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Critical perspectives on embodiment in organizations acknowledges that the body is a site, object and subject of the labor force, crossing and spanning the material, social, cultural, and natural world (Dale, 2005; Monaghan, 2002; Williams & Bendelow, 1998). As a result, surfacing the empirical realities and subsequent theorizing from embodied lives offers gender, work and organization scholars incredible opportunities to interrogate and challenge how we understand and theorize diversity at the workplace level. Gender, Work and Organization, 18 (2), 158 - 181. https://doi.org/10.1111/j.1468-0432.2009.00485.x 12 Georgiadou, A., & Antonacopoulou, E. (2021). As well with gender, gender divisions, and social constructions and meaning of gender vary radically from context to context (Georgiadou & Syed, 2021). [Extracted from the article]

Purpose: Examine the moderating role of perceived organizational and coworker support on the relationship between job stress and type 2 diabetes risk among employees.Design: A cross-sectional survey was administered to employees at the workplace.Setting: One national retail organization.Participants: Baseline data were obtained from 1595 employees in 21 retail stores.Measures: Self-reported organizational and coworker support to encourage and fulfill job responsibilities and job stress. Diabetes risk was calculated using age, gender, race/ethnicity, blood pressure, physical activity, weight status, and self-reported diagnosed type 2 diabetes.Analysis: Multilevel multiple regression was conducted to test the interaction effect of support on the association between job stress and diabetes risk.Results: Mean age was 37.95 years (±12.03) and body mass index was 26.72 (±4.95). Three percent of participants reported diagnosed diabetes. Organizational support was positively associated with coworker support. Both were negatively associated with job stress. Organizational support, but not coworker support, moderated the relationship of job stress with diabetes risk. Participants with greater perceived organizational support had lower diabetes risk scores compared to those with lower perceived organizational support.Conclusion: Organizational support may be a key factor for workplaces to reduce stress and diabetes risk. Further testing of organizations' supportive role on employee health may be helpful in developing future workplace programs. [ABSTRACT FROM AUTHOR]

Data were collected from a sample of 262 Korean employees to (a) examine personality correlates of Organizational Citizenship Behaviors (OCBs) motivated by “good soldier” (i.e., prosocial values and organizational concern) and “good actor” (i.e., impression management [IM]) motives and (b) investigate how these OCB motives influenced actual coworker ratings of OCB. Personality variables were measured using the six-dimensional model of personality known as the HEXACO model. As hypothesized, (low) Honesty–Humility is the primary personality dimension underlying IM motivated OCB. Further, Conscientiousness positively related to OCB driven by each of the three motives. Agreeableness, Emotionality, and Openness to Experience also demonstrated relationships with the OCB motives. Second, OCBs for the organizational concern and IM motives, but not for the prosocial values motive, were positively associated with coworker ratings of OCB. [ABSTRACT FROM PUBLISHER]

This study examines endorsement and authorization as two social mechanisms that can induce perceptions of legitimacy for individuals who manage work teams. Endorsement is the support of a manager by one's own team members, whereas authorization is the support of a team manager stemming from a higher bureaucratic level. Applying these mechanisms to specific work teams we hypothesize that (1. a team member who observes that other team members endorse a manager and the upper management authorizes the manager will perceive that manager's acts to be more legitimate; (2. in the context of the team environment the effect of endorsement will be greater than that of authorization; and (3. perceived legitimacy will mediate the effects of endorsement and authorization on positive outcomes such as team members' efficacy and commitment. These hypotheses were tested using 320 respondents from 56 Korean work teams. The results provide overall support of these hypotheses. As predicted, endorsement and authorization are key mechanisms significantly enhancing legitimacy. Further, the effect of endorsement on legitimacy is greater than that of authorization, and legitimacy partially mediates the effects of both endorsement and authorization on team efficacy and commitment. The implications of these findings are discussed in the context of prevailing theories of legitimacy. [ABSTRACT FROM PUBLISHER]

The purpose of this article is to identify some the most critical outstanding issues faced by practitioners in undertaking effective talent management. In spite of the global financial crisis, talent management will continue being one of the most important challenges faced by organizations in the coming decade. Workforce demographics and skills shortages are likely to make the 'war for talent' fiercer than ever before making effective talent management a competitive necessity. While talent management is rapidly developing as a research field, there are many areas and questions that need to be explored. These questions are likely to have a particularly important applied benefit as they represent some of the key challenges organizations are grappling with in effectively managing their talent. The article asks researchers in the field to consider the questions proposed in developing future research agendas. [ABSTRACT FROM AUTHOR]

