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Internal corporate social responsibility a strategic tool for employee engagement in public organizations: Role of empathy and organizational pride 内部企业社会责任是促进公共组织员工参与的战略工具:同理心和组织自豪感的作用
IF 2.3 Q3 MANAGEMENT Pub Date : 2023-11-18 DOI: 10.3233/hsm-230118
Farraz Ali, Zubair Nawaz, Nilesh Kumar
BACKGROUND: The macro-level corporate social responsibility (CSR) has been researched widely in recent years, however, micro-level CSR has recently gained attention. Employees are more influenced by employee related internal CSR initiatives than the external CSR activities. Internal CSR ensures favorable behavior of employees towards their employer which leads towards better organizational performance. OBJECTIVE: This study investigates the impact of internal corporate social responsibility (CSR) on public sector employees’ engagement through Organizational Pride (OP). Further, the study considers moderating role of empathy between internal CSR and employee engagement (EE) METHODS: Quantitative research design was developed and theoretical framework was investigated through a survey of 430 employees of public sector in Pakistan. SmartPLS was used and partial least square structural equation modeling (PLS-SEM) was used for hypothesis testing RESULTS: The results showed that the internal CSR directly influences EE. Secondly, the mediation of OP between internal CSR and EE is also supported. However, the results do not significantly support moderation of empathy between internal CSR and EE. CONCLUSIONS: Public sector organizations should actively contribute in employees well- being through internal CSR activities especially on skills development, work-life balance and employment stability. Public sector organizations lack in emotional and cognitive attachment with employees, and should pay attention to pride over organization through employee focused CSR activities
背景:近年来,宏观层面的企业社会责任(CSR)得到了广泛的研究,然而,微观层面的企业社会责任最近也得到了关注。与外部企业社会责任活动相比,与员工相关的内部企业社会责任活动对员工的影响更大。内部企业社会责任能确保员工对雇主的良好行为,从而提高组织绩效。目标:本研究通过组织荣誉(OP)调查内部企业社会责任(CSR)对公共部门员工参与度的影响。此外,本研究还考虑了同理心在内部企业社会责任和员工敬业度(EE)之间的调节作用。 方法:本研究采用定量研究设计,并通过对巴基斯坦公共部门 430 名员工的调查研究了理论框架。使用 SmartPLS 和偏最小二乘法结构方程模型(PLS-SEM)进行假设检验 结果:研究结果表明,内部企业社会责任直接影响员工敬业度。其次,OP 在内部企业社会责任和 EE 之间的中介作用也得到了支持。然而,结果并不明显支持移情在内部 CSR 和 EE 之间的调节作用。结论:公共部门组织应通过内部企业社会责任活动积极促进员工福祉,尤其是在技能发展、工作与生活平衡和就业稳定性方面。公共部门组织缺乏与员工的情感和认知依恋,应通过以员工为中心的企业社会责任活动关注员工对组织的自豪感。
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引用次数: 0
We cannot find peace in restlessness. How the neuroscience supports psychotherapeutic practice 我们不能在不安中找到安宁。神经科学如何支持心理治疗实践
Q3 MANAGEMENT Pub Date : 2023-11-08 DOI: 10.1177/26344041231203378
Arlene Vetere
In this article, I explore how some of the more recent developments in the neuroscience based understanding of human brain and body functioning both illuminates and underpins aspects of psychotherapeutic practice. Psychotherapists have accumulated much wisdom about people and their relationships, based on observation and fine-tuned feedback from therapy practice. Psychotherapists have always known that relational stress and high levels of arousal impact intimate communication in difficult relational moments – it slows information processing, makes it harder to read facial cues and makes it more likely we become preoccupied with our own affective state, along with a self-defensive impediment to listening. Our increased knowledge of these brain and body states helps to guide the therapist and client to effective action. It is my contention that systemic training needs to include human physiology and anatomy as a core part of learning.
