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The analysis of the content of the norm and its interpretation by the Constitutional Court of Ukraine leads to the conclusion that the labor legislation does not comply with the requirements of the Constitution of Ukraine, and the emphasis is placed on the need to harmonize the relevant norms with the Basic Law. The aim of the work is to analyze the modern problem of terminological aspects of disciplinary responsibility in pharmaceutical activity according to the current legislation. Materials and methods. The research was conducted using comparative legal, historical methods, methods of analysis and synthesis. Results. Attention is paid to the problems of legislation related to the lack of a special approach to the regulation of disciplinary responsibility in pharmaceutical activity. It is noted that at the moment, a regime of general disciplinary responsibility has been established for pharmaceutical workers. Citing examples of the regulation of disciplinary responsibility in the pharmaceutical activity of developed countries, it is indicated that the modern national legislative approach does not correspond to the international practice of building a public health care system. Conclusions. The establishment of a regime of special disciplinary responsibility for pharmaceutical workers is substantiated, which should include the creation of a special body that will be empowered to consider disciplinary proceedings and make a decision on the imposition of disciplinary sanctions, a special procedure for considering disciplinary proceedings, an expanded list of types of disciplinary sanctions.

In the decades following the Revolution, American culture enthusiastically embraced the classical-republican ideals of equality and personal freedom from domination. But as nascent industrialism took hold in America, a wage-labor paradigm began to emerge which conflicted violently with these principles. Supported by a legal framework, transferred from England's feudal past, known as the doctrine of master and servant, wage labor demanded inequality, subordination, and fostered dependency. The most dramatic conflict, however, arose from the doctrine's disciplinary cornerstone—the sanctioning of brutal corporal punishment to enforce employer authority. This created a crisis of legitimation for the wage system. And because the doctrine of master and servant was clearly at odds with republican ideology, wage labor's crisis became law's crisis. This article argues that the abandonment of corporal punishment in favor of more subtle forms of coercion was accompanied by a legal discourse that contributed to the legitimation of an emerging wage-labor regime. This discourse transcended its legal origins to support a broader legal-moral ideology of opportunity that rationalized and, paradoxically, underpinned domination, dependency, and inequality amid strenuous assertions of justice. [ABSTRACT FROM AUTHOR]

This article reports on an exploratory aspect of a larger study that examines unfair dismissal arbitration decisions relating to misconduct derived dismissals made by Australia's federal industrial tribunal. The central proposition explored is that an association occurs between the arbitrator's work history and their decision to overturn a dismissal. The arbitrators' previous occupations were classified based on their alignment with unitarist (employer harmony) and pluralist (worker interests) frameworks, or the 'blended' place in between. Subsequent logistic regression modelling allowed us to identify three types of arbitral decision styles: systems‐driven, evidence‐based and restorative‐voice. These decision styles offer our readership a descriptive framework that consolidates statistically significant decision factors. Australian media reports and professional forums scrutinise the appointment of members to its national industrial tribunal and the decisions that they make. The decision styles presented here can inform organisational stakeholders, including workers, HR managers, supervisors, unions and industry bodies who need to apply and/or respond to misconduct‐driven dismissal processes or formulate relevant policies, processes and systems such as codes of conduct or performance management. [ABSTRACT FROM AUTHOR]

Aim and objectives: To describe nurses with substance use disorder (SUD) in authority disciplinary actions. Background: Nurses with SUD risk patient safety. Research evidence on the identification of nurses' SUD and related management procedures is currently sparse. Design: Retrospective document analysis of decisions related to SUD in nurses' disciplinary actions. Method: Decisions on nurses (N = 171) made by the Finnish National Supervisory Authority for Welfare and Health in Finland during 2007–2016 were used as data. An electronic extraction sheet was developed for data collection including variables (N = 34), of which 18 were analysed in this study with descriptive statistical methods and chi‐squared statistics. The study reported in accordance with the STROBE checklist for cross‐sectional studies. Results: The mean age of the nurses was 43 years (SD 8.7). The most mentioned reasons for notifications leading to disciplinary actions were substance abuse with working while intoxicated and drug theft. The most mentioned intoxicants used were medicines and alcohol. On average, the first disciplinary decision was given at 6.4 months (SD 3.9) and the final decision was given at 17.9 months (SD 13.1). The most common decision was restriction of the right to practice. Conclusion: The results supported findings from previous decades and different continents, showing similar trends are prevalent globally and continue today. In future studies, countries' registers of nurses with SUD could be used to clarify the profile of nurses and develop appropriate procedures. Qualitative studies could be conducted to investigate to shed light on concealment of the phenomenon. Relevance to clinical practice: There is a need for early identification, intervention and referral to treatment as well as effective protocols for reducing nurses' risks of disciplinary actions related to SUD. It is important to be aware of the signs and symptoms of SUD and training for this is needed. [ABSTRACT FROM AUTHOR]

