Organizational Psychology

Bullying at workplace encompasses all the negative acts that occurred by taking an advantage of perceived power differences either in their hierarchical position or emotional vulnerability between any two employees i.e., by the subordinate to the employer or by the employer to subordinates or between two co-workers repetitively for a prolonged period of time. The objective the study was to identify the prevalence of bullying among the employees in private and public organizations and also to compare their exposure to bullying. Employees who were never bullying among the whole sample was only 26.2 percent, it means 73.8 percent of the employees were bullied occasionally or severely. Such a huge number of employees were considered as the targets of bullying. The amount of personal exposure to bullying among the employee was extremely larger than any other previous investigation on the bullying exposure among the employees globally. Employees who were never exposed to bullying were low...

Psychological, philosophical and spiritual traditions emphasized regarding the quality of consciousness to maintain the wellbeing of an individual. An individual also requires prescriptive nutriments supply in the surrounding environment to escalate wellbeing. The traditional theory of well-being says, it is having two broad categoriesone is hedonic well-being, which is related to the happiness and the other is eudaimonic well-being, that relates to human potential. Another theory on wellbeing says that an individual who lives according to their own daimon or true self will contribute to wellbeing. Realization of their true nature is considered to be the eudaimonic concept of wellbeing and this contributes to happiness (hedonic well-being). People who tend to exhibit immoral, malicious and surreptitious acts will suffer mentally and physically. All these psychological principles of wellbeing were compared with the stories of the Hindu epicsRamayana and Mahabharata.

volto a promuovere la competenza organizzativa nei CSM italiani. Il progetto si configura quale ricerca -intervento, entro una metodologia che caratterizza specificamente la psicologia clinica 2 . La ricerca prevede due fasi. In una prima fase viene rilevata la Cultura Locale dei CSM in Italia, tramite la metodologia ISO (Indicatori di Sviluppo Organizzativo), proposta dalla Cattedra di Psicologia Clinica. Questo scritto presenta i dati emersi nella prima fase della ricerca. In una seconda fase 15 CSM, scelti tra quelli che partecipano alla ricerca, vengono coinvolti in una serie di incontri con lo staff della ricerca per discutere dei dati emersi nella Cultura Locale e confrontare i risultati con la realtà organizzativa del singolo CSM, i suoi obiettivi locali, le relazioni tra le sue componenti e le eventuali problematiche nella realizzazione degli obiettivi stessi. L'ipotesi della ricerca, in estrema sintesi, è che questi incontri, fondati sulla sospensione dell'azione organizzativa del servizio e sull'analisi del funzionamento organizzativo possibile grazie a tale setting di sospensione dell'azione, possa implementare l'efficacia organizzativa del CSM stesso. La riflessione di cui stiamo parlando è possibile grazie alle categorie di analisi del funzionamento organizzativo e delle dinamiche simboliche che lo condizionano, quali sono emerse nell'analisi della Cultura Locale dei CSM italiani. L'intera ricerca, quindi è fondata sulla rilevanza del "conoscere per intervenire". La ricerca ha un committente: il Ministero trarrà, dalle indicazioni della ricerca, un supporto per le sue iniziative nei confronti dei CSM. La promozione di una competenza organizzativa ha, infatti, quale sua necessaria premessa la conoscenza delle culture che caratterizzano i CSM e ne costituiscono la risorsa. Culture che orientano i comportamenti organizzativi all'interno dei CSM; la conoscenza delle culture, inoltre, consente di individuare le criticità esistenti, per poterle superare. L'utilità di fare ricerca sulla cultura di un'organizzazione si fonda sull'ipotesi che progettare lo sviluppo di quell'organizzazione, senza un'attenta conoscenza delle risorse insite nella sua cultura, è un operazione destinata a fallire. La ricerca ha anche dei clienti, i CSM stessi. Senza una loro partecipazione motivata e attiva, fin dai primi passi della ricerca stessa; senza il loro coinvolgimento interessato, volto all'utilizzazione dei dati che dalla ricerca derivano e ad un uso dialettico e produttivo di nuove ipotesi sulla propria realtà organizzativa, la ricerca è inutile. Sarebbe, in altri termini, una ricerca priva di quei risvolti operativi che la conoscenza delle culture intende promuovere. Ciò comporta una specifica modalità di relazione tra staff di ricerca e soggetti implicati in essa. Fin dai primi passi della ricerca, infatti, ci siamo impegnati per organizzare una relazione che favorisse

