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Jeremy Rifkin argues that as we push further into the Information Age fewer and fewer workers will be needed to produce our goods and services. Rifkin predicts that the era of near workerless factories and virtual corporations looms on the horizon. As one wag commentator put it: "The factory of the future will be staffed by only two living things, a man and a dog. The man's job will be to feed the dog. The dog's job will be to keep the man from touching any of the machines!" In a world that is phasing out mass employment, asks Rifkin, how do we find alternate ways for individuals to earn a living, find meaningful and creative outlets for expressions and establish their own sense of self-worth and identity? In other words, in the absence of work, how will we come to define ourselves? What will we do with ourselves? How will we stay sane? [ABSTRACT FROM AUTHOR]

Abstract In this experimental work, we propose for the first time a simple, effectual and green approach to produce pure Dy 2 Ce 2 O 7 nanostructures employing a novel fuel, Phoenix dactylifera extract. The role of the utilized amount of Phoenix dactylifera extract on the morphological characteristics, electrochemical hydrogen storage and also Coulombic efficiency of Dy 2 Ce 2 O 7 was examined, for the first time. The characteristics and performance of Dy 2 Ce 2 O 7 was found to be influenced through alteration in the utilized amount of Phoenix dactylifera extract. Multiple investigations have been done to analyze and confirm the formation as well as characterization of Dy 2 Ce 2 O 7 nanostructures. Further, we investigated the performance of different Dy 2 Ce 2 O 7 structures (produced employing with varied dosages of Phoenix dactylifera extract) in electrochemical hydrogen storage through chronopotentiometry route in basic medium. The findings point out that very uniform Dy 2 Ce 2 O 7 nanoparticles formed employing 3 ml of Phoenix dactylifera extract can display superior performance to store hydrogen. This sample illustrates the great discharge capacity (2715 mAh/g) also high Coulombic efficiency (63.24%). Also, application of novel and green fuel (Phoenix dactylifera extract) can lead to preparation of Dy 2 Ce 2 O 7 , which can be efficiently utilized to store hydrogen (clean energy carrier) as a potential material, and resulting into decrement in the environmental pollution. Graphical abstract Image 1043 Highlights • A simple and effectual approach was used to produce Dy2Ce2O7 nanostructures. • Phoenix dactylifera extract was applied as new and green fuel. • Different Dy2Ce2O7 structures were produced with varied dosages of Phoenix dactylifera extract. • Hydrogen storage performances of different Dy2Ce2O7 structures were compared. [ABSTRACT FROM AUTHOR]

Background: Increased knowledge of the temporal patterns in the distribution of trauma admissions could be beneficial to staffing and resource allocation efforts. However, little work has been done to understand how this distribution varies based on patient acuity, trauma mechanism or need for intervention. We hypothesize that temporal patterns exist in the distribution of trauma admissions, and that deep patterns exist when traumas are analyzed by their type and severity. Study design: We conducted a cross-sectional observational study of adult patient flow at a level one trauma center over three years, 7/1/2013–6/30/2016. Primary thermal injuries were excluded. Frequency analysis was performed for patients grouped by ED disposition and mechanism against timing of admission; in subgroup analysis additional exclusion criteria were imposed. Results: 10,684 trauma contacts were analyzed. Trauma contacts were more frequent on Saturdays and Sundays than on weekdays (p<0.001). Peak arrival time was centered around evening shift change (6-7pm), but differed based on ED disposition: OR and ICU or Step-Down admissions (p = 0.0007), OR and floor admissions (p<0.0001), and ICU or Step-Down and floor admissions (p<0.0001). Step-Down and ICU arrival times (p = 0.42) were not different. Penetrating injuries peaked later than blunt (p<0.0001). Trauma varies throughout the year; we establish a high incidence trauma season (April to late October). Different mechanisms have varying dependence upon season; Motorcycle crashes (MCCs) have the greatest dependence. Conclusion: We identify new patterns in the temporal and seasonal variation of trauma and of specific mechanisms of injury, including the novel findings that 1) penetrating trauma tends to present at later times than blunt, and 2) critically ill patients requiring an OR tend to present later than those who are less acute and require an ICU or Step-Down unit. These patients present later than those who are admitted to the floor. Penetrating trauma patients arriving later than blunt may be the underlying reason why operative patients arrive later than other patients. [ABSTRACT FROM AUTHOR]

