Workplace Dynamics Research Articles

How ‘dark’ are Latino: Implications for nascent entrepreneurship

Nascent entrepreneurs, individuals in the initial stages of establishing new business ventures, play a crucial role in both the economy and society. By focusing on personality and workplace dynamics this study analyzes the antecedents of individual's intention to embark on entrepreneurship by using survey data from 1497 employees across nine Latin American countries including Argentina, Peru, Mexico, Chile, Ecuador, Colombia, Bolivia, Cuba, and Brazil. Our cross-cultural results reveal that a higher presence of all three components of Dark Triad traits—Machiavellianism, psychopathy, and narcissism—significantly enhances an employee's inclination toward entrepreneurship. Additionally, workers who have higher scores in these three traits perceive themselves as being ostracized or marginalized in the workplace due to their personality characteristics. This perception, in turn, makes them more interested in seeking alternative paths, such as starting their own business. Interestingly, males generally scored higher on Machiavellianism, psychopathy, and narcissism compared to females. However, in Cuba, females scored higher than males on all three traits. Geographically, Chilean employees had the highest scores for Machiavellianism, psychopathy, and narcissism, while Peruvian employees had the lowest scores for Machiavellianism and narcissism. Cubans scored the lowest in terms of psychopathy. These findings highlight the complex relationship between personality traits and workplace dynamics in influencing entrepreneurial intentions, offering valuable insights into the motivations driving entrepreneurial pursuits.

THE NEW WORK REVOLUTION: TECH, TELECOMMUTING, AND FLEXIBILITY REWRITE THE RULES

The rapid transformation of workplace dynamics, driven by technological advancements and evolving workforce expectations, has been significantly accelerated by the global COVID-19 pandemic. Telecommuting and workplace flexibility have emerged as critical trends, reshaped traditional organizational structures and influenced employee experiences. This paper explores the intersection of these trends with technological innovations, assessing their implications for organizational success and sustainability. Through a comprehensive analysis of 261 academic publications sourced from the Web of Science Core Collection, this study employs both trend analysis and sentiment analysis to examine the evolving discourse on telecommuting and flexibility. The trend analysis reveals the increasing adoption and prominence of these models in scholarly research, highlighting key moments of growth and decline in publication activity. Sentiment analysis further elucidates the prevailing attitudes towards these trends, uncovering both optimistic perspectives—emphasizing benefits such as enhanced productivity, employee well-being, and work-life balance—and critical views that focus on challenges, including professional isolation, technological dependence, and the erosion of organizational cohesion. The findings demonstrate the dual role of technology as both an enabler and barrier to the successful implementation of flexible work models. The study concludes by discussing the long-term implications of these trends for leadership, organizational culture, and future research, emphasizing the need for holistic strategies that address both the opportunities and challenges posed by telecommuting and workplace flexibility.

The Role of Emotional Intelligence in Transforming Organizational Culture Dynamics

Interest in emotional intelligence within structural settings has flowed as its role in determining operative workplace dynamics becomes progressively documented. This education explores the impact of expressive intelligence on structural culture dynamics, concentrating on variables such as leader emotional intelligence, organizational culture, team collaboration, and employee engagement. Data from 388 participants were examined through chi-square test, correlation analysis, square tests, and Cronbach’s α to measure the relationships and reliability of the measures. For statistical analysis in this study SPSS software were utilized. The findings reveal significant correlations, highlighting that higher emotional intelligence contributes to improved working efficiency and executive efficacy. This research underscores the standing of integrating emotional intelligence strategies into administrative performance to foster a positive work atmosphere and improve overall efficiency.

