Workplace Management Research Articles

Adjusting and re-adjusting: learnings from the experience of coworkers for the future of coworking and shared working spaces

PurposeThis paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working.Design/methodology/approachResults of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens.FindingsThe main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy.Practical implicationsThis paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working.Originality/valueAlthough many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.

Impact of COVID-19 Pandemic on Road and Bridge Projects under Road Division Pokhara

COVID-19 is a global pandemic that has caused social disruption and altered the global economic perspective. The construction sector plays an essential role in the worldwide economy, drawing upon a diverse array of resources within regional economies. Since the COVID-19 outburst in Nepal, it has been a really difficult task for the construction sector to initiate a project or to continue running at a normal pace. The objective of this research was to determine the impact of COVID-19 on the road and bridge project under the road division Pokhara. About 52 respondents comprised contractors and client/consulting agencies at different structure questionnaires compatible with the requirement of the study were recorded. As a result, the eight most important factors were ranked based on the severity of the effect and prioritization of multiple factors on the project due to the pandemic. Obtained responses from consultant and contractor representatives, it was found that the factors beyond the control of projects, transportation shutdown were ranked first followed by the shortage of labor under manpower factor and others. This paper observes the actual severity of the various factors regarding construction projects due to the corona virus and will also lead to better management in upcoming pandemics. The results of this study establish the groundwork for future researchers and practitioners by offering suggestions for how to prioritize and re-organize work plans, workplace management, and strategies for unforeseen circumstances.

How does abusive supervision differentiation affect employee work-family conflict? A moderated chain mediation model

PurposeThis study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.Design/methodology/approachThe authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.FindingsThe results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.Originality/valueFirst, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

Discussion on the status quo and problems of health risk management of hand-transmitted vibration in the workplace

The risk management in workplace is an important measure to effectively prevent and control the harm of hand-transmitted vibration. Based on the relevant developments at home and abroad, this paper expounds the risk of manual vibration operation in workplace by taking contact assessment and hazard assessment as an example. On this basis, the limit management and hierarchical management related to risk management are discussed, and the existing problems are analyzed.

Perspectives on menstrual policymaking and community-based actions in Catalonia (Spain): a qualitative study

BackgroundMenstrual research and policymaking have become imperative worldwide. It is necessary that these are informed by women and people who menstruate (PWM) alongside expert professionals and activists.MethodsThe main aim of this study was to identify and propose policies and community-based actions to address menstrual inequity and promote menstrual health in Catalonia (Spain). This study consisted of two qualitative studies: (a) 34 individual photoelicitation interviews with women and PWM, (b) a World Café study with 22 professionals and activists. Sampling for both studies was purposive and selective. Recruitment was conducted through healthcare centres, social media, key contacts, and snowball sampling techniques. Data were collected in December 2020-September 2022, and analysed using Framework Analysis.ResultsParticipants considered the implementation of menstrual policies that address the taboo and stigma of menstruation to be crucial. They stressed the need for menstrual education, which should be integrated into formal education curricula. Participants, and especially women and PWM, highlighted the need to improve the access and quality of healthcare services, so that the menstrual cycle and menstruation are seen as health indicators. Health professionals should encourage agentic informed decisions, hence why both participant groups considered menstrual health education amongst health professionals to be pivotal. Taking action to improve the access and affordability of menstrual products was also imperative for participants, especially for socioeconomically vulnerable populations. Participants agreed on guaranteeing fully equipped menstrual management facilities, and and professionals discussed gender-neutral and sex-segregated bathrooms. Workplace menstrual policies to accommodate and ensure menstrual self-care were also suggested.ConclusionsOur study highlights the need for multi-dimensional menstrual policies. These should include actions to address menstrual taboo and stigma, to promote menstrual education that goes beyond the hegemonic biomedical prism, to improve the access and quality of menstrual health services, along with policies ensuring adequate menstrual management facilities in public spaces and the access to menstrual products. Policymaking should also focus on how to ensure menstrual management and care in workplaces. Menstrual policies and community-based actions should be framed within intersectionality, to consider how societal structures of power and oppression influence menstrual experiences.

