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Abusive supervision in healthcare settings can have detrimental effects on employee behavior and patient care, making it crucial to understand the underlying mechanisms and mitigating factors. This study examines the impact of abusive supervision on patient-directed service sabotage, focusing on the mediating role of workplace rudeness and the moderating effect of work ethics. Data were collected from 305 hospital nurses, and structural equation modeling (SEM) was used to test the proposed model. The findings reveal that abusive supervision significantly increases workplace rudeness, which in turn escalates to service sabotage. However, strong work ethics were found to weaken the link between rudeness and sabotage, demonstrating their protective role in this negative cycle. The moderated mediation analysis further confirms that work ethics reduce the indirect impact of abusive supervision on service sabotage through rudeness. These results contribute to our understanding by illustrating how ethical standards can buffer against the negative consequences of abusive supervision, providing practical implications for enhancing leadership practices and promoting ethical behavior in healthcare environments. [ABSTRACT FROM AUTHOR]

Abstract Abusive supervision in healthcare settings can have detrimental effects on employee behavior and patient care, making it crucial to understand the underlying mechanisms and mitigating factors. This study examines the impact of abusive supervision on patient-directed service sabotage, focusing on the mediating role of workplace rudeness and the moderating effect of work ethics. Data were collected from 305 hospital nurses, and structural equation modeling (SEM) was used to test the proposed model. The findings reveal that abusive supervision significantly increases workplace rudeness, which in turn escalates to service sabotage. However, strong work ethics were found to weaken the link between rudeness and sabotage, demonstrating their protective role in this negative cycle. The moderated mediation analysis further confirms that work ethics reduce the indirect impact of abusive supervision on service sabotage through rudeness. These results contribute to our understanding by illustrating how ethical standards can buffer against the negative consequences of abusive supervision, providing practical implications for enhancing leadership practices and promoting ethical behavior in healthcare environments.

Introduction: Resilience is a capacity to resist stress and disaster. This capability of human resources plays an important role in improving the organization, and being ethical in the profession can be an important factor in increasing resilience. Therefore, the purpose of this research was to analyze the antecedents and consequences of resilience in public organizations with an emphasis on work ethics. Material and methods: The current research method was of mixed type. In the qualitative part, the theme analysis method was used. The statistical population includes managers and experts (with at least 10 years of experience) in the government organizations of Kermanshah province. 16 people were selected as a sample through targeted and snowball sampling. In-depth semi-structured interviews were used to collect data. Data were analyzed by coding method. In the quantitative part, the descriptive-survey method is used to validate the designed model. The statistical population included the managers of the government organizations of Kermanshah province, 400 people were selected by cluster sampling method, and the information of 396 of them could be used. Data were gathered by a researcher made questionnaire and they were analyzed using structural equation analysis. Results: Based on the qualitative results of the research, 26 identification components were classified into 9 subcategories and the conceptual model of the research was formed. Also, in the quantitative part, the results of the structural equations showed that the resilience model has a favorable fit in government organizations. Conclusion: In order to achieve resilience, organizations need capable and ethical human resources, and the organization must develop programs for their preparation.

Copyright of Journal of Educational Studies (1673-1298) is the property of Journal of Educational Studies Editorial Office 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.)

The Srimad Bhagavad Gita, an ancient Indian scripture, offers timeless wisdom that transcends religious boundaries and provides valuable insights for modern management practices. This study explores the management concepts embedded in the teachings of the Bhagavad Gita and their applicability to contemporary organizational leadership, decision-making, and ethical practices. Drawing on key verses, this study examines how principles such as self-discipline, work ethics, leadership, and emotional intelligence can enhance managerial effectiveness. The Gita emphasizes the importance of duty (karma), detachment from outcomes, and the pursuit of a balanced, composed mindset in high-stress environments--concepts highly relevant to modern management challenges. The paper also discusses the integration of spiritual and ethical dimensions in decision-making, as advocated in the Gita, which encourages leaders to act in alignment with dharma (righteousness) while managing resources and people effectively. The scripture's insights into motivation, team management, and conflict resolution provide a framework for leaders to foster a more inclusive and harmonious work culture. By analyzing interpretations from various scholars, this paper seeks to align ancient wisdom with modern managerial theories, exploring how the Gita's philosophical underpinnings can be applied in strategic thinking, leadership development, and personal growth. The study concludes that the Bhagavad Gita offers a holistic approach to management, combining material success with spiritual fulfillment, making it a valuable resource for contemporary leaders aiming to lead with integrity, resilience, and clarity of purpose. [ABSTRACT FROM AUTHOR]