在这篇文章中,我将探讨基于对人类大脑和身体功能的理解的神经科学的一些最新发展如何阐明和支撑心理治疗实践的各个方面。基于观察和从治疗实践中得到的精确反馈,心理治疗师已经积累了很多关于人和他们之间关系的智慧。心理治疗师一直都知道,在关系困难的时刻,关系压力和高水平的兴奋会影响亲密的交流——它会减慢信息处理的速度,让我们更难读懂面部暗示,让我们更有可能专注于自己的情感状态,同时也会阻碍我们倾听自我防卫。我们对这些大脑和身体状态的知识的增加有助于指导治疗师和来访者采取有效的行动。我的观点是,系统训练需要将人体生理学和解剖学作为学习的核心部分。
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引用次数: 0
A developmental case methodology to address new clinical questions 一个发展的病例方法学,以解决新的临床问题
Q3 MANAGEMENT Pub Date : 2023-11-07 DOI: 10.1177/26344041231213924
Patricia M Crittenden
Standard research designs, literature reviews, and case study methodologies do not meet the need for development of new clinically relevant hypotheses. To the contrary, these standard forms of publication have tended to promote conformity and stifle divergent research. This paper describes a method of producing empirically based clinical hypotheses that is more open-ended than standard methods, but also more empirical than clinical opinion. A developmental ordered set of cases, each with standardized assessments and set within its own family system across two or sometimes three generations can approximate the advantages of a sequential, cross-sectional longitudinal research design. A review of the literature suggests the need for more divergent approaches to research. This approach is described here and applied to sexual signs and behavior in children in the accompanying paper.
标准的研究设计、文献综述和案例研究方法不能满足发展新的临床相关假设的需要。相反,这些标准的出版形式往往会促进一致性,扼杀不同的研究。本文描述了一种产生基于经验的临床假设的方法,这种方法比标准方法更开放,但也比临床意见更经验。一个发展有序的案例集,每个案例都有标准化的评估,并在其自己的家庭系统中设置跨越两代或有时三代,可以近似连续的,横断面纵向研究设计的优势。对文献的回顾表明,需要更多不同的研究方法。本文描述了这种方法,并在随附的论文中应用于儿童的性迹象和行为。
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引用次数: 0
What’s love got to do with it? A systemic view of agape 这跟爱有什么关系?agape的系统观点
Q3 MANAGEMENT Pub Date : 2023-10-05 DOI: 10.1177/26344041231205288
Jim Sheehan, Arlene Vetere
In this article, we explore what love feels like in systemic therapy, for us, as practitioners. The idea for writing this article as a personal set of reflections was born in our walking to work relationship. We both have the same part time visiting position in a systemic training programme in a Norwegian University. We leave our hotel at 8a.m. to walk up the hill, talking about training, supervision and therapy as we go along. Increasingly our attention turned to the experience of love in therapy – to what it looked like, to what it felt like, to what it meant, and to the inevitable challenges, risks and benefits of naming love in the therapy process. We soon discovered there was a relative silence on this topic in the systemic literature, and we wondered why. We open this article with a series of further reflections and questions to each other, following our first publication on therapeutic love as agape (Sheehan and Vetere, 2023). We identify agape as the best characterisation of the kind of love emergent in therapeutic relationships and conclude this article with a brief look at the existing systemic literature on the topic. In turn, we invite you, the reader, if you will, to respond.