Servant Leadership and its Impact on Conflict Management in Workplace: A Case of Oromia Administration Bureau

Servant Leadership and its Impact on Conflict Management in Workplace: A Case of Oromia Administration Bureau

Human capital management in the modern workplace: Challenges and strategies for management accountants

Human capital management in the modern workplace: Challenges and strategies for management accountants

Działania oświatowo-kulturalne w zakładach pracy na Dolnym Śląsku w latach 1945–1950

In the first years after World War II, the effects of the war were eliminated, industry was nationalized, agriculture was collectivized, and annexed areas were merged with the rest of the country. In Lower Silesia, the Polish authorities wanted to implement a development plan. To this end, it was necessary to launch and develop industrial and agricultural production and to prepare means of transport and communication. The task was difficult because the new terrain required solving the problems of social issues, ordering and activating industry and taking initiatives in the area of educational and cultural life. The establishment of enterprises and industrial plants in Lower Silesia was associated with the preparation of an educational and cultural offer for employees, which took the following forms: libraries, common rooms, reading rooms and dance, theater, music, ballet and company orchestras. An important role in the above activities was played by the media: newsreel and Lower Silesian press. They published information about the initiatives of the management of workplaces in the direction of promoting the activity of spending free time by workers and the creation of new places for the development of interests and opportunities for innovative activities. The economic development of the Recovered Territories after the war took place in complex political and social conditions. The problem was the post-war chaos and the limited possibilities of the state, which did not have adequate financial and material resources that had to be allocated for reconstruction. The aim of this article is to present educational initiatives in factories and plants in Lower Silesia after World War II. Drawing attention to the implementation of ideological and political assumptions through the prism of cultural activities with the use of local press.

Psychometric analysis of the German version of the management standards indicator tool (MSIT-D)

PurposeThis study aims to develop a reliable and valid German/Deutsch version of the management standards indicator tool (MSIT-D) to broaden the pool of instruments available to practitioners and to support international collaborations regarding this workplace management issue.Design/methodology/approachThe MSIT-D was translated from English to German, then its psychometric properties examined using data from British employees (n = 321) and German employees (n = 358). Confirmatory factor analyses (CFAs) were used to evaluate the internal structure and measurement invariance, and Cronbach’s alpha was used to assess internal consistency. Comparisons were made with the German language risk assessment tool Fragebogen zur Gefährdungsbeurteilung psychischer Belastungen (FGBU) to examine concurrent and incremental validity. Criterion validity was checked using established measures of work-related health.FindingsThe MSIT-D has an equivalent seven-factor structure (demands, control, managerial support, peer support, relationships, role and change) as the original; the analyses confirmed configural and metric measurement invariance with the original scale. The internal consistency of the scales ranged from 0.82 to 0.91. Regarding criterion validity, the MSIT-D was positively correlated with emotional exhaustion and psychosomatic complaints and negatively correlated with work engagement and workability. The analyses yielded meaningful correlations between the MSIT-D dimensions and the FGBU.Originality/valueThis is the first study to develop a German version of the MSIT and confirm metric measurement invariance. This will allow a comparison of MSIT scores with related constructs between German- and English-speaking samples. As a reliable and valid instrument for assessing work-related stressors, the outcome of this study presents opportunities for developing a unified surveillance system for work-related stress at the European level.

Implementing an integrated workplace management system at a major university : Part 1

Liberty University is in the process of implementing an Integrated Workplace Management System (IWMS). The purpose of this paper is to share our facilities story to draw parallels, identify similarities and provide background for the challenges that we are currently facing. This information is provided in a two-part series. Part 1 focuses on environmental factors that identified the need and prompted our search for a proper IWMS. It discusses the process that was utilised to define deliverables, the process for vendor evaluation and selection, and the lessons learned from that process. Part 2, which will be published in a future issue, will focus on the specific steps being taken to transition from a legacy computerised maintenance management system (CMMS) and implementation of the selected IWMS. It will also discuss lessons learned and recommendations and consideration for those embarking on a software solution implementation. Facilities management is universal, and we all share many similar challenges; by telling our story we hope to show commonality across industries.

Soft skills of business students in relation to higher education internships

University internship is the transition between higher education and the labor market. The study was motivated by the fact that research on the effectiveness of internships is on the rise in many countries but is less widespread in Hungary, especially from the students’ perspective. The aim is to determine how students in business education choose a workplace for their internship, whether they consider their own employability or the management aspects of the workplace. The questionnaire was conducted in Budapest, Hungary, covering covering higher education institutions of economics (7 in total), with 406 participants. The focus is to build a model of the interaction between different variables: the development of students’ skills at the university, the specific internship placement, and the desirable work students would like to do during their internship. The results show no correlation between the type of skills students develop during their studies and the type of work they want to do during their internship. Moreover, the correlation between the soft skills they develop at work and those they acquire at university is only coincidental, therefore not supporting their employability. These results can be important for workplace management to effectively lead and inspire their teams, manage conflict, and communicate. The study offers implications for education policy, i.e., recommendations for changes to output requirements, which will also allow for developing training structures that are more responsive to employer needs.