Measurement of welfare using the concept of falah needs to be implemented in an applicative manner. This study aims to analyze the factors that influence the welfare of the concept of falah and to measure the level of welfare of the people of Langkat Regency using the falah welfare index. This research method uses mixed methods with the exploratory sequential design to analyze the level of community welfare using the concept of falah welfare, which uses qualitative methods, and to measure the influence between variables, which uses quantitative methods. The research data was analyzed using the Structural Equation Modeling-Partial Least Square (SEM-PLS) approach. The results showed that the level of community welfare in Langkat Regency, measured using the concept of falah welfare, was still low. In addition, this study shows that simultaneously, the variables of Religiosity, Islamic Work Ethics, Islamic Consumption Ethics, and Islamic Treasure Management affect the Falah Welfare variable by 81%. The results of this study recommend that the government of Langkat Regency measure the welfare of the community using the falah welfare index to obtain different information related to the welfare conditions of the community, especially Muslims. [ABSTRACT FROM AUTHOR]

Abstract. Christian Religion Extension Workers face great challenges in carrying out their duties, so they require a high work ethics to maximize their performance. The aim of this research was to analyze various factors that influence the performance of Christian Religion Extension Workers. Through quantitative research, an analysis of factors was carried out that had a significant influence on the work ethics of Christian Religion Extension Workers at the Ministry of Religion, Toba Regency. The research result showed that among the career development system factor, salary factor, work environment factor, social factor, competency factor and appreciation factor, the career development system factor is the most dominant in increasing the work ethics of Christian Religion Extension Workers. Thus, it can be concluded that the incentive in the form of challenges and opportunities to improve one's career can increase work ethics. Abstrak. Penyuluh Agama Kristen menghadapi tantangan besar dalam menjalankan tugas-tugasnya sehingga membutuhkan etos kerja yang tinggi agar dapat memaksimalkan kinerja mereka. Tujuan riset ini adalah untuk menganalisis berbagai faktor yang mempengaruhi kinerja para Penyuluh Agama Kristen. Melalui riset kuantitatif dilakukan analisis faktor yang memberi pengaruh signifikan terhadap etos kerja para Penyuluh Agama Kristen di Kementerian Agama Kabupaten Toba. Hasil penelitian menunjukkan bahwa di antara faktor sistem pengembangan karir, faktor gaji, faktor lingkungan kerja, faktor sosial masyarakat, faktor kompetensi dan faktor apresiasi, faktor sistem pengembangan karir paling dominan dapat meningkatkan etos kerja para Penyuluh Agama Kristen. Dengan demikian dapat disimpulkan bahwa adanya insentif berupa tantangan dan kesempatan untuk meningkatkan karir dapat meningkatkan etos kerja.

Purpose: The purpose of the study is to evaluate the relationship between medical supervisors and residents which is pivotal for effective medical training programs. Deficiencies in resident performance can jeopardize patient care and trigger grievances from supervisors. This study delves into grievances expressed by medical supervisors against residents, identifying underlying performance deficiencies. Conducted at Lahore General Hospital, the research focuses on seven categories: Inadequate Clinical Skills and Knowledge, Unsatisfactory Humanistic Qualities and Professionalism, Quality of Medical Care, Professional Attitudes and Behaviors, Teamwork and Collaboration, Unexplained Absenteeism and Workload Management, and Attitude and Work Ethic. Methods: A 16-item questionnaire was administered to 24 supervisors (92.3% response rate) to gauge deficiencies. Prominent issues included deficient Professional Attitudes and Behaviors (91.7%), Clinical Skills and Knowledge (66.7%), and Humanistic Qualities and Professionalism (66.7%). Concerns were also noted regarding attitude and work ethic (58.35%), absenteeism and workload management (50.05%), teamwork and collaboration (50.05%), and quality of medical care (49.95%). Results: The study underscores the need for targeted interventions in training to rectify these deficiencies. Incorporating focused training modules could foster well-rounded skill development among residents while promoting teamwork and work ethic. Conclusion: Addressing deficiencies identified in this study can cultivate patient-centered physicians and elevate medical training programs. However, the study's single-institution focus and supervisor-centric perspective warrant further exploration involving resident feedback for comprehensive insights. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Management & Business Equilibrium / Jurnal Manajemen & Bisnis Equilibrium is the property of Fakultas Ekonomi dan Bisnis, Universitas Ngurah Rai 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.)

Abstract Background The organization’s work ethics is the cornerstone to promoting positive nurses’ behaviours and overcoming counterproductive ones. Purpose The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. Methods A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. Ethical Considerations Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants’ rights to voluntary participation and withdrawal were maintained. Results The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β − 0.482, p