What causes one Human Resource (HR) intervention to thrive while another dies? The purpose of this paper is to explore the characteristics of HR interventions that are not only self-sustaining, but adapt and gain momentum over time. Based on a review of the literature, a case study, and 16 critical incident interviews with senior Industrial-Organizational (I-O) and HR professionals, several characteristics of the organization, the intervention, and the leader consistently emerged as important in creating sustainable HR programs, suggesting several new directions for future research. [ABSTRACT FROM AUTHOR]

The purpose of this study was twofold: (1) to develop a valid and reliable new instrument to measure relationship maintenance strategies in the context of organization-employee relationships, and (2) to explore how organizations build relationships with internal publics. A focus group (N = 10) and an online survey (N = 583) were administered. Statistical tests established the validity and reliability of a six-factor twenty-item instrument for relationship maintenance strategies. The study also found that organizations utilized openness, assurances of legitimacy, networking, and compromising to a larger extent than distributive negotiation and avoiding to build relationships with their employees. [ABSTRACT FROM AUTHOR]

320 adults rated 48 counterproductive workplace behaviors (CWBs) on a 9-point scale, from petty to serious offense, and also completed the Just World Beliefs scale. Ratings of the seriousness of the CWBs indicated consider- ' able variability in perceptions, with theft and physical violence rated most strongly. A factor analysis yielded five interpretable factors. Older participants were more likely to rate as more serious all counterproductive workplace behaviors. [ABSTRACT FROM AUTHOR]

This study proposed that conflict management affects organizations’ beliefs that they have an effective voice (procedural justice), have shared their benefits fairly (distributive justice), and are treated respectfully (interactional justice). Structural equation analysis results suggest that a cooperative approach to conflict facilitates justice in its 3 forms in organizational relationships, and that justice, in turn, results in partner strategic advantage and innovation. Results from a sample of 103 pairs of customer and supplier organizations in Shanghai were interpreted as providing support for the value of justice for collaborative work between organizations. The findings also suggest that a cooperative approach to managing conflict is an important antecedent to justice in organizational relationships in China. [ABSTRACT FROM AUTHOR]

Human resource management (HRM) plays an important role in providing better management for nonprofit organizations (NPOs). Yet little is known about what influences their human resource practices. After discussing how the strategic and humanresource- based theoretical approaches are appropriate for analyzing HRMin NPOs, the authors explore the current nonprofit literature to identify the specific characteristics of strategic orientations and human resources in NPOs.As a result, the authors propose an analytical framework that is differentiated into four HRM types. This framework enables a better understanding of the relationship between the specific characteristics of NPOs and the architecture of HRM. [ABSTRACT FROM AUTHOR]

Diseases of the motor system are most often found in the working population, a fact that calls for introduction of a number of preventive measures. The European Agency for Safety and Health at Work has channelled many of its initiatives towards prevention of these diseases. The paper presents the European and international legislature concerning this subject, as well as the frequency of motor system-related difficulties in the countries of the European Union. The paper also enumerates motor system diseases which Croatian legislature recognizes as occupational diseases. At the same time, it describes clinical forms of these diseases and the working conditions which may cause them. [ABSTRACT FROM AUTHOR]

The rapid diffusion of high performance work organizations (HPWO) has attracted the attention of many scholars in sociology and psychology over the last three decades. One area in which ongoing debates and evidence are inconclusive is the linkage between HPWO and the 'psychological functioning' of employees, specifically the issues of job satisfaction and job stress. This study examines, and thereby extends our understanding of, associations between workplace restructuring - adopting an 'internalization strategy' within HPWO - with job satisfaction and job stress. The findings reveal that the implementation of an internalization strategy has raised job satisfaction both directly and indirectly, through affecting job characteristics - while indirectly increasing job stress as well. The latter occurred because an internalization strategy speeds up work pace, develops conflicting demands and intensifies conflicts between work and family. The article concludes with a short discussion on the theoretical significance of the findings and their policy implications for human resource management. [ABSTRACT FROM AUTHOR]

The article deals with support provided to crisis staff in case a stationary workplace of crisis management is out of operation. The authors suggest a mobile crisis management contingency workplace a problem solution alternative. [ABSTRACT FROM AUTHOR]

The article presents a study which examines the relation between work-family conflict and sickness absence. The study showed that home-work inferences (HWI) was positively and significantly related to high sickness absence frequency in men and women duration and high sickness absence frequency in men and women. Moreover, no link was found between work-home interferences (WHI) and sickness absence.

