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Previous research has examined political skills and transactional leadership in examining predictors and determinants of employee performance. This study was made necessary by the lack of research on organizational work culture and mediation in the holding industry. This study examines differences in employee performance due to political skills and transactional leadership and examines organizational work culture as a mediating factor. Design/methodology/approach - This study used census sampling techniques. Collect data using questionnaires and analyze research model hypotheses using Confirmatory Factor Analysis and Structural Equation Modeling with SmartPLS. Findings - The data analysis results show that political skills and transactional leadership are not positively related to employee performance and organizational work culture. Organizational work culture also fails to be a mediator, and only the impact of organizational work culture on employee performance is positive and significant. Practical implications - Organizations must do everything possible to ensure an improved adaptable, collaborative, flexible, and team-oriented work culture within the organization, as this is essential to improving performance by providing motivation, embracing innovative ideas, responding to employee complaints, and enabling the organization to survive and thrive. Originality/value - The study provides insights into how and to what extent political skills and transactional leadership variables affect employee performance. This study complements the existing literature and explores the mediating role of organizational work culture. Executives and policymakers can use the study's findings to improve organizational work culture in the corporate holding industry. The study opens up possibilities for future research. [ABSTRACT FROM AUTHOR]

India is currently experiencing a demographic and epidemiological transition characterized by an aging population and an increase in chronic diseases, resulting in a greater demand for home healthcare services. Despite the critical nature and expansion of this area, home healthcare delivery in India remains under-researched. There is a dearth of information about the services, providers and organizations that offer services at home. There are various concerns in the provision of home healthcare services. These relate to accessibility and availability, information on providers, regulatory issues, standards of care, costs, safety concerns, and grievance redressal mechanisms for providers and users, which are among the topics discussed in this article. The article concludes that there is a need to recognize the "home" as a place for providing healthcare and as a "workplace" of care providers, develop standardized processes and guidelines for delivering care for different conditions at home, adopt standard human resource practices in deployment of care providers, bring transparency in the calculation of the cost of services and regulation of costs, and establish grievance redressal mechanisms for users, providers, and organizations. Further research is recommended on aspects such as user and provider perspective, training and supervision of providers, and financing, accreditation, and quality of services. [ABSTRACT FROM AUTHOR]

Reporting troubles can be used as a vehicle for accomplishing many different kinds of actions. In some cases, troubles may be raised to engender practical courses of action—that is, to mobilize some form of remedy or assistance from the recipient to deal with those troubles. In this article, we focus on instances of troubles reports in institutional encounters that are hearable as delivering troubles-complaints. We illustrate how the extended troubles-remedy sequences through which these troubles-complaints are implemented are designed to mobilize an offer of some form of practical action to remedy or assist with those troubles. We propose that although the troubles-remedy sequences are locally produced and involve different situated contingencies, they exhibit a recurrent overall structural organization that arises through sequence expansions of those troubles-complaints, which orients to resolving practical or material troubles, as well as institutional resistance to doing just that. Data are in English. [ABSTRACT FROM AUTHOR]

As victims of harassment and discrimination know full well, complaints of harassment and discrimination are often dismissed by employers and are difficult to prove in court. Victims are responding to these obstacles by secretly recording workplace conversations to obtain evidence for their claims. However, secretly recording conversations often causes more harm than good. For one, those who engage in this activity will usually be terminated for workplace misconduct, and their unreasonable surveillance activities may preclude the very claims that prompted their recordings. In addition, the business itself may suffer a variety of harms, including erosion of trust and loss of employee morale. Despite the numerous drawbacks in secretly recording workplace conversations, courts have incentivized this activity by relying on the contents of such recordings at trial and when resolving dispositive motions. Given the legitimate employer interests in eliminating employees' secret workplace recordings and the harms flowing from such activity, this Article argues that such recordings should have limited evidentiary value, particularly in workplaces with a no-recording rule. Accordingly, to eliminate the primary incentive for secretly recording conversations, this Article borrows from analogous exclusionary rules found in state wiretap laws and proposes that Congress amend the federal employment discrimination laws to provide that recordings obtained in violation of an employer's no-recording rule are generally inadmissible for claims arising under those laws. This Article further proposes an important exception to this proposed exclusionary rule for recordings made after an employer failed to take appropriate corrective action on the recording individual's complaint of harassment or discrimination. In this manner, victims of harassment or discrimination would be encouraged to report their mistreatment, while employers would be incentivized to take such reports seriously. Through this balanced approach, workplace privacy will be preserved, without undermining the most legitimate use of this evidence-gathering approach against employers that shirk legitimate employee complaints. [ABSTRACT FROM AUTHOR]