СОВРЕМЕННЫЕ МИРОВЫЕ ТЕНДЕНЦИИ РАЗВИТИЯ ВЫСШЕГО МЕДИЦИНСКОГО ОБРАЗОВАНИЯ В США, ВЕЛИКОБРИТАНИИ, ФРАНЦИИ И КИТАЕ

Introduction. Higher medical education is one of the most sought-after and elite degrees worldwide. Systems of higher medical education differ from country to country, although they have certain features in common. Core differences are as follows: Training duration at various stages, contents of educational programs, learning technologies, etc. Much attention is paid to physicians training, which is determined by the high social significance of medical education. Aim: To provide an overview of the contemporary global trends in the development of higher medical education in the USA, Great Britain, France, and China. Materials and Methods. World literature was analyzed on trends in the development of higher medical education. Results and Discussion. Development of the healthcare system in the UK requires an integrated approach that considers various aspects in higher medical education, personnel policy, and workplace management. French healthcare system is experiencing various problems, such as the affordability of medical services and staffing shortages in remote regions. The Government of France shall continue to invest in healthcare and address the challenges to ensure universal access to quality medical services, including through its higher education system. US medical education keeps pace with the challenges healthcare systems are facing in the 21st century. To address today’s challenges, US medical education is taking a more interdisciplinary and inclusive approach, focusing on public health, interdisciplinary teamwork, and community-based training. Chinese medical universities pay more attention to practical skills and to integrating various disciplines in training, which allows graduates to be the best medical experts able to solve complex practical problems. Conclusions. Global trends identified herein in the development of higher medical education in the USA, Great Britain, France, and China require reflection, while the best practices should be introduced into the Russian system of higher education. However, approaches to be implemented should be first adapted to the historical, cultural, social, geographical, political, and other realities of Russia.

Winner-Take-All? Visibility, Availability, and Heterogeneity on Webcam Sex Platforms

Online platforms have profoundly changed the organization of work in many economic sectors, and the sex industry is no exception. Webcam sex platforms, in particular, host large and heterogeneous populations of workers who are not formally employed and rely heavily on algorithmic systems to manage this workforce. These systems are often said to produce or reinforce unpredictable and unequal winner-take-all effects, contributing to economic pressure and precarity. Most research trying to empirically assess these claims has focused on single platforms and on the experiences of limited samples of regular workers, excluding more sporadic performers that nonetheless compete for visibility within the same ranking systems. In this article, we seek to address these limitations through a multi-platform study based on systematic ranking data collected by scraping the complete homepages of five webcam platforms over 11 weeks. The article proceeds in four steps. We first discuss existing work on algorithmic workplace management and webcam sex platforms. We then introduce the case studies, present our empirical approach, and discuss ethical considerations. The findings section is organized around two complementary lines of inquiry: an examination of visibility distributions across our sample of websites, as well as their connection with viewer numbers, and an exploration of the relationship between visibility and labor practices, which allows us to link performer availability to ranking outcomes. We conclude by highlighting the substantial differences between these designed marketplaces and discuss repercussions for both webcam sex research and the broader field of platform studies.

Tools and resources used to support implementation of workplace healthy food and drink policies: A scoping review of grey literature.

This study aimed to identify and evaluate tools and resources used to support the implementation of workplace healthy food and drink policies, primarily in Australia and New Zealand. A scoping grey literature review included searches of government agencies and non-governmental organisations' websites in six English-speaking countries, public health nutrition intervention databases and Google search engine queries. Paper-based and digital tools were included if they were written in English, referred to within a policy or on a policy's website, and primarily targeting supply-side stakeholders. Tools were evaluated on two domains: 'Features' (summarised descriptively) and 'Usability and Quality' (with inter-rater reliability scores calculated using an intraclass correlation coefficient). Twenty paper-based tools were identified relating to Australian (n = 14) and New Zealand (n = 6) policies, and a further six digital tools were identified from Australia (n = 3) and Canada (n = 3). Target audiences included workplace managers, food providers and suppliers. The paper-based tools focused on general implementation guidance. In contrast, digital tools tended to support specific elements of policy implementation. 'Usability and Quality' scores ranged from 2.9 to 4.5 (out of 5.0) for paper-based tools, and 3.9 to 4.2 for digital tools, with a moderate agreement between reviewer scores (intraclass correlation coefficient 0.523, p = 0.010). A range of tools have been developed to support the implementation of workplace healthy food and drink policies. Understanding the strengths and limitations of current tools will assist in developing improved aids to support policy implementation.