This study aims to analyze the gain of progress and achieve goals. Companies need to encourage and monitor employee performance to develop their abilities to the potential. This research is quantitative, with the data used being secondary. The decline in the performance of employees in the production department has an impact on the company because it can hinder the company's filter production, and the company's production targets are not achieved. Human resource management's scope generally discusses human beings' matters, including employee job satisfaction. Employee job satisfaction is a factor that is considered necessary because it can affect the running of the company as a whole. The satisfaction felt by employees at work indicates that employees have feelings of pleasure in carrying out work duties. Job satisfaction is also a positive attitude of employees towards various situations in the workplace. For organizations, employee job satisfaction must receive attention and fulfilment of this is primarily the task of organizational leaders. For employees, job satisfaction is an individual factor, and a means to achieve work productivity. So within the scope of human resource management, job satisfaction factors benefit organizations/companies, employees, and even the community.

Objective: The objective of this study is to evaluate the association of disciplinary actions by regulatory councils and unprofessional behaviour during medical graduation., Methods: A search strategy was developed using the terms: 'physicians', 'disciplinary action', 'education', 'medical', 'undergraduate' and their synonyms, subsequently applied to the electronic databases MEDLINE, Embase, Cochrane Library, LILACs and grey literature, with searches up to November 2023. The risk of bias was assessed using the Newcastle-Ottawa scale and statistical analysis was performed using the RevMan software., Results: A total of 400 studies were found in the databases, and 15 studies were selected for full-texting reading. Four studies met the inclusion criteria and were included, bringing together a total of 3341 evaluated physicians. Three studies were included in the meta-analysis, showing a greater chance of disciplinary actions among physicians who exhibited unprofessional behaviour during medical graduation (OR: 2.54; 95%CI: 1.87-3.44; I 2 : 0%; P < 0.0001; 3077 participants; physicians with disciplinary action: 107/323; control physicians: 222/2754)., Conclusions: There is a statistically significant association between unprofessional behaviour during medical undergraduate study and subsequent disciplinary actions by Medical Councils. The tools for periodic assessments of student behaviour during undergraduate studies can be a perspective for future studies aimed at reducing disciplinary actions among physicians., (© 2024 Association for the Study of Medical Education and John Wiley & Sons Ltd.)

Drawing from moral foundations theory, we show that differences in sensitivity to distinct moral norms help explain differences in the perceived (un)fairness of punishing employees for off-duty deviance. We used an initial study to validate realistic examples of non-criminal behavior that were perceived as violating a specific moral foundation. Participants in the main study (n = 166) evaluated scenarios in which co-workers were fired for those behaviors, which took place outside of work but were revealed via social media. The extent to which participants valued the norm violated by the co-worker positively predicted perceived fairness of the firing, and negatively predicted expressed intent to take retributive action against the responsible manager. This effect was moderated by the presence of a pre-existing organizational policy regarding off-duty conduct, which uniformly decreased negative reactions to the firing. Because social media now makes the revelation of an employee's off-duty behavior to a broad audience increasingly likely, our results suggest the importance of developing an approach for responding to employee off-duty deviance while highlighting the relevance of moral pluralism to the study of third-party reactions. [ABSTRACT FROM AUTHOR]