A Study of Effects of Stress Level on Job Performance

To study the Effects of stress level on job performance. Stress levels can significantly impact job performance, often in both positive and negative ways. Moderate stress can enhance focus, motivation, and productivity, pushing employees to meet deadlines and solve problems more efficiently. However, excessive stress tends to have detrimental effects, leading to burnout, decreased job satisfaction, and lower performance quality. High stress levels can impair cognitive functions, reduce decision-making abilities, and increase absenteeism. Organizations that manage stress through supportive policies and resources can help mitigate these adverse effects, fostering a healthier, more productive work environment.This study looks at how stress affects work performance using a mixed-methods approach. It employs both quantitative and qualitative techniques, combining structured and open-ended surveys with descriptive research to collect extensive data from corporate staff members. The methodology applies statistical techniques like ANOVA and percentage analysis to assure accuracy, integrating SPSS software for data analysis. Purposive sampling is employed, along with questionnaires for primary data collection, with the goal of reducing bias and increasing validity.The regression Test in the study demonstrated that stress explained around 50.3% of the variability in job performance, highlighting its significance in workplace dynamics.

The Influence of Resilience, Work Ethic, and Self-Awareness on the Performance of Employees of Private Universities in Bengkulu City

This study examines the impact of resilience, work ethic, and self-awareness on the performance of employees at private universities in Bengkulu City. The research addresses the need for higher education institutions to enhance job satisfaction and performance by focusing on various dimensions, including job conditions, professional commitment, and workplace dynamics. Despite the demands that often exceed capacity, employee resilience is crucial for fulfilling these responsibilities. The study fills a knowledge gap by exploring the relationships between these psychological factors and employee performance. A quantitative approach was employed, utilizing questionnaires distributed to 160 respondents. The sampling method was Non-Probability Sampling, with an 85% response rate. Data were analyzed using Multiple Linear Regression with SPSS for Windows. The results indicate a significant positive effect of resilience, work ethic, and self-awareness on employee performance, with an F-count of 74.551 and a p-value of 0.000 (p < 0.05). The findings suggest that private universities should invest in education and training to enhance employee skills and knowledge, thereby improving performance and loyalty. Future research should extend the study duration and improve researcher-respondent feedback to build on these insights.

Unveiling Workplace Dynamics: The Impact of Supervisor Support on Job Satisfaction and Turnover Intention

This research investigates the impact of supervisor support on job satisfaction and turnover intention in the workplace. Supervisor support is considered a key factor in creating a positive work environment and motivating employees. The study involves the analysis of direct effects of supervisor support on job satisfaction and its influence on employee turnover intention. The research methodology includes surveys and data analysis from respondents PT. Polywood Industry Sinar Wijaya Surabaya. Statistical analysis results show a positive relationship between supervisor support and employee job satisfaction. These findings illustrate that supervisors who provide effective support tend to enhance employee job satisfaction in the workplace. Furthermore, the study explores the mediating role of job satisfaction in the relationship between supervisor support and employee turnover intention. Mediation analysis results indicate that job satisfaction partially mediates the positive impact of supervisor support on turnover intention. This suggests that through the enhancement of job satisfaction, supervisor support can effectively reduce employees' desire to quit their jobs. In conclusion, these findings imply the crucial role of supervisor support in increasing employee job satisfaction and reducing turnover intention. The practical implications of this research suggest that organizations can enhance efforts to improve supervisor support as a strategy to minimize turnover intention and enhance employee job satisfactionThe study provides in-depth insights into the dynamic how support from supervisors affects job satisfaction and the desire to leave the company in today’s modern work environment.

Google Gemini's Influence on Workplace Dynamics in Bangkok

Google Gemini's Influence on Workplace Dynamics in Bangkok

A Comprehensive Examination of Workforce Diversity

Workforce diversity has become a crucial topic in organizational management due to its significant effects on workplace dynamics, innovation, and performance. Although our understanding of diversity has grown, its comprehensive impact across various sectors and organizational settings is still not fully understood. This review aims to integrate current knowledge on the many sides of workforce diversity, assess its challenges, and explore opportunities for boosting organizational effectiveness. This study performed a thorough 32 literatures using Nepal Journals Online (NepJOL), an online publication of Nepalese journals, targeting publications from January 2019 to May 2024. Search terms included "workforce diversity," "diversity in organizations," and "cultural diversity," among others. The selection included studies that assessed the effects of diversity using both qualitative and quantitative approaches. The review highlights mixed findings on the correlation between workforce diversity and organizational performance, emphasizing the complexity of diversity's impact. Key themes include the importance of inclusive workplace cultures, challenges in multicultural communication, gender representation issues, and knowledge gaps in diverse sectors. Analysis of publication trends reveals a growing recognition of diversity's significance, particularly in recent years. Workforce diversity is crucial for organizational success, yet its impact varies across contexts. Prioritizing inclusive workplace cultures and addressing diversity-related challenges are essential. Future research should focus on longitudinal studies, sector-specific investigations, and innovative approaches to promote diversity and inclusion. Embracing diversity as a strategic asset can drive innovation and sustainable growth in diverse global environments.