Introduction Today, one of the crucial factors influencing the occupational, organizational, and socio-cultural developments of industrial companies is the extent to which employees adhere to work ethics. This factor is widely recognized as pivotal to the success of industrial institutions. Therefore, this research aimed to conduct a sociological study on the relationship between social capital and work ethics among the employees of Arsal Goldasht Industrial Company. The theoretical framework of this research drew from the perspectives of influential thinkers, such as Max Weber, Emmanuel Levinas, and experts in the field of social capital, with a primary focus on Jürgen Habermas's theory of communicative action. Materials & Methods This study employed a survey research method, utilizing a questionnaire as the primary data collection tool. The validity and reliability of the questionnaire were assessed using face validity and the Cronbach's alpha technique. The statistical population comprised 400 employees of the company, from which a sample size of 197 individuals was determined using Cochran's statistical formula. The sample was selected through simple random sampling to gather data. The collected information was analyzed using SPSS software. Discussion of Results & Conclusion The research findings revealed a statistically confirmed positive and direct correlation between all components of social capital—social trust, social participation, social support, and social cohesion—and the dependent variable of work ethics. Furthermore, the results of the multivariate regression analysis indicated that the variables in the regression model, namely social trust, social support, social participation, amount of work experience, social cohesion, and age, collectively had the most significant impacts on the employees' work ethics, explaining 48% of the variance in the mentioned variable. In line with Habermas' theoretical framework, the intrusion of economic and political systems, i.e., money and power, was seen as colonizing the life world. In this era of colonialism, authoritarian capitalism seeks to impose its political and economic principles across all facets of society, including family dynamics, workplaces, and distribution of resources. If political principles come to dominate our social existence, the potential for individuals to freely engage with one another based on their own values and norms diminishes, creating barriers to communication and understanding. Habermas proposes that the resolution to these crises lies in rebalancing the world. This rebalancing can be achieved by expanding the public sphere in both political and economic realms, thereby creating room for communicative action. In essence, Habermas believes that the solution to this issue lies in rationalizing both the life world and the system in their respective domains. This entails allowing the system and its structures to become more distinct and intricate, while simultaneously refining the life world to enable free communication and emergence of stronger arguments. Indeed, rationalizing both the life world and the system should facilitate their mutual enhancement rather than causing a negative impact on each other. A more rational system should promote rationality in the life world and this rationality, in turn, should be utilized to comprehend the more rational methods of the system. Ultimately, Habermas introduces the ideal speech situation as the ultimate criterion of truth. In his philosophy, this ideal speech situation represents a theoretical scenario where differences and conflicts are logically discussed through communicative rationality, devoid of domination, under completely equal and unlimited discourse conditions. People must acknowledge their differences in order to reconcile them through dialogue. Essentially, the further we move away from coercive communication conditions, the more dynamic and healthy our society becomes. Therefore, in line with Habermas' theory of communicative action, establishment of a global environment where employees can interact and converse free from systemic constraints and where a minimum of Habermas' ideal speech situation is realized can significantly impact the work ethics and performance of employees by facilitating their access to networks of interaction, participation, agreement, and cohesion (social capital).

This research assesses the direct and indirect impact of emotional intelligence, work-life balance, leadership, and work ethics on employee performance at the Camait office in Central Tapanuli Regency, North Sumatra. Employing a quantitative analytic approach, the study sampled 146 workers, from which 88 employees were selected using the Slovin formula. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that emotional intelligence, work-life balance, leadership, and motivation directly, positively, and significantly impact employee performance. In contrast, work ethic does not significantly affect employee performance. Moreover, motivation is a moderating variable that can indirectly influence the relationships between work-life balance, leadership, work ethic, and employee performance. However, motivation alone cannot effectively moderate the relationship between work ethic and employee performance at the Central Tapanuli Regency Head Office. This study underscores the importance of enhancing emotional intelligence, achieving a better work-life balance, and cultivating effective leadership to boost employee performance. Furthermore, it highlights the crucial role of motivation as a moderating factor in improving overall job performance. However, it emphasizes that motivation should be complemented with other strategies to address work ethic issues effectively.

What do we owe to the lazy? On the assumption that the lazy are a paradigmatic case of people who are worse off, when they are through a fault, or choice, of their own, one might suspect that the answer is: not very much. This article shows that this suspicion is simple-minded. Four notions of laziness are distinguished. It is then shown that these notions differ – even from a luck egalitarian perspective – in ways bearing on the question of what is owed to the lazy. It is claimed that in some – but not all – cases, being lazy grounds a claim to compensation rather than forming a ground for withholding it. [ABSTRACT FROM AUTHOR]

Background: The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones. Purpose: The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. Methods: A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. Ethical Considerations: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained. Results: The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β − 0.482, p < 0.005) and WO (β − 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB. Discussion: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). Conclusion: It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care. [ABSTRACT FROM AUTHOR]

Human Resource Management (HRM) plays a crucial role in the administration of personnel within an organization, focusing on planning, organizing, training, and compensation management. Employee performance is a critical aspect that influences the goals of a company. This research focuses on the Education and Training Agency of the Ministry of Defense (Badan Pendidikan dan Pelatihan Kementerian Pertahanan or Badiklat Kemhan), specifically on the performance of Widyaiswara, a key element in the outcomes of education and training. The research design follows the framework of Grenner and Martelli, with an emphasis on explanatory research that focuses on the relationship between research variables and tests hypotheses. This study aims to identify the impact of HRM policies and decisions on employee performance, with a focus on workplace relationships, cohesion, and harmony. The implications of this research can serve as practical guidance for civil servants, especially those in Badiklat Kemhan and other government agencies. The findings of this research can be used as a reference to enhance the efficiency and effectiveness of employee performance by improving job satisfaction through the enhancement of work ethics, organizational culture, and organizational commitment. [ABSTRACT FROM AUTHOR]

