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Terapötik Ortamda Gürültü Kontrolü

Author(s): Bahanur Malak Akgün,Mustafa Akgün / Language(s): Turkish Issue: 4/2017

Sound level and noise control are important as a requirement of the therapeutic environment in psychiatric hospitals. Noise control is one of the most challenging areas to deal with for mental health professionals because noise can destroy the therapeutic atmosphere and there are also adverse effects of noise in the therapeutic environment for patients. The sound level should be in accordance with the values recommended by the World Health Organization in the psychiatric clinics and psychiatric hospitals. In addition, Noise control for therapeutic purposes should also be provided. This review aims to give information to explain hospital sound level parameters, the concept of noise control in terms of therapeutic environment and development of measures to provide noise control.

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IMPLEMENTATION OF KNOWLEDGE MANAGEMENT

Author(s): Amelia Boncea / Language(s): Romanian Issue: 02 Supp/2019

IN AN ORGANIZATIONAL CONTEXT, KNOWLEDGE-BASED MANAGEMENT REPRESENTS THE PROCESS OF MANAGING ORGANIZATIONAL KNOWLEDGE IN ORDER TO CREATE VALUE IN THE ACTIVITY AND GENERATE COMPETITIVE ADVANTAGE. BY IMPLEMENTING KNOWLEDGE-BASED MANAGEMENT, A SPECIFIC GOAL IS PURSUED: EITHER INCREASE REVENUES OR REDUCE EXPENSES. BUT IN PRACTICE, SUCH GOALS ARE RARELY ACHIEVED THROUGH KNOWLEDGEBASED MANAGEMENT. MUCH OF THE FAILURE IS DUE TO THE LACK OF SPECIALIZED KNOWLEDGE REQUIRED FOR ITS IMPLEMENTATION, THE HUGE INVESTMENTS IN IT SYSTEMS THAT ARE NOT USED TO THEIR FULL POTENTIAL AND DUE TO THE UNINSPIRED DECISION TO DELEGATE THE LEADERSHIP OF THE IT SPECIALISTS' INITIATIVE.

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Organizational agility to counter corona-virus implications in emerging Saudi universities

Author(s): Gasem Aail Alharbi / Language(s): English Issue: 6/2021

Objective: The study's primary goal was to uncover the reality of organizational agility in emerging universities. It also aimed to determine the statistical variances between the mean scores of the sample used in the axes of the organizational agility questionnaire for these universities. The main variables used are gender, academic position, and years of experience. Methodology: The study utilized the descriptive method. The data collection process entailed handing out questionnaires to a sample of seven hundred and forty-seven faculty members in Jazan, Bishah, Hafar Al-Batin, Shaqraa, and Najran Universities. Results: Emerging universities regularly practice organizational agility in light of the emerging coronavirus with high flexibility at moderate costs. The study's results also indicated mathematically substantial variances at the degree of viability between the male sample's average and the female sample's average in favor of the female sample in the timing and the flexibility of practices. It also indicated statistically significant variances at the degree of significance between the mean scores of the research sample, attributed to the difference in the academic position in the timing, flexibility, and cost of practices.

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ÜLEMATE JA ÜKSUSEKAASLASTE ROLL UUTE LIIKMETE LÕIMIMISEL

Author(s): Wolfgang Lang / Language(s): Estonian Issue: 11/2021

Organisatsiooni tuleb mõista kui alaliselt muutuvat ja arenevat kooslust. Pidev ümberkujunemine on elujõulise organisatsiooni vastus keskkonnamuutustele. Perioodilise muutuse vajaduse organisatsioonis tingivad ka mitmed sisemised tegurid, näiteks hierarhilisest struktuurist tulenev personali liikumise vajadus kõrgemale tasandile. Eespool nimetatu toob kaasa isikkoosseisu vahetumise üksuses, mis omakorda lõhub selles tekkinud ühtsust ja nõuab selle taas ülesehitamist. Mida sujuvam on uute liikmete lõimimine, seda soodsam on see nii indiviidi kui ka organisatsiooni seisukohast.

