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Kinds of Employees Terms modified by Employees Selected AbstractsDouble-Blind, Randomized, Placebo-Controlled, Dose-Response Study of the Safety and Efficacy of Botulinum Toxin Type A in Subjects with Crow's FeetDERMATOLOGIC SURGERY, Issue 3 2005Nicholas J. Lowe MD Background Published evidence suggests that botulinum toxin type A (BTX-A) is an effective treatment for crow's feet. However, few dose-ranging studies have been performed. Objectives To assess the safety and efficacy of a single treatment with one of four doses of BTX-A (Botox/Vistabel, Allergan Inc) compared with placebo for the improvement of crow's feet. Methods Subjects received a single bilateral treatment of 18, 12, 6, or 3 U of BTX-A or placebo injected into the lateral aspect of the orbicularis oculi muscle (parallel-group, double,blind design). Investigators and subjects rated crow's feet severity at maximum smile on day 7 and at 30-day intervals from days 30 to 180. Results As observed by both investigators and subjects, all doses of BTX-A resulted in improvements in crow's feet severity when compared with placebo. A dose-dependent treatment effect for efficacy was observed, with higher doses having an increased magnitude and duration of effect. However, a clear differentiation between the 18 U and 12 U doses was not apparent. Few adverse events were reported, with no statistically significant differences between BTX-A and placebo in the incidence of subjects experiencing adverse events. Conclusion BTX-A is safe and effective in decreasing the severity of crow's feet, with 12 U per side suggested as the most appropriate dose. THIS STUDY WAS FUNDED BY ALLERGAN, WHICH WAS ALSO INVOLVED IN THE DESIGN AND CONDUCT OF THE STUDY; COLLECTION, MANAGEMENT, ANALYSIS, AND INTERPRETATION OF THE DATA; AND PREPARATION, REVIEW, AND APPROVAL OF THE MANUSCRIPT. DRS. LOWE AND FRACZEK ARE PAID CONSULTANTS FOR ALLERGAN, DRS. KUMAR AND EADIE ARE EMPLOYEES OF ALLERGAN, AND DRS. LOWE AND KUMAR HOLD STOCK OPTIONS. [source] PARTNERS AND SHAREHOLDERS ASCOVERED EMPLOYEES UNDER FEDERALANTIDISCRIMINATION ACTSAMERICAN BUSINESS LAW JOURNAL, Issue 4 2003Stephanie M. Greene First page of article [source] LABOR LAW FOR MANAGERS OF NON-UNION EMPLOYEES IN TRADITIONAL AND CYBER WORKPLACESAMERICAN BUSINESS LAW JOURNAL, Issue 4 2003Nancy J. King First page of article [source] EMPLOYEES THAT THINK AND ACT LIKE OWNERS: EFFECTS OF OWNERSHIP BELIEFS AND BEHAVIORS ON ORGANIZATIONAL EFFECTIVENESSPERSONNEL PSYCHOLOGY, Issue 4 2003STEPHEN H. WAGNER A model of the psychological experience of employee ownership in work groups was developed to investigate antecedents (participation in a 401 (k) program and a climate of self-determination) and consequences (employee attitudes and financial performance) of psychological ownership. Based on data from a large retail organization, results showed that working in a climate supporting self-determination and 401(k) participation were positively related to the level of ownership beliefs in the 204 work groups studied. Ownership beliefs were positively related to ownership behaviors and employees' attitudes toward the organization, whereas ownership behaviors were positively related to financial performance. Implications of psychological ownership for organizational behavior and performance are discussed. [source] HAVE EMPLOYEES IN GERMANY RECEIVED FULL WAGE COMPENSATION AFTER A CUT IN STANDARD HOURS?,THE MANCHESTER SCHOOL, Issue 3 2006THORSTEN SCHANK The effect of standard hours on the hourly wage rate is important in assessing whether work-sharing is likely to be a successful policy. Furthermore, it determines whether unions have achieved their goal of keeping the monthly income of employees constant after a cut in standard hours (income compensation) or whether employees experience reductions in monthly income (income sharing). However, the standard hours elasticity of the hourly wage rate has rarely been estimated. This study reports evidence for Germany, 1995,99, using the IAB Establishment Panel. The results imply income compensation for plants with a bargaining agreement, but income sharing for plants without a bargaining agreement. No evidence is found for the Calmfors and Driffill hypothesis that postulates that wage demands are more moderate if unions operate at the firm level than if bargaining takes place at the industry level. [source] Employee ,voice' and working environment in post-communist New Member States: an empirical analysis of Estonia, Latvia and LithuaniaINDUSTRIAL RELATIONS JOURNAL, Issue 4 2008Charles Woolfson ABSTRACT This article examines employee ,voice' in workplace health and safety in three Baltic New Member States by means of a cross-national survey. The data point to unresolved problems of voice in the context of rather poor working environments. These present opportunities for collective renewal by trade unions, but paradoxically are more likely to be addressed by