Healthcare strikes have been a remarkably common and varied phenomenon. Strikes have taken a number of forms, lasting from days to months, involving a range of different staff and impacting a range of healthcare systems, structured and resourced vastly differently. While there has been much debate about strike action, this appears to have done little to resolve the often polarising debate that surrounds such action. Building on the existing normative literature and a recent synthesis of the empirical literature, this paper will present a deliberative framework to assess the justifiability of strike action. I will first review the empirical literature that explores the impact of strike action, on patient outcomes and healthcare delivery. I will then discuss the debates that have occurred in this area, including an existing deliberative framework proposed by Selemogo (2014). I will argue that this framework is overly restrictive in that it could lead us to find otherwise justified strike action, unjust. I will then propose a framework that remedies these shortcomings. The framework outlines two broad conditions that should be met if strike action is to be justified. It then goes on to outline two deliberative, interrelated questions that should be used to assess whether strike action meets these conditions. For the purposes of this framework, healthcare strike action is justified when 1) it makes demands or raises grievances about some form of injustice, unfairness or threat to health and when 2) the risks in striking are proportionate to its demands or grievances. These two conditions should be considered in light of two further questions, namely, the 3) social and political context of the strike and 4) the characteristics of the strike. I will offer some further reflections on the application of this framework and its shortcomings. [ABSTRACT FROM AUTHOR]

Background: This study aimed to understand the experiences of nurses working in the integrated nursing care service, a relatively recent addition to the Korean hospital infrastructure, to suggest ways in which to address their grievances and needs and improve their job satisfaction, thereby reducing turnover. Methods: This study adopted a qualitative approach to explore subjects' vivid experiences. Data were collected through in-depth interviews with 17 nurses with over one year of experience working in integrated nursing care wards. The main question asked was "Can you describe your experiences in the integrated nursing care ward?" All interviews were recorded, transcribed, and analyzed using Colaizzi's method for phenomenological research. Results: Six theme clusters were derived from the analysis: "distorted perceptions of the integrated nursing care ward," "challenges owing to distorted perceptions of the integrated nursing care ward," "loneliness and fighting alone," "being ridiculed," "practicing textbook holistic care," and "the satisfaction felt only in the integrated nursing care ward." For the overarching theme, we identified "Satisfaction in providing holistic care despite the challenges." Conclusions: While working in the integrated nursing care ward, nurses practiced holistic nursing care, which in turn built their self-esteem. However, they experienced greater levels of stress as a result of misinformation. Therefore, dissemination of accurate information is necessary to correct public misunderstandings of the integrated nursing care wards. Further, adequate compensation and support systems are needed to relieve the stress nurses felt because of such misunderstandings. Additionally, nurses should be motivated to continue to provide quality care for the patients and take pride in their work. Future research should explore the physical and mental concerns of nurses working in integrated care wards. [ABSTRACT FROM AUTHOR]

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations 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.)

BACKGROUND: Empowering workers through operational safety committees and having an effective safety reporting mechanism improves occupational health and safety. The Western large retailers mostly from Europe formed the Accord on Fire and Building Safety in Bangladesh (Accord) in 2013 to advance occupational health and safety in the Bangladesh garment industry and one of its missions was to empower the workers. OBJECTIVE: The objective of this study was to investigate the impact of Accord's programs on improving safety and quality of the working environment in the garment sector. METHOD: All reports of Accord published and made available for the public were accessed and analyzed. Data were gathered and presented on 1) number of Safety Committees formed 2) Safety Training Programs conducted and 3) Safety and Health Complaints received. RESULTS: By 2021, a total of 1581 factories and 1.8 million workers were covered by Accord. By May, 2021, Accord formed Safety Committees and completed training sessions on these in 1022 factories (65% of the target). By 2020, the average number of total complaints received per factory was around two and the number of occupational health and safety (OSH) complaints -which was deemed to be dealt directly by Accord- was less than one per factory. The numbers of OSH complaints were less than two per 1000 workers and non-OSH complaints made up almost one third (25-35%) of all complaints during 2016 to 2019; however, in 2020 and 2021, non-OSH complaints constituted half (50%) of all complaints. CONCLUSION: Accord's worker empowerment mission could not form Safety Committees or deliver training sessions in all its factories and the number and relevance of complaints received appeared to be low given the number of factories and workers it covered. [ABSTRACT FROM AUTHOR]