Using a bivariate quantitative research approach, this paper aims to specify the effect of work ethics and competence on employee performance at the Turatea District Office, Jeneponto Regency, both singly and together. The population in this study wereall employees of Turatea District Office, Jeneponto Regency—a total of 33 people consisting of permanent employees and contract employees. A total sampling technique was used, where the entire population is sampled. The analytical technique used to test the hypothesis is multiple linear regression analysis. The results of this study indicate that (1) work ethics has a positive and significant effect on employee performance, (2) competence has a positive and significant effect on employee performance, and (3) work ethics and competence simultaneously affect employee performance, at the Turatea District Office, Jeneponto Regency. [ABSTRACT FROM AUTHOR]

This study aimed at examining the influence of servant leadership, work ethic, organizational culture, and organizational commitment towards teachers' performance at State Vocational High Schools in Denpasar. This quantitative research was conducted by involving 181 the teachers of state vocational schools in Denpasar. They were selected by using random sampling technique. The data were obtained through survey by using questionnaire as the research instrument. The obtained data were analyzed by using Structural Equation Modeling and Partial Least Squares (SEM PLS) technique. The results showed that servant leadership, work ethic, organizational culture, and organizational commitment had a positive and significant influence on teachers' performance. In addition, organizational commitment can indirectly mediate the influence of servant leadership, work ethic, and organizational culture on teacher performance. The results of this study could be used as input for school management in improving teacher performance through the development of servant leadership, work ethic, organizational culture, and organizational commitment. [ABSTRACT FROM AUTHOR]

Introduction Today, one of the crucial factors influencing the occupational, organizational, and socio-cultural developments of industrial companies is the extent to which employees adhere to work ethics. This factor is widely recognized as pivotal to the success of industrial institutions. Therefore, this research aimed to conduct a sociological study on the relationship between social capital and work ethics among the employees of Arsal Goldasht Industrial Company. The theoretical framework of this research drew from the perspectives of influential thinkers, such as Max Weber, Emmanuel Levinas, and experts in the field of social capital, with a primary focus on Jürgen Habermas's theory of communicative action. Materials & Methods This study employed a survey research method, utilizing a questionnaire as the primary data collection tool. The validity and reliability of the questionnaire were assessed using face validity and the Cronbach's alpha technique. The statistical population comprised 400 employees of the company, from which a sample size of 197 individuals was determined using Cochran's statistical formula. The sample was selected through simple random sampling to gather data. The collected information was analyzed using SPSS software. Discussion of Results & Conclusion The research findings revealed a statistically confirmed positive and direct correlation between all components of social capital--social trust, social participation, social support, and social cohesion--and the dependent variable of work ethics. Furthermore, the results of the multivariate regression analysis indicated that the variables in the regression model, namely social trust, social support, social participation, amount of work experience, social cohesion, and age, collectively had the most significant impacts on the employees' work ethics, explaining 48% of the variance in the mentioned variable. In line with Habermas' theoretical framework, the intrusion of economic and political systems, i.e., money and power, was seen as colonizing the life world. In this era of colonialism, authoritarian capitalism seeks to impose its political and economic principles across all facets of society, including family dynamics, workplaces, and distribution of resources. If political principles come to dominate our social existence, the potential for individuals to freely engage with one another based on their own values and norms diminishes, creating barriers to communication and understanding. Habermas proposes that the resolution to these crises lies in rebalancing the world. This rebalancing can be achieved by expanding the public sphere in both political and economic realms, thereby creating room for communicative action. In essence, Habermas believes that the solution to this issue lies in rationalizing both the life world and the system in their respective domains. This entails allowing the system and its structures to become more distinct and intricate, while simultaneously refining the life world to enable free communication and emergence of stronger arguments. Indeed, rationalizing both the life world and the system should facilitate their mutual enhancement rather than causing a negative impact on each other. A more rational system should promote rationality in the life world and this rationality, in turn, should be utilized to comprehend the more rational methods of the system. Ultimately, Habermas introduces the ideal speech situation as the ultimate criterion of truth. In his philosophy, this ideal speech situation represents a theoretical scenario where differences and conflicts are logically discussed through communicative rationality, devoid of domination, under completely equal and unlimited discourse conditions. People must acknowledge their differences in order to reconcile them through dialogue. Essentially, the further we move away from coercive communication conditions, the more dynamic and healthy our society becomes. Therefore, in line with Habermas' theory of communicative action, establishment of a global environment where employees can interact and converse free from systemic constraints and where a minimum of Habermas' ideal speech situation is realized can significantly impact the work ethics and performance of employees by facilitating their access to networks of interaction, participation, agreement, and cohesion (social capital). [ABSTRACT FROM AUTHOR]

Copyright of Journal of National Education / Millî Eğitim Dergisi is the property of Milli Egitim Bakanligi 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.)