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Proposing a New Term for Organizational Behavior Literature: Achilles’s Tendon Syndrome in Businesses

Author(s): Tayfun Arar,Melahat Öneren,Gülşen Yurdakul / Language(s): English Issue: 1/2022

In spite of threatening external factors such as uncertain environmental structure and market pitfalls, the companies struggling with the difficulty of retaining the current customer and finding the potential ones should first realize the existence of “Achilles Tendons” within themselves. To prevent this potential problem, they should focus on the labor which can be a very substantial weak point and an important asset as well. Regarding serious problems arisen from labor force, this study proposes a new term called as “Achilles Tendon Syndrome” to be used in organizational behavior literature. Various theories from different disciplines such as medicine, psychology, physics, economics and sociology support development process of the term. Similarities and differences with other close concepts are also provided throughout the paper. The current study aims to inspire future studies by filling an important gap in the organization and management literature.

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ÖĞRETİM ELEMANLARININ İŞ YERİNDE KISKANÇLIK ALGILARININ METAFORLAR ARACILIĞIYLA İNCELENMESİ

Author(s): Gamze Aydin,Serdar Bozkurt / Language(s): Turkish Issue: 70/2022

This research aims to examine the academicians’ perceptions about the concept of envy in the workplace through metaphors. Although jealousy and envy at work are felt among the lecturers, they are generally denied. On the other hand, metaphors are guiding in revealing such hidden feelings and thoughts. In this context, 128 lecturers working at ten different universities in Turkey, who were randomly selected, participated in the research. The study data is like “Workplace envy…; because,…” were given a short form containing the sentence, and they were asked to complete it. The obtained data were coded with MAXQDA, one of the qualitative data analysis programs, and subjected to content analysis. Participants developed 78 different metaphors, which were gathered under 14 themes. The themes revealed through metaphors mainly emphasize the destructive side of envy in the workplace. Workplace envy is metaphorically the most; poison has been likened to disease and virus. Instructors have defined workplace envy as a contagious, complex emotion that has devastating effects at the individual and organizational levels. On the other hand, the instructors' views, who reflect that it is motivating or necessary to be a little jealous of their colleagues, are also discussed in the light of the existing literature.

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Development of conceptual bases of the employee life cycle within an organization

Author(s): Olena Gladka,Victoria Fedorova,Yana Dohadailo / Language(s): English Issue: 1/2022

The purpose of the study is to review and integrate various definitions of the employee life cycle (ELC) and to develop new conceptual bases of ELC by applying logical analysis and systemic approach. In this article, we suggest the employee life cycle has a “client-based” approach. Therefore the development of the ELC is similar to the development of the client life cycle and each stage of this process requires adoption and use of external and internal personnel marketing tools. At the same time, it implies simultaneous various activities of employees and employers alike. A customer-centric process on the labor markets (external and internal) is initiated by the personnel marketing product. It is defined by three levels aiming to attract and retain employees. The model of the ELC proposed hereafter shows the bilateral mechanism of the employee-employer interaction. Through the activities of external (employee attraction) or internal (employee retention) personnel marketing the organization can build its “perceived” or “received” Employer Value Proposition (EVP). The refined definition of the ELC is based on the theoretical foundations of personnel marketing and takes into account the employee and the employer’s perspectives; our definition identifies the ELC time frame and defines indicators of the ELC measurement for further empirical studies. Suggested ELC stages were developed in a way to reflect characteristics and actions for the employer and the employee simultaneously. To maintain or renew the employee engagement level a set of measures were suggested for implementation at each stage of the ELC.