Organizational Politics: How Internal Power Struggles Undermine Employee Productivity and Efficiency

This study examines the detrimental effects of organizational politics on employee performance and workplace dynamics. Through a qualitative case study approach and theoretical framework analysis, I investigate how power conflicts and political maneuvering within organizations can create a negative work environment, akin to a "cold war zone." My findings suggest that organizational politics can significantly decrease employee efficiency, stifle creativity, and hinder productivity. The paper provides insights into the mechanisms by which political dynamics can lead to a toxic work environment and offers implications for managers and organizations seeking to mitigate these effects and foster a more positive and productive workplace culture.

Driving Performance Excellence: The Influence of Transformational Leadership, Motivation, and Organizational Culture on Female Textile Employees in Karachi Megacity

This research paper explores the importance of innovative behavior as a crucial skill in the 21st century. Rapid technological advancements and globalization make the world dynamic and competitive. This research investigates the influence of transformational leadership, motivation, and organizational culture on innovative behavior and job performance among female employees in the textile industry of Karachi, with a focus on gender equality as per the Sustainable Development Goals (SDG). Data from 144 female workers from different textile industries were analyzed using correlation, regression, and moderation analyses. The results reveal significant positive correlations between transformational leadership, motivation, organizational culture, innovative behavior, and job performance. Regression analyses confirm the predictive power of transformational leadership and organizational culture on job performance, highlighting the importance of nurturing effective leadership and fostering a positive organizational culture. While motivation exhibits significant correlations with innovative behavior and job performance, its direct impact is less pronounced in regression models, suggesting mediation by other factors. Organizational culture moderates the relationships between leadership, motivation, and employee outcomes, emphasizing the need to consider contextual factors in understanding workplace dynamics. These findings offer valuable insights for organizational leaders and managers seeking to optimize performance and create supportive work environments, with implications for leadership development, motivational strategies, and cultural interventions. Future research should explore longitudinal and cross-industry comparisons to deepen understanding and inform evidence-based practices for promoting gender equality and enhancing employee outcomes in the textile industry and beyond. The relevance of innovative behavior is essential for the success of individuals and organizations in particular, and of societies and nations in general, to tackle the challenges the 21st century continues to throw at us and shape the future in a more desirable direction

Capacity for Competence Development: Unlocking Potential for Lifelong Learning in Later Working Life

ABSTRACT The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework “capacity for competence development” and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development.

When the Dark Employee Takes an Irrational Turn: Exploring the Intersection of Dark Personality Traits and Work-Related Beliefs

An individual’s disposition towards work is influenced by various factors, including cognitive perception of reality. The attitudes individuals hold towards work are not always based on rational thinking and are also influenced by personality traits. Current research findings suggest that personality traits predict irrational beliefs, which in turn lead to different forms of maladjustment. These personality traits, commonly referred to as the Dark Triad, encompass Machiavellianism, narcissism, and psychopathy. These traits exhibit several shared characteristics with workaholism, a condition associated with irrational beliefs pertaining to work performance. This study aimed to explore the associations between irrational beliefs regarding work and the aversive personality traits. The results indicated a positive correlation between Machiavellianism and work-related irrational beliefs, particularly in relation to failure and control. Narcissism exhibited a positive association with co-workers’ approval. Psychopathy demonstrated a significant positive correlation with control and a negative correlation with performance demands. Regression models were employed to explain the variance in work-related irrational beliefs, ranging from 5.4 to 8.3%. This research builds upon previous studies that have examined workaholism, irrational beliefs, and personality traits, mostly Big Five. By linking the Dark Triad to specific irrational beliefs about work, this research contributes to a deeper understanding of how detrimental personality traits can influence workplace dynamics and individual work attitudes, extending beyond the broader categories typically studied under the Big Five personality traits. This insight is valuable for developing targeted interventions to address and mitigate the impact of these traits in professional settings.