The aims of this study wcrc to ucvelop and validate a scale to measure organizational commitment. The developed scale was valiuated with a sample of 250 Puertorican employees in which 150 (60.2%) were women anu 98 (39.2%) meno AH subjects were employeu, which was the criteria for their participation. The resulls suggest, through factor analysis technique, that variability ofthe scale was caused by three factors: one which measures affeclive cornmitrncnt. a sccond measuring conlinuancc (necessary) commitmcnt, and a third one mcasuring normative (moral) commitment as Meyer anu AHen (1991) proposeu. The reliability coerticients rangeu from .63 to 83. Las actitudes en el lugar de trabajo son una fuente principal en las diferencias de ejecución entre los empleados en cuanto a cantidad y calidad de producción, absentismo, renuncias, y otros aspectos de la ejecución . Por supuesto, hay otros factores que pueden influenciar la ejecución de los empleados. Una de las actitudes de trabajo más importante y estudiada lo es el compromiso organizaciona!. El mismo tiene que ver con la relación del empleado con la organizacion para la cual trabaja y la decisión de permanecer en la misma. Newstrom y Davis (1997) señalan que las actitudes son unos predictores aceptables del comportamiento en el trabajo. Por lo tanto, conocer el compromiso organizacional de los empleados es algo fundamental para las empresas hoy día para la retención de los mejores empleados y para aumentar la productividad. Más allá, Lincoln y Kalleberg (1985) señalan el interés que tienen los gerentes americanos hacia el compromiso organizacional, debido a la aparente habilidad de los japoneses en mantener a sus empleados con un alto compromiso. Según Luthans. McCaul, y Dodd

The aims of this study were to develop and validate a scale to measure organizational commitment. The developed scale was validated with a sample of 250 Puertorican employees in which 150 (60.2%) were women and 98 (39.2%) men. All subjects were employed, which was the criteria for their participation. The results suggest, through factor analysis technique, that variability of the scale was caused by three factors: one which measures affective commitment, a second measuring continuance (necessary) commitment, and a third one measuring normative (moral) commitment as Meyer and Allen (1991) proposed. The reliability coefficients ranged from .63 to 83.

As Retrieval-Augmented Generation (RAG) systems gain popularity, emerging academic and practical interests
are increasingly focused on them. The last stage of such an architecture replaces a language model’s conditional,
fixed, corpus-reliant layer with a retrieval pipeline, enabling the association of any corpus—broad and dynamic—
with a stored global pipeline almost instantaneously. This model resolves hallucination problems, as the generative
output is anchored to external, verifiable documents, ensuring accuracy, topicality, and epistemic value. RAG
shifts model confidence from parameter space to the provenance of retrieved facts, positioning it as the core
component of the next generation of decision-support systems. Clinical practice, fiduciary analysis, operational
logistics, and public governance are among the fields poised to benefit from ecosystems where RAG delivers
domain-specific answers, substantiating evidence, and temporally relevant assessments.

