach taken is more than just a review of assessments; other activities are included such as values elicitation and creative exercises. Client examples are included to show some of the changes made following this career coaching process.

Components of Workplace Spirituality for the Nursing Profession: A Comprehensive Analysis Beyond Managerial Control and Consent

This study aims to reveal the components of workplace spirituality for the nursing profession, which has an inherent spiritual orientation, especially in extraordinary conditions such as pandemics. In this study, the Web of Science (WoS) database was examined with the help of bibliometric analysis techniques. In order to reveal the components of workplace spirituality in the nursing profession, six main components were identified by thematic content analysis method. These are nursing education, organizational context, recruitment-orientation, work environment experience, training programs and developing harmonious working relationships. The main contribution of the research is a comprehensive model proposal for the components of workplace spirituality for the nursing profession.

Coping with a protracted crisis: a case study of IT-Integrator in Ukraine

Learning outcomes This case study offers the following learning opportunities for students: to identify and assess how a management team can establish effective working relationships to build a cohesive team during times of severe crisis and to prepare business for the restoration period; and to find alternative ways aimed at restoring the company’s operations and suggest ways of adapting to the new, normal situation. Case overview/synopsis This case study examines the strategic decisions of IT-Integrator, a Ukrainian IT company, during the Russian invasion of Ukraine in 2022. It highlights the leadership of vice president Nadiia Omelchenko in navigating the crisis, focusing on initial chaos, the development of a business continuity plan and efforts to restore operations and ensure employee safety. Despite warnings, the outbreak of war on February 24, 2022, was unexpected, with no established emergency protocols. Companies independently decided on measures for safety and business continuity, especially those critical to infrastructure and banking. In 2021, IT-Integrator faced reluctance within its executive team regarding resource allocation for wartime scenarios. Omelchenko’s push for a comprehensive business continuity plan proved crucial. Despite the plan’s effectiveness, unpreparedness for the crisis’s scale hindered recovery efforts. During the early days of the invasion, Omelchenko managed the dual challenge of safeguarding the business and its employees amid uncertainty and workforce reduction. Each decision had significant implications, requiring a balance between immediate survival and future stability. The case of IT-Integrator underscores the importance of proactive crisis management, strategic planning and resilient leadership. Omelchenko’s experience offers valuable lessons for businesses facing similar crises, emphasizing preparedness, adaptability and a focus on both immediate and long-term recovery. Complexity academic level This case study is suitable for MBA and executive development programs. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: human resource management.