employers in the context of significant labour shortages created by a post-European Union accession labour ,exit'. [source] An Exploration of How the Employee,Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes*JOURNAL OF MANAGEMENT STUDIES, Issue 1 2008Bård Kuvaas abstract The purpose of the present study was to examine whether and how the quality of the employee,organization relationship (EOR) influences the relationship between employee perception of developmental human resource (HR) practices and employee outcomes. Analyses of 593 employees representing 64 local savings banks in Norway showed that four indicators of the EOR (perceived organizational support, affective organizational commitment, and procedural and interactional justice) moderated the relationship between perception of developmental HR practices and individual work performance. A strong and direct negative relationship was found between perception of developmental HR practices and turnover intention, but perceived procedural and interactional justice moderated this linkage. No support was found for a mediating role of the EOR indicators in the relationship between perception of developmental HR practices and employee outcomes. Implications and directions for future research are discussed. [source] Commentary: Employee "bill of rights"PERFORMANCE IMPROVEMENT, Issue 3 2002Dr. Geary A. Rummler No abstract is available for this article. [source] Relationship between knowledge and attitudes regarding HIV/AIDS among dental school employees and studentsEUROPEAN JOURNAL OF DENTAL EDUCATION, Issue 3 2004K. M. Börsum Objectives:, Employees and students at the Faculty of Dentistry, University of Oslo responded to a comprehensive questionnaire regarding knowledge and attitudes towards human immunodeficiency virus (HIV). The intention of the present study was to describe possible relationships between the two. Method:, The questionnaire consisted of 39 closed questions. The response rate was 75% (436/584). The answers were used to construct additive indices for knowledge and attitudes. Results:, The knowledge index reflected the number of correct answers concerning risk groups and transmission. A factor analysis revealed three dimensions of attitudes (,legal', ,personal risk', and ,personal consequences'), which were analysed separately against knowledge. Correlation analyses (Spearman r) of all respondents together (n = 436) revealed a weak, but statistically significant, positive correlation between knowledge and the ,legal' and ,personal risk' dimension of attitudes (r = 0.16, P < 0.01; r = 0.21, P < 0.001). The ,personal consequence' dimension was not significantly correlated with knowledge (r = 0.06, P > 0.05). The strongest correlation was found between knowledge and the ,legal' dimension (r = 0.43, P < 0.001), and knowledge and the ,personal risk' dimension (r = 0.41, P < 0.002) amongst fourth year students. No particular group of employees or students displayed a significant correlation between knowledge and the ,personal consequence' dimension of attitudes. Conclusions:, Three dimensions on attitudes concerning patients with HIV/acquired immune deficiency syndrome were identified amongst the respondents. A weak correlation between knowledge and two of the attitudes might indicate that knowledge plays a role in this respect. [source] Virtual Servants: Stereotyping Female Front-Office Employees on the InternetGENDER, WORK & ORGANISATION, Issue 5 2005Eva Gustavsson This article focuses on the service providers of the future: virtual assistants on the Internet. Recent technological developments, supported by intensive research on artificial intelligence, have enabled corporations to construct ,virtual employees' who can interact with their online customers. The number of virtual assistants on the Internet continues to grow and most of these new service providers are human-like and female. In this article I profile virtual employees on the Internet , who they are, what they do and how they present themselves. I demonstrate that the Internet suffers from the same gender stereotyping characteristic of customer services in general and that the unreflective choice of female images is, at the minimum, a symbolic reinforcement of the real circumstances of gender divisions in customer service. [source] Currents: Articles in BriefGLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 1 2001Rachael Green Seven Strategies for Retaining Top Talent Five Ways to Re-recruit Your Employees Building an Effective Global Business Team Lead for Loyalty Do the Right Thing Making Performance Management Relevant Can Pay for Performance Really Work? [source] Local Diversity, Human Creativity, and Technological InnovationGROWTH AND CHANGE, Issue 3 2001Pierre Desrochers The purpose of this paper is to point out some shortcomings of traditional approaches to the study of "knowledge spillovers" and to suggest an alternative based on how knowledge is actually created and exchanged