Santrauka. Straipsnyje atskleista tvarumo kiekybinio matavimo idėja, grindžiama įvykio ar proceso galimybės nusakymu, atsižvelgiant į galimybės efektyvumą ir jo patikimumą. Deramų konkrečiam subjektui efektyvumo ir patikimumo kompozicijų parinkimui taikyta adekvati naudingumo funkcijos idėja. Markovitzo atsitiktinio lauko modelis sudaro galimybes optimizuoti turimus išteklių, skirtų rinkodaros sąnaudoms, paskirstymą tarp rinkodaros struktūros komponentų. Techniškai užduotis suformuluota kaip adekvataus investicinio portfelio sudarymas, investiciniais aktyvais pasirenkant 5P rinkodaros struktūros komponentų elementus, užtikrinančius naudotų investicijų virsmą rinkodaros veiksnumą užtikrinančiais aktyvais. Remiantis stochastiškai informatyvios ekspertizės principais, buvo gauti paminėtų aktyvų efektyvumo rodikliai, nusakantys, kaip investuotieji sąnaudų vienetai transformuoja atskirų P komponentų rinkodaros sąnaudų atitiktį galutiniams verslo rezultatams. Kartu atkreiptas dėmesys į darnos ir tvarumo sąvokų bendrumus ir skirtumus. Reikšminiai žodžiai: darna, tvarumas, rinkodaros komplekso elementai, GVPĮ, optimalus išteklių paskirstymas, stochastinis optimizavimas.

The outcomes of Organizational Politics (OP) on employee attitudes and behaviors in the workplace have been widely
researched in recent decades. Whereas many findings demonstrate detrimental effects on employees and organizations,
other studies identify positive outcomes. This research aimed to probe the association between the perception of positive
politics in the organization, reflected in the positive political skills of one’s superior, and the perception of individual
and organizational performance. The study empirically examined a theoretical model targeted to enlarge the network
of constructs, leading to a more profound understanding of the role of positive political behavior in individual and
organizational performance. Two independent samples – employees (n = 318) and managers (n = 297) – were applied
and yielded similar results. Both samples indicated that the perception of the superior as an effective political player was
significantly associated with the perception of both individual and organizational performance. In addition, both samples
signaled that leader–member exchange (LMX) mediates the associations between supervisor use of OP and performance
evaluations. Finally, the superior’s Dark Triad characteristics moderated the mediation path of LMX in the association
between OP and individual performance. However, the moderating effect of Dark Triad in the mediating role of LMX in the
link between superior use of OP and organization performance was non-significant. These findings provide a strong case
for further research into the positive role of OP and the potential moderators and mediations in this process.

The article deals with the issue of the psychological problem of business consulting. The author analyzes different definitions of the concept “consulting” and highlights the main aim of the organizational consulting. The author describes the organizational consulting as the combination of three components: the customer – the organization – the environment, and states that the main goal of consulting is to optimize the interaction of all elements in the system. The main idea of the consulting is not only the solution of actual existing problems of business organizations, but also the acquisition of skills of analysis, evaluation, and solutions to clients' problems in order to give them the path of existing problems solutions in the future has been described in the article

RESUMO: Da revisão da literatura efetuada, podemos dizer que as problemáticas adictivas são doenças, habitualmente crónicas e recidivantes, com repercussões a nível mental, físico e social, que independentemente do tipo de dependência existente (com ou sem substância) apresentam uma base neurobiológica comum, assente no sistema de recompensa, e como característica semelhante entre os diversos tipos de adicções, o craving. As modalidades de tratamento incluem as psicoterapias, a farmacoterapia e o internamento, embora o maior enfâse deva ser dado à sua prevenção, nomeadamente na maximização dos fatores de proteção e na minimização dos fatores de risco.

This research sits with recent efforts to examine the group-processes that underpin collective action, such as through a union. It is largely informed by social identity (Tajfel & Turner, 1979) and self-categorization theories (Turner, Hogg, Oakes, Reicher, & Wetherell, 1987). This theoretical perspective invites a more dynamic interpretation of the interplay between people's perceptions of social-contextual factors and their more enduring union-related attitudes (see Hogg & Abrams, 1995) in the prediction of union outcomes. Results are ...

NO "I" IN TEAM: A SPORT COMMUNICATION ETHNOGRAPHY OF COHESION AND LEADERSHIP OF A COLLEGIATE TRACK AND FIELD TEAM DEAN STIER 2018 Based on an ethnographic method of observation and ethnographic interviews, this study examined naturally-occurring nonverbal communication and sport communication of a collegiate track and field team. The researcher conducted twentyfour hours of observations and ethnographic interviews with seven research participants (n=7). These approaches provided insight into communicative characteristics of cohesion and leadership, two main conditions of the groupthink theory. An analysis of the observational field notes and ethnographic interviews mostly supported prior research on cohesion and leadership. However, emergent themes are offered, which provide insight into gender communication, sport communication, and small group communication within this setting. A discussion of limitations and future research conclude the study.