Abstract This work extends our previous work [4,22] with the iteration operator. This new operator allows for representing more general networks and thus enhancing the former propositional logic for Petri nets. We provide an axiomatization and a new semantics, prove soundness and completeness with respect to its semantics and the EXPTIME-Hardness of its satisfiability problem, present a linear model checking algorithm and show that its satisfiability problem is in 2EXPTIME. In order to illustrate its usage, we also provide some examples. [ABSTRACT FROM AUTHOR]

We report a test of Lee and Mitchell's model of voluntary employee departure from an organization. Data gathered from interviews with nurses who had recently quit their jobs and a mailed survey were analyzed qualitatively via pattern matching and quantitatively through correlations, analysis of medians, log linear modeling, and contingency tables. Although the data generally supported the theory, several nonconfirming cases revealed ambiguities in the model and therefore opportunities for improvement. In general, the data indicated that people use different and distinct psychological processes when leaving an organization and that some of these processes may not be consistent with existing turnover theories. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Differences in coping strategies used by new hires and job changers are investigated. Job changers try harder to control and change their Job situations than do new hires, who seek out more social support and more aid from others. No systematic differences were found between the two groups in the degree of palliative coping. [ABSTRACT FROM AUTHOR]

Empirical investigations of differences between females and males in the industrial salesforce have not been published. This study is an attempt to begin to fill this void. Women and men are compared on six job satisfaction components, value importance of the job components, performance, role clarity, and propensity to leave the organization. The findings generally support the hypothesis of "no difference" between males and females. However, women did have lower role clarity scores and higher propensity to leave scores. [ABSTRACT FROM AUTHOR]

The article presents the results of a study on work ethics and beliefs about work among white collar and blue collar workers in the United States. The study focused on the social value and personal meaning of work to individual workers. The article discusses the influence of humanistic principles and organizational behavior on individual beliefs about work. The roots of the work ethic in religious and social tradition are discussed. The author comments on changes in the work ethic over time, and the significance of humanistic ethics to current beliefs about work.

In this article, we aim to explore the potential consequences of an approach to the theme of work that lies between culture psychology and work psychology. We argue that culture and work, considered as entities, have suffered from a process of mutual distancing over the course of history. Our first argument is to show the fallacy underlying this distancing, by arguing that culture is not an entity, but rather a process by which we use signs as tools to mediate our relationship with the environment and to regulate our own action in irreversible time. We also argue that work is a sign-mediated activity that occurs through culture. Most importantly, we advance the urgency of considering work as a cultural phenomenon, whose specific role is to make culture by getting things transformed into objects. The second argument we put forward is that work is a meaning-making complex. We further develop this concept by claiming that work should be analysed at the general level of the semiotic principles of meaning-making. [ABSTRACT FROM AUTHOR]

This article complicates the prevailing portrait of substance use as being incompatible with work. Drawing on in-depth ethnographic data of one informal economic zone collected over a four-year period between January 2010 and January 2014, I expose the daily interactions through which substance use becomes compatible with work and the mechanisms by which drug and alcohol use become embedded in the local ecology of a public work site. To capture the ways in which people link their substance use to their experience of work, I utilize three concepts-taking a break, maintaining a cycle, and tipping the balance-each of which is suggestive of different patterned relationships between substance use and work in public. Data indicate that people link their substance use to their work in different ways and with different consequences and that each of these patterned relationships becomes an interrelated part of a single social system. These findings add necessary nuance and complexity to substance use literature, which is more frequently focused on abject abuse and disorder, and provide a more complete understanding of the ways in which substance use practices become linked to urban economies. Furthermore, they illuminate how participation in informal economic activity can play a variety of roles in the lives of people engaged in substance use practices. [ABSTRACT FROM AUTHOR]

