Workplace Context Research Articles

Self-rating scale in self-directed learning in workplace context: a case study of Thai operational employees in the petrochemical plant industry

PurposeThis study addresses the need for a validated tool to assess self-directed learning (SDL) behaviors among Thai operational employees in the petrochemical industry. Understanding SDL capabilities is essential for effective human resource development, given the complexity of plant operations and the need for continuous skill enhancement.Design/methodology/approachThis research adapts the self-rating scale of self-directed learning (SRSSDL) to the Thai workplace context. The SRSSDL was translated into Thai and adapted for the workplace. Five experts validated the content, and validity and reliability testing was conducted with 50 operational employees from Thai petrochemical plants. Confirmatory factor analysis (CFA) and Cronbach’s alpha were used to assess the instrument’s reliability and validity.FindingsContent validation confirmed that all SRSSDL items had an item-objective congruence (IOC) score above 0.5. CFA results showed a good model fit (comparative fit index [CFI] = 0.99, Tucker–Lewis index [TLI] = 0.98, root mean square error of approximation [RMSEA] = 0.02 and standardized root mean square residual [SRMR] = 0.02). Reliability analysis showed Cronbach’s alpha values from 0.91 to 0.96, indicating excellent internal consistency.Originality/valueThis research is the first study to assess and prove the content validity, construct validity and reliability of the SRSSDL in the context of Thai workplaces, particularly in the petrochemical industry. The SRSSDL is a reliable and valid tool for assessing SDL behaviors among Thai operational employees. It enhances human resource development by identifying SDL capabilities and fostering continuous improvement and SDL.

Readiness for professional practice among health professions education graduates: a systematic review

Readiness to practice is the state of being prepared and capable of engaging in professional activities in a specific field. Graduates of healthcare professions require a diverse set of skills, knowledge and attitudes to meet the demands of complex healthcare settings. This systematic review provides a comprehensive analysis of readiness for professional practice among graduates of health professions education. It encompasses a wide range of articles published between 2013 and 2024, incorporating various health professions and utilizing a combination of quantitative, qualitative, and mixed methods designs. The review identified 93 studies from 32 diverse countries. The review revealed that factors influencing readiness to practice, include individual capabilities, the workplace context, and educational provision. It also explored strategies to enhance readiness to practice. The findings underscore the significance of addressing challenges such as lack of confidence, stress, communication, time management, job satisfaction, clinical experience, academic workload, teaching quality, mentorship and curriculum design. This comprehensive analysis serves as a valuable resource for healthcare educators, policymakers, and practitioners seeking to optimize the preparedness of graduates for the complexities of contemporary healthcare environments. Future studies should explore the interactions between readiness to practice stakeholders’ perception of the educational curriculum, and the quality of support in the professional practice environment.

Experimental examination of the incentive and sorting effects of pay-for-performance on creative performance.

There is long-standing debate over whether pay-for-performance (PFP) enhances or undermines creative performance. Traditional motivation and revised creativity theories suggest that PFP and intrinsic task interest combine additively to enhance creative performance, whereas cognitive evaluation theory and self-determination theory posit that PFP undermines task interest and thus intrinsic motivation and creative performance. To help resolve these conflicting predictions and provide a more comprehensive understanding of how and when PFP influences creative performance, this study incorporates both the incentive and sorting mechanisms of PFP, varying strengths of PFP, and task autonomy as a key moderator. A novel laboratory experiment was designed to capture key elements of workplace contexts, including in the design of the creative tasks, PFP strengths based on benchmarking of U.S. companies' practices, and allowing subjects to sort into different pay conditions, consistent with the opportunity for mobility in the labor market. The results showed that, through both incentive and sorting mechanisms, high PFP intensity enhanced creative performance more so than low PFP intensity, and both were superior to fixed pay. Importantly, task autonomy positively moderated the PFP-creative performance relationship, such that creative performance under PFP increased much more under higher task autonomy. Finally, the difference in creative performance under PFP versus fixed pay was greater when subjects were allowed to sort into their preferred pay conditions than when they worked only under randomly assigned pay conditions. Theoretical and practical implications and future research directions are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Challenge-based learning applied with computer engineering students

