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While important insights have been provided into the role of HR managers in performing change in the workplace, still little is known about how HR managers themselves are shaped by change, in particular in relation to those changes triggered by radical or disruptive shock events and crisis situations, and in the public sector context. In this study, we aim to address this, using an exploratory qualitative interview study to explore how the serious and profound COVID-19 pandemic triggered boundary work among HR managers in public sector municipalities. Our findings illustrate that COVID-19 triggered HR managers to engage in boundary work in two main ways: either by defending their boundaries (through the two practices of counteracting dumping and counteracting shirking) or by expanding them (through the two practices of facilitating self-fulfillment and facilitating status-enhancement). We discuss how this variation is related to whether the HR managers experienced and made sense of the pandemic mainly as a threat—of being forced into unwanted responsibility—or if they experienced and made sense of it mainly as an opportunity to take advantage of the situation. In showing this, the study makes a number of important contributions to both theory and practice. [ABSTRACT FROM AUTHOR]

Whether malicious or not, employees' actions can have significant and detrimental outcomes for their organizations. Such is the case in organizational cybersecurity, as many issues stem from trusted individuals who have access to sensitive data, information, and systems. We explore the phenomenon of employees' security violations in the context of pandemic-induced stressors among employees working from home (WFH) during a 10-day period of the COVID-19 pandemic. By assessing several categories of stressors and violation behaviors among 333 WFH employees daily for two work weeks, we discovered several stressors that significantly explained security violations during the pandemic. Within-person deviations in competing demands due to security emerged as a significant predictor of a subsequent increase in violations, and the effect of privacy invasion/monitoring concerns was marginally significant. We also found evidence that family-to-work conflict resulted in higher levels of daily security violations, but work-to-family conflict failed to exhibit any significant relationship with our outcome of interest. Unexpectedly, moderator analyses indicate that employees' sharing of digital devices with others in the WFH environment might limit rather than exacerbate the effects of daily stressors on security violations. Thus, technology- and non-technology-related factors are associated with employees' decisions to violate their organizations' security expectations in a WFH environment. Our findings provide an expanded view of how stressors relate to employees' security violations and what organizations can do to limit them in times of crises. [ABSTRACT FROM AUTHOR]

How has the coal mining industry been changing as employers and unions organise their power resources to control and remake spaces of working and living? The most obvious likely changes are those driven by climate change policies. These are, however, only the most obvious, albeit fundamental, transformations facing coal mining workforces and unions. In the massive export coalfields of the State of Queensland, which have been central to the Australian politics of climate change, a less discussed phenomenon has been unfolding, a remaking of place and power in industrial relations. Employer-driven changes, namely automation, the geography of work and bargaining processes, and workforce composition, have presented themselves as the immediate threats to local traditions of work and social practice, not climate policy. 'Power resources approaches', when spatialised, historicised and entwined with labour process analysis, help to explain the breadth of employer-driven change and the unevenness of union responses. [ABSTRACT FROM AUTHOR]

Pharmacy practice change is facilitated by delegation, teamwork, leadership and reorganization of personnel structure and roles. The international pharmaceutical federation (FIP) recommends that society should have access to appropriately trained pharmaceutical personnel. Three cadres form the pharmacy workforce: pharmacists, technicians and pharmacy assistants or dispensers. Globally, the training, regulation, scope, and status of technicians and dispensers vary. Role tensions exist between pharmacists and technicians which impact both workplace behaviour and performance. Literature on role expansion for pharmacy technicians excludes (reference to) the contribution of the pharmacy assistant or dispenser. Unlike the technician, the dispenser largely lacks professional recognition. But overlaps between the roles of the technician and dispenser can occur leading to further tensions in the pharmacy workplace. 'Unhealthy'' intra-professional conflicts obstruct the pharmacist practice envisioned by the WHO 7-star pharmacist. A solution that brings together the 3 cadres in joint or shared action is desirable. Social theory suggests that intercadre conflicts could be both necessary and inevitable. Being political nature, the tensions can be moderated by a ''political settlement''. The present paper is a reconstruction of and reflection of the author's journey in building a harmonious pharmacy workforce. Professionalizing the dispenser cadre restructures the hierarchy of the pharmacy workforce leading to harmony which in turn improves organizational performance. Lessons learned from this case can be applied to resolve workplace tensions in other settings. [ABSTRACT FROM AUTHOR]

This article uses ethnographic and interview data about four cases in two work settings in India to examine identification as a factor in workers' reactions to workplace change. Novel technology and management practices are frequently introduced into work settings as the world of work changes. Workers tend to cooperate more with some workplace changes than with others. The previous employment relations literature has invoked interests, cultural values, and worker power to explain workers' responses to change. This article introduces an additional factor: whether a change fosters or impairs workers' identification with their work. The author examines identification at three levels—occupational, organizational, and that of the work itself—and finds that workers are more likely to cooperate with workplace change that protects and fortifies their pre-existing sources of identification. [ABSTRACT FROM AUTHOR]