This paper explores differences between beliefs endorsed by supervisors and candidates and between their preferred supervisory practices. It builds on previous research which identified a variety of orientations to research higher degree supervision within one electrical engineering faculty. Contrary to traditional thinking, it was found that supervisors and candidates (pairings here referred to as 'dyads'), generally think about and approach supervision in very different ways. This is discussed as a contributory factor to poor supervisory experiences and longer than average completion times. Suggestions for improvement are offered. [ABSTRACT FROM AUTHOR]

The article examines the choice of management and leadership theories of the leading problem in the business organization, that works in the specific external conditions. The specific example of the organization demonstrated that all known management and leadership theories may be appropriate if the leaders create the original organization control system, careful plan the movement or the organization and implement in series over the objective control mechanism, rapidly react to highlighted problems by redirecting all of the organization workers operations towards the goal. [ABSTRACT FROM AUTHOR]

Managing people can be an unanticipated responsibility—suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise and human resource departments will lead to a better working environment for all members of the archives staff, from administrators to student workers. This article highlights some of the skills and techniques that a manager can utilize to nurture and sustain good working relationships in an archives. [ABSTRACT FROM AUTHOR]

Summary: Much recent work on decentralized natural resource management has focused on the institutional arrangements that shape the balance of powers between central and local governments. It has given comparatively less attention to relationships between local government and community-level institutions. In Mali, decentralization has superimposed modern legal institutions on community institutions. The ambiguous relationships between them can undermine both the authority of nascent local governments and the performance of customary institutions. Legal pluralism—the coexistence and interaction of multiple normative orders with different sources of legitimacy and authority—helps explain the dynamic nature of local institutions under decentralization. This article examines the experiences of three Malian communities with decentralized natural resource management: one maintains autonomy from government, another engaged its local government, and a third negotiated a multi-stakeholder agreement—a local convention. They demonstrate that crafting workable relationships between communities and local government requires a pragmatic approach to negotiating and institutionalizing political space for innovation in self-governance. [Copyright &y& Elsevier]

Three experimental studies investigated whether information implying social-sexual behavior (any non-work-related behavior containing a sexual component) by employees would influence judgments of their effectiveness. In managerial and entry-level positions, both male and female employees depicted as engaging in social-sexual behaviors at work were perceived as less effective and less desirable as bosses, compared to identically described managers for whom no social-sexual behavior information was provided. However, these negative evaluations were mitigated when information was provided indicating that these managers were always on-task and effectively using their time at work (Study 3), suggesting that the effectiveness of employees who engage in social-sexual behavior at work is devalued because others believe that these behaviors detract from productive time in the office. [ABSTRACT FROM AUTHOR]

Abstract  In this paper, we present a new approach for reconstructing low-resolution document images. Unlike other conventional reconstruction methods, the unknown pixel values are not estimated based on their local surrounding neighbourhood, but on the whole image. In particular, we exploit the multiple occurrence of characters in the scanned document. In order to take advantage of this repetitive behaviour, we divide the image into character segments and match similar character segments to filter relevant information before the reconstruction. A great advantage of our proposed approach over conventional approaches is that we have more information at our disposal, which leads to a better reconstruction of the high-resolution (HR) image. Experimental results confirm the effectiveness of our proposed method, which is expressed in a better optical character recognition (OCR) accuracy and visual superiority to other traditional interpolation and restoration methods. [ABSTRACT FROM AUTHOR]

Abstract: EMDR combines stimuli that evoke divided attention – e.g. eye movements – with exposure to traumatic memories. Our objective was to investigate psycho-physiological correlates of EMDR during treatment sessions. A total of 55 treatment sessions from 10 patients with PTSD was monitored applying impedance cardiography. Onset of every stimulation/exposure period (n =811) was marked and effects within and across stimulation sets on heart rate (HR), heart rate variability (HRV), pre-ejection period (PEP) and respiration rate were examined. At stimulation onsets a sharp increase of HRV and a significant decrease of HR was noticed indicating de-arousal. During ongoing stimulation, PEP and HRV decreased significantly while respiration rate significantly increased, indicating stress-related arousal. However, across entire sessions a significant decrease of psycho-physiological activity was noticed, evidenced by progressively decreasing HR and increasing HRV. These findings suggest that EMDR is associated with patterns of autonomic activity associated with substantial psycho-physiological de-arousal over time. [Copyright &y& Elsevier]