Society demands professionals with technical and cognitive skills applicable in workplace contexts. Consequently, university students must be acquainted with issues linked to the professional sphere, and it is necessary that innovative teaching strategies such as Challenge-Based Learning (CBL) be implemented to enable students to acquire skills for the working world. The purpose of this research was to ascertain the perception that 32 Computer Engineering students had regarding the application of CBL during the fifth and sixth semesters of their education. To achieve this, students were tasked with solving a challenge that involved three subjects: databases, software engineering, and internet programming. A holistic approach was followed, and the research was descriptive. Data were collected through an instrument consisting of five open-ended questions, querying students about advantages, disadvantages, encountered difficulties, experiences, and suggestions regarding the implemented strategy. A qualitative analysis technique was applied to the comments provided by the students. The results highlighted expressions of resistance to change, teamwork, and product delivery time, as well as learning difficulties on topics enabling them to solve the challenge. They also expressed organizational difficulties for teamwork. Additionally, they indicated that collaboration necessitated better group communication to proceed with the challenge and provided them with insight into professional practice. The students suggested further implementation of such strategies, preferably with projects proposed by themselves.

How much do family‐supportive supervisor behaviours matter? A meta‐analysis based on the ability‐motivation‐opportunity framework

AbstractFamily‐supportive supervisor behaviours (FSSB) and their association with employees' work, family, and health outcomes have been widely investigated in workplace contexts. We aimed to acquire a comprehensive understanding of whether FSSB have valuable associations with work, family, and health outcomes and to investigate how FSSB are related to these outcomes using 126 independent samples retrieved from 122 articles (N = 59,068). Our findings revealed several outcomes. First, the bivariate results demonstrated that FSSB were significantly associated with essential work, family, and health outcomes. Second, FSSB exerted beneficial incremental effects on task performance, burnout, organizational commitment, and job satisfaction beyond coworker support, flexible work arrangements, and family‐supportive organizational perceptions, providing further support for its discriminant validity. Third, we built an integrative model that uses ability‐motivation‐opportunity as our organizational framework. Our findings demonstrate that FSSB are significantly associated with employees' work and health outcomes through self‐efficacy, intrinsic motivation, and autonomy. Intrinsic motivation exerts the largest mean indirect effect, followed by self‐efficacy and autonomy. Based on these findings, we discuss theoretical and practical implications as well as directions for future research.

Enhancing knowledge sharing of host-country nationals in foreign subsidiaries: Does cultural intelligence matter?

The knowledge of host-country nationals who work in the foreign subsidiaries of multinationals is a crucial strategic resource for their employers. This study explored the role that cultural intelligence plays in employees' knowledge sharing within a cross-cultural workplace context. Building on social identity theory, this study developed a theoretical framework to explore how hostcountry nationals' cultural intelligence could enhance their knowledge sharing via increasing their social identity, and further investigated the mediating role of host-country nationals' relationships with expatriates and identification with their organization. Using survey data from 412 host-country nationals working for 16 foreign subsidiaries in South Korea, I found that cultural intelligence directly predicted knowledge sharing. The results support and extend the extant literature and provide practical implications for multinationals regarding the management of host-country nationals.

DEI in Crisis: Reframing Diversity, Equity, and Inclusion Workplace Programming as a Health Issue

ABSTRACT In this conceptual piece, we argue that diversity, equity, and inclusion (DEI) workplace programming should be viewed not just as a workplace-management issue but as a health issue that requires the attention of communication scholars. Abundant research has shown that unequal environments lead to substantial negative health impacts, and that these inequities can widen during times of crisis. While this awareness has permeated health-related research and practice for some time, the translation of this awareness into the workplace context has not been adequate, and there is relatively little evidence on “what works” to guide DEI efforts at workplaces and institutions. Coupled with increased demand for programming within organizations in response to social unrest, there is a critical need to develop and implement effective programs. As communication scholars who have also led DEI efforts in our workplaces, we aim to fill this gap by identifying shared frameworks, by highlighting research conducted in communication and other fields that have application to DEI workplace efforts, and by calling for action in terms of research and other academic practices.