by individuals. Which regional setting is the best incubator of technological change and economic growth? Is this promoted by regional diversity or specialization of economi activity? This study will include economic analyses of geographically localized "dynamic knowledge externalities, Jacob's externalities, or adding new work to old, industrial classification and technology combination, human creativity, and technology combination through human action and imaginative use of resources. Employees add to, or switch their product line; individuals move from one type of production to another; individuals observe a product/process in another setting and incorporate it; individuals possessing different skills and working for different firms collaborate; and urban diversity and resource collaboration are utilized. It is concluded that problems are solved through the combination of previously unrelated things and that promoting regional specialization at the expense of spontaneously evolved local diversity might be a counter-productive policy. [source] Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader,member exchange quality, and turnover intention ,HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2010Baek-Kyoo (Brian) Joo This article investigates the impact of perceived organizational learning culture and leader,member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive fashion. Employee turnover intention was fully mediated by organizational commitment. Overall, 43% of the variance in organizational commitment was explained by organizational learning culture and LMX quality. About 40% of the variance in turnover intention was explained by organizational commitment. Thus, perceived organizational learning culture and LMX quality (antecedents) impacted on organizational commitment, which in turn contributed negatively to employee turnover intention (consequence). [source] Explaining employee turnover in an Asian contextHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 1 2001Naresh Khatri Employee turnover is giving sleepless nights to HR managers in many countries in Asia. A widely-held belief in these countries is that employees have developed ,bad' attitudes due to the labour shortage. Employees are believed to job-hop for no reason, or even for fun. Unfortunately, despite employee turnover being such a serious problem in Asia, there is a dearth of studies investigating it; in particular studies using a comprehensive set of variables are rare. This study examines three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable and uncontrollable. Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that organisational commitment, procedural justice and a job-hopping attitude were three main factors associated with turnover intention in Singapore companies. [source] Effects of Policy Change on Nonstigmatized EmployeesINDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY, Issue 1 2010KEVIN J. ESCHLEMAN First page of article [source] The Value of Employer-Sponsored Child Care to EmployeesINDUSTRIAL RELATIONS, Issue 4 2004Rachel Connelly This article uses the contingent valuation method for calculating the value of employer-sponsored child care to employees. Like many environmental amenities, there may be a nonuse or existence value of working for a company that offers employer-sponsored child care (ESCC), as well as a use value to parents who have children in the center. We test this hypothesis using data from three firms, two of which have on-site child care. Our findings indicate that price is a determinant of willingness to pay for the continued existence or establishment of an on-site center. We find evidence of the existence value, even for employees without young children, and a greater valuation among recent hires than among longer-term employees. [source] How virtual are we?INFORMATION SYSTEMS JOURNAL, Issue 4 2005Measuring virtuality, understanding its impact in a global organization Abstract., Employees in global corporations are increasingly involved in ,virtual teams' on a regular basis. Conflicting definitions of virtuality make it hard to measure such things as how much virtual teaming occurs and how virtual teaming affects performance. As a consequence, it is hard to allocate funding and to design infrastructures and software to support this specific mode of working. Using the concept of discontinuities, or changes in expected conditions, we propose a virtuality index to assess how ,virtual' a given setting is. The discontinuities used include geography, time zone, organization, national culture, work practices, and technology. The index separately measures these aspects of virtuality and their effect on perceived team performance. Data collected at a large multinational corporation clustered into three overarching discontinuities: team distribution, workplace mobility, and variety of work practices. The study revealed that being distributed in and of itself had no impact on