The article explains the term unfair dismissal in employment. Topics discussed include elements that usually point towards serious misconduct including the conduct that caused serious and imminent risks to the health or safety of a person, examples of serious misconduct such as theft, fraud, and assault, and situations when a redundancy is considered genuine.

The article discusses the court case Groff v. DeJoy wherein the U.S. Supreme Court ruled about employees' religious accommodation. Topics discussed include religious accommodation request under Title VII of the 1964 Civil Rights Act, a new definition of undue hardship established by the court's decision, and the implications of the ruling on religious accommodation requests and litigations.

The paper puts forward an analysis of the effects triggered by two decisions rendered by the Constitutional Court, namely the Decision No 279/2015 and the Decision No 405/2016, in relation to one of the suspension of employment cases regulated under Article 52 (1) b) under the Labour Code, which, originally, allowed for the employer to suspend the employment agreement in the event where the latter filed a criminal complaint against the employee for acts incompatible with their position. The conclusion of this analysis is that upon entry into force of the Decision No 279/2015 of the Constitutional Court, which ascertained the unconstitutionality of the provision allowing for the suspension of the employment agreement by the employer in the event where the latter filed a criminal complaint against the employee for acts incompatible with their position, it became mandatory to terminate the effects of the suspension decision, because the legal basis for applying such measure disappeared. Therefore, any ulterior decisions rendered by the Constitutional Court, which decriminalize (in full or partially) a crime for which a criminal complaint was filed against the employee lacks relevance, as Decision No 279/2015 applies with priority. [ABSTRACT FROM AUTHOR]

Copyright of Kriminologisches Journal is the property of Julius Beltz GmbH & Co. KG Beltz Juventa 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 Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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.)

Grievances are not always unavoidable in the workplace, yet not every business knows how to manage grievances properly. The legal processes involved—including how complaints should be investigated — are very demanding [ABSTRACT FROM AUTHOR]

The topic of employee health and well-being is of significant interest to occupational health researchers and practitioners alike. In the present study, we assess the interrelationships between occupational stressors, measured as an index of various independent stressors (e.g., bullying, role ambiguity, workplace changes), lifestyle behaviors (i.e., sleep quality, healthy diet, and physical activity), and three types of stress complaints (i.e., emotional, physical, and cognitive). In doing so, we extend the debate about the buffering impact of job resources to include personal resources in the form of lifestyle behaviors, and ascertain whether the inclusion of such resourceful behavior explains employee stress complaints in an additive (main effects only) or interactive way. Data were collected from a large sample of employees from 10 organizations in Belgium (N = 2,251). Results from latent moderated structural equation modeling revealed that occupational stressors (positive effect) and lifestyle behaviors (negative effect) significantly explain the presence of emotional, physical, and cognitive stress complaints. However, these relationships were mainly additive as opposed to interactive. These results signify that there are two independent pathways associated with employee health and well-being, one under the direct control of the organization (occupational stressors) and one under the direct control of the person (healthy lifestyle behaviors). Moreover, both need to be separately attended to in order to attain the best outcomes in terms of reducing stress complaints. [ABSTRACT FROM AUTHOR]