Hybrid workplace, work engagement, performance and happiness: A model for optimizing productivity

The workplace environment experienced tremendous transformation after the worldwide pandemic, with the hybrid model emerging as the most significant paradigm. For a considerable duration, organizations have faced challenges in creating an optimal work environment that fosters heightened productivity, well-being, employee performance, and overall job satisfaction. The present study aims to explore the transformation journey from crisis-induced hybrid work to the construction of a sustainable post-pandemic work environment, as well as the significant impact of the hybrid workplace on employee performance and job happiness. The researchers employed a quantitative method to collect data from 260 employees working in a hybrid work setting. Partial least squares structural equation modeling was applied to assess the data and examine the hypotheses. The findings indicate that hybrid work has a significant and positive effect on employee performance and job happiness. It also appears that hybrid work has a positive effect on work engagement and that work engagement considerably mediates the relationship between hybrid work and employee performance. However, the findings do not support the direct effect of hybrid work on job happiness, but rather the mediating role of work engagement in the proposed relationship between hybrid work and job happiness. The research introduces fresh insights by linking the hybrid workplace model to employee performance, job satisfaction and work engagement. Additionally, it extends the JD-R model into the hybrid workplace context. The practical implications of this study suggest that practitioners can leverage these findings to inform the development of policies and procedures aimed at enhancing employee performance and job satisfaction, particularly within the framework of the hybrid workplace model.

How virtue, competence, and dominance conjointly shape status attainment at work: Integrating person-centered and variable-centered approaches.

Status researchers have recognized virtue, competence, and dominance as distinct, viable routes to attaining status. While acknowledging that these routes could be compatible and may not operate independently, prior research relying on a variable-centered perspective has largely neglected their potentially complex interactions. This article integrates a person-centered perspective with the variable-centered perspective to explore how different routes conjointly shape workplace status. Study 1A (N = 537) employs latent profile analysis, an inductive person-centered method, to re-analyze existing survey data, identifying seven distinct profiles of virtue, competence, and dominance that people use to attain status. Study 1B (N = 988) confirms the existence of these profiles in an independent sample of full-time U.S. workers, albeit with nuanced differences in levels. Across our initial studies, these profiles differ in status attainment, with a profile characterized by high virtue and competence but low dominance associated with the highest status-a key discovery challenging to uncover using the variable-centered approach alone. Study 2 (N = 792), a preregistered experiment manipulating the three routes in hypothetical scenarios, gathers causal evidence confirming these profiles' varying effectiveness. Study 3 (N = 785), another preregistered experiment using refined manipulations, corroborates the findings of Study 2 and provides evidence for the relevance of these causal insights to real-life workplace contexts. This research has several crucial implications: reaching the top requires a combination of multiple routes; conflating virtue and competence under the umbrella of "prestige" obscures their unique contributions; and dominance's positive effect on status is not universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Comparison of psychopathology, purpose in life and moral courage between nursing home and hospital healthcare workers during the COVID-19 pandemic