self-assessed team performance. Work practice predictability and sociability mitigated effects of working in discontinuous environments, while variety of practices (cultural and work process diversity) and employee mobility negatively impacted performance. [source] Burnout and physical and mental health among Swedish healthcare workersJOURNAL OF ADVANCED NURSING, Issue 1 2008Ulla Peterson Abstract Title.,Burnout and physical and mental health among Swedish healthcare workers Aim., This paper is a report of a study to investigate how burnout relates to self-reported physical and mental health, sleep disturbance, memory and lifestyle factors. Background., Previous research on the possible relationship between lifestyle factors and burnout has yielded somewhat inconsistent results. Most of the previous research on possible health implications of burnout has focused on its negative impact on mental health. Exhaustion appears to be the most obvious manifestation of burnout, which also correlates positively with workload and with other stress-related outcomes. Method., A cross-sectional study was conducted, using questionnaires sent to all employees in a Swedish County Council (N = 6118) in 2002. The overall response rate was 65% (n = 3719). A linear discriminant analysis was used to look for different patterns of health indicators and lifestyle factors in four burnout groups (non-burnout, disengaged, exhausted and burnout). Results., Self-reported depression, anxiety, sleep disturbance, memory impairment and neck- and back pain most clearly discriminated burnout and exhausted groups from disengaged and non-burnout groups. Self-reported physical exercise and alcohol consumption played a minor role in discriminating between burnout and non-burnout groups, while physical exercise discriminated the exhausted from the disengaged group. Conclusion., Employees with burnout had most symptoms, compared with those who experienced only exhaustion, disengagement from work or no burnout, and the result underlines the importance of actions taken to prevent and combat burnout. [source] TRANSFORMING ENRON: THE VALUE OF ACTIVE MANAGEMENTJOURNAL OF APPLIED CORPORATE FINANCE, Issue 4 2001Vince Kaminski Soon after Enron was formed as a regulated gas pipeline company in 1985, economic events forced a dramatic reorganization of the company. The result was the creation of an unregulated energy trading operation whose mission was to capitalize on opportunities arising from the deregulation of the natural gas market The initial form of the new business was that of a "gas bank" in which Enron became an intermediary between buyers and sellers of gas, locking in the spread as profit. Since there was no source of liquidity to the market, Enron had to develop its own risk management system. Furthermore, the need to respond quickly to rapidly changing market conditions required that Enron flatten its organizational structure and hire new people whose skills were better suited to the new decentralized organization. The focus of the new Enron accordingly became human and intellectual capital, not physical assets. Employees were encouraged to move about the firm to staff new business ventures. And in what may well be a unique feature in corporate America, Enron's top management today uses its human capital flows to guide its allocations of financial capital. Other aspects of the Enron model include attempts to capitalize on the option (as opposed to current DCF) value of assets, recognition of the value of networks in adding value to trading platforms, and the use of mark-to-market accounting for business transactions as a means of ensuring transparency and promoting timely decision-making. [source] Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 10 2008Nancy Chen Yi-Feng Foreign managers are advised to develop effective relationships with Chinese employees who as collectivists are thought to value relationships, particularly guanxi, with their leaders. However, foreign managers typically do not have the background and prior experiences typically used to develop guanxi in China. In an experiment with 120 participants in South China, Chinese employees with foreign managers who communicated that they wanted a relationship (compared to no relationship) with them concluded that they interacted better and had little relational and task conflict. Chinese employees who discussed their views within a cooperative (compared to competitive) context helped their leader, productively integrated their diverse views into the decision, and concluded that they had little relational and task conflict. [source] Do Satisfied Employees Satisfy Customers?JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2001Parents, Satisfaction Among Public School Administrators, Students, Support-Services Staff Morale Data were obtained from school staff (N= 1,567) who provided support services to schools in a major metropolitan school district. These data were analyzed in relation