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BULGARIAN TEACHERS’ CAREER MOTIVATORS

Author(s): Stanislava Stoyanova / Language(s): English Issue: 2/2016

A review of several studies of teachers’ career motivation since Bulgarian Renaissance till nowadays is presented in this paper. 203 Bulgarian teachers in public schools were studied by means of a questionnaire created by Slavchov & Stoyanova (2007) measuring career motivational types, according to Moses’ typology (2003). The career motivational type of Authenticity seekers was the most preferred by the studied Bulgarian teachers, followed by Personal developers and Stability seekers. Career builders as a career motivational type was minor career motivator, the least preferred one by Bulgarian teachers. A lot of significant positive correlations existed between teachers’ career motivational types. Some social-demographic factors (such as gender, specialty, work experience, and age) differentiated teachers’ career motivators. The type of Autonomy seekers was more preferred career motivator by male teachers than by female teachers in correspondence to the traditional stereotypes for men. Longer teachers’ work experience and teachers’ advance in age were related to more frequency of Stability seekers, but less frequency of Novelty seekers career motivator. Preschool and elementary school teachers preferred more strongly Authenticity seekers as a career motivator than teachers in natural sciences and mathematics. Establishing major career motivators for teachers may be related to opportunities for improvement of performance and work satisfaction.

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Back to the Past: Is the West Moving from Crisis Management to Full-Spectrum Deterrence Including Nuclear Force?

Author(s): Ali Abdulhassan Abbas / Language(s): English Issue: 87/2022

The aim of the current research work is to define the role of organizational virtuousness, the independent variable, and its influence upon proactive work behaviors, the dependent variable. Various important measures have been considered to determine the research variables and are discussed in detail. In this study, a total of 354 individuals working in Karbala cement factory was considered among whom the questionnaire was distributed. In order to test the research hypotheses, general confirmatory loading (structural equation modeling), descriptive statistics, correlation analysis, simple regression analysis, and gradient multiple regression analyses were conducted. A number of conclusions was reached out of which the most important is the existence of a significant impact of organizational virtuousness on proactive behavior. The sub-hypotheses also confirmed the presence of a positive moral effect.

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TIME PERSPECTIVE AS PREDICTOR OF PERCEIVED STRESS IN MANAGERS

Author(s): Bojan Veljković,Tea Nedeljković / Language(s): English Issue: 02/2021

The aim of this study was to determine relation between dimensions of time perspective and perceived stress among managers, who have one to three years of working experience as managers. The basic assumption was that dimensions of time perspective are empirically confirmed correlates of numerous psychic functions, thus they can also be correlates of perceived stress. Therefore, we set hypothesis that dimensions of time perspective are significant predictors of perceived stress in managers. The study was conducted on the sample of 92 managers of both genders (37% of men and 63% of women). Average age of examinees was 36.58 years. Selective variable for formation of the sample was the length of working experience in management - from minimum one up to maximum three years. The assumption for the sample justification was that managers-beginners experience bigger number of stimuli from the environment as stressors. An adapted version of Zimbardo’s time perspective questionnaire (ZTPI, Zimbardo & Boyd, 1999, adaptation of Kostić & Nedeljković, 2013) was used to operationalize the time perspective. The questionnaire with 52 items determines five dimensions of time perspective – negative and positivie past, hedonistic and fatalistic present and future. Perceived stress is determined by score on Cohen’s questionnaire for perceived stress (The Perceived Stress Scale, PSS-10, Cohen et al, 1983). Significant regression model was obtained, which explains 17,6% variance in perception of stress in managers. As the only independently significant predictor in the group of dimensions of time perspective, future was highlighted (β = 0,416). Managers who are turned towards the future have higher scores of the perceived stress. The results confirmed the initial assumption on predictor power of dimensions of time perspective in predicting intensity of the perceived stress. The results represent contribution to understanding the relationship between dimensions of time perspective and stress perception during the first years of management and may be the starting point for future research of those constructs.

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Motywowanie jako istotny element zarządzania firmą na przykładzie firmy Ever Cleaning sp. z o.o.