Age-considerate employee engagement strategies in SMEs: Analysis of practices and research opportunities

This paper aims to examine the crucial role of employee engagement in the operational success and resilience of small and medium-sized enterprises in the European Union, with a specific focus on the impact of age diversity on engagement strategies. Tailored engagement strategies significantly improve job satisfaction, decrease turnover rates, and promote a cohesive organizational culture. The study is based on an extensive analysis of previous research and scientific publications, providing a comprehensive overview of the current state of employee engagement practices within small and medium-sized enterprises. It explores how various age groups within the workforce perceive and react to different engagement initiatives, emphasizing the necessity for customized approaches. The paper also delves into the specific engagement tactics that have proven effective across different age demographics, such as digital tools for younger employees and recognition programs for older employees. Moreover, the paper discusses the broader implications of these findings for human resources managers and business leaders, highlighting the strategic importance of implementing age-aware engagement practices. It calls for further research to explore the long-term effects of these strategies, particularly in the context of evolving workplace dynamics and technological advancements. By adopting such tailored strategies, small and medium-sized enterprises can not only enhance employee satisfaction and retention but also foster a more innovative and adaptable organizational culture. In conclusion, this study underscores the importance of a nuanced and flexible approach to employee engagement in small and medium-sized enterprises.

How women educators frame the scarcity of men in early childhood education and care

ABSTRACT Early childhood education and care (ECEC) is one of the most highly sex-segregated sectors globally. Adopting frame analysis and drawing on 96 semi-structured interviews, this study asks how female educators, who are numerically dominant, discursively construct men’s reluctance to seek roles in ECEC and/or sustain participation in the sector. Three primary frames were identified: men are viewed with suspicion; men lack the capacities required for ECEC work; and ECEC does not deliver on men’s career aspirations. The findings advance knowledge of how female educators make sense of socially constructed norms and expectations and the workforce and workplace dynamics that impact the recruitment and retention of men in early childhood settings. The study facilitates a deeper understanding of gendered phenomena in a highly feminized education context and informs structural and workplace initiatives which may contribute to a more gender-equitable ECEC workforce.

Employee Satisfaction and Workplace Dynamics in Battambang Province: A Comprehensive Analysis

Employee Satisfaction and Workplace Dynamics in Battambang Province: A Comprehensive Analysis

Study on Leveraging Digital Tools for Enhancing Employee Engagement in Remote Work Settings

The global workforce has witnessed a transformative shift towards remote work arrangements, accelerated by advancements in digital technology and the unprecedented challenges posed by the COVID-19 pandemic. This paradigm shift has necessitated a reevaluation of traditional workplace dynamics and a greater emphasis on leveraging digital tools to facilitate remote work. With the traditional office setting no longer the norm, organizations are increasingly turning to virtual collaboration platforms, communication tools, and digital solutions to enable remote work. The rise of remote work presents both opportunities and challenges for organizations. On one hand, it offers employees greater flexibility, reduces overhead costs associated with maintaining physical office spaces, and enables access to a wider talent pool. On the other hand, remote work can lead to feelings of isolation, communication barriers, and challenges in maintaining employee engagement and productivity. Employee engagement is not just about satisfaction with the job; it's about fostering a deep connection at the emotional between employees and their work and the organization they belong to. It encompasses enthusiasm, dedication, and commitment towards organizational goals, reflecting a sense of purpose and belonging within the company. As the modern workplace undergoes a seismic shift towards remote work arrangements, maintaining and nurturing this emotional connection poses a significant challenge. Remote work offers undeniable benefits, including flexibility and cost advantages, yet it also introduces unique hurdles to sustaining employee engagement. One such challenge is the preservation of a strong team spirit across geographically dispersed members. Without the physical proximity of a traditional office, communication can become fragmented, hindering team cohesion and leaving individuals feeling isolated and uninformed. Moreover, the absence of face-to-face interactions can obscure recognition of accomplishments, leading to diminished morale and motivation among remote workers. However, the digital landscape provides an array of tools to address these challenges and cultivate a thriving remote team environment. Communication platforms, such as chat features, video conferencing, and instant messaging, bridge the geographical divide, facilitating seamless interaction and information sharing among team members. Collaboration tools, including project management software and shared documents, foster transparency and teamwork, enabling remote employees to collaborate effectively despite physical separation.