to data obtained from 3 customer groups (school administrators, students, and parents) who provided ratings of their satisfaction with services. Several aspects of employee morale (e. g., quality of supervision, teamwork, and goal clarity, along with workgroup service climate) were significantly and positively related to administrator and parent satisfaction, but not to student satisfaction. Relations of employee morale and workgroup service climate to administrator satisfaction and parent satisfaction were moderated by customer contact with employees. Results are discussed in relation to expectations of customers and employees that affect the nature of the service-exchange interaction. [source] Testing the Long-Term Effects of the Go Sun Smart Worksite Health Communication Campaign: A Group-Randomized Experimental StudyJOURNAL OF COMMUNICATION, Issue 3 2008Peter A. Andersen This study examined the long-term effects of the Go Sun Smart (GSS) campaign, a large-scale health communication intervention designed to promote sun safety to employees at 26 ski areas in western North America. Employees were enrolled in a pair-matched group-randomized pretest,posttest controlled design with 2 follow-up surveys. Half of the ski areas were randomly assigned to implement GSS in the winter. This article reports analyses of a hierarchical linear design with responses from 1,463 employees who completed the second follow-up survey at the end of the following summer (69% of those who completed the first posttest). GSS continued to have positive effects on employees who worked at intervention ski areas into the summer. Employees exposed to GSS reported less sunburning, engaged in more sun safety behaviors, were more aware of the program, and had more discussions of sun safety at home than employees at matched control group resorts. The long-term effects of GSS support recommending that sun protection programs be implemented at workplaces, but such programs should be implemented with high fidelity to achieve maximum benefits. Despite limitations due to nonresponse, geography, measurement, and ethnicity, the hierarchical clustered design improved the internal validity and generalizability of the findings. [source] Ethics and Information Technology: Protecting Your Company and Your EmployeesJOURNAL OF CORPORATE ACCOUNTING & FINANCE, Issue 5 2001Peter A. Stanwick Companies that rely heavily on electronic information processing cannot afford an ethical slip. © 2001 John Wiley & Sons, Inc. [source] AMPFlSTR® IdentifilerÔ STR Allele Frequencies in Tanzania, AfricaJOURNAL OF FORENSIC SCIENCES, Issue 1 2008Bryan W. Forward M.S. POPULATION:, Identifiler,Employees and students of Muhimibili University College of Health Sciences in Dar es Salaam representing 19 widely distributed administrative districts and 42 tribes within the country. [source] Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs*JOURNAL OF MANAGEMENT STUDIES, Issue 6 2003Linn Van Dyne ABSTRACT Employees often have ideas, information, and opinions for constructive ways to improve work and work organizations. Sometimes these employees exercise voice and express their ideas, information, and opinions; and other times they engage in silence and withhold their ideas, information, and opinions. On the surface, expressing and withholding behaviours might appear to be polar opposites because silence implies not speaking while voice implies speaking up on important issues and problems in organizations. Challenging this simplistic notion, this paper presents a conceptual framework suggesting that employee silence and voice are best conceptualized as separate, multidimensional constructs. Based on employee motives, we differentiate three types of silence (Acquiescent Silence, Defensive Silence, and ProSocial Silence) and three parallel types of voice (Acquiescent Voice, Defensive Voice, and ProSocial Voice) where withholding important information is not simply the absence of voice. Building on this conceptual framework, we further propose that silence and voice have differential consequences to employees in work organizations. Based on fundamental differences in the overt behavioural cues provided by silence and voice, we present a series of propositions predicting that silence is more ambiguous than voice, observers are more likely to misattribute employee motives for silence than for voice, and misattributions for motives behind silence will lead to more incongruent consequences (both positive and negative) for employees (than for voice). We conclude by discussing implications for future research and for managers. [source] Conflict values and team relationships: conflict's contribution to team effectiveness and citizenship in ChinaJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2003Dean Tjosvold Although conflict has traditionally been considered destructive, especially in collectivist societies like China, recent studies indicate that valuing and approaching conflict can