在这篇文章中,我们将探索作为从业者的我们,在系统治疗中,爱是什么感觉。写这篇文章作为个人反思的想法是在我们走路去上班的过程中产生的。我们都在挪威大学的一个系统培训项目中担任兼职访问学者。我们早上8点离开酒店。走上山,一边走一边谈论训练、监督和治疗。我们的注意力越来越多地转向治疗中的爱的体验——它看起来像什么,感觉像什么,它意味着什么,以及在治疗过程中命名爱的不可避免的挑战、风险和好处。我们很快发现,在系统文献中,这个话题相对沉默,我们想知道为什么。这篇文章的开头是一系列进一步的反思和对彼此的问题,在我们第一次发表关于治疗性爱作为agape (Sheehan和Vetere, 2023)之后。我们认为agape是治疗关系中出现的那种爱的最佳特征,并以对现有的关于该主题的系统文献的简要回顾来结束本文。反过来,我们邀请你,读者,如果你愿意,回应。
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引用次数: 0
Transformational leadership and organizational citizenship behavior: The role of person-job fit and person-organization fit in social exchange perspective 变革型领导与组织公民行为:社会交换视角下个人-工作契合、个人-组织契合的作用
Q3 MANAGEMENT Pub Date : 2023-09-28 DOI: 10.3233/hsm-230039
Udin Udin
BACKGROUND: Transformational leadership is critical in today’s organizations from a social exchange perspective as it helps create a positive work environment, drives innovation and change, and leads to improved organizational effectiveness. OBJECTIVE: The purpose of this study is to test the direct effect of transformational leadership on person-job fit (PJ fit), person-organization fit (POF), and organizational citizenship behavior (OCB). This study also examines the mediating role of PJ fit and POF on the relationship between transformational leadership and OCB. METHODS: This study collects data using a cross-sectional survey from professional lecturers of three selected public universities in Southeast Sulawesi - Indonesia. A total of 221 purposively sampled responses are utilized in the data analysis. A quantitative approach with structural equation modeling (SEM) via Amos 21.0 software is used to test the proposed hypotheses. RESULTS: The findings acknowledge that transformational leadership seems to have a direct positive effect on PJ fit, POF and OCB. Also, this study reveals that PJ fit and POF have significant positive effects on OCB. This study further unveils that PJ fit and POF fully mediate the relation between transformational leadership and OCB. CONCLUSION: The results indicate that the more transformational leadership behaviors are demonstrated by leaders within organization, the more PJ fit and POF of followers will accomplish and experience with their organization, which in turn, increase OCB. It further means that transformational leadership can be crucial for recent organizations from a social exchange perspective by promoting healthy relationships and positive outcomes by encouraging followers to engage in behaviors that benefit the organization.
背景:从社会交换的角度来看,变革型领导在当今的组织中至关重要,因为它有助于创造积极的工作环境,推动创新和变革,并提高组织效率。目的:本研究旨在检验变革型领导对员工个人-工作契合度(PJ fit)、个人-组织契合度(POF)和组织公民行为(OCB)的直接影响。本研究还考察了PJ契合度和POF在变革型领导与组织公民行为关系中的中介作用。方法:本研究采用横断面调查的方式收集数据,调查对象为印度尼西亚苏拉威西岛东南部三所选定的公立大学的专业讲师。在数据分析中,总共使用了221个有目的的抽样回答。通过Amos 21.0软件,采用结构方程建模(SEM)的定量方法对提出的假设进行检验。结果:研究结果表明,变革型领导对员工的敬业度、敬业度和组织行为有直接的正向影响。此外,本研究还发现,PJ配合度和POF对组织行为有显著的正向影响。本研究进一步揭示了PJ契合度和POF在变革型领导与组织行为之间的关系中起到了充分的中介作用。结论:组织内部领导者表现出越多的变革型领导行为,其追随者对组织的PJ契合度和POF度就越高,从而增加组织公民行为。这进一步意味着,从社会交换的角度来看,变革型领导可以通过鼓励追随者参与有利于组织的行为来促进健康的关系和积极的结果,对最近的组织至关重要。
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引用次数: 0
Perceived organizational virtuousness impact on workplace happiness: Mediating role of job satisfaction for sustainability in IT/ITeS organizations 感知组织美德对工作场所幸福感的影响:IT/ITeS组织中工作满意度对可持续性的中介作用
Q3 MANAGEMENT Pub Date : 2023-09-26 DOI: 10.3233/hsm-230037
Sonu Kumari, Kulwinder Kaur
BACKGROUND: It is asserted that the positive outcomes from employees are a result of positive gestures initiated by the organization. Consequently, organizations can strategize their practices in such a manner that would stimulate and amplify positive behavioral outcomes from employees ultimately leading to organizational effectiveness and ameliorated organizational sustainability. OBJECTIVE: The objective of the present study is to investigate the relationship between Perceived Organizational Virtuousness (POV) and Workplace Happiness (WPH), mediated by Job Satisfaction (JS) for creating sustainable organizations. METHOD: Quantitative research approach was adopted following a conclusive research design. Purposive (Non-probability) sampling technique was used, and data was collected from 470 employees from IT and ITeS sector companies of Delhi-NCR (India) using questionnaire. The statistical analysis was done using SmartPLS 4 for the data. RESULTS: The results revealed that employees, who perceive organizations as virtuous, tend to feel happy at the workplace. Also, the perceptions of Organizational Virtuousness were found to amplify the experiences of Workplace Happiness and it was also found that Job Satisfaction significantly mediates the stated relationship. CONCLUSIONS: The results of the study could help the managers and strategy makers to ensure well-being of employees and adding to their performance and effectiveness.