Every Women entrepreneur requires confidence, leadership and managerial skills for their accessibility to new markets. Entering into business as a woman offers the challenges of learning how to effectively operate the activities of each business while simultaneously attempting to meet all other expectations that are part of entrepreneurship. The global economy is becoming increasingly knowledge based and hence by acquiring the required skills and being engaged towards their occupation, women entrepreneurs can remain competitive in the changing scenario. In day to day connotation, engagement refers to individual involvement, commitment, passion, interest, absorption, focused effort, dedication, and energy towards their occupation. Engagement among women entrepreneurs emphasizes their values, attitudes and beliefs of women concerning their age to work in organizing and balancing their work and personal life. This study focuses in assessing the influence of the variables Work Life Balance, Occupational Commitment, Occupational Self Efficacy which influences Occupational Engagement among Women Entrepreneurs. The study is descriptive in nature responses are collected from 281Women Entrepreneurs. The level of Occupational Self Efficacy, Occupational Commitment, Work Life Balance and Occupational Engagement among women entrepreneurs of the varied demographic profile is calculated. Analysis of variance is carried out to find whether there exist significant difference in the perception of Occupational Self Efficacy, Occupational Commitment, Work Life Balance and Occupational Engagement among Women Entrepreneurs of varied demographic profile. Correlation is carried out to find whether there is significant association between Occupational Self Efficacy, Occupational Commitment, and Work Life Balance on Occupational Engagement. Regression analysis assesses the impact of Occupational Commitment, Occupational Self efficacy and Work Life Balance on Occupational Engagement among women entrepreneurs. The result of the study shows that there is a positive significant impact of Work Life Balance on Occupational Engagement. This study would help the entrepreneurs to draw an insight into the level of Occupational Engagement, Work life balance, thereby would help improving their Occupational Self Efficacy and Occupational. [ABSTRACT FROM AUTHOR]

The article discusses the importance of work in the daily lives of many Americans to meet their daily needs. It examines the impact of several factors to the quality of work life including financial needs satisfaction, professional relationship and social life. It also cites the role of academic career in the establishment of professional relationships and a sense of power in the workplace.

The topic of this imaginary dialogue between Georg Simmel and Max Weber is the relation between work – in the sense of labour – and personality. Its aim is to show that the thinking of these ‘founding fathers’ of sociology can furnish valuable insight into the current issue of the corrosion of character in contemporary post-Fordist society. The concept of work still represents one of the major factors determining modern individuals’ ability (or inability) to formulate personal, stable identities that enable them to become fully socialized. Both Simmel and Weber make reference to a common theoretical background that views the human being as a creature with originally rational potential, who is faced with the task of becoming a personality by means of consciously chosen life behaviour: This is evident in the parallelism between Simmel’s interest in the concept of ‘style of life’ (Der Stil des Lebens) and Weber’s research on the ‘life conduct’ (Lebensführung) that arose in Western rationalistic culture. [ABSTRACT FROM AUTHOR]

This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff (N = 69) completed surveys at three time points. After the first assessment, the treatment group (n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness. [ABSTRACT FROM AUTHOR]

This article aims to emphasize the importance of a different dimension of social work intervention: working with groups. Working with groups in social work means a refined mix of individual approaches and methods with groups dynamics. There is no need to explain the importance of groups in any activity, since we became group members ourselves since our very first breath. The structure and norms of the society make us group components under social group dynamics, laws and processes. It is impossible to be a part of society without belonging to different groups (Toseland, Rivas, 2009, 3‑5). Working with groups presumes a two layer approach: the first one centered on the individual as member of the group and the second one with focus on group as an entity with specific processes, functions and particularities. The challenge of working with groups appears mainly from the need to offer attention and support to the assisted person as a member of the group and at the same time considering the parameters of the group as a stand‑alone entity (stages, dynamics, disturbing factors). This study will review general notions on group typology, dynamics and specific working methods with groups in social work and also group evaluation strategies. The attached case study will analyse the work relationship inside a Romanian NGO. The objective of this article is to discuss various aspects of working with groups by pointing out the main group characteristics (for a better understanding of the specifics of this intervention) and by presenting a case study with a practical group evaluation method. [ABSTRACT FROM AUTHOR]

This paper examines the effects of a private-sector prison work program called the Prison Industry Enhancement Certification Program (PIECP) on formal unemployment duration, duration of formal employment, and earnings of men and women released from various state prisons between 1996 and 2001. It also investigates the labor market dynamics of formerly incarcerated men and women. The program is found to increase reported earnings and formal employment on the extensive margin, with a stronger impact on the formal employment of women. There is little evidence that it increases formal employment along the intensive margin (i.e., duration of formal employment). Contrary to segmented labor market theories, superior employment (i.e., higher-paying jobs) does not lead to increased job stability. Roughly 92 % of individuals who obtained formal employment in the sample experienced job loss; however, reincarceration rates are too low to explain this fact. An evaluation of labor market dynamics reveals that traditional human capital variables, criminogenic factors, and a few demographic characteristics determine job loss. In addition, black women, single women, and women with more extensive criminal histories face greater barriers in the labor market than their male counterparts. [ABSTRACT FROM AUTHOR]