This paper examines whether information extracted via text-based statistical methods applied to employee reviews left on the website Glassdoor.com can be used to develop indicators of corporate misconduct risk. We argue that inside information on the incidence of misconduct as well as the control environments and broader organizational cultures that contribute to its occurrence are likely to be widespread among employees and to be reflected in the text of these reviews. Our results show that information extracted from such text can be used to develop measures with useful properties for measuring misconduct risk. Specifically, the measures we develop clearly discriminate between high- and low-misconduct-risk firms and improve out-of-sample predictions of realized misconduct risk above and beyond other readily observable characteristics, such as Glassdoor firm ratings, firm size, performance, industry risk, violation history, and press coverage. We provide further evidence on the efficacy of our text-based measures of misconduct risk by showing that they are associated with future employee whistleblower complaints even after controlling for these same observable characteristics. This paper was accepted by Brian Bushee, accounting. [ABSTRACT FROM AUTHOR]

The article discusses changes to the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 in Australia and the prevention of sexual harassment in the workplace. It outlines actions that employers and businesses must take to ensure that they meet their legal obligations under the law, that include workplace knowledge and leadership, undertaking risk assessment, communication expectations to staff and staff training, complaint handling, and prevention plan.

Copyright of Gharee for Economics & Administration Sciences is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

Violence by patients is common in psychiatric facilities. Under federal law, however, employers are charged with taking steps to protect worker safety. A recent case from a psychiatric hospital in Colorado illustrates how the Occupational Safety and Health Act can be invoked to remedy deficiencies in workplace safety. Following an anonymous complaint by an employee, an onsite investigation revealed multiple lapses, ranging from inadequate staffing to an antiquated emergency system, which had led to frequent injuries among staff as a result of patient assault. After a court hearing, the hospital's challenge to a remediation plan was rejected, creating a precedent for improving safety at other facilities. [ABSTRACT FROM AUTHOR]

Objective: To examine violence inspections at the Occupational Safety and Health Administration (OSHA). Methods: The authors examined all inspections that involved violence against workers begun by January 1, 2019. They conducted semi-structured interviews with compliance officers who had conducted inspections on a sample of facilities that received General Duty Clause (GDC) citations (n = 22) or Hazard Alert Letters (HALs) (n = 22). Results: By January 1, 2019, OSHA initiated 726 "violence" inspections, with 502 (69.1%) in healthcare. In healthcare, 45 (11.1%) resulted in GDC citations and 241 (67.7%) in HALs. GDC facilities received statistically significantly lower scores in 5 of 6 domains examined through semi-structured interviews than HAL facilities. Both groups of facilities had poorly designed recordkeeping systems. Conclusions: Health care facilities continue to generate worker complaints with poorly designed violence prevention programs. [ABSTRACT FROM AUTHOR]

Purpose: According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this. Design/methodology/approach: A survey was administered to a sample of 164 German employees. Findings: Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees. Research limitations/implications: This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process. Practical implications: This study advises employers to conduct "exit conversations" (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase. Originality/value: To the best of the authors' knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles. [ABSTRACT FROM AUTHOR]