Objective: To characterise the working arrangements of medical research scientists and support staff in Australia during the COVID-19 pandemic, and to evaluate factors (in particular: wearing pyjamas) that influence the self-assessed productivity and mental health of medical institute staff working from home.Design: Prospective cohort survey study, 30 April - 18 May 2020.Setting, Participants: Staff (scientists and non-scientists) and students at five medical research institutes in Sydney, New South Wales.Main Outcome Measures: Self-assessed overall and task-specific productivity, and mental health.Results: The proportions of non-scientists and scientists who wore pyjamas during the day were similar (3% v 11%; P = 0.31). Wearing pyjamas was not associated with differences in self-evaluated productivity, but was significantly associated with more frequent reporting of poorer mental health than non-pyjama wearers while working from home (59% v 26%; P < 0.001). Having children in the home were significantly associated with changes in productivity. Larger proportions of people with toddlers reported reduced overall productivity (63% v 32%; P = 0.008), and reduced productivity in writing manuscripts (50% v 17%; P = 0.023) and data analysis (63% v 23%; P = 0.002). People with primary school children more frequently reported reduced productivity in writing manuscripts (42% v 16%; P = 0.026) and generating new ideas (43% v 19%; P = 0.030). On a positive note, the presence of children in the home was not associated with changes in mental health during the pandemic. In contrast to established researchers, early career researchers frequently reported reduced productivity while working at home.Conclusions: Our findings are probably applicable to scientists in other countries. They may help improve work-from-home policies by removing the stigma associated with pyjama wearing during work and by providing support for working parents and early career researchers. [ABSTRACT FROM AUTHOR]

Purpose: To analyze the effect of education and training and Work Experience on the workability and performance of employees of the Regional Secretariat of West Papua Province Design/methodology/approach: This research was conducted on the staff of the Regional Secretariat of West Papua Province with a population of 278. The sample used was 74 respondents. The determination of the sample was using a purposive sampling technique. The criterions set in the sampling are that the employee has status as a civil servant and has worked for at least 3 years. The independent variables in this study are education and training and work experience. The dependent variable is employee performance, while the intermediate variable is workability. Variable measurements are carried out using a Likert scale. Data analysis was performed using path analysis with the software used was Smart PLS 2. Findings: Equations that could be formed from the results of the analysis were: Z = 0.476X1 + 0.292X2; and Y = 0,345X1 + 0,115X2 + 0,243Z., where Z = ability, Y = performance, X1 = education and training, and X2 = work experience. Education and training had a positive and significant effect on employee workability, indicated by a path coefficient of 0.476 with a T-statistic value of 6.378; Work experience has a significant effect on employee workability, indicated by a path coefficient of 0.292 with a T-statistic value of 3.877; Education and training have a significant influence on employee performance as indicated by a path coefficient of 0.461 with a t-statistic value of 1.958; Work experience has a significant effect on employee performance, indicated by a path coefficient of 0.186 with a T-statistic value of 3.877; Workability has a significant positive effect on employee performance, indicated by a path coefficient of 0.243 with a T-statistic value of 2.427. The advice that can be given is that every employee is always encouraged and allowed to be able to attend education and training. In work placement, the Regional Secretariat of West Papua Province must prioritize work experience so that the resulting performance can be maximized. Research limitations/implications: Number of sample is relative small. Practical implications: State your implication here. Originality/value: This research is original and conducting in West Papua Province. Paper type: Research paper

The objective of this study was twofold: Firstly, to explore and describe the perceived fairness of a disciplinary procedure in the workplace and, secondly, to develop guidelines that could be used by managers to provide a fairer experience of the disciplinary procedure. A qualitative research design was employed. In-depth interviews were conducted with participants who were purposely divided into two groups (an employee participant group and an expert participant group). Results indicated that employees experienced the disciplinary procedure as traumatic, unfair and not reliable. Guidelines were formulated to manage employee discipline more effectively.