Copyright of Journal of Analytic Divinity is the property of Analytic Divinity Center 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.)

In recent years, the Indonesian government has established priority programs to improve the accessibility and quality of health services throughout the country, including in rural and remote areas. However, many regional hospitals, including in the Besuki Raya area, experience various challenges in improving the quality of health services, especially in terms of employee performance. This study aims to determine the relationship between work ability, organizational culture, organizational climate, and work ethic on employee performance through organizational commitment and work motivation as intervening variables at Besuki Raya Hospital, East Java. This relationship pattern is explained through a structural equation model with opportunities and work motivation as intervening and endogenous variables. The sampling technique in this study was proportional area sampling which included employees of Besuki Raya Hospital consisting of Jember, Banyuwangi, Bondowoso and Situbondo, with 250 respondents willing to fill out the questionnaire. The study results show that workability, organizational culture, organizational climate, and work ethic significantly positively affect employee performance, directly and indirectly, through organizational commitment and work motivation. Hospital management must focus on human resource development and determine appropriate strategies to improve employee performance, including training, recognition, rewards, and effective communication. The implication of this research is that hospitals and local governments can improve human resources to improve the quality of health services to the community.

The work culture, work ethics, and work satisfaction factors (WC-WE-WS, hereafter) are the key elements for any organization, and are significantly associated with employee performance. However, these factors were strongly affected during the pandemic. The reason for this is that changes were made to the WC-WE-WS factors during the pandemic. This can influence the employees’ performance negatively or positively post-pandemic. Therefore, the present study aimed to examine the effects of WC-WE-WS on employees’ performance post-pandemic, in India. The method of data collection was through a survey of 198 employees and the structured questionnaire was distributed among the employees working in the private sector in India. The data were analysed using Structural Equation Modelling (SEM) using Smart PLS software. The results suggest a significant relationship between empowerment, recognition, support, and trust in employees’ performance and an insignificant relationship between innovation and organizational commitment to the employees’ performance. The changes done during the pandemic in all the factors had, in the present study, a positive influence on employees’ performance post-pandemic. The study informs about the impact of WC-WE-WS factors on employees’ performance post-pandemic.

AbstractHuman resource (HR) managers can provide significant value to their organizations by understanding the practices that develop HR systems, as well as the ethical implications of the work environment. However, there is a gap in the literature regarding the linkages between HR systems and ethical practices that govern workplace conduct. This study aims to fill this gap by demonstrating how past research has integrated HR systems and work ethics. We used a systematic literature review method to analyze the development of the field over the last decade. To synthesize a fragmented body of research and map out its relationships into a more integrated whole, we reviewed and analyzed 47 articles that met the selection criteria and extracted important information. Based on the findings, the relationships between HR systems and employee well-being are viewed from two contradictory points of view: mutual gain and a critical perspective. Our review also found that failing to adhere to ethical principles and values may result in numerous detrimental outcomes in the workplace, including poor performance, employee conflict, and a lack of moral conviction. Finally, we identified gaps in current knowledge and proposed actionable research directions to address these gaps in the literature.

The prevalence of unethical behavior has led to mismanagement and total economic collapse in most Nigeria government business of which the local government is not exempted. The study examines work ethics and employee productivity in Ojo local government. Mixed research method was adopted while the data for this paper were drawn from both primary and secondary sources. The main instruments of data collection were interviews and questionnaire as they were analysed using both descriptive and inferential statistics. Descriptive statistics such as percentages, means, and standard deviations were used while the hypotheses were tested using bivariate correlation techniques with the aid of the SPSS version 23. The findings from the hypothesis 1 tested revealed that there is no association between unethical behaviours and employees' productivity in Ojo local government area. This is because there is a weak negative relationship between unethical behaviours and employee productivity (r = -1.71, n = 45, p = 0.261). The result reveals that despite unethical practices occurrence in the local government, the staff were able to be provide social services to the local residents. The study further found out that unethical practices have become an intrinsic in nature as the local government staff cannot be forcibly changed from the old ways. Also, the hypothesis 2 tested revealed that there is a significant relationship between an existing disciplinary policies and the employee unethical behaviours in Ojo local government area. This is because there is a strong positive relationship between existing disciplinary policy and unethical behaviours in Ojo local government (r = 0.82, n = 45, p = 0.594). The result revealed that the local government have been able to uphold the existing discipline standard as far as they are willing to enforce the rules. There are adequate procedures and sanctions to deal with misconduct likewise there is a mechanisms for detecting and investigating any act of wrongdoings and unethical practices among the staff. The study concludes that for staff productivity to be encouraged, adequate accountability mechanism should be put in place at the local government so as to ensure efficient delivery of social services to the people. The study recommends that local government should also institute a reward system for ethical conducts likewise the local government must be able to provide adequate ethical-etiquette training likewise incentives to the staff which will in turn help in enhancing good ethical behaviour. [ABSTRACT FROM AUTHOR]