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload.

In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.

Uncovering Workplace Dynamics from their Impact on Job Satisfaction

This study investigates the relationship between workplace conflict, job stress, compensation, and job satisfaction within PT Otsuka Indonesia Distribution. Using quantitative methods and data from 101 employees, findings reveal that workplace conflict and job stress negatively impact job satisfaction, while compensation has a positive effect. These factors collectively influence job satisfaction, highlighting the importance of addressing workplace dynamics for organizational success. Highlight: Quantitative analysis: Conflict, stress, compensation's impact on job satisfaction. Conflict, stress reduce; compensation boosts job satisfaction. Understanding key factors vital for organizational success and employee well-being. Keyword: Konflik di Tempat Kerja, Stres Kerja, Kompensasi, Kepuasan Kerja, Analisis Kuantitatif

The impact of an inclusion council in an independent community oncology practice.

e21018 Background: Mainly present in academic hospital centers, Diversity Equity, and Inclusion (DEI) efforts have been largely left out of private practice. We previously reported on the impact of DEI training at VOA after our initial launch of the Inclusion Council in August 2020. VOA’s Inclusion Council continues its mission to further advancements in promoting a safe inclusive environment in the private practice setting. Methods: The methodology employed involved the administration of an anonymous comprehensive nine-question survey by the VOA Inclusion Council to assess the effectiveness of its ongoing efforts since its inaugural launch in 2020. The survey was meticulously crafted to capture the nuanced insights from employees regarding their knowledge and perceptions of the Inclusion Council’s impact on workplace dynamics. The questions were designed to gauge the extent to which the Council has successfully fostered an inclusive environment, promoted diversity, and identified any potential challenges faced by employees. The survey was distributed to all employees, ensuring a diverse range of perspectives was considered. This methodological approach aimed to provide a robust understanding of the council’s effectiveness through the direct input of those within the organization, thereby contributing valuable data for the evaluation of its initiatives. Results: Summary of employee respondent’s views on Inclusion Council helping foster a culture of inclusion in the workplace. A total of 147 employees responded. 68% of respondents agreed or strongly agreed that the Inclusion Council helped foster a culture of inclusion in the workplace. Conclusions: An Inclusion Council, focused on DEI efforts, can help foster a culture of inclusion in the workplace. Veteran and new employees agreed the Inclusion Council has helped foster a culture of inclusion in our community oncology practice. [Table: see text]

Ethnography from Home: Adapting Fieldwork Methods Instruction During the COVID-19 Lockdown

How do you teach fieldwork methods when your students are suddenly prevented from entering the field? This was a pressing question faced by faculty at Guttman Community College who were teaching Ethnographies of Work, a required first-year course centered on the observation and analysis of real-world workplace dynamics. During the COVID-19 lockdown, the in-person workplace observations that the course was designed around became largely impossible, because previously accessible professional environments were suddenly closed to the public. This article examines the variety of ways in which Ethnographies of Work faculty responded to the sudden constraints on the course, shifting instruction to include digital ethnographic fieldwork techniques and changing modality to either online synchronous or online asynchronous. Drawing on faculty syllabi, team meeting conversations, and professional development workshops, we found that faculty created a variety of responses to the in-person ethnographic constraints of COVID-19. Faculty used movies, work-related video clips, library databases, and podcasts as substitutes for in-person observation, allowing students to simulate traditional fieldwork without leaving their homes. These digital techniques have since been formalized and further incorporated into course syllabi by several instructors, providing a range of methods for examining work that happens online. As the shift away from office-based work continues, these digital methods have proven to be increasingly important for capturing the complexities of contemporary professional life, much of which takes place predominantly in virtual spaces.