In this article, we define the concept of 'risk work,' which aims to make visible working practices to assess or manage risk, in order to subject these practices to sociological critique. This article reviews and synthesizes existing published literature to identify components of risk work: (a) translating risk into different contexts, (b) minimizing risks in practice, and (c) caring in the context of risk. We argue that these three components of risk work raise important tensions for workers that have been inadequately explored in the literature to date. We propose that future research should additionally focus on practitioner subjectivity and identity in risk work. In addition, we argue that comparative research-across type of risk and different contexts-and methodological and theoretical diversity would enhance this emerging field of research. [ABSTRACT FROM AUTHOR]

This article deals with the productive activities carried out by consumers, supervised by the suppliers for their profit, in the market economy. There is abundant managerial literature on this topic. A corpus of marketing texts shows that putting consumers to work is a specific aim of those responsible for organizing work in companies. Sociological studies followed, but in unsystematic and sectorized ways. This article analyses consumer activity itself, using the concepts and tools of the sociology of work. The four aspects of consumer activity are described: the way it is prescribed and organized, the actual work done, the output, and the meaning it has for those who carry it out. With this theoretical frame and an empirical survey, I identify three ways in which the consumer is put to work: in addition to the forms of work that have already been clearly identified, that is, self-service and collaborative coproduction, which I discuss here, I consider “organizational work.” [ABSTRACT FROM AUTHOR]

Between 1961 and 1984 the renowned New Zealand writer, Margaret Mahy, wrote over seventy-five pieces for the School Journal (a graded reading book provided free to New Zealand primary schools since its inception in 1907). It was a liberal humanist period in New Zealand education during which the 1940s' and 1950s' rolling reforms implemented by Clarence Beeby had had time to settle, and John Dewey's progressive system, influenced by ideas associated with European romanticism, had taken hold. With a new appreciation of nationhood and the arts, School Publications sought to publish material that was not only instructional, but also of high literary quality, by reputable New Zealand authors such as Margaret Mahy. Indeed, the School Journal provided Mahy not only with an opportunity to publish her vividly imagined poetry and prose, but also with the additional challenge of writing for an audience of Māori and Pākehā primary school children who needed to learn to read. This article considers ways in which Mahy's Journal work reflected (or did not reflect) the spirit of the times. [ABSTRACT FROM AUTHOR]

Analysing specialty literature (see, for example, Jakob Schrenk, 2010) we notice that attitude towards work have changed in contemporary society. Since passed ages, work was considered a natural activity, specific especially for adults, developed for producing goods for a better living (for our own person, for our family and, indirectly, for society). Today we can notice that work have become the sense of life, the main aim for life. Some people work for working, forgetting that the purpose of life is first our becoming, evolution, perfection as human being, through relations with others. Or, today, work has become to signify alienation from others, physical and spiritual, dehumanization. [ABSTRACT FROM AUTHOR]

The aim of the present study is to empirically test the theoretical model, Positive Self and Relational Management (PS&RM), for a sample of 184 Italian university students. The PS&RM model specifies the development of individuals' strengths, potentials, and talents across the lifespan and with regard to the dialect of self in relationship. PS&RM is defined theoretically by three constructs: Positive Lifelong Life Management, Positive Lifelong Self-Management, Positive Lifelong Relational Management. The three constructs are operationalized as follows: Positive Lifelong Life Management is measured by the Positive and Negative Affect Schedule (PANAS), the Satisfaction With Life Scale (SWLS), the Meaningful Life Measure (MLM), and the Authenticity Scale (AS); Positive Lifelong Self-Management is measured by the Intrapreneurial Self-Capital Scale (ISC), the Career Adapt-Abilities Scale (CAAS), and the Life Project Reflexivity Scale (LPRS); and Positive Lifelong Relational Management is measured by the Trait Emotional Intelligence Questionnaire (TEIQue), the Multidimensional Scale for Perceived Social Support (MSPSS), and the Positive Relational Management Scale (PRMS). Confirmatory factor analysis of the PS&RM model was completed using structural equation modeling. The theoretical PS&RM model was empirically tested as defined by the three hypothesized constructs. Empirical support for this model offers a framework for further research and the design of preventive interventions to promote decent work and decent lives in the twenty-first century. [ABSTRACT FROM AUTHOR]

