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Background Objective Search Strategy Selection Criteria Data Collection and Analysis Main Results Conclusions Training health workers might facilitate respectful maternity care (RMC); however, the content and design of RMC training remain unclear.To explore the content and design of RMC training packages for health workers in sub‐Saharan Africa.MEDLINE, EMBASE, CINAHL Complete, Web of Science Core Collections, SCOPUS, and grey literature sources (including websites of RMC‐focused key organizations and Ministries of Health) were searched for journal papers, reports, and training guides from January 2006 up to August 2022.There were no restrictions on study designs, language, or health‐worker cadre. Two reviewers independently screened results.Key data, including training content and methods used, were extracted and summarized.Thirty‐two citations from 26 studies/programs were identified (24 journal papers, 5 manuals/guides, 2 reports and 1 PhD thesis), with 27 citations from 22 studies informing the review findings. About half of all conducted studies were from East Africa. The most common topics in RMC trainings were communication, privacy and confidentiality, and human resources. Most trainings were multicomponent and appear to be largely in‐service training. Health workers providing direct care to women, compared with non‐clinical staff such as receptionists and cleaners, were the only recipients of training in most studies (81.8%). Two broad categories of training methods/tools were identified: workshop‐based and action‐based. Over 90% of the studies assessed impact of the training, with a majority focused on impacts on maternal health and care; however, half of the latter studies did not appear to have feedback mechanisms in place for implementing change.The content and design of RMC training in sub‐Saharan Africa are multifaceted, suggesting the complexity of implementing/promoting RMC. Some progress has been made; however, missed opportunities in training remain with respect to study populations, training topics, cadres, and feedback mechanisms. [ABSTRACT FROM AUTHOR]

In general, supervisor abuse is directed toward low‐performing subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they are anxious about losing power. Multisource, time‐lagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan‐based organizations support the proposed hypotheses. The findings show a positive relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns are high. This study provides useful theoretical and practical insights for human resource managers dealing with unethical workplace behavior. [ABSTRACT FROM AUTHOR]

We analyze the impact of outsourcing on the well‐being of internal call center employees in the U.S. telecommunications industry. Our findings draw on mixed‐methods data. The qualitative findings suggest that internal employees experienced escalating job demands connected to errors by third‐party call center vendors and their employees due to additional work and intensified customer frustrations. SEM results show sequential mediation between the time internal employees spent correcting vendor errors, customer mistreatment of employees, emotional exhaustion, job satisfaction, and absenteeism. Employee autonomy over customer‐related decisions appeared to help workers manage these job demands and their effects on well‐being. [ABSTRACT FROM AUTHOR]

The increase in stakeholder pressure for responsible business draws closer public scrutiny when buyers use their power advantage illegitimately to exploit weaker suppliers. In this study, we develop the novel concept of buyer abusive behavior (BAB) and examine BABs exerted by buyers of trucking services against truck owner–operators as their suppliers. This focus is timely given the recent emergence of online platform businesses where precarious work and associated worker abuse are prevalent. Building on the theory of power imbalance and risk‐taking behavior, we elaborate on how BAB can jeopardize supplier welfare that comprises performance and safety. The analysis of the data pertaining to 260 owner–operators in South Korea shows that contract‐unrelated BAB (e.g., buyer's request for money and valuables) harms supplier performance and supplier safety while contract‐related BAB (e.g., buyer's unfair subcontract price decision) does not. Furthermore, the positive relationship between supplier performance and supplier safety is attenuated by contract‐related BAB but reinforced by contract‐unrelated BAB. We contribute to the growing body of the literature on decent work by exposing BAB as a major detriment to supplier worker welfare and laying the groundwork for the development of theories on power abuse and working conditions in multi‐tiered subcontracting work environments. [ABSTRACT FROM AUTHOR]

The authors proposed that customer service employees' reactions to mistreatment by customers can vary between North American and East Asian employees due to differences in their cultural values. Customer mistreatment was predicted to be associated with direct, active, and target-specific reactions (i.e., sabotage directed toward the source of mistreatment) more so among North American employees as compared to East Asian employees. In contrast, customer mistreatment was predicted to relate to more indirect, passive, and target-general reactions (i.e., withdraw organizational citizenship behavior directed toward customers in general) among employees in East Asia as compared to employees in North America. A field study of customer service employees ( N = 213) working in the same hotel chain in China and Canada found support for these predictions. Mediation analyses showed that individualism and collectivism accounted for these differences. Theoretical and practical implications are provided, and future directions are discussed. [ABSTRACT FROM AUTHOR]