Objectives: Regional differences in sick leave frequency and duration determinants were studied between different professions (sale and cleaning) in different regions in the Netherlands (Utrecht and South Limburg) and the influence of socio-cultural factors on those determinants was explored. Materials and Methods: Employees in Utrecht and South Limburg were interviewed on work, individual and health characteristics. Sick leave data were obtained from the social fund. Results: A statistic comparison of sick leave frequency and duration figures between the two professions in the two regions showed that for a part similar, and for another part different determinants were associated with sick leave. Conclusion: In Utrecht, socio-cultural influence was assumed for the perception of autonomy and in South Limburg for health complaints. As a consequence, nationwide interventions to reduce sick leave should take into account the potential effects of sociocultural factors on the type of sick leave determinants that predict sick leave per region. [ABSTRACT FROM AUTHOR]

Abstract: Genetic variation in the major histocompatibility complex (MHC) class IIB was tested in Japanese flounder (Paralichthys olivaceus) for survival after challenge with bacterial infection. The material consisted of 6000 Japanese flounder from 60 families challenged with Vibrio anguillarum, which causes significantly different mortality in flounder families. Five individuals from each of six high-resistance (HR) and six low-resistance (LR) families were screened for their MHC class IIB genotypes using sequence analysis. High polymorphism of MHC IIB gene and at least three loci were discovered in Japanese flounder and the rate of d N occurred at a significantly higher frequency than that of d S in PBR. Among 60 individuals, 76 alleles were discovered and 15 alleles were used to study associations between alleles and resistance to disease. We found highly significant associations between resistance towards infectious disease caused by V. anguillarum and MHC class IIB polymorphism in Japanese flounder. Some alleles appeared in both HR and LR families, while some alleles were only discovered in HR or LR families. One allele, Paol-DAB*4301, was significantly more prevalent in HR families than in LR families (P =0.023). Paol-DAB*0601, Paol-DAB*0801, Paol-DAB*2001, Paol-DAB*3803 were discovered in two HR families with high frequency. One allele, Paol-DAB*1601, was discovered in three LR families. The steady heredity of MHC class IIB alleles was observed, and the family having Paol-DAB*4301 alleles was confirmed with higher resistance to V. anguillarum. This study confirmed the association between alleles of MHC class IIB gene and disease resistance, and also detected some alleles which might be correlated with high bacterial infection resistance. The disease resistance-related MHC markers could be used for molecular marker-assisted selective breeding in the flounder. [Copyright &y& Elsevier]

The main objective of this paper is to highlight the vital role that both state trust (trust in top management, trust in immediate supervisor and trust in co-workers) and trait trust or trust propensity play in the advancement of employee work engagement. This study posits that the relationship between trust and work engagement is mutually reinforcing and leads to an upward spiral effect. That is, high levels of state and trait trust boost work engagement, which in turn augments both forms of trust and so on. Additionally, the current paper also examines the interaction effects of state and trait trust on employees' work engagement. [ABSTRACT FROM AUTHOR]

This paper describes a research project investigating the workplace learning experience of information technology (IT) workers in Hong Kong. The research project explored in depth the workplace learning experiences of 65 IT workers from three different work sites. It went beyond the identification of workplace learning methods and resources workers used at work by probing into the complexities of workplace learning processes and the theoretical issues of workplace learning. A qualitative approach was used, relying primarily on data collected via in-depth interviews. This paper reports that (1). IT workers found troubleshooting, project work and installation of hardware and software, the most likely contexts to produce significant learning; and that (2). the rapid pace of technological growth in the IT industry results in a different learning environment to traditional industries such as tailoring, thus raising questions about the applicability of the notion of the community of practice as proposed by Lave and Wenger (1991). Furthermore, by probing into the processes of known workplace learning methods such as learning from colleagues and vendors, this study uncovered many interesting findings about the workplace learning experience of IT workers. [ABSTRACT FROM AUTHOR]