This study reports the findings of a 2.5 year intervention project to reduce psychosocial risks and increase employee well-being in 15 emergency departments in the Netherlands. The project uses the psychosocial risk management approach "PRIMA" which includes cycles of risk assessment, designing and implementing changes, evaluating changes and adapting the approach if necessary. In addition, principles of participative action research were used to empower the departments in designing and implementing their own actions during the project. Next to determining overall effects, the study aims to assess potential moderators including the level of intervening (organization-directed or multilevel), process variables (the number and fit of actions to risk factors, communication and employee participation) and partaking in a Psychosocial Safety Climate intervention offered during the second half of the project. The results of linear mixed-model analyses showed that all job factors improved with the exception of autonomy, which did increase halfway the project but not when considering the entire timeframe. In addition, work engagement decreased and symptoms of burnout remained stable. Emergency departments that implemented more fitting actions, communicated better and involved their employees more in the process, had more favorable changes in job factors and more stable well-being. More activity (based on the number of actions implemented) and a multilevel approach regarding stress management did not lead to greater improvements. The Psychosocial Safety Climate intervention was effective in improving Psychosocial Safety Climate, but a longer follow-up period seems required to evaluate its effect on job factors and well-being. Overall, the project resulted in positive changes in most job factors, and its findings emphasize the importance of process variables in stress management interventions. Longer follow-up and higher quality multilevel interventions (including professional support for employees with stress-related complaints) seem essential to also improve well-being. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study was to investigate the effect of possible late effects of cancer treatment (physical complaints, fatigue, and cognitive complaints) and of two job resources (autonomy and supportive leadership style) on future burnout complaints, among employees living 2–10 years beyond breast cancer diagnosis. Methods: Data at T1 (baseline questionnaire) and at T2 (9 months later) were collected in 2018 and 2019 (N = 287). These data were part of a longitudinal study among Dutch speaking workers with a cancer diagnosis 2–10 years ago. All complaints and job resources were self-reported. Longitudinal multivariate regression analyses were executed, controlling for years since diagnosis, living with cancer (recurrence or metastasis), and other chronic or severe diseases. Mediation by baseline burnout complaints was considered. Results: A higher level of fatigue and cognitive complaints at baseline (T1) resulted in higher future burnout complaints (at T2), with partial mediation by baseline burnout complaints. No effect of physical complaints at T1 was observed. Higher levels of autonomy or a supportive leadership style resulted in lower burnout complaints, with full mediation by baseline burnout complaints. Buffering was observed by autonomy in the relationship of cognitive complaints with future burnout complaints. No moderation was observed by supportive leadership. Conclusion: The level of burnout complaints among employees 2–10 years beyond breast cancer diagnosis may be an effect of fatigue or cognitive complaints, and awareness of this effect is necessary. Interventions to stimulate supportive leadership and autonomy are advisable, the latter especially in the case of cognitive complaints. [ABSTRACT FROM AUTHOR]

BACKGROUND: Although African Americans and Hispanic/Latinx Americans with multiple sclerosis (MS) frequently cite workplace discrimination as a major concern, the specific nature of this discrimination is not yet well understood. OBJECTIVE: The purpose of this study was to investigate racial/ethnic differences in allegations of workplace discrimination by Caucasian, African American, and Hispanic/Latinx American individuals with MS. METHODS: The United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database was used to describe and compare the frequency and characteristics of discrimination allegations filed by people with MS in the three race/ethnicity groups. Quantitative analyses, including a one-way analysis of variance and Chi-square tests, were used to examine 2009–2016 Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints. These complaints were received by the EEOC from people with MS who identified themselves as Caucasian, African American, and Hispanic/Latinx American (N = 3,770). RESULTS: Both African Americans and Hispanic/Latinx Americans tended to encounter discrimination at a younger age than Caucasian Americans. African American and Hispanic/Latinx American charging parties were more likely to be women than were Caucasian charging parties. The size and location of employers against whom allegations were filed varied significantly among the three racial/ethnic groups. The EEOC was more likely to resolve allegations in the charging parties' favor when the allegations were filed by Caucasians. CONCLUSION: The present study revealed modest but significant differences in the workplace discrimination experiences of the three groups under study. More research is needed to determine why racial/ethnic status bears on the discrimination experiences of Americans with MS. [ABSTRACT FROM AUTHOR]

Copyright of Accounting Perspectives is the property of Canadian Academic Accounting Association 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.)

Purpose: To describe clinical nurses' experience and grievance in an online community using a co-occurrence network and topic modeling. Methods: We analyzed posts from Nurscape, which is the largest online community for nurses in Korea. After extracting posts using web scrapping, text preprocessing was done to detect nouns. In a visualization phase, co-occurrence network analysis and latent dirichlet allocation-based topic modeling were applied. Results: A total of 13,200 posts were analyzed. The co-occurrence network's core keywords were newly graduate nurse, general ward, career, turnover, and grievance. The topic modeling showed four topics: (1) 'Clinical practice-related difficulties' described clinical hardships, such as the heavy workload of nurses; (2) 'Concerns about resignation' incorporated keywords asking for advice on resignation; (3) 'Searching for information on employment/reemployment' focused on the working conditions or working climate of a specific hospital; and (4) 'Organizational action call' captured the voices urging organized actions to improve nurses' work environment. Conclusion: Clinical nurses share experiences through the online community and seek advice or information and urge organizational action. Professional nursing organizations should identify and deal with problems that nurses are currently facing. The results of this study can contribute to establishing the policy direction of nursing organizations. [ABSTRACT FROM AUTHOR]