The article discusses the need for inclusive economic development in India, with a focus on the prevalence of human trafficking which targets women, children, and the poor. Topics include the financial pressures faced by Indian children making it necessary for them to work to support their families, the impact of Indian government reforms aimed at liberalizing the economy, increasing private investments, and stimulating economic activity, and the challenges of combating poverty in India posed by corruption, exploitation, and human rights violations.

Medical professionals come into direct contact with the public. The relationships are often personal. The aim of the survey is to examine the prevalence of harassment of plastic surgeons by their patients. Survey questionnaires were mailed to all plastic surgeons listed in the 1999 Australasian Society of Aesthetic Plastic Surgery List of Members. A very wide definition of harassment was then provided and information in regard to the nature of the harassment was obtained. This was a descriptive survey of plastic surgeons’ experiences of harassment by patients in Australia and New Zealand. More than half of the plastic surgeons in Australia and New Zealand who responded to the questionnaire reported having been a victim of harassment at some point of their careers. One quarter had been harassed in the previous year. Over 20% of cases met the legal criteria for stalking. These estimates are in excess of those reported in the other studies of the general community. Harassment persisted in the majority of cases for at least a month and in a third of cases for up to 5 years. The recognition of psychiatric disorder, particularly personality dysfunction, prior to embarking on surgery may limit the likelihood of harassment by difficult patients. Formal teaching may be helpful to surgical registrars and consultants. Expert intervention could assist in reducing clinician anxiety. [ABSTRACT FROM AUTHOR]

The article provides information regarding the Phase I and II reports of the Commission of Inquiry into the Sponsorship Program and Advertising Activities. It was found in the Phase I report that several government employees were responsible for tolerating the sponsorship program to be run irresponsibly and without proper accountability safeguards. Eighteen essential recommendations designed to avoid future similar abuses of the public trust are constructed in the Phase II report.

Sexual harassment occurs in organizations around the world, with costly consequences for employees and employers. In this article, we present a case for the primary prevention of sexual harassment, a dysfunctional, counterproductive behavior. We propose that primary prevention can positively influence organizational characteristics and the organizational harassment culture through preventive organizational actions (POAs), helping to build healthy organizations. Rather than being reactive, and instituted after the fact, primary prevention is a proactive approach that addresses root causes of sexual harassment, preventing its development. This approach is research-based and grounded in the well-established traditions of public health and preventive medicine that are applied to prevention of chronic health problems, such as cardiovascular disease. Management commitment, zero tolerance, applicant and new hire awareness, and regular assessments and training are important aspects of the proactive preventive management of sexual harassment. [ABSTRACT FROM AUTHOR]

Although violence is increasing in most workplaces, it has become a significant problem in health care professions. Not only has the number of incidents increased but also the severity of the impact has caused profound traumatic effects on the primary, secondary and tertiary victims. More health care professionals than ever are suffering from symptoms of post-traumatic stress disorder. Addressing the problem of violence in the workplace has been exacerbated by a lack of a clear definition of what constitutes aggression and violence. As a result, some administrators have been slow to commit resources to prevent further incidents and mitigate the impact. This article describes the magnitude of the problem from both an academic research and an operational perspective. A definition is presented as an initial step towards standardizing the research, and establishing an appropriate baseline upon which intervention policies and procedures can be created. This benchmark will also help to encourage empirical research into aggression and violence in health care professions and other professions. Further research needs to be conducted to create a comprehensive instrument that can more accurately measure the range of incidents and the severity of the impact. [ABSTRACT FROM AUTHOR]

The article focuses on how physicians can manage and minimize the impact of harassment and stalking by patients. Physicians should maintain personal privacy through not disclosing personal details to patients and having an unlisted phone number. It is also helpful to establish appropriate boundaries for patient behaviour. If the harassment persists despite clear boundary setting, physicians should advise the patient to seek ongoing care from another practitioner.

Reports on the exploitation of cut flower workers in Kenya. Companies' signing of ethical codes of conduct; Rules on overtime and casual contracts.