Abstract: Autonomic function following change in posture with or without vitamin C supplementation was studied in ten (10) sickle cell anemia (SCA) and twelve (12) non-sickle cell anemia (NSCA) subjects. Arterial blood pressure and electrocardiographic measurements were taken in the supine position on a couch 80cm high and immediately on assumption of the upright position. Vitamin C was then administered orally (300mg/day for 6 weeks). At the end of the period, blood pressure and ECG measurements were again made in the supine position and in response to change in posture. Change in posture significantly decreased QRS amplitude, QRS duration, PR interval, RR interval and MABP but increased HR and rate pressure product (RPP) in both groups of subjects. The HR and RPP responses were significantly higher in NSCA than in SCA subjects (p <0.001, respectively). Vitamin C caused greater reductions in QRS duration (p <0.01), PR duration p <0.001) in the NSCA subjects than in SCA subjects. It caused, however, greater reduction in RR duration (p <0.001) and MABP in SCA subjects than in NSCA subjects. It also caused significantly greater increases in HR and RPP (p <0.001, respectively) in the SCA subjects than in NSCA subjects. After vitamin C supplementation, change in posture decreased RR interval (p <0.001), QT interval (p <0.01) and MABP (p <0.05) but increased RPP (p <0.01) in NSCA subjects. In SCA subjects, there was a fall in RR interval (p <0.001) and MABP (p <0.01), but elevated RPP (p <0.001). Changes (Δ) in MABP, HR and RPP were similar between NSCA and SCA subjects. In conclusion, these findings indicate a blunted cardiovascular autonomic response to change in posture in sickle cell anemia subjects. Chronic, oral, low-dose vitamin C supplementation equilibrates this response with those of non-sickle cell anemia subjects. [Copyright &y& Elsevier]

This article considers how curricula vitae (C. V.s) reflect and contribute to the social and political conditions of their production. Working with observations of a 2001 workshop in Slovakia on how to write a new style of C. V. and with the related style of life chronicles from personnel files in socialist Czechoslovakia, I argue that this genre's social effects in different economic orders might arise from how authors couple or decouple the referent of a text to other actors in time and space. One ideology that I observed in the workshop encouraged shifts in notions of evidence. Such shifts, I argue, might be furthering the ideological work of creating new forms of personhood and inequality that underlie Slovakia's 'transition' to capitalism. Post-socialist C.V.s and socialist life chronicles appear to rise out of different graphic ideologies that govern how actors see themselves as social subjects. [ABSTRACT FROM AUTHOR]

Title. Nurses’ leaving intentions: antecedents and mediating factors. Aim. This paper is a report of a study to investigate how nurses’ work values, perceptions of environmental characteristics, and organizational commitment are related to their leaving intentions. Background. Nurse leaving is a serious international problem as it contributes to the nursing shortage that threatens the welfare of society. The characteristics of nurses, the work environment and nurses’ feelings towards their jobs (or organizations) have an impact on their leaving intentions. Method. A convenience sample of 849 Registered Nurses was recruited from three public hospitals in the central-west region of Japan during 2006 and 319 completed questionnaires were returned (response rate 39%). Data were analysed using regression analysis. Findings. Nurses’ work values and their perceptions of their workplace environment interacted to influence leaving intentions. When there was a match between the importance nurses placed on being able to challenge current clinical practices and the number of the actual opportunities to do so, leaving intentions were low. When there was a mismatch, intention to quit the job became stronger. In addition, organizational commitment intervened between nurses’ perceptions of the match in clinical challenges and leaving intention. Conclusion. Nurses’ leaving intentions, deserve extensive exploration of their causes. Such exploration should include attending to both nurses’ needs and organizational characteristics, investigating how the match between them could affect nurses’ leaving intention, and exploring factors that intervene between nurses’ perceptions of the match and leaving intention. [ABSTRACT FROM AUTHOR]

This study examined the impact of salient identity, career path and recruiter functional area [internal human resource (HR) personnel vs external recruitment company] on perceptions of organizational attraction with a sample of young, inexperienced job seekers. Two hundred and one participants responded to a questionnaire and rated their attraction to two different job advertisements. The results partially supported the first hypothesis; applicants perceived a job opportunity in an organization that offered either a flexible career path or a dual career path as significantly more attractive than a position in an organization that offered a traditional career path. There was no support for the second hypothesis that identity salience would interact with career path. The results showed that recruiter functional area had no impact on attraction to the organization. It was concluded that flexible HR policies increase applicants' perceptions of organizational attraction during the initial stages of the recruitment process. Practical and research applications are discussed. [ABSTRACT FROM AUTHOR]