The current study of 434 young adults investigated the relative centralities of anticipated adult roles. Based on assigned percentages to career, marriage, and parenthood roles, five distinct relative centrality profiles were created: Child Centered, Marriage Centered, Marriage and Child, Career Centered, and Family and Career. The Career Centered and Marriage Centered groups tended to differ the most, with the former being less enthusiastic toward marriage and reporting less cautious beliefs and behavior related to sexuality and risk taking. Other nuanced differences were also explored. It is argued that the centrality profiles have implications for the decisions that young adults currently make that could lead them along various trajectories toward adulthood that influence if and how adult roles are realized. [ABSTRACT FROM AUTHOR]

This study identifies factors associated with flexible work arrangement (FWA) use in the context of the “Supervisor-Promoted Flexibility” program implemented by an employer in the financial activities supersector. This change initiative involved supervisor-initiated discussions that explored prospects for supervisee FWA use. Discussions increased the odds of FWA use expansion, but changes occurred at different rates among work units. Managers’ gender, age, and attitudes toward FWAs corresponded with changes observed. When managers believed that supervisee FWA use reflected favorably on prospects for their own careers, they were more likely to expand use over time. [ABSTRACT FROM AUTHOR]

Introduction. An effort-reward imbalance during shiftwork may result in occupational burnout of nurses. The aim of this study is to analyze the relationship between occupational burnout and stress in the context of the attitude towards shiftwork and work satisfaction. The material and methods. The study comprises 250 nurses aged between 22 and 54 with an average of 12 years' work experience. The following research methods were used: Burnout Inventory (MBI), Effort - Reward Imbalance, Attitude Towards Shiftwork Scale (ATSS) and Manual for Minnesota Satisfaction Questionnaire. The results. The effort invested in work turned out to be the only significant predictor of emotional exhaustion. It is responsible for up to 31% of the variance in emotional exhaustion in a group of both low work satisfaction and negative attitude towards shiftwork. The conclusion. The study shows that more attention needs to be paid to the effort invested in work and to the reward, as well as to the balance between the reward and effort in a group of low work satisfaction and negative attitude towards the shiftwork system. [ABSTRACT FROM AUTHOR]

The aim of this study was to explore the differences and similarities in the utilization of high-performance work systems ( HPWS) in Chinese and Irish professional service firms ( PSFs). Using data collected from 112 Chinese and 120 Irish accounting firms, we found that Chinese PSFs demonstrate higher scores in selective recruitment and contingent remuneration, while Irish PSFs show higher scores in performance management and training. Chinese and Irish PSFs employed similar levels of information sharing and participation and had similar scores on an overall HPWS index. Consistent results were found for the positive relationship between HPWS and organizational performance in both Chinese and Irish PSFs despite their different utilization of HPWS elements. This cross-national study provides insights into the differences between eastern and western approaches in managing human resources in the professional service context and demonstrates the potential value of using HPWS to improve performance in PSFs. [ABSTRACT FROM AUTHOR]

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

This study was conducted to examine the effect of ethical values and an ethical work climate (EWC) (responsibility, unethical peer behaviors, and selling orientation) on organizational trust, and organizational commitment (affective and continuance commitment), which in turn influence turnover intentions to acquire a competitive edge in a competitive world. Data were obtained from 276 employees of food-service franchised companies in Korea. The results suggest that an EWC mediates the relationship between ethical values and organizational trust, which in turn has a positive influence on organizational commitment and turnover intention. Contributions and directions for future study are discussed. [ABSTRACT FROM AUTHOR]

"There will be no more death or mourning or crying or pain.... See, I am making all things new." This vision from Revelation 21--perhaps the most comforting words a Christian in social work will ever hear--provides a beacon of hope in the face of despair. This article grounds this hopeful vision within Reformed Christianity, specifically within the neo-Calvinist tradition, and highlights contributions of this tradition to social work and social welfare. [ABSTRACT FROM AUTHOR]

Copyright of EU Agrarian Law is the property of Sciendo 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.)