Acreditando-se que a forma de organização e a quantidade de tempo destinada ao trabalho assistencial hospitalar podem se constituir em causa de violência que afeta a vida de trabalhadores e usuários analisou-se a percepção dos trabalhadores sobre o tempo disponibilizado às suas atividades e as manifestações de violência no contexto de trabalho de emergência e urgência de um hospital público de Mato Grosso. Trata-se de uma pesquisa qualitativa realizada junto aos membros da equipe de enfermagem, com dados coletados por meio de observação participante e entrevistas. Os dados analisados tematicamente revelaram que o tempo insuficiente de trabalho faz parte da gênese da violência no trabalho de enfermagem e se apresenta tipificada em violência: clássica, estrutural, repressiva e alienação.Creyéndose que la forma de organización y la cantidad de tiempo, destinada al trabajo asistencial hospitalario, pueden constituirse en causa de violencia que afecta la vida de trabajadores y usuarios, fue analizada la percepción de los trabajadores sobre el tiempo disponibilizado a sus actividades y a las manifestaciones de violencia en el contexto de trabajo de emergencia y urgencia de un hospital público de Mato Grosso. Trátase de una pesquisa cualitativa realizada junto a los miembros del equipo de enfermería, con datos colectados por medio de observación participante y encuestas. Los datos analizados temáticamente revelaron que el tiempo insuficiente de trabajo hace parte de la génesis de la violencia en el trabajo de enfermería y se presenta tipificada en violencia: clásica, estructural, represiva y alienación.Believing that the organization form of work and the quantity of time given to the assistance work in the hospital can become a cause of violence that affects workers' and usuaries' life, this article analyzed the workers' perception about the time they have for their activities and the violence demonstration in the context of emergency and urgency work of a public hospital of Mato Grosso. It's a qualitative research done close to the members of the nursing staff, with data collected through participative observation and interviews. The data thematically analyzed revealed that the insufficient time makes part of the violence genesis at the nursing work and it is characterized as: classical, structural, repressive and alienation violence.

This purpose is a thought – provoking study on the exercise of disciplinary power in medical – hospital and nursing settings, historically focusing on the onset of medicine, hospitals and nursing. This purpose evidences the evolution of the nurse as a professional, his/ her submission to institucional or medical knowledge and the social appraisal attributed to nursing practice wich is closely connected with a cnventual, submissive way ofliving. In this context, nursing has strived to obtain a scientific status andhas tried to eliminate its solelyu practical nature. I have re-apprehended the importance of nursing centered on client´s care, its ultimate goal.

Aim: This study aims to explore the disciplinary processes for nurses, from organizational supervision to final decisions by the Finnish regulatory authority., Background: Regulatory authorities are responsible for protecting the public, by ensuring that they receive safe, competent and ethical nursing care, but little is known about the disciplinary processes for nurses., Methods: This is a retrospective document analysis of 296 disciplinary decisions by the Finnish regulatory authority from 2007 to 2016. The data were analysed using a quantitative design with descriptive statistics., Results: We studied 204 disciplined nurses (81.4% female) with a mean age of 43.5 years. The disciplinary process comprised organizational supervision, complaints, investigations and decisions. Nurses with substance abuse issues were more likely to face criminal investigations and receive temporary decisions. The process lasted from under 1 month to years and could have profound effects on nurses, colleagues and nurse managers and compromise patient safety., Conclusion: This study identified key factors that could inform the disciplinary processes for nurses. More knowledge is needed about how organisations ensure patient safety when unprofessional conduct is suspected., Implications for Nursing Management: Retaining nursing professionals is vital due to global shortages, and more attention should be paid to organizational supervision and support for nurses during disciplinary processes., (© 2022 The Authors. Journal of Nursing Management published by John Wiley & Sons Ltd.)

Abstract: This paper presents a contemporary review of the term commitment from an organisational perspective. The paper highlights the typology of employee commitment and of organisational commitment. Organisational commitment is [...]

This article reviews recent trends in the Association of State and Provincial Psychology Boards' Disciplinary Data System--a record of sanctions against psychologists. Review of these data revealed problems with the usefulness of the categorization and reporting system. As a result, a new classification system was devised, based on base-rate descriptive data, and is presented here. Implications for psychology boards, ethics training, and professional practice are discussed.

This study compared independently developed tools to measure work-related control, abuse, and sabotage. Interviewers administered the Work/School Abuse Scale (W/SAS; Riger, Ahrens, & Blickenstaff, 2000) to 40 welfare recipients, and a Work-Related Control, Abuse, and Sabotage Checklist (WORCASC) to a total of 162 welfare recipients, including the same 40 who answered the W/SAS. I report and compare results on W/SAS and WORCASC with 40 non-sheltered (i.e., not residing in a shelter) respondents and discuss instrument strengths and weaknesses. Measurement analyses provided preliminary empirical answers to questions about the relationship between battering and work. Findings confirmed the reliability of the two instruments, the extent to which they measure something distinct from physical abuse, and their association with relevant outcomes such as being written up, reprimanded, or losing pay at work. Measurement questions are salient in the context of debates over welfare reforms and efforts to reconcile the ways researchers, advocates, service providers, and policy makers understand and address the costs of taking a beating.