Developing a competitive edge can be achieved by re-energising the workforce through effective human resources management. But first you have to inspire them with leadership that wins over both hearts and minds. [ABSTRACT FROM AUTHOR]

In this study, a proposition derived from Functional Job Analysis theory was tested: that workers' adaptive skills arc necessary for enabling the operation of functional skills termed Things, Data, and People in the workplace. Restated in broader terms, the veracity of the principle that workers' adaptation enables work functioning was assessed. 29 study participants were assessed on 12 theoretically derived adaptive skills using an lit-depth interview methodology. The substantive complexity of the participants' present jobs was estimated by rating them on Things, Data, and People functional skills. Predictive Analysis provided strong support for the hypothesis that workers' adaptive skills enable the operation of functional skills in the workplace. Participants scored markedly better on some adaptive skills than on others. Implications are discussed for workplace adaptation and successful work functioning. [ABSTRACT FROM AUTHOR]

This paper examines the paid care workforce in community services in Australia. Focusing on people employed in direct service delivery roles, I use unpublished data from the Censuses of 1996 and 2001 to document some important characteristics of the care workforce in community services, in which a large minority of care workers are employed in this country. International research has established that paid care workers suffer considerable labour market disadvantage. The paper presents evidence of deinstitutionalisation, deprofessionalisation, functional underemployment, and relatively poor pay for care workers in community service industries, which suggests that problems identified in other English-speaking countries are also evident in Australia. I conclude by discussing the policy implications of these trends, and by raising some questions for workforce planning. [ABSTRACT FROM AUTHOR]

Juggling work and care presents particular challenges to carers and employers. Employers are increasingly under pressure, both from within organizations and from recent government legislation and policy, to develop family-friendly policies to support informal carers in the workplace. Yet existing 'family-friendly' schemes and services are still primarily designed for working parents of young children and rarely address the needs of employees who care for older or disabled adults. This paper reports on a study which investigated how working carers and managers in two public sector organizations - a Social Services Department (SSD) and a National Health Service (NHS) Trust - combined their work and caring responsibilities. A multi-method approach was adopted consisting of five phases. First, a profile of the two organizations was established, followed by a short screening questionnaire to all employees to identify who was caring for an older adult over the age of 60. Third, a lengthier postal survey was sent to the 365 carers who had indicated a willingness to participate further. In the fourth and fifth phases, carers and managers were interviewed in depth about their experiences. This paper reports briefly on the survey, but then concentrates in particular on what was said in the interviews about what helps and hinders working carers of older adults. Despite the existence of policies to support carers, our findings suggest that these were far less important than informal support from colleagues and a sympathetic manager in the workplace. Commuting distance between work, home and the older person also posed difficulties for carers, along with inflexible schedules and work overload. Employers are urged to explore these issues further if they are serious about recruiting and retaining employees, and developing the work - life balance agenda to meet the needs of those caring for older and disabled adults. [ABSTRACT FROM AUTHOR]

When trauma affects a University workforce, health and productivity are compromised, and an organized response can help lessen the emotional impact and accelerate recovery of function. Responding to traumatic events in the workplace has evolved into being the responsibility of many EAPs. The authors present how the Critical Incident Stress Management (CISM) model was adapted by their internal EAPs in academic settings at Duke and Vanderbilt to help manage the psychological and occupational ramifications of critical incidents. Outcome data generated from evaluation of Duke's program is presented, which demonstrates the value of the interventions in helping employees manage reactions and in the restoration of personal and occupational functioning. A survey conducted by the authors provides an overview "snapshot" of the active roles that University EAPs have currently in responding to workplace traumas. The survey results underscore the importance of developing a coordinated response and using trained responders, and of the need for additional evaluation of interventions to determine effectiveness of response. [ABSTRACT FROM AUTHOR]