A cross-sectional study of physical activity promotion projects and organizational factors in the workplace

The benefits of physical activity are well-recognized but physical activity promotion projects (PAPP) are not well implemented in workplaces, resulting in an evidence-practice gap. This study identified the organizational factors associated with PAPP in the workplace in Japan. A self-administered questionnaire survey was postal mailed to 3,266 listed companies (with ≥ 50 employees) in Japan. The items surveyed included the presence or absence of PAPP and 29 organizational factors. Organizational factors were also extracted from interviews with corporate health managers. The Consolidated Framework for Implementation Research (CFIR) was applied. Multiple logistic regression analysis was conducted with the presence or absence of PAPP as the objective variable, each quartile group (Q1-Q4) of the total number of relevant organizational factors as the explanatory variable, and the basic workplace attributes as the covariate. The analysis covered 301 workplaces. Of these, 98 (32.6%) had implemented PAPP. The adjusted odds ratio for PAPP for each group based on Q1 was 1.88 (0.62-5.70) for Q2, 3.38 (1.21-9.43) for Q3, and 29.69 (9.95-88.59) for Q4. The association between each organizational factor and PAPP was high for the constructs in the 'inner setting' of the CFIR. The observed adjusted odds ratios for these items were: 'there is a precedent for PAPP' 12.50 (6.42-24.34),' there is a budget for the health department' 10.36 (5.24-20.47),' understanding of the health department manager' 8.41 (4.43-15.99),' understanding of workplace management' 7.63 (4.16-14.02),' employee 7.31 (3.42-15.64), and 'requests from employees' 7.31 (3.42-15.64). There was a quantity-response relationship between the number of applicable organizational factors and PAPP. It has been suggested that the expansion of organizational factors may lead to PAPP. In particular, the creation of an internal atmosphere and the promotion of understanding among the people concerned may be useful.

Process evaluation of an implementation intervention to facilitate the use of the Swedish Physical Activity on Prescription in primary healthcare

BackgroundThe Swedish Physical Activity on Prescription (PAP-S) is a method for healthcare to promote physical activity for prevention and treatment of health disorders. Despite scientific support and education campaigns, the use has been low. The aim of this study was to perform a process evaluation of an implementation intervention targeting the use of the PAP-S method in primary healthcare (PHC). Specifically, we wanted to evaluate feasibility of the implementation intervention, and its effect on the implementation process and the outcome (number of PAP-S prescriptions).MethodsThis was a longitudinal study using the Medical Research Council guidance for process evaluation of a 9-month implementation intervention among healthcare staff at three PHC centres in Sweden. Data was collected by: participatory observations of the implementation process; questionnaires to the staff before, after and 6 months after the implementation intervention; interviews after the implementation intervention; and number of PAP-S prescriptions.ResultsDuring the implementation intervention, the workplaces’ readiness-to-change and the healthcare staff’s confidence in using the PAP-S method were favourably influenced, as was the number of PAP-S prescriptions. After the implementation intervention, the number of PAP-S prescriptions decreased to about the same number as before the implementation intervention, at two out of three PHC centres. Four of the six implementation strategies appeared to impact on the implementation process: external facilitation; leadership engagement by a committed workplace management; local PAP-S coordinator taking a leading role and acting as local champion; educational outreach concerning how to use the PAP-S method.ConclusionThe implementation intervention was not sufficient to produce sustained change of the healthcare staff’s behaviour, nor did it achieve favourable long-term outcome on the number of PAP-S prescriptions. The healthcare staffs’ sparse knowledge of the PAP-S method prior to the implementation intervention hampered the implementation. More hands-on education in how to use the PAP-S method introduced early in the implementation process is imperative for successful implementation of the PAP-S method. The findings also suggest that committed workplace management and local PAP-S coordinators, taking leading roles and acting as local champions, need to be firmly established at the PHC centres before the external facilitator withdraws.Trial registrationRegistered in the ISRCTN registry with study registration number: ISRCTN15551042 (Registration date: 12/01/2016).