Author(s): Michał Wajerak,Sylwia Kowalska-Myśliwiecka / Language(s): Polish Issue: 12/2022

Aim. The aim of the research was to analyze and characterize the tools of motivating employees in the company Ever Cleaning and the opinions of the employees examined on the adjustment of motivating tools to their needs, the diversity of these tools and their effectiveness. Methods. The study used the method of a diagnostic survey and the technique of a questionnaire survey with the application of an originally prepared research tool in the form of a questionnaire survey. The survey questionnaire consisted of 10 substantive questions and additional metric questions. The study involved 80 respondents. The material collected was statistically analyzed using quantitative tools and the χ2 correlation test to examine the correlation relationships between data. Calculations were performed using Microsoft Excel. Results. The characteristics and evaluation of employee satisfaction with the motivational system in Ever Cleaning showed that the existing motivational system using wage, non-wage and intangible factors affects job satisfaction and good evaluation of human resources management. Conclusions. The motivational systems used in Ever Cleaning influence the satisfaction of employees with their work, who thus make a positive contribution to the realization of the organization’s goals. This study focused not only on what motivators determine job satisfaction, but also on what motivational factors foster the achievement of satisfaction potential, indicating how organizations can act in the effective and efficient realization of this task.

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TEAM LEADERSHIP AS A DIRECTION OF TRAINING PROFESSIONAL PSYCHOLOGISTS

Author(s): Tahir Y. Bazarov,Vladimir S. Karapetyan,Srbuhi R. Gevorgyan / Language(s): English Issue: 1/2015

Nowadays, nearly all the specialists have to operate in unpredictable situations. The group leader has to be capable to realize effective group performance. As it has been already mentioned (Bazarov, Shevchenko, 2013), “The post-crisis era executive leader should possess such important traits as self adjustment; common sense in combination with intuition, emotions, and imagination; and the readiness to make choices in fifty-fifty situations. The most general definition of “self-adjustment” is the building of functional interconnections between (1) a subject’s actions and state and (2) the actions and state of the surrounding setting. Building such interconnections allows for introducing relevant and purposeful changes in the subject’s actions, depending on the feedback from the previous step. In other words, this is an algorithm of changes based on feedback. ”. So in our opinion, a framework is needed that integrates existing team leadership research and the full range of ways in which leadership can manifest itself within the team. 1. Four types of organization of joint activities predict the facet of the organizational culture2. Four types of organizational culture give rise to four types of working groups3. Four types of organizational culture assume four types of leadership as well4. The essential difference between these cultures is determined by those forms of organization of joint activities which underlies them.

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FACTORS OF RESILIENCE, WISDOM AND SELF-EFFICACY AS POSITIVE RESOURCES OF LEADERS IN SAMPLE OF LATVIAN BUSSINESS MANAGERS

Author(s): Guna Svence,Vineta Greaves / Language(s): English Issue: 1/2013

The aim of this study is to investigate relationships between positive psychology resources – resilience, general self-efficacy and wisdom dimensions – cognitive, reflective and affective in different level business leaders and to investigate differences between two groups of leaders – with higher general self-efficacy and lower general self-efficacy. The study was carried out based on theories of psychological resources. Resources not only buffer against the potentially harmful stress effects of the demands of working life, but may promote development and optimal performance, which is necessary for leaders to be able to meet increasing demands of their role. 83 respondents (57 women, 26 men) different level business leaders participated in the study. Results showed that in sample of leaders group there are statistically significant relationships between resilience and self-efficacy, resilience and reflective wisdom dimension, self-efficacy and wisdom reflective and cognitive dimensions. Results of difference analysis showed that there are differences in levels of psychological resources between high general self-efficacy leaders and low general self-efficacy leaders. High general self-efficacy leaders showed higher results in all tested psychological resources and statistically significant differences between two groups were reported in resilience. Results suggest that low self-efficacy leaders would be less able to adapt to uncertainty, and/ or bounce back or recover from stress. Research results suggest that higher level of general self-efficacy is related to higher levels of resources – resilience and wisdom.