The burnout literature is replete with burnout score results from quantitative surveys. There is a paucity of qualitative research that seeks to understand the impact of physician stressors on work–life balance and burnout. This study aimed to identify factors that support and disrupt work–life balance, drivers of burnout, and potential solutions among academic dermatologists. The objective was to better understand factors that promote wellness and ameliorate burnout. Concurrent explanatory mixed methods consisted of scores on the Abbreviated Maslach Burnout Inventory and open-ended semi-structured telephone interviews. The results were that positive factors, such as supportive home life and satisfaction derived from academic endeavors, compete with ongoing feelings of exhaustion, frustration, and apathy. Negative stressors include the electronic medical record, insufficient staffing, administrative and clinical task burden, and perceived lack of interest from mid-level and senior health system leadership in addressing clinicians' needs. This was a single-center academic study. As with all qualitative studies, these results may not be generalizable to all dermatologists. In addition, some participants were concerned about their anonymity. Modifiable root causes of burnout require institutional commitment to sustain the pace required by academic dermatologists. [ABSTRACT FROM AUTHOR]

While union presence and joint regulation of work and employment has declined, the state maintains a key role in directly regulating employment standards in areas including health and safety, minimum wage enforcement and subcontracting. Based on an empirical study of enforcement agencies in Britain, this article argues that the nature of regulatory work and its reshaping by both exogenous and endogenous pressures ultimately influences the impact of regulation itself and how it is enforced. Major shifts in the skills, knowledge and networks critical to the nature of labour inspection work parallel developments within the workplaces they are responsible for regulating. [ABSTRACT FROM AUTHOR]

Public sector organizations frequently restructure due to shifting management trends, crises, and political developments. Earlier research indicates that the sometimes-drastic reforms implemented in government strongly affect employees, causing psychosocial effects such as frustration, stress, and negative work environments. This may in turn increase the likelihood of severe phenomena such as workplace bullying and harassment. It remains unclear, however, how public organizations can introduce changes while preventing side-effects such as bullying and harassment. The goal of this article is twofold. First, we test whether evidence on the relationship between workplace change and bullying and harassment holds when using a large, public sector-wide sample. Second, we investigate whether satisfaction with change management plays a mediating role. Using cross-sectional and strata-based panel data analyses on Australian data, results indicate a positive relationship between workplace change and workplace bullying and harassment, but also suggest that satisfaction with change management mitigates this effect. [ABSTRACT FROM AUTHOR]

Aims: To synthesize the empirical and theoretical literature on change fatigue in nursing, including how change fatigue affects nurses, the nursing profession and strategies to prevent and overcome it. Background: Change fatigue refers to the overwhelming feelings of stress, exhaustion and burnout associated with rapid and continuous change across healthcare organizations. Change fatigue can affect nurses' wellbeing, yet there is a distinct lack of literature which synthesizes the relationship between cumulative organizational change and nurses' wellbeing. Design: Integrative review following Toronto and Remington and Whittemore and Knafl methodology. Data Sources: Searches were conducted in CINAHL, Embase, Medline, APA PsycInfo, Scopus, Business Source Complete and ProQuest Dissertations & Theses Global in January 2022. Review Methods: A comprehensive search was conducted to identify literature on change fatigue in nursing. Included literature were critically appraised for methodological quality. Data from each article were abstracted and thematically analysed. Results: Twenty‐six articles were included in this review, including 14 empirical studies, 10 theoretical papers and two literature reviews. Five main themes described in the literature included: definitions, preceding factors, associated behaviours, consequences and mitigation strategies for change fatigue. Conclusion: This review highlights the impact of rapid and continuous change on nurses and nursing practice. Further research is needed to explore the relationship between change fatigue and burnout, understand how and why nurses withdraw or avoid change, and to develop a metric to measure change fatigue when considering new change initiatives. Impact Findings from this review generated an improved understanding of how change fatigue affects nurses, the nursing profession and strategies to prevent and overcome it. This paper provides practical recommendations for future research, direction for nursing educators and leaders, and encourages nurses to practice political agency with change management. Patient or Public Contribution: This project was an integrative review of the literature therefore no patient or public contribution was necessary. [ABSTRACT FROM AUTHOR]

This paper provides a systematic review of literature pertaining to the future of work. Since the early 1990s, scholars have been engaged in research to better understand workplace culture change. By conducting a state‐of‐the‐art literature review, we identify the 32 most influential publications in the field that have developed into four distinct categories and we review each of these to identify the main contributions of these research areas. With a highlight on possible pathways for future research, this paper outlines these emerging trends to integrate on existing knowledge and pursue innovative research opportunities to expand the research frontier. [ABSTRACT FROM AUTHOR]