Reflexivity—the extent to which teams reflect upon and modify their functioning—has been identified as a possible key factor in the effectiveness of work teams. The aim of the present study was to develop a questionnaire to measure (aspects of) reflexivity, with a focus on team reflection. The questionnaire was tested in two different samples, namely a first sample of 59 teams from 14 different organisations (Study 1) and a confirmation sample of 59 school management teams (Study 2). In both samples, two factors of reflection were identified. These were labeled evaluation/learning and discussing processes. Scale statistics showed good psychometric properties for the scales in both studies. We conclude that the scales form a parsimonious and valid instrument to assess reflexivity in teams. La réflexivité (dans quelle mesure les équipes remettent-elles en cause leur fonctionnement et le modifient-elles?) est apparue comme étant l’un des éventuels facteurs clés de l’efficience des groupes de travail. Cette recherche s’est donné pour tâche de développer un questionnaire pour évaluer certaines dimensions de la réflexivité en mettant l’accent sur la réflexion de groupe. Le questionnaire a été mis à l’épreuve auprès de deux échantillons, à savoir un premier échantillon composé de 59 équipes relevant de quatorze organisations différentes (Etude n°1) et un second échantillon de confirmation réunissant 59 équipes d’écoles de management (Etude n°2). Deux facteurs relatifs à la réflexion sont apparus dans chacune des deux études. Ils ont été dénommés évaluation/apprentissage et processus de discussion/principes. Dans les deux échantillons, les échelles ont obtenu des résultats statistiques satisfaisants sur le plan psychométrique. On arrive à la conclusion que ces échelles constituent un outil valide et économique pour évaluer la réflexivité dans les équipes. [ABSTRACT FROM AUTHOR]

This study examines the antecedents of turnover intention among information technology road warriors. Road warriors are IT professionals who spend most of their workweek away from home at a client site. Building on Moore's (2000) work on turnover intention, this article develops and tests a model that is context-specific to the road warrior situation. The model highlights the effects of work--family conflict and job autonomy, factors especially applicable to the road warrior's circumstances. Data were gathered from a company in the computer and software services industry. This study provides empirical evidence for the effects of work--family conflict, perceived work overload, fairness of rewards, and job autonomy on organizational commitment and work exhaustion for road warriors. The results suggest that work--family conflict is a key source of stress among IT road warriors because they have to juggle family and job duties as they work at distant client sites during the week. These findings suggest that the context of the IT worker matters to turnover intention, and that models that are adaptive to the work context will more effectively predict and explain turnover intention. [ABSTRACT FROM AUTHOR]

The aim of this article is to develop the foundations of a socio-cultural approach and to determine how this shapes our perception of a newcomer’s construction of identity in two different workplaces: a high-technology delivery ward with newly employed midwives and a real estate agency with newly employed real estate agents. We explore how newcomers construct their identity through participation in different communities of practice at work and focus on what kind of learning processes the newcomer must be involved in and how they become involved. The construction of identity is seen as a mutual process between individual disposition (pre-existing identity) and the work structure. We find that initiative and the ability to act in anticipation of future problems or needs are decisive characteristics for how the newcomer learns, and that these are important for the creation of personal knowledge and for the ability to develop a new identity in a new profession. [ABSTRACT FROM AUTHOR]

The term "callous" has not, to this point, been studied empirically or considered philosophically in the context of healthcare professionalism. It should be, however, because its uses seem peculiar. Sometimes "callous" is used to suggest that becoming callous confers a benefit of some protection against emotional distress, which might be considered expedient in the healthcare work environment. But, "callous" also refers to a person's unappealing demeanor of hardened insensitivity. The tension between these different moral connotations of "callous" prompts several empirical, psychological, and moral questions; I introduce and entertain a few here. I also suggest a distinction between callousness and inurement and argue for why this distinction is important to appreciate and uphold in health professions education. [ABSTRACT FROM AUTHOR]

The author examined human-resource professionals' occupation-related and general work experience, socialization from participation in professional activities, organizational size, and perceived independence as predictors of perceptions of organizational politics (POPS). Results varied with the author's use of the overall POPS scale (K. M. Kacmar & G. R. Ferris, 1991) vs. a more specific subscale that measured perceptions related to such issues as pay- and promotion-related politics. It was most notable that work experience appeared to have an inverse relationship with POPS among human-resource professionals in the area of pay and promotions. The author discussed results in relation to the implications and directions for future research. [ABSTRACT FROM AUTHOR]

The article focuses on the wide range of developments at work which afford new opportunities for study and new demands for informed occupational and organizational psychological intervention. The author emphasized that organizational psychology professionals need rigorous, reliable and clear evidence about the impact of changes within the workplace. Research in this field must be synthesized across various bridges including the functional boundaries within the field of psychology and across the field of human resource management, the work and non-work divide and the cross-cultural divide.