The COVID-19 pandemic deeply affected healthcare workers, although the impact may have differed according to different workplace contexts. The aim of this current research was to compare the psychopathology presented by hospital versus nursing home healthcare workers during the COVID-19 pandemic and to analyse the predictive role of purpose in life and moral courage in the appearance of psychopathology. This was an observational, cross-sectional study carried out on a sample of 108 healthcare workers, 54 each from a hospital or nursing homes, who were recruited during the 5 and 6th waves of the COVID-19 pandemic in Spain. Various self-reported scales were used to assess anxiety, depression, acute/post-traumatic stress disorder, drug and alcohol abuse, burnout, purpose in life, and moral courage. Compared to the hospital healthcare workers, nursing home healthcare workers had higher scores and a higher prevalence of anxiety (74.1% vs. 42%), depression (40.7% vs. 14.8%), and post-traumatic stress disorder (55.6% vs. 25.9). In the overall sample, purpose in life was a protective factor against psychopathology (OR = 0.54) and burnout (OR = 0.48); moral courage was a protective factor against depression (OR = 0.47) and acute stress (OR = 0.45); and exposure of family/friends to SARS-CoV-2 was a risk factor for acute stress (OR = 2.24), post-traumatic stress disorder (OR = 1.33), and higher burnout depersonalisation subscale scores (OR = 1.84). In conclusion, the increased presence of psychopathology in nursing home healthcare workers may be influenced by workplace and occupational contexts, personal factors such as exposure of family/friends to SARS-CoV-2, or internal dimensions such as purpose in life and moral courage. This knowledge could be useful for understanding how a future epidemic or pandemic might affect the mental health of healthcare workers in different labour contexts.

Planning Steps of The Orientation Period and Competency Improvement for Employees Appropriately

This study aims to explore the appropriate planning steps for orientation and competency enhancement of employees based on the in-service training model with an andragogical approach. Andragogical approach considers the characteristics of adult learning, allowing for the development of more effective learning strategies in the workplace context. The research methodology employed is a literature review and analysis of various in-service training models implemented in different organizations. The findings highlight key steps in planning orientation and competency enhancement, including identifying training needs, developing relevant curricula, devising interactive teaching strategies, and ensuring ongoing evaluation. The practical implications of this research involve the development of planning guidelines to assist organizations in designing and implementing effective and relevant in-service training programs for employee development.

The comparative inclusion and acceptance of LGBT+ people in the UK construction industry

The Equality Act of 2010 forbids discrimination based on gender and sexual identity; however, many lesbians, gay, bisexual, transgender, nonbinary and people with gender expressions outside traditional norms (LGBT+) working in the UK construction industry experience hostility in the workplace. There has been a lack of research that focuses on LGBT+ professionals in construction, so this study investigates the topic and looks at how acceptance varies across different groups under the LGBT+ umbrella. The research uses thematic analysis to probe in depth the experience of 11 LGBT+ interviewees working in the UK construction sector. The study finds that majority of the LGBT+ employees have experienced some prejudice, each group in a unique way. Bisexual, trans and nonbinary people experience more discrimination than Lesbian and Gay people. Acceptance depends on workplace context. The respondents perceive construction sites more linked to harassment, discrimination and inappropriate comments toward the LGBT+ community than office environments. The visibility of senior LGBT+ employees and leadership of both LGBT+ and non-LGBT+ senior management are important for inclusion in organisations and for supporting junior LGBT+ employees. This study contributes to understanding of LGBT+ acceptance and raises issues that need to be addressed in the industry, challenging heteronormative culture.

“They kill us mentally”: exploring microaggression towards LGBTQIA+ employees in Indian workplaces

PurposeThe current study aimed to (1) explore the prevalence and processes associated with microaggression, along with (2) the consequences of such instances on the queer employees’ life.Design/methodology/approachFor this purpose, semi-structured in-depth interviews were conducted on 29 LGBTQIA + persons (21–42 years). The qualitative data were analysed through the thematic analysis method (a hybrid of theoretical and inductive thematic analysis). Nadal and colleagues’ (2010) taxonomy on sexual orientation and transgender microaggression was used as a theoretical lens for detecting the acts of microaggression.FindingsThe result revealed eight themes: i.e. (1) overt discrimination (bullying and sexual harassment); (2) workplace discrimination; (3) environmental microaggressions; (4) interpersonal microaggressions; (5) mental health effects; (6) disclosure dilemma; (7) consequences on job-related functioning; and (8) policy changes. Microaggression was more common as compared to overt forms of aggression such as bullying. The study detected a serious lag in the implementation of queer-friendly policies in Indian organizations. Experiences of overt discrimination and microaggressions hinder the work performance and the psychological well-being of queer employees.Originality/valueLGBTQIA + microaggression is not explored in the Indian workplace context.