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Context: The article contributes to a discussion of how patterns of employment and qualifications are modified by the ongoing industrial transformation, called Industry 4.0. Although this transformation is said to be a global phenomenon, scholars increasingly discuss the national differences in the wake of Industry 4.0. Our article aims to intervene in this debate by analysing the industrial transformation of a small island situated at the West coast of Norway. We notably investigate the technological renewal by means of Computerised Numeric Control (CNC) and robotics in a network of mechanical firms. Approach: Nine small mechanical engineering firms are analysed by drawing on theories on business networks and clustering of firms. This allows for a discussion of how automation, employment, staff training and profitability are interconnected. The main research question is how the firms are locally embedded in a way that sheds light on the social dimension of vocational training, which is considered a form of Corporate Social Responsibility. Findings: It is informative to use the heuristic concept ‘pre-cluster agglomeration’ to characterise how the nine firms under scrutiny are interacting, while being assisted by a forward-looking industrial association and supported by an active local community. The municipality and the county to which this agglomeration belongs, provide training services and other infrastructures that support the firms when they recruit new employees and upskill their staff, - notably by setting up a CNC training centre attached to an upper secondary school. Conclusion: Our case does not support off-the-shelf narratives of robotisation implies job cuts. In the same way as previous technological transformations were not solely driven by their inherent technical opportunities, the ongoing robotisation is nuanced by the social shaping of technology. There is room for strategic choices when new technology is integrated in work organisations. The extent to which the workforce should be (re-)trained is subject to decisions and negotiations.

New and emerging technologies are challenging certain long-standing ideas about work, education, play and even what it means to be human. The "digital revolution" is transforming not only unskilled work, it is now + encroaching on many fields of professional practice and threatening the viability of traditional models of professionalism. Against a backdrop of considerable debate on youth work about the value of adopting the core elements of a profession, like a code of ethics or forming professional associations, youth workers now have the opportunity to think again about what it means to be a profession. This article suggests how the new and emerging technologies can play a major role in helping youth work develop new ways of being a profession while retaining its core commitment to enabling young people to flourish. This includes drawing on distributed innovation technologies to promote new decentralised forms of democratic, interactive and collaborative peer relations oriented to an ethos of subsidiarity. [ABSTRACT FROM AUTHOR]

How are hospital staff involved in process improvement initiatives such as Lean? What can we learn from Lean implementation experiences about the sustainability of such initiatives? The authors considered such questions in a study of workplace change in Australia and Canada. They found that Lean is more likely to be sustained when leaders adopted the 4P recommendations presented in this article. [ABSTRACT FROM AUTHOR]

This paper brings together the latest thinking in research and practice on workplace change and the information technology tools and technologies that enable, and, in some cases, drive that change. We address the shifts in global business that focus leadership on innovation, the changing demographics of employee populations, and how these changes impact talent management and emerging methods and tools that enable HR professionals to be more effective and bring new value to their business enterprises. We detail emergent scientific research on how the millennial generation has transformed the workplace. We describe effective methods, tools, and technologies from actual workplace practice to provide practical insights that one can immediately use in a human resource management context. We also present new hypotheses and recommendations for how to leverage the various change scenarios. [ABSTRACT FROM AUTHOR]

This review essay examines and compares the cultural, sociological and economic factors affecting changes in family formation, structure and single-person lifestyles based upon four new and recent books on these topics: Andrew Cherlin's Labor's Love Lost (2014), Isabel Sawhill's Generation Unbound (2014), Jonathan Last's What to Expect When No One's Expecting (2013) and Eric Klinenberg's Going Solo (2012). [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to compare performance measurement systems from the literature with current performance measurement approaches in practice to get a better understanding of the complex relationships between workplace change, added value and organisational performance. To be able to measure the added value of workplace change, a valid and reliable performance measurement system is needed to measure the impact of the work environment on organisational performance before and after the change. A second aim is to have a closer look at the appraisal of workplace change by the end users. Design/methodology/approach – A review of the literature traced various performance measurement systems with different performance areas and key performance indicators (KPIs). Three case studies were conducted, two in Thailand, and one in The Netherlands, to explore if and how these theoretical insights are applied in current practice. Due to the worldwide introduction of New Ways of Working, special attention is paid to employee satisfaction and perceived productivity support. Findings – Many performance criteria and KPIs from literature are used in practice. However, apart from the balanced scorecard, no performance measurement system from literature is literally applied. Regarding most issues, none of the organisations conducted a comparison of the impact of their real estate on organisational performance before and after the change. In one case only, both ex ante and ex post data were collected about the appraisal of change by the end users. Research limitations/implications – The number of cases is limited. Additional case studies in depth are needed to get a wider picture of practice. Besides, still much work has to be done to operationalise the performance criteria. Practical implications – The performance measurement systems that were found in theory and practice can be used as input to value adding management of facilities. Based on the findings, a step-by-step procedure is presented to facilitate the selection of prioritised KPIs. Originality/value – This research connects the concepts of performance measurement and adding value by workplace change with data from two different continents. [ABSTRACT FROM AUTHOR]