背景:有人断言,员工的积极成果是组织发起的积极姿态的结果。因此,组织可以以这样一种方式来制定他们的实践战略,这种方式将刺激和扩大员工的积极行为结果,最终导致组织的有效性和改善组织的可持续性。目的:本研究旨在探讨组织美德感(POV)与工作场所幸福感(WPH)之间的关系,并以工作满意度(JS)为中介,促进可持续组织的创建。方法:采用定量研究方法,采用结论性研究设计。采用有目的(非概率)抽样技术,采用问卷调查的方式从印度德里ncr的IT和ITeS行业公司的470名员工中收集数据。使用SmartPLS 4对数据进行统计分析。结果:结果显示,那些认为组织有美德的员工,在工作场所往往感到快乐。此外,组织美德的感知被发现放大了工作场所幸福的体验,并且还发现工作满意度显着中介了上述关系。结论:研究结果有助于管理者和战略制定者确保员工的幸福感,提高员工的绩效和有效性。
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引用次数: 0
Electronic human resource management and its impact on talent management in the Jordanian Universities 电子人力资源管理及其对约旦大学人才管理的影响
Q3 MANAGEMENT Pub Date : 2023-09-25 DOI: 10.3233/hsm-230127
Bassam Aldiabat
BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities. METHODS: The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view. RESULTS: The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management. CONCLUSION: Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities.
背景:人才管理作为人力资源管理职能的一部分,在管理所有员工中起着至关重要的作用,从而产生高绩效。人力资源管理的角色已经从仅仅关注招聘、员工福利和工资迅速转变为战略人力资源,专注于维持和推动业务战略。目的:本研究旨在确定约旦大学中电子人力资源管理和人才管理原则的使用程度。此外,它还研究了电子人力资源管理,包括其招聘、培训和绩效评估的组成部分,如何影响公立大学的人才管理。方法:研究样本包括470名约旦大学的教职员工、院长和系主任,并对他们进行问卷调查。运用SPSS统计软件,采用简单回归和多元回归对研究假设进行检验。算术平均值和标准偏差被用来从教师的角度确定研究变量的应用水平。结果:研究结果显示,电子人力资源管理和人才管理的应用水平处于中等水平。电子人力资源管理对人才管理有显著的影响。我们使用多元回归来检验子假设,这些子假设显示培训和电子绩效评估对人才管理有统计学显著的影响,而电子招聘对人才管理没有影响。结论:约旦大学使用电子人力资源管理是为了业务目的,而不是战略目的。因此,没有必要改进电子人力资源管理和人才管理的基础设施,使其与大学的总体战略保持一致。
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引用次数: 0
Total quality management and sustainable policy making strategies in biochemical industries: A critical review of prior research 生化工业的全面品质管理与永续政策制定策略:先前研究的重要回顾
Q3 MANAGEMENT Pub Date : 2023-09-22 DOI: 10.3233/hsm-220146
Jijabai B. Rakte, Satyajeet Nanda, Ramesh B. Dateer
BACKGROUND: The history of Total Quality Management (TQM) presents a broad overview of the processes used to make things perfect in this imperfect world. The concept of TQM strategy in biochemical industries highlightsnumerous ways to use “quality” as a tool for improvement in the real work environment during the actual execution of work. A sustainable and effective quality management policy with specific missions and objectives mightlead to the achievement of a productive outcome in biochemical industry. OBJECTIVE: This study focused to examine the variation in understanding of TQM in the biochemical Industry and its correlation with other aspects of organizational improvement. To study the impact of TQM on a sustainability aspects of biochemical organizations by framing an appropriate synthetic model. METHODS: The strategic to setup a ‘hard’ and ‘soft’ TQM principles was used for effective TQM implementation. In addition, individually developed methods of TQM quality award models were implemented in a wide range of industries. RESULTS: This study reveals that, a significant number of biochemical industries recognize that sustainable business strategies and successful implementation of TQM practices lead to new opportunities and improves results in the economical and sustainable development. CONCLUSION: Appropriate policy-making strategies and TQM are critically important ingredient for organizational growth. The implementation of TQM in biochemical industries is important for the overall growth of the organization and employees.