Cultural stress among immigrants in the workforce.

Previous research has investigated cultural stress and well-being among individuals such as Hispanic college students and immigrants from other countries. However, there is a need to explore the impact of cultural stress among immigrants with a focus on the workforce. Drawing from cultural stress theory, we present a theoretical framework that considers workplace context while exploring strategies that may mitigate the impact of cultural stress in the workplace, such as promoting diversity and inclusion, addressing biases and discrimination, and supporting employee mental health. We provide actionable steps that can guide leaders to work toward a workplace where individuals develop a sense of belonging. This article provides a novel perspective on workplace diversity and inclusion that emphasizes the importance of considering cultural context in understanding and addressing workplace stress, with implications for psychology in the workplace. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Multisensory nature exposure in the workplace: Exploring the restorative benefits of smell experiences

Previous research has extensively documented several benefits of interacting with nature. Biophilic design applications aimed at connecting the built environment back to nature have been shown to improve employee health, well-being, and productivity at workplaces. However, most research regarding restorative environments has prioritized the visual qualities of nature experiences, neglecting other sensory modalities. The significance of the sense of smell in the restoration process has been largely ignored. This research investigates the combined effects of multi-domain nature experiences within workplace contexts. Specifically, the restorative benefits of combined multisensory elements, including visual, olfactory, and auditory, and the relative contributions of each sensory cue to the restoration process were examined. A pretest-posttest experimental approach was employed to compare the restorative outcomes of workplaces under two conditions, one lacking natural elements vs another offering multi-domain experiences of nature. Thirty-two participants engaged in a multisensory virtual reality simulation replicating the environmental conditions of an actual workplace in Sydney, Australia. The results revealed that the multisensory biophilic workplace significantly improved cognitive performance, reduced stress levels, and enhanced mood states compared to the non-biophilic one. There was a statistically significant association between the sense of smell and restorative benefits. Although visual elements emerged as the primary means of creating restorative workplace environments, our results suggest that the sense of smell plays a significant role in the restoration process. This paper provides empirical evidence on the paramount importance of olfactory cues in nature-based experiences, contributing to the knowledge within the realms of biophilia and architectural discourse.

Clinician experience of being interprofessional: an interpretive phenomenological analysis

ABSTRACT Clinicians are increasingly required to work and learn interprofessionally, yet few studies explore the nature of being interprofessional. The purpose of this study was to explore the lived experience of clinicians who identify as interprofessional or have an interprofessional identity. Interpretive phenomenological analysis (IPA) was applied as a qualitative research approach and analytical method. Fifteen key informants from a range of professions, settings, and roles were recruited via purposive sampling. Data was collected via semi-structured interviews, observation of participants’ day-to-day practice, and review of organizational documents, and analyzed using IPA. Six interdependent Group Experiential Themes were developed: (i) The power of person-centered holistic care, (ii) Learning and growth through curiosity, reflection, and willingness to be vulnerable, (iii) Welcomes, values, and empowers all others, (iv) Trust and mutual respect through belonging and connection, (v) The contribution of background and previous experiences, and (vi) The influence of workplace context. Each Group Experiential Theme had between two and nine sub-themes. Results support the value of understanding and making explicit the concepts that comprise clinician interprofessional identity. The findings can be used to support clinicians, educators, leaders, and policy makers to develop and sustain interprofessional identity, and subsequently cultivate a culture of interprofessional collaborative practice. Future research is needed to further explore the themes, investigate their inter-relationships, and present the concepts that comprise clinician interprofessional identity in a way that is accessible to healthcare professionals and facilitates their integration into practice.