The life of fishing communities is still far from the level of prosperity seen from the slum environment, low education, and minimum social sensitivity. This profession has been carried out for generations by their parents, there is no other job because of the limited skills and expertise they have. This study aims to describe the quality of work in creating prosperity. The method used in this paper is a descriptive qualitative method because it will describe a natural situation in obtaining data. The data in this manuscript were obtained through in-depth interviews. Based on the results of the research, it can be seen that the fishing community in the Way Tataan Village interprets the work ethic as being hardworking, diligent, and responsible. The condition of economic welfare is still quite minimal and not yet prosperous. Factors hindering the economic welfare of the fishing community in Way Tataan Village are low-human resources, limited capital, consumptive lifestyle, low catches, and detrimental to labor. [ABSTRACT FROM AUTHOR]

A significant challenge for developing nations, including Indonesia, is the occurrence of poverty. An example of a poverty-stricken area based on the number of poor people is Cianjur Regency. Therefore, this study aimed to analyze the influence of religiosity, work ethics, age, education, occupation, and gender on the poverty level. It also intended to examine the perspectives of churches in Cianjur regarding poverty and its role in poverty mitigation. The methodology used was a mixed method with 100 respondents, and the sample size was determined proportionally and randomly from churches located in Cianjur Regency. The results from the BPS (Central Bureau of Statistics) showed that 18% of the 100 respondents lived in poverty, as opposed to the remaining 82%. In terms of work ethics, 71%, 29%, and 0% belonged to the high, moderate, and low categories, respectively. The independent variables that significantly affect the poverty level are religiosity, age, and occupation. The independent variables that were not significant were work ethics, education, and sex. This study also shows that the five churches had diverse perspectives on poverty. Some actively implemented programs are aimed at poverty reduction, while others lack specific initiatives to address poverty. [ABSTRACT FROM AUTHOR]

Copyright of Al Bashaer Economic Journal is the property of Al Bashaer Economic Journal 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.)

The aim of this study is to find a model of the direct or indirect influence of variables such as incentive, work culture, and supervision of agricultural extension agent's work ethics in the framework of food self-reliance in Maluku Utara Province, Indonesia. The research model will analyze the power of the role of each variable against the improvement of the agricultural extension agent's work ethics in the Maluku Utara Province, Indonesia. This research uses quantitative methods with a survey approach. This research population is an agricultural extension agent in the Maluku Utara Province. The sample in this study was a total of 196 agricultural extension agents spread across 8 counties and 2 cities in the Maluku Utara Province. The data obtained from the field is then processed through various tests required so that the next stage can perform data analysis using the technique of structural equation modeling (SEM) using the software LISREL version 8.80. The results of the research showed that all the variables that were observed in the research can be stated to have a strong role in improving the agricultural extension agent's work ethics for food independence in the Maluku Utara Province, Indonesia. [ABSTRACT FROM AUTHOR]

Objective The purpose of the present study was to investigate the structural relationships between work ethics (with an Islamic approach) and purposefulness in life with spiritual well-being through the mediation of work engagement. Method The type of research was correlational with structural equations. The statistical population of the present study was all junior and senior high school teachers of West Azarbaijan province (N=26000). A sample (n= 450) was selected using multistage cluster sampling. In order to collect data, Paloutzian and Ellison (1982) spiritual well-being questionnaires, Ryff's psychological well-being (1989), Ali's Islamic work ethic (1988) and Utrecht Work Engagement Scale of Schaufeli et al. (2002) were used. The data were analyzed through structural equation modeling using Smart PLS software. Finding The results showed that Islamic work ethics and purposefulness in life have a positive effect on spiritual well-being directly and indirectly by mediation of work engagement. Conclusion In this way, it is concluded that by improving Islamic work ethics and giving more importance to purposefulness in life, engagement at work and, as a result, the spiritual well-being of teachers will be reinforced.

This article analyzes the general impact of the COVID-19 pandemic on the workforce with a special focus on Romania after 2020. Our hypothesis is that the COVID-19 has generated a speed-up change in how people work and their attitude towards work. As regards to the employers, COVID-19 made them adapt to the new sanitary conditions by allowing the employees to work from home, which has also led to an increasing trust in the work ethics of the employee and forced the managers to better allocate the tasks in order to continue to perform as a company. Also, this pandemic has led other employers and entrepreneurs to change and to reinvent their businesses. As pertaining to the employee, this pandemic made him more adaptable to change and to prefer work-from-home conditions or a hybrid system.