contribute to effective teamwork. A hundred and six pairs of employees and their leaders were recruited from State Owned Enterprises in Shanghai and Nanjing. Employees described their conflict values and relationships. Their immediate supervisors rated the effectiveness of their teams and the extent of their citizenship behavior. Results indicate that positive conflict attitudes and approaching conflict can contribute to strong relationships, which in turn strengthen team effectiveness and employee citizenship. Findings suggest that how conflict values affect relationships and outcomes are more differentiated than originally expected. Results were interpreted as supporting the traditional idea that relationships are critical for effective organization work in China but also challenging future research to understand the processes by which conflict has a positive contribution to work relationships. Copyright © 2003 John Wiley & Sons, Ltd. [source] Knowledge and Use of Measures to Reduce Health Risks by Corporate Expatriate Employees in Western GhanaJOURNAL OF TRAVEL MEDICINE, Issue 1 2009Subhash C. Arya No abstract is available for this article. [source] Gender Differences in Perceived Work Demands, Family Demands, and Life Stress among Married Chinese EmployeesMANAGEMENT AND ORGANIZATION REVIEW, Issue 2 2006Jaepil Choi abstract Although gender-based division of labour and the identity theory of stress suggest that the relationship between work and family demands and life stress may vary as a function of gender, it is largely unknown whether these arguments are also valid in China. To address this gap in the existing literature, the current study investigates the gender differences in perceived work and family demands, and the effects of these perceived demands on the life stress of Chinese male and female employees. The study of 153 married Chinese employees found that Chinese women perceived a higher level of family demands than did Chinese men, whereas there was no significant gender difference in the perception of work demands. In addition, while perceived family demands were similarly related to life stress differently for men and women, perceived work demands were associated more strongly with the life stress of men than that of women. [source] Avoidance Brings Japanese Employees What They Care About in Conflict Management: Its Functionality and "Good Member" ImageNEGOTIATION AND CONFLICT MANAGEMENT RESEARCH, Issue 2 2010Ken-ichi Ohbuchi Abstract Avoidance is preferred by Asian people in organizational conflicts. Even when self-assertion offers immediate rewards, it is viewed by collectivists as risky from the long-term perspective because it impairs group membership and future rewards associated with it. Instead, collectivists are concerned with being accepted by peers as "a good member (agreeable person)." We assume that avoidance in organizational conflicts is an identity strategy, by which collectivists seek to form an interdependent identity and secure future rewards. We asked 341 Japanese business employees to rate their conflicts with supervisors in terms of coping strategies and goal achievements. Consistent with our predictions, the results indicated that avoidance contributed to group harmony and interdependent identity while it hampered personal interests and fairness. The theory of the functionality of avoidance was validated, at least with collectivists, although this long-range strategy seems to depend on an individual's belief that the organization is properly managed. [source] Preferences for Third-Party Help in Workplace Conflict: A Cross-Cultural Comparison of Chinese and Dutch EmployeesNEGOTIATION AND CONFLICT MANAGEMENT RESEARCH, Issue 4 2009Ellen Giebels Abstract This study examines conflict parties' preferences for different types of third-party help and how this may be influenced by cultural differences in terms of individualism/collectivism. We focus our analysis on process-related nonsubstantive help and identify three types of third-party help in interpersonal conflict situations: relational help, procedural help, and emotional help. In a pilot study with Chinese and Dutch students (N = 93), we first developed and validated three new scales to measure preferences for the three types of third-party help. To further test specific hypotheses we used another sample of Dutch and Hong Kong Chinese bank employees (N = 71). In line with our expectations, Chinese employees report a higher preference for relational help, while Dutch employees report a higher preference for emotional help. In terms of procedural help, there was no significant difference between Dutch and Chinese employees. Furthermore, additional analyses revealed a gender effect on the preference for emotional help, showing that,regardless of their cultural background,females prefer this type of third-party help more, presumably because they experience more conflict stress. [source] | ||||||||||||||||||||||||||||||||||||||||||||||