Copyright of Investigacion & Educacion en Enfermeria is the property of Universidad de Antioquia, Facultad de Enfermeria and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study explores conflictual issues and conflict resolution in the US hospitality sector, particularly with reference to unionized workers through the arbitration process. Using search terms of "hotel" OR "casino" AND "discipline" from 2006 to 2010 in the BNA Labor and Employment Law Library, cases were retrieved and content analyzed to evaluate variables such as laws under which these cases were resolved and relevant contractual collective bargaining provisions. The labor organizing issues included unfair labor practice, unauthorized use of property for union campaigning, refusal to remove union insignia. Discrimination issues included not getting time off for religious observation and charges of disparate treatment. Poor behavior issues included abusive language, racial slurs towards guests, ignoring customer requests for service, unauthorized rest period, and unauthorized use of property for personal reasons. Pay issues included determination of eligibility and computation of overtime pay, and unequal protection clause with respect to pay under city ordinance. Outcomes in terms of how employees fared include failure to have progressive discipline, suspension, discharge, and reduction of penalty. [ABSTRACT FROM AUTHOR]

There is a long, interdisciplinary tradition of examining why organizations remove privileges from members as a part of disciplinary action. In contrast, little is known about why organizations return privileges after disciplinary action has occurred. Nonetheless, such reinstatement is ubiquitous in organizations. This paper provides a starting point for a theory of reinstatement by using the emerging theoretical domain of relationship repair. Treating reinstatement as relationship repair highlights the importance of causal attribution, social equilibrium, relationship structure, and power as means of relationship repair. The paper uses these four bases of relationship repair to develop a series of specific motivations for why managers might reinstate privileges. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the impact of several variables on coworker perceptions of fairness regarding workplace romance (WR) management practices. Data on actual real-life WRs were obtained through personal interviews with part-time and full-time employees who were also pursuing university studies ( n = 100). The results of the study indicate that most coworkers perceive managerial inaction regarding WRs to be fair unless (1) the WR is having a negative effect on the workplace, (2) the WR parties work in the same department, or (3) the organization has a WR policy. Managerial action was taken in only 11 of the 100 cases reported. None of the participants reported any positive effect of WRs. In general, coworkers consider it fair for WRs to be accepted as a fact of organizational life and for no action to be taken unless there are negative ramifications of the WR. Contextual factors are important to coworkers who are assessing the fairness of managerial action regarding a WR, and managers can increase the chance of WR management being perceived as fair by taking these contextual factors into account when determining their actions in situations involving WR. Unlike a number of previous studies on WR, this research was based on real-life WRs, rather than scenarios. This study addressed a gap in the literature with respect to variables affecting coworker perceptions of fairness regarding WRs. [ABSTRACT FROM AUTHOR]

The ability to competently manage employee performance is critical for students graduating with degrees in management. This article provides a competency development exercise (CDE) for use in graduate and undergraduate management courses to increase students’ performance management competence. The CDE includes providing employee feedback, disciplining employees, and conducting termination meetings. Procedures and assessment tools are provided for utilizing the exercise in conjunction with video technology and multisource feedback. In addition, guidance is given for adapting and condensing the CDE from 3-6 hr to 30-60 min. Finally, data are presented showing that the exercise significantly affected students’ performance management competence. [ABSTRACT FROM AUTHOR]

This article examines the disciplinary process in nursing using data drawn from qualitative cases studies carried out in three healthcare Trusts in the north of England. The main method of data collection employed in the cases studies was in depth interviews with managers, nurses and trade union representatives. The study considers the models of discipline employed by managers when making the decision to discipline, the conduct of disciplinary cases and their outcomes. The study pays particular attention to 'quasi-formal' discipline in which investigative processes may be used as punishments. The study also considers the poor outcomes of disciplinary action and their relationship to the ways in which disciplinary processes are conducted. [ABSTRACT FROM AUTHOR]