Workers as Human Beings: Recognising the imago Dei in the Neoliberal Workplace

ABSTRACT This interdisciplinary article reflects theologically on what it means to be treated ethically under regimes of Human Resource Management (HRM) in the neoliberal workplace. In replacing older models of personnel management, HRM has achieved a position of dominance that raises important pastoral and ethical questions about recognition of the personhood of workers. This article contends that because critical work on HRM within the social sciences has failed to fully engage with these fundamental questions, a turn to Black theological anthropology is invaluable in understanding the ethico-political implications of HRM. Arguing that lived experiences of “the worker” are commonly missing from theological reflection on work, it advocates the interdisciplinary use of empirical research methods from the social sciences to populate the theology of work with real workers.

Employees’ appraisal of workplace changes during COVID-19: findings from a state-owned oil and gas company

This study aims to explore employees’ perceptions of workplace management practices (i.e. planning before workplace change, implementation process, management after workplace change) at the PTT headquarters building in Thailand. Another purpose is to examine workplace change development during COVID-19 to understand the organisation’s planning and processes, which serves as a means to contribute to Facilities Management and Corporate Real Estate Management (CREM) theory. Employees' responses to workplace management practices at different stages (i.e., before, during, and after workplace change) were affected by the company's strategic direction and management approach, particularly in terms of planning and implementing workplace change development. This study demonstrates that the employee engagement and involvement process is critical during and after workplace change. A lack of process at these times can result in negative impacts, as evidenced by low satisfaction percentages in various areas, including improving the workplace based on suggestions from employees, and training employees on how to use office space when returning to the workplace. The case organisation's strategic planning in relation to crisis management, reflects the supply and demand alignment dimension and the CREM strategy of corporate real estate alignment. No existing research has appraised employees' responses in terms of the preparation and implementation of workplace change. This study provides new insights into workplace change development during COVID-19, including planning, implementation, management after the change, and the impacts on employees' perceptions.

Harassment in the headache field: a global web-based cross-sectional survey.

Matters of workplace harassment are an important issue. This issue needs to be recognized and studied to prevent occurrences. These important sensitive areas of effective workplace management are increasingly gaining more interest. We aimed to identify the prevalence of workplace sexual, verbal and physical harassment among headache professionals. We adopted a cross‑sectional exploratory survey approach with quantitative design. The survey was distributed electronically among headache healthcare and research professionals globally through the International Headache Society (IHS). Data were obtained from 579 respondents (55.3%; 320/579 women). A large percentage of respondents (46.6%; 270/579) had experienced harassment; specifically, 16.1% (93/578) reported sexual harassment, 40.4% (234/579) verbal harassment and 5.5% (32/579) physical harassment. Women were almost seven times more likely to experience sexual harassment compared to men (odds ratio = 6.8; 95% confidence interval = 3.5-13.2). Although women did also more frequently report other types of harassment, this was not statistically significant (odds ratio = 1.4; 95% confidence interval = 1.0-2.0). Lifetime exposure to workplace harassment is prevalent among headache professionals, especially in women. The present study uncovers a widespread issue and calls for strategies to be implemented for building a healthy and safe workplace environment.

EMPLOYEES’ RESPONSES TO WORKPLACE CHANGE DURING COVID-19

This study aims to explore employees’ perceptions on workplace management practices (i.e., planning before workplace change, implementation process, management after workplace change) of PTT headquarters building in Thailand. Another purpose is to examine workplace change development during COVID-19 to understand its plan and process, which serves as a means to contribute to FM and CREM theory. A case study of five departments implementing workplace adaptation at PTT headquarters, a company in oil and gas business, was conducted. The research methods include document analysis, employee satisfaction survey and interview. Employees’ responses to workplace management practices in different stages (i.e., before, during, and after workplace change) were affected by the company’s strategic direction and management approach in terms of the planning and implementation of workplace change development. This study shows that employee engagement and involvement process are important during and after workplace change. The lacking of this process causes negative impacts as shown in the low satisfaction percentages in several aspects including improving workplace according to suggestions from employees and allowing employees to train and practice on workplace occupancy. No existing research has appraised of employees’ responses in terms of the preparation and implementation of workplace change. This study provides new insights into workplace change development during COVID-19 from the planning, implementation and management after the change and their impacts on employees’ perceptions.