Engagement at work is a positive mental and dispositional state characterized by Vigor, Dedication and Concentration. The aim of this study was to adapt and get evidence of validity for the Brazilian version of the utrecht work engagement scale (UWES). Participated in the study 1167 workers between 18 and 70 years (M = 36.8, SD = 10.3) in the Brazilian regions. Studies to establish content and construct validity with the 17- item and the 9-item scales were performed. Exploratory and confirmatory factor analyzes showed that the best solution is unifactorial. Internal consistency was high. Age differences in engagement were found. The results also indicate that the present version of UWES is valid for use in Brazil and reinforce the idea that engagement at work is a universal construct. Although most of the results agree with the findings reported in the literature, some cultural differences appeared and they are discussed in this paper. [ABSTRACT FROM AUTHOR]

Harmony is not only an important value in traditional Chinese culture, but also a key to social development in modern Chinese society. In this study, I explored the theoretical structure and influence of organizational interpersonal harmony on organizational commitment and turnover intention. Interviews with 52 Chinese managers revealed 3 dimensions of interpersonal harmony. An organizational interpersonal harmony scale was then developed and pretested on 117 employees. Further, I conducted a field study of 480 employees from 8 Chinese organizations to test a 2-hierarchy structure of organizational interpersonal harmony. Using hierarchical regression, I found that organizational interpersonal harmony had a positive impact on organizational commitment and a negative impact on turnover intention. [ABSTRACT FROM AUTHOR]

We examined the moderating effect of team internal social capital in the relationships among professional heterogeneity, experience heterogeneity, and thinking heterogeneity (3 dimensions of knowledge heterogeneity) and team knowledge sharing. The study sample comprised 149 teams of employees of companies in China. Results of a multiple regression analysis showed that professional heterogeneity, experience heterogeneity, and thinking heterogeneity all had a significantly positive effect on knowledge sharing. Further analysis demonstrated that internal social capital moderated the effect of experience heterogeneity on knowledge sharing, as well as that of thinking heterogeneity on knowledge sharing. Implications of our findings and future research directions are discussed. [ABSTRACT FROM AUTHOR]

I conducted a survey to examine the relationship between work values and career adaptability in a sample of 407 Chinese university students. I validated an extrinsic-intrinsic work values structure through principal components analysis, based on self-determination theory. The results showed that extrinsic work values, such as the importance of high income and good working conditions, and intrinsic work values, such as emphasis on creativity and challenge, and a friendly workplace atmosphere, positively predicted the career adaptability of the participants. Thus, the driving force of both extrinsic and intrinsic work values meant that the students were likely to put effort into developing adaptive capabilities for their career development. The implications of these findings for career education and career counseling practice are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Regional Studies is the property of Routledge 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 Regional Studies is the property of Routledge 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.)

Theoretical and empirical research provide conflicting views on whether women who do paid work are less at risk from violence by an intimate partner in low- and middle-income countries. Economic household-bargaining models propose increased access to monetary resources will enhance women's “agency” and hence their bargaining power within the household, which reduces their vulnerability to intimate-partner violence. Feminist theorists also argue, however, that culture, context, and social norms can impede women's ability to access and benefit from employment. This study uses semi-structured interviews conducted in 2009 to explore the implications of paid work among women market traders in Dar es Salaam and Mbeya, Tanzania. While in this sample, informal-sector work did not result in women being able to fully exercise agency, their access to money did have a positive effect on their lives and reduced one major source of conflict and trigger for violence: that of negotiating money from men. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the effectiveness of an iPad to increase work related behaviors for one adult with disabilities in a vocational setting. A multiple baseline across behaviors single subject research design was used to determine if an iPad helped to increase independence in three identified behaviors, which included setting up a workstation for maximum efficiency, managing time accurately, and identifying faces and names of coworkers. Results indicate that the subject was able to use the iPad to achieve independence in the work setting, thus making him less reliant on site staff and his vocational trainer and making him potentially employable. The results of the study prove to be important because little research has been conducted on how technological devices such as the iPad can help individuals with disabilities in the vocational setting. [ABSTRACT FROM AUTHOR]

Majority World working children's voices have attained some prominence in debates over their well-being. Many have defended their right to work, challenging Minority World understandings of children's ‘best’ interests. Yet employers' voices remain sidelined, raising questions over the extent to which the discursive and material spaces of children's work have been decolonised. A postcolonial perspective on children's work challenges suggestions that Majority World adults (and societies) need western guidance on how childrenoughtto be raised. It also creates opportunities to look beyond western discourses of economic exploitation, to the potential for more-than-economic relationships between working children and their employers. [ABSTRACT FROM AUTHOR]