Most supervisors dread employee discipline and often employ strategies not officially sanctioned by the organization. Poorly designed discipline systems cause this variation in discipline practices. Inconsistent discipline can cause losses in productivity and reduce employee morale. Extant literature offers little in the form of guidance for improving this important human resource activity. This article explore where normative literature on organizational culture may have explanatory value for understanding variation in discipline practices. The article suggests two groups of factors that have causal effects on discipline practices. The tangible factors are those describing the formal practices the organization wishes its employees to follow. The intangible factors provide cues for explaining why informal strategies emerge as successful practices for getting things done. Using this conception of organization culture, the article proposes hypotheses for future testing to validate the suspected influence of culture on decisions regarding employee discipline. [ABSTRACT FROM AUTHOR]

This exploratory study coded and analysed 120 behaviours on videotaped data of 111 male and 30 female managers engaged in disciplinary discussions with one of their unionized employees. Four categories of behaviour were coded: non-verbal communication, speech characteristics, leadership and interactional justice. A factor analysis of the results generated 14 factors, ten of which were correlated with experts’ ratings of disciplinary fairness. Female managers exhibited significantly higher levels of seven of the ten behavioural factors. Female managers also made more supportive interruptions than male managers and took more time for the disciplinary discussion, both of which were positively correlated with disciplinary fairness. The results suggest that leadership and communication styles commonly found in females may lead them to be better equipped than male managers to manage employee discipline situations. [ABSTRACT FROM AUTHOR]

First-line supervisors' responses to employee-related problems can vary widely from one supervisor to another. Assuming fair and consistent disciplinary activity is valued by organizations, then discovery of the factors causing supervisors to respond differently to similar situations is a valuable activity. Using a case study approach for four organizations in Puerto Rico, this article explores how factors such as sector, union presence, and managerial and human resource department support influence the choice ofa discipline strategy. When present, some of these factors were found to encourage supervisors to comply with formal disciplinary policy. Organizations can use these findings to assess the degree to which there is consistency in these factors and take strategic action to assure that first-line supervisors receive clear and consistent signals regarding appropriate disciplinary strategies. [ABSTRACT FROM AUTHOR]

Purpose: Disciplinary action imposed on physicians indicates their fitness to practice medicine is impaired and patient safety is potentially at risk. This national retrospective cohort study sought to examine whether there was an association between academic attainment or performance on a situational judgment test (SJT) in medical school and the risk of receiving disciplinary action within the first 5 years of professional practice in the United Kingdom., Method: The authors included data from the UK Medical Education Database for 34,865 physicians from 33 U.K. medical schools that started the UK Foundation Programme (similar to internship) between 2014 and 2018. They analyzed data from 2 undergraduate medical assessments used in the United Kingdom: the Educational Performance Measure (EPM), which is based on academic attainment, and SJT, which is an assessment of professional attributes. The authors calculated hazard ratios (HRs) for EPM and SJT scores., Results: The overall rate of disciplinary action was low (65/34,865, 0.19%) and the mean time to discipline was 810 days (standard deviation [SD] = 440). None of the physicians with fitness to practice concerns identified as students went on to receive disciplinary action after they qualified as physicians. The multivariate survival analysis demonstrated that a score increase of 1 SD (approximately 7.6 percentage points) on the EPM reduced the hazard of disciplinary action by approximately 50% (HR = 0.51; 95% confidence interval [CI]: 0.38, 0.69; P < .001). There was not a statistically significant association between the SJT score and the hazard of disciplinary action (HR = 0.84; 95% CI: 0.62, 1.13; P = .24)., Conclusions: An increase in EPM score was significantly associated with a reduced hazard of disciplinary action, whereas performance on the SJT was not. Early identification of increased risk of disciplinary action may provide an opportunity for remediation and avoidance of patient harm., (Copyright © 2021 by the Association of American Medical Colleges.)

Competing Interests: The author certifies that there are no funding or commercial associations (consultancies, stock ownership, equity interest, patent/licensing arrangements, etc.) that might pose a conflict of interest in connection with the submitted article related to the author or any immediate family members. All ICMJE Conflict of Interest Forms for authors and Clinical Orthopaedics and Related Research® editors and board members are on file with the publication and can be viewed on request.