Impacts of caffeine consumption in the workplace: from moderate use to dependence

The central focus of the article is the use of caffeine in the workplace context, with its main objective being to analyze from continued use, without leading to more serious consequences for the user, to that which leads to the development of a proper dependency. Through a review of literature relevant to the topic, a reflection is proposed that, among other aspects, classifies drug consumption into two modes, functional and dysfunctional, where in the former, it is used as a "tool" for work, without causing impairments to its performance, and in the latter, there is a change in consumption pattern, severely affecting professional performance. In the transition from functional to dysfunctional use, the drug ceases to be a means to become an end in itself, and although this does not occur with the majority of users, the conclusion is that, even in functional use, the individual's relationship with their activity is essentially adaptive, and therefore cannot be considered healthy.

Empathy in the Workplace: Disentangling Affective from Cognitive Empathy

AbstractEmpathy plays a crucial role in the workplace, associated with positive outcomes, including helping behavior and task performance. While most studies have treated empathy as a unidimensional and trait-like characteristic, empathy is best understood as a two-dimensional construct, encompassing stable and fluctuating aspects. Considering this conceptualization, our research explores the relationship between the two dimensions – affective and cognitive empathy – with well-being and prosocial behavior, both at the trait and state levels. We hypothesized that affective empathy is positively associated with fatigue, whereas cognitive empathy is positively related to provided support. Furthermore, we predicted that these relationships would be especially pronounced on days when employees witness conflicts in the workplace. Our results, drawn from two diary studies (Ns = 119 and 179), indicated that affective empathy was related to fatigue, and cognitive empathy was related to provided support on the trait level, supporting our hypotheses. However, the distinctions between the two empathy dimensions were less prominent at the state level, and these effects did not depend on observed conflicts. These findings suggest that affective and cognitive empathy have differential effects, emphasizing the need for balanced and beneficial utilization of empathy in both theoretical development and practical workplace contexts.

The influence of competence on work engagement through the mediation of self-efficacy (A study on Muslim teachers)

This study aims to investigate the influence of competency on work engagement, with self-efficacy serving as a mediating variable, among Muslim teachers in Tanjung Morawa. The study's population comprised 230 teachers. A total sampling technique was employed, resulting in a sample size of 230 individuals. The research adopted a quantitative methodology, utilizing the Competency Scale, Work Engagement Scale, and Self-Efficacy Mediation Scale as measurement instruments. Data analysis was conducted using multiple linear regression tests. The findings of this study indicate that self-efficacy (Z) significantly mediates the relationship between competency and work engagement. These results underscore the importance of competency and self-efficacy in enhancing teachers' work engagement. Therefore, efforts to improve teachers' competency and self-efficacy can be considered effective strategies for increasing work engagement. The implications of this study also provide training programs and interventions that are more focused on enhancing competency and self-efficacy in the workplace context

Retaining young employees in the hospitality and tourism sector: the role of workplace context and management practices

PurposeThis research study investigates the relationship between management practices and young employee retention in the hospitality and tourism industry in Lebanon. Besides, it examines the moderating role of the workplace context in the relationship between management practices and employment retention in the industry.Design/methodology/approachNon-probability purposive sampling method was used to collect 421 questionnaires through a survey of young employees. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability, and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of young employee retention.FindingsThe findings show that management practices tested in this study have significant relationships with young employee retention in the hospitality and tourism industry in Lebanon. Further, the findings reveal that the workplace context moderates the relationship between three management practices (participation in decision-making, training, and performance recognition) and young employee retention.Practical implicationsThe findings suggest that managers in hospitality and tourism businesses must improve their management practices and promote a positive workplace context to retain young employees.Originality/valueFinally, this study is the only one that tests the moderating role of the workplace context in the relationship between five selected management practices (participation in decision-making, training, performance recognition, remuneration and job continuity) and young employee retention. Previous studies used fewer variables.