背景:全面质量管理(TQM)的历史展现了在这个不完美的世界中使事情变得完美的过程的广泛概述。生化行业TQM战略的概念强调了在实际工作执行过程中,在实际工作环境中使用“质量”作为改进工具的多种方法。具有特定任务和目标的可持续和有效的质量管理政策可能导致生化工业取得生产性成果。目的:本研究的重点是考察生化行业对全面质量管理的理解差异及其与组织改进其他方面的相关性。通过构建适当的综合模型,研究全面质量管理对生化组织可持续性方面的影响。方法:采用建立“硬”和“软”TQM原则的策略,有效实施TQM。此外,个别开发的TQM质量奖励模型方法在广泛的行业中得到了实施。结果:本研究表明,相当多的生化行业认识到可持续经营战略和TQM实践的成功实施为经济和可持续发展带来了新的机遇,并改善了结果。结论:适当的决策策略和TQM是组织成长的重要因素。在生化行业实施全面质量管理对组织和员工的整体成长具有重要意义。
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引用次数: 0
Retraction to: The important role of ethical behavior in improving customer loyalty 撤回到:道德行为在提高顾客忠诚度中的重要作用
Q3 MANAGEMENT Pub Date : 2023-09-21 DOI: 10.3233/hsm-239004
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引用次数: 0
Effects of digital education on human resource development 数字教育对人力资源开发的影响
Q3 MANAGEMENT Pub Date : 2023-09-09 DOI: 10.3233/hsm-230111
Chen Siyi, Qi Yu, Amjad Al-Samawi
BACKGROUND: The process of Digitizing Education has experienced significant growth in recent times, particularly under the background of COVID-19. Enterprises have ushered in new transformation needs, and digital education is the foundation of digital management. OBJECTIVE: Based on the entropy value method, it indicates the prominent factors affecting the progress of digital education. Give suggestions on human resource development and educational digitization. METHODS: Using panel data for 32 countries from 2015 to 2022. This study integrates digital technology, digital education economic environment, digital skills, and information literacy to establish an evaluation index system for assessing the level of digital education. RESULTS: The entropy value indicates that digital technology holds a prominent role in affecting the progress of human resources. Well-developed digital education can promote human resource management. CONCLUSIONS: The proposed digital technology has an important impact on the development of digital education and human resource management. Enterprises should pay more attention to the introduction of high-quality information talents to realize the digital transformation of enterprise management. The results open up several avenues for digital education in human resource management in future research.
背景:近年来,特别是在2019冠状病毒病(COVID-19)的背景下,数字化教育的进程取得了显著进展。企业迎来新的转型需求,数字化教育是数字化管理的基础。目的:基于熵值法,指出影响数字化教育进程的突出因素。对人力资源开发和教育数字化提出建议。方法:使用2015年至2022年32个国家的面板数据。本研究整合数位技术、数位教育经济环境、数位技能、资讯素养,建立数位教育水平评估指标体系。结果:熵值表明数字技术对人力资源进步的影响显著。完善的数字教育可以促进人力资源管理。结论:所提出的数字技术对数字教育和人力资源管理的发展具有重要影响。企业应更加注重引进高素质的信息人才,实现企业管理的数字化转型。研究结果为未来人力资源管理数字化教育的研究开辟了若干途径。
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引用次数: 0
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Human systems management
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