Case context: Juliano is a manager of a financial agency and is about to make a difficult decision that could affect his career and his work environment. Juliano has been reflecting in search of criteria and arguments that support his choice. Dilemma: The most important job after Juliano will be occupied soon, the protagonist of this narrative needs to analyze the options for filling the vacancy: personal friend, internal selection, external selection or fulfilling the request of an important employee in the company. The ethical objective of this teaching case is to provoke a discussion about dilemmas present in the routine of team managers, to discuss the advantages and maintain the different types of personnel selection and the challenges in dealing with interpersonal issues in the work environment. Case closure: The case manages to go beyond the practical utility of choosing one of the four highlighted alternatives. The essence of this case is constituted by the exercise in how each individual proposes to deal with embarrassing situations, personal priorities and values, attitudes and positions, inspiring self-knowledge and managerial practice. [ABSTRACT FROM AUTHOR]

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Research into spirituality and its impact on the work environment has been bourgeoning. In an attempt to explore the role of Islamic spirituality in the workplace, this study examines the influence of Islamic spirituality on job satisfaction and organisational commitment through work ethics. Data are obtained by an online Likert-scaled questionnaire survey based on one thousand Muslim employees from various economic sectors in Indonesia and analysed through structural equation modelling (SEM). The findings demonstrate that Islamic spirituality positively influences job satisfaction and organisational commitment as two dimensions of work attitudes and that work ethics mediate that influence. There is also evidence that job satisfaction positively influences organisational commitment, but work ethics does not moderate that influence. The findings related to the role of work ethics, which mediates the effect of Islamic spirituality on job satisfaction and organisational commitment, can be considered the contribution of this study. [ABSTRACT FROM AUTHOR]

Introduction and purpose: Job performance is the most critical organizational issue determining the survival or dissolution of an organization. Professional ethics are among the major factors promoting job performance. Since professional ethics and job performance contribute greatly to the enhancement of productivity, the present study aimed to assess the relationship between professional ethics and job performance of staff in selected hospitals of Shahid Sadoughi University of Medical Sciences in 2021. Methods: This applied research was conducted based on a descriptive cross-sectional design conducted on 180 employees of selected hospitals in 2022. The subjects were randomly selected and administered the Work Ethic Questionnaire of Gregory, C., Petty, and Job Performance Questionnaire by Patterson. Data were analyzed in SPSS software (version 16) using Kruskal-Wallis and Mann-Whitney tests. Results: The results pointed to a positive and significant relationship between professional ethics and job performance. The correlation coefficients of "interest in work', "perseverance", "healthy relationships", "collective spirit and participation in work" were reported as 0.355, 0.551, 0.483), and 0.386, respectively. Demographic variables (marriage, education, age, and professional experience) showed a significant relationship with professional ethics, and demographic variables (gender, marriage, age, and work experience) were correlated with job performance. Conclusion: As evidenced by the findings of this study, the promotion of ethics can increase employees' job performance. Since job performance directly improves organizational productivity, these two variables deserve assiduous attention.

The aim of the research is to examine the work ethics perceptions of academics from different generations and the relationship between these perceptions and workplace deviation behaviors. In line with the purpose, the questionnaire prepared by using 5 questions with demographic variables, academic ethical values scale and workplace deviation behavior scale were applied to 472 academicians working at state universities in Ankara and the nearby provinces. The results revealed moderately negative relationship between academic ethical values and one of its sub-dimensions which is the values for the institution and workplace deviation behaviors. Moreover, weak and strong negative relationships were found between academic ethical values and other sub-factors of workplace deviation behaviors. Intergenerational differences were found between academic ethical values and academic ethical values towards the teaching process and serious workplace deviation towards the organization, and between academic ethical values towards colleagues and deviant behaviors towards the organization.

This essay analyses multiple strands of Promethean thought across nineteenth‐century British literature, demonstrating how Prometheanism—as the modern myth of freedom from nature—is interwoven with ecological realities and discourse. We chart the Promethean myth through its expression as a symbol of political aspiration in the Romantic era into the Victorian period, where it becomes entangled in the discourse of work ethics. Victorian authors, we show, deployed a Promethean imaginary to spiritualize both humanity's subjugation of nature and the imperial subjugation of non‐white peoples. Engaging with W.E.B Du Bois, as well as ecocritical scholars like Amitav Ghosh and Sylvia Federici, we consider how the Promethean ethos shaped a technophilic discourse of human mastery that continues to yield destructive ecological and social consequences. [ABSTRACT FROM AUTHOR]