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A Study on the Impact of Employee Involvement Towards Psychological Contract Fulfilment in a Public TVET College

Author(s): Wiseman Mbongiseni Khanyeza,Ankit Katrodia / Language(s): English Issue: 1/2022

Purpose – Psychological contracts are of paramount importance in organisations as they determine if the objectives of the organisation will be met successfully. They determine if the culture within the organisation will be conducive for the attainment of the predetermined goals. This study scrutinised the significance of making employees feel involved in every decision and action taken that involved their jobs, if it had any effect in the fulfilment of those psychological contracts. Aim – The main objective of the study is to investigate the influence employee involvement has on the fulfilment of the psychological contracts within the public TVET college. Design/methodology/approach – An online questionnaire was administered to a sample of 113 Mnambithi TVET college employees at Ladysmith campus, as well as the central administration office. Findings - The sample was chosen using a stratified sampling method. 92 questionnaires were returned with responses. For the analyses and interpretation descriptive analysis, mean standard deviation and corelation have been used. In computing the results to test the relationship between involvement and psychological contract fulfilment, a correlation coefficient was used as a measure. Limitation of the study – The limitations of this research project were that it was only conducted in one college in KZN and due to logistical hindrances, only one campus and a central administration office were used in selecting the sample. As a critical point of discussion, the effect employee involvement has on psychological contracts fulfilment could be tested throughout all colleges in the province or even in the country. Future Research- Further research on the following can be suggested as further limitations of this research output.If employee involvement has a causal effect on psychological contract fulfilment. The degree of involvement in different ranks in the institution (for example, between managers and subordinates). How psychological contracts fulfilment affects turnover rate in the TVET sector. Originality/value – The results of the data analysis showed that there is a significant relationship between the two constructs.

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Does Personality Moderate the Organizational Justice and Job Satisfaction Relationship?

Author(s): Hatice Nur Turhan,Yeşim Üzümcüoğlu / Language(s): English Issue: 24/2022

Examining the role of personality in the relationship between organizational justice perception and job satisfaction might be crucial to improve organizations’ performance levels. The aim of the present study is, therefore, to investigate the moderating effect of personality factors on the relationship between organizational justice perception and job satisfaction. In total, 392 (218 female; 174 male) employees participated in the study. The mean age of the participants was 33.12 and the mean of experience was 116.46 months. The majority of the participants are healthcare professionals, academicians, engineers and teachers. The participants completed the Organizational Justice Scale, Job Satisfaction Index, Big Five Personality Inventory and demographic information form. The moderated regression analyses were conducted by using the Hayes PROCESS macro for SPSS. In all analyses, gender and age were entered as the control variables since they had correlations with the main study variables. Results indicate that types of organizational justice are predictors of job satisfaction and personality factors serve as moderators of the relationship between perceived organizational justice and job satisfaction. Among the personality factors, only neuroticism did not have any moderating effect. The findings might be considerable to draw attention to the necessity of managers to apply different strategies for their employees with different personality traits in order to provide a fair work environment for their employees and to increase their job satisfaction.

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Leader-member exchange and unethical pro-organizational behavior: A moderated mediation model

Author(s): Daimi Koçak / Language(s): English Issue: 2/2022

Purpose: In this study, drawing on social learning theory, a moderated mediation model was tested. This model examines organizational identification as the mediator and employee unethical tolerance as the moderator in relationships between leader-member exchange (LMX) and unethical pro-organizational behaviors (UPB). Methodology: The research sample is comprised of 432 full-time employees of a private company operating in the service sector in Turkey. Results: Consistent with the theoretical model, analysis results indicate that organizational identification mediated a positive relationship between LMX and UPB. Furthermore, results supported the moderated mediation model and showed that an indirect effect of LMX on UPB through organizational identification is stronger when EUT is high rather than low. Conclusion: This study contributes to LMX and UBP literature by integrating research on organizational identification and employee unethical tolerance.

