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Work Units (work + unit)
Selected AbstractsSATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONSPERSONNEL PSYCHOLOGY, Issue 1 2010DANIEL S. WHITMAN This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods (k,= 73) to examine the satisfaction,performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (,= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area. [source] Preferences for changing power positions and power distances: a social value orientations approachEUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 2 2003Matthijs Poppe Participants were asked to put themselves in the position of one of three persons who differed in the amount of power they had in a small work unit. Subsequently, they could allocate points on a power scale to themselves and the two others, and thus, change the power positions and the power distances between the positions. The least powerful individuals had the strongest tendency to increase their power. They wanted to reduce the power distance to the person in the higher position more than the power distance to the person in the middle position. The most powerful wanted to increase the power distance to the person in the middle position but not the power distance to the least powerful. Most results were consistent with social comparison theory and contrary to power distance theory. Because the dependent measures were derived from the social value orientations model, the scope of this model has been expanded. Copyright © 2002 John Wiley & Sons, Ltd. [source] Sex Composition, Masculinity Stereotype Dissimilarity and the Quality of Men's Workplace Social RelationsGENDER, WORK & ORGANISATION, Issue 5 2003Sharon R. Bird Previous research suggests that the quality of men's work group social relations varies depending on the sex composition of the work unit. Previous studies also suggest that men derive different benefits from working with other men than with women and that the higher status associated with men and masculinity advantages men in their relations with women workers. Previous sex composition studies tell us little, however, about the extent to which the quality of men's work group social relations with women and other men depends on how well a man fits dominant masculinity stereotypes. Drawing on sex composition and gender constructionist approaches to gender and work I investigate in this study the effects of men's individual similarity to masculinity stereotypes on the affective quality of their social relations with coworkers, given the sex composition of their work groups. The data for this study consist of male, mostly white, non-faculty employees of a public university in the northwest United States. I discuss my results in terms of both individual outcomes and implications for understanding sex and gender inequalities in work organizations. [source] Meanings of being a supervisor for care providers suffering from burnout: from initial signs to recuperationJOURNAL OF NURSING MANAGEMENT, Issue 3 2009EVA ERICSON-LIDMAN RNT Aim, To illuminate meanings of being a supervisor for care providers suffering from burnout: from initial signs to recuperation. Background, Supervisors in health care, i.e. supervisors with first-line responsibilities for a work unit, are exposed to heavy demands, especially in times of downsizing and restructuring of the healthcare system. When care providers show signs of developing burnout, these demands are even greater. Methods, Interviews with 12 supervisors in health care were interpreted using a phenomenological-hermeneutic method. Results, Being a supervisor when someone in the work team shows signs of burnout means struggling to help them to continue working. In this predicament and being responsible for the unit, the supervisors are torn between focusing on relations and on production. When the care provider reports sick, they are left with feelings of hopelessness and self-blame. Conclusions and implications for nursing management, Supervisors face almost unmanageable strain, caught between conflicting demands. It seems important that supervisors are offered opportunities to share their feelings about this predicament as well as gaining increased knowledge about burnout. This is important if the supervisors are to give proper support, but it will also help to turn supervisory failure into development and to protect the health of the supervisors. [source] The Use of Person,Group Fit for Employment Selection: A Missing Link in Person,Environment FitHUMAN RESOURCE MANAGEMENT, Issue 3 2001James D. Werbel Given an increased emphasis on work teams in organizations, it is important to select applicants based on their ability to make contributions to a given work team. This paper proposes that person,group fit should be useful to select applicants for work teams and suggests that effective use of person,group fit will create both more cohesive work units and more effectively functioning work units. It proposes ways to make valid and reliable assessments of person,group fit that could be used to minimize bias in the selection process. Finally, it addresses several implications of using the person,group fit paradigm for human resource management practice. © 2001 John Wiley & Sons, Inc. [source] Organisational communication and supportive employeesHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 3 2004Jan A. de Ridder The importance of the social dimension of organisations is currently a strong focus of emphasis in the literature. From a managerial perspective, however, it is important that the community spirit within an organisation falls in line with its strategic direction. The study discussed in this article shows that high quality internal communication may be important in encouraging such a supportive attitude. What is considered ,good' internal communication does not directly engender more support for the organisation's strategic direction. However, evidence from research in five organisations (with 791 respondents distributed across 19 work units) suggests that there are two ways to foster support. One is to create a sense of commitment within the organisation; the other is to establish trust in the management. Both approaches appear to have a positive relationship with good internal communication. The quality of task-related communication is important in creating commitment. What is vital in creating trust, however, is the quality of non-task-related communication. The study at the focus of this article addresses the following question: does organisational communication help foster a positive attitude towards the strategic direction of an organisation? [source] Multiple semi-coarsened multigrid method with application to large eddy simulationINTERNATIONAL JOURNAL FOR NUMERICAL METHODS IN FLUIDS, Issue 5 2006F. E. Ham Abstract The Multiple Semi-coarsened Grid (MSG) multigrid method of Mulder (J. Comput. Phys. 1989; 83:303,323) is developed as a solver for fully implicit discretizations of the time-dependent incompressible Navier,Stokes equations. The method is combined with the Symmetric Coupled Gauss,Seidel (SCGS) smoother of Vanka (Comput. Methods Appl. Mech. Eng. 1986; 55:321,338) and its robustness demonstrated by performing a number of large-eddy simulations, including bypass transition on a flat plate and the turbulent thermally-driven cavity flow. The method is consistently able to reduce the non-linear residual by 5 orders of magnitude in 40,80 work units for problems with significant and varying coefficient anisotropy. Some discussion of the parallel implementation of the method is also included. Copyright © 2005 John Wiley & Sons, Ltd. [source] Characterizing violence in health care in British ColumbiaJOURNAL OF ADVANCED NURSING, Issue 8 2009Rakel N. Kling Abstract Title.,Characterizing violence in health care in British Columbia. Background., The high rate of violence in the healthcare sector supports the need for greater surveillance efforts. Aim., The purpose of this study was to use a province-wide workplace incident reporting system to calculate rates and identify risk factors for violence in the British Columbia healthcare industry by occupational groups, including nursing. Methods., Data were extracted for a 1-year period (2004,2005) from the Workplace Health Indicator Tracking and Evaluation database for all employee reports of violence incidents for four of the six British Columbia health authorities. Risk factors for violence were identified through comparisons of incident rates (number of incidents/100,000 worked hours) by work characteristics, including nursing occupations and work units, and by regression models adjusted for demographic factors. Results., Across health authorities, three groups at particularly high risk for violence were identified: very small healthcare facilities [rate ratios (RR) = 6·58, 95% CI =3·49, 12·41], the care aide occupation (RR = 10·05, 95% CI = 6·72, 15·05), and paediatric departments in acute care hospitals (RR = 2·22, 95% CI = 1·05, 4·67). Conclusions., The three high-risk groups warrant targeted prevention or intervention efforts be implemented. The identification of high-risk groups supports the importance of a province-wide surveillance system for public health planning. [source] | ||||||||||||||||