This study adds to the existing literature on meaningful work by presenting a contemporary virtue-focused Buddhist view. While a virtue-ethics interpretation of Buddhism is now widely accepted and has been applied to several issues, not much has been written about meaningful work using a Buddhist-Aristotelian comparative framework. To develop a Buddhist approach, I draw heavily on the works of Buddhist scholars, particularly in the West who use a virtue framework in interpreting Buddhism. The aims of my essay are dual. The first is to articulate a straightforward application of Buddhism to the contemporary ethical discussion of meaningful work. The second is to discuss the similarities, clarify the differences, and demonstrate the strengths and weaknesses relative to each other of the Buddhist and the Western virtue theories. In my analysis, I argue that while Buddhism is not an alternative to Western virtue theory, it offers significant contributions to the latter's approach to meaningful work and even corrective to some of its limitations. Integration of Buddhism in our theorizing of meaningful work from a virtue-ethics perspective helps us to better understand ourselves and the virtues that we cultivate in the workplace and develop a holistic and cross-cultural conceptualization that is relevant to our global economy. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has resulted in changes in the way working is perceived. The concept of work from home which was previously only associated with specific types of work has had to be implemented for many sectors in Malaysia. This concept is novel in Malaysia, thus creating a lot of uncertainties in both law and practice, including the issue of work ethics. This mode of working may be the new norm in the future, which makes it important to examine the work ethics for work from home. The objectives of this study are firstly, to analyse the concept of Islamic work ethics, and secondly, to integrate Islamic work ethics in a work from home arrangement. It is believed that the application of Islamic work ethics by both the employers and the employees may avoid conflicts at work due to different expectations. In this context, the research is based on secondary sources and analyses of existing literature, and on reading of Islamic texts (the Quran and Hadith). Islamic work ethics consist of universal values where they underline the responsibilities of employer to live up to promises, consider an employee's situation, negotiate with an employee to improve their contract, and equal treatment of employees. Apart from that, employees are also responsible for keeping their promises, being honest, working in a team and performing their jobs in good faith. This research found that Islamic work ethics can hinder conflicts between employer and employee. They are suitable for integration in working from home arrangements as the new normal in Malaysia and directly encourage the implementation of organisational justice. [ABSTRACT FROM AUTHOR]

Purpose Activation policies and efforts to reduce sick leave rates has influenced sickness insurance systems in Western countries, which has led to social security being more connected with work and attempts to expose malingering among the sickness absent. The aim of this study was to explore how power and trust are expressed by clients and stakeholders within the Swedish sickness insurance system. Methods This was a longitudinal qualitative study based on semi structured interviews and case files from 31 clients on sick leave in Sweden. Data was analyzed using a thematic analysis. Results The main theme 'Acts of power and distrust' illustrates how stakeholders' express suspicions towards each other, and how clients need to demonstrate desire and efforts to return to work which other stakeholders verified. Conclusions The clients desire to prove themselves able to contribute to society was prominent in this study and power relations need to be acknowledged, in particular between client and the SIA. Further, to preserve citizens trust in the system, the system needs to demonstrate trust also in the clients. [ABSTRACT FROM AUTHOR]

This study looks into the contribution of Muslim songket weavers' strong work ethics on raising family income in Sukarara Village, Indonesia. This study employs qualitative descriptive methods and ethnographic approaches to examine two factors that boost family income, namely work ethic and motivation in weaving. The weavers of Sukarara Village exhibit a great degree of discipline, accountability, devotion, thoroughness, tenacity, and patience in their job, according to this study. The main driving forces of weavers in Sukarara Village are self-actualization, culture, and religion. Sukarara Village's female weavers have been successful in raising their families' standard of life through the sale of fabric.

This study analyzes the increase in employee performance which is influenced by leadership style, organizational culture, and work ethics. The object of this research is one of the finance companies that provide consumer credit to the public. The number of respondents is 100. The sampling technique used is a stratified approach. Partial Least Square method is used in analyzing the relationship between variables. The results showed that leadership style, organizational culture, and work ethics had a significant effect on employee performance. Work ethics has the highest implications for improving employee performance. A work ethic that is carried out professionally, full of integrity, and perseverance will result in the achievement of maximum performance. Companies must anticipate business changes through leadership style and organizational culture. A leader must have a style in dealing with various conditions. Organizations must ensure that culture becomes a role model for employees in producing quality business processes. These two variables still have an important role in improving employee performance. [ABSTRACT FROM AUTHOR]

The aim of the research is to examine the work ethics perceptions of academics from different generations and the relationship between these perceptions and workplace deviation behaviors. In line with the purpose, the questionnaire prepared by using 5 questions with demographic variables, academic ethical values scale and workplace deviation behavior scale were applied to 472 academicians working at state universities in Ankara and the nearby provinces. The results revealed moderately negative relationship between academic ethical values and one of its sub-dimensions which is the values for the institution and workplace deviation behaviors. Moreover, weak and strong negative relationships were found between academic ethical values and other sub-factors of workplace deviation behaviors. Intergenerational differences were found between academic ethical values and academic ethical values towards the teaching process and serious workplace deviation towards the organization, and between academic ethical values towards colleagues and deviant behaviors towards the organization. [ABSTRACT FROM AUTHOR]