This chapter summarizes how diversity experiences influence college students' educational outcomes and offers recommendations for practice to maximize these benefits on all campuses. [ABSTRACT FROM AUTHOR]

Community engagement professionals and partners serve as, work with, study, and build the capacity of boundary spanners. To augment knowledge about these functions, the Weerts–Sandmann Boundary Spanning Conceptual Framework (2010) has been operationalized through a survey instrument to examine community engagement boundary-spanning behaviors by campus-based actors—leaders, faculty, staff, and students—as well as by community-based spanners in different contexts. This article provides an explication of the underlying theoretical constructs and the development and testing process of the instrument, along with applications for multiple audiences. Implications are presented concerning contextual issues of boundary spanning and generalization of boundary-spanning roles across a variety of potential subjects. [ABSTRACT FROM AUTHOR]

This paper examines campaigns in two US social movements, an African American unionization struggle in the 1960s and 1970s, and a recent environmental justice campaign in a Latina/o community. These and the larger movements of which they are a part have been movements of the most economically precarious sectors of the population and have also been historically reliable sources of hope and inclusive regimes of economic and civic value. These regimes manifest in everyday ways that participants in these campaigns construct economic value and in how they link that economic value to their claims for full civic membership. I develop the concept of economic citizenship-namely, that clashes over economic values and social worth are double stranded and mutually constituting. That is, economic regimes of value (capitalist and otherwise) are key to constituting social worth and civic belonging, and notions of civic worthiness in turn constitute economic value. [ABSTRACT FROM AUTHOR]

This article describes an in-class exercise designed to demonstrate the concept of emotional contagion. Empirical research has found that leader emotional displays at work relate to various member work attitudes and performance. However, students may have a difficult time understanding how and why emotions can influence organizational outcomes. Thus, the objective of this in-class exercise is to demonstrate how quickly and easily leader emotional displays stimulate contagion among group members. In addition, this exercise allows students to reflect on the influence of emotional labor and displayed versus felt leader emotional displays in organizations. Specifically, the exercise uses exaggerated leader emotional displays, and students get the opportunity to experience and reflect on how both authentic and inauthentic emotional displays are contagious. After reviewing the literature concerning emotional contagion, emotional labor, and emotional regulation strategies, this exercise is described in detail and class discussion points are presented. Finally, the article ends with advice on how to incorporate this experiential exercise in other undergraduate and graduate management courses and how instructors might use our findings. [ABSTRACT FROM PUBLISHER]

Engaged scholarship combines the work of universities with that of community partners. The results can be powerful examples of the synergy that arises between theory and practice. By examining engaged scholarship and reflecting on the nuances that exist between it and engaged research, this paper follows the ways that research questions can be explored in a practical application versus in a controlled environment. I examine the benefits of community-engaged scholarship relative to service recipients, scholars, organizations, and communities at large. The academic benefits extend far beyond the universities; engaged scholarship allows for university programs to provide realistic training to students as an example of future work-related duties and assignments and to collaborate with community partners in service delivery. Results of collective collaboration and community-engaged scholarship can lead to a strengthened sense of community in lasting partnerships that increase dialogue surrounding challenging issues. [ABSTRACT FROM AUTHOR]

An essay is presented concerning the topics of the novel titled "Chance" by the late Polish-British writer Joseph Conrad. It offers full of dichotomies in the novel with deep thematic and formal structures. The author relates that the novel focuses in the ethics of working life with the ambition of the author to examine British society. Also outlined is the ethical and moral aspects of seamanship.

Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The article presents a Gramscian reading of organisational interventions within the framework of developmental work research. Developmental work research is based on Engeström's concepts of activity system and expansive learning cycle. It utilizes the theoretical vocabulary provided by Marx and Ilyenkov and is situated in the traditions of cultural-historical and critical research. In recent years, critical commentaries have pointed to a need to reconsider questions related to transformation, contradictions and power within the approach. The Gramscian reading here suggests that the concepts of transformism, hegemony and dialectic pedagogy could open potential ways to reformulate certain elements of both the practice of organisational intervention and the theoretical principles of developmental work research. [ABSTRACT FROM AUTHOR]