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DEĞERLERLE LİDERLİK ALGISININ ADALET ÜZERİNDEKİ ETKİSİ; KAMU KURUMUNDA BİR ARAŞTIRMA

Author(s): Selime DÖĞER,Murat KASIMOĞLU / Language(s): Turkish Issue: 57/2023

Purpose - The purpose of this study is to investigate the effect and relationship between values-based leadership and the leader's sense of justice among the employees of a public organization. Method - The data obtained from the quantitative research were collected from 251 individuals with associate's degrees and above education level serving in a public organization. The analysis was done using the values-based leadership scale for the model and hypothesis.Results - When generalizing the results of the research, the discussion can emerge thanks to the data collection tool and the data collected from public employees. In addition, the sub-dimensions of value-based leadership and its impact on the leader's justice predict that they have different attitudes. While generalizing the results of the research, the data collection tool and the data collected from public employees can be used for discussion. Hence, future research can expand the sources and settings of data collection by using more data collection methods. The findings of the study can help leaders and decision-makers in the management of both public organizations and corporate companies to strategically adjust their leadership approach accordingly and promote it appropriately in the workplace. Discussion - The findings were analyzed together with the theoretical framework and recommendations were presented for future researchers and managers of public institutions and corporate companies. Values-based leadership, one of the new management techniques, is the one that imposes values on employees and leads their education, work, and development. In addition, the perception of leadership with values provides administrative convenience to employees in a welfare and reliable environment with the justice of the leader.

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How School Climate Affects Teachers' Individual Innovativeness: The Mediating Role of Teacher Autonomy

Author(s): Tuncay Yavuz Ozdemir,Neslihan Çakalcı / Language(s): English Issue: 4/2022

Background/purpose – The continuity of society is ensured through schools where educational activities are formally conducted. There exists a wide range of tasks that are assigned to educational systems and schools, and three concepts play a critical role for the successful completion of those tasks: school climate, individual innovativeness, and teacher autonomy. The aim of this study was to investigate whether teacher autonomy had a mediating role in the relationship between school climate and teachers' individual innovativeness. Materials/methods – The relational survey model was used in the study, with 617 elementary school teachers selected using simple random sampling. Data were collected using three scales: the School climate scale, the Teacher autonomy scale, and the Individual innovativeness scale. The collected data were analyzed using regression and correlation analyses. In addition, Bootstrap analysis was performed through IBM SPSS v.24.0 (Hayes, 2013) with PROCESS Macro 3 and “Simple Mediation Model 4” used to examine the significance of the mediation effect. Results – The findings revealed that a positive, moderate, and significant relationship exists between school climate, individual innovativeness, and teacher autonomy. Bootstrap analysis showed that teacher autonomy had a significant mediating effect in the relationship between school climate and individual innovativeness. Furthermore, the Sobel test proved the significant mediating effect of teacher autonomy since the Z value was at the desired level. Conclusion – It was found that teacher autonomy had a mediating role in the relationship between school climate and teacher innovativeness. Since this is the first study to examine the mediation effect of teacher autonomy on the relationship between teacher innovativeness and school climate, further research is needed with different samples to verify the findings.

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Adaptability, Burnout and Coping Mechanisms Present in the Machine Manufacturing Industry

Author(s): Camelia Angelica Dâmbean,Rozalia Manuela Gabor / Language(s): English Issue: 1/2022

Following the global changes during the pandemic period, employers and employees had to comply with the requirements and rules imposed, and those who did not adapt were eliminated or suffered numerous damages. The study highlights the importance of psychological constructs involved in the industry, such as stress, burnout, adaptability and professional coping mechanisms. The article includes objectives, purpose, hypotheses, conceptual bases, methodology, tools for measuring them and addresses part of the specialized literature about the concepts mentioned at the workplace and their measurement. The aim being to highlight the relationships between stress - adaptability and professional burnout, stress - low performance at work.

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Theoretical Framework of Vega 1/1243/04 Research: Interpersonal Interviews and Motivation

Author(s): Martina Blašková / Language(s): English Issue: 2/2005

This paper is a result of the research project VEGA No. 1/1243/04 “Highly-educated human potential management and development”. It deals with the importance of basic types of interviews used in human potential management and development. It presents and argues the results of a selective, orientation, appraisal and exit interview. It highlights positive and negative aspects of these types of interviews. It confirms that managers and staff from personnel departments can enhance their perception of these interview techniques. It must be borne in mind and remembered that there is always a very strong motivational accent in these interviews.

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