How does diversity affect individuals and the groups in which they are embedded? This article examines this question using recent theory and research on Identity Integration (II). II refers to an individual's perceptions about whether two distinct social identities, or social groups to which individuals belong, are viewed as compatible (high II) or not (low II). A review of extant research suggests that individuals with high II are better at simultaneously accessing multiple identities and identity‐related knowledge and have improved well‐being and social outcomes. Expanding on this work, we argue that individuals who have higher II, and social collectives that foster II within their members, are more likely to reap the benefits of diversity.

NiNfa Del CarmeN Vega-moNsalVe, aDriaNa maría PiNzóN salgaDo, ClauDia mileNa ÁlVarez giralDo, HéCtor mauriCio serNa gómez | Papel de gestión humana en procesos de flexibilidad numérica en organizaciones colombianas plantea retos para los distintos actores y contribuye a la literatura centrada en la relación entre flexibilidad numérica y gestión humana.

The tax rate of the mining sector in Ghana is viewed to be too high and has adverse effects on the profitability of mining firms in the country. There has been an outcry for the government to find ways to help curb this problem as mining companies in the country might become uncompetitive or even fold up if not checked.This study investigates the impact that corporate income tax has on profitability of mining companies in Ghana using ten years data from the year 2005 to 2014 with a sample of the only two listed mining firms on the Stock Exchange as at the time of the study. Return on assets was used as proxy for profitability as against corporate income tax which is the independent variable whereas company size, liquidity, leverage and growth were considered as control variables. The regression results showed that corporate income tax negatively influences profitability; whereas company size positively associates with profitability and liquidity, leverage and growth negatively impac...

This study aims to test and analyze the effect of proactive personality on organizational citizenship behavior, both directly and indirectly, through job satisfaction and affective commitment in correctional institutions in Indonesia. The sample of this study was 211 frontline officers in correctional institutions throughout Indonesia. Furthermore, the data were evaluated and analyzed with partial least square structural equation modeling (PLS-SEM) analysis to determine the acceptance or rejection of the hypothesis. Based on the test results, it was found that the direct effect of proactive personality on organizational citizenship behavior was not significant. However, this study shows that job satisfaction and affective commitment function as variables mediating proactive personality’s full influence on organizational citizenship behavior. This research has proved the role of job satisfaction and affective commitment mediation on the influence of proactive personality on organizational citizenship behavior. These results expand the knowledge expressed by previous research on the effect of personality on organizational citizenship behavior with job satisfaction and affective commitment mediation.

Purpose - This study explores how emotional intelligence, customer orientation, deep acting and surface acting influence job satisfaction among middle managers in their interactions with customers, colleagues and business partners. By examining these factors, we aim to provide insights into their collective impact on job satisfaction and interpersonal dynamics within organizational contexts. Design/methodology/approach - By involving 95 middle managers at Indonesian Internet service providers as respondents, this research used a questionnaire to collect data. Next, the data were analyzed using the partial least square-structural equation modeling (PLS-SEM) technique, which evaluated measurement models and structural models. A total of twelve hypotheses were tested in this study. Findings - This study found that customer orientation does not have a significant effect on deep acting, thereby nullifying its indirect effect on job satisfaction. Conversely, it’s demonstrated that both deep acting and surface acting serve as partial mediators in the relationship between emotional intelligence and job satisfaction. Furthermore, surface acting emerges as a partial mediator in the connection between customer orientation and job satisfaction. Originality/value - By exploring the relationship between customer orientation, emotional intelligence and job satisfaction among employees, this study seeks to reveal novel insights. The study examines the impact of these critical elements, which are necessary for middle managers to effectively manage their emotions and cultivate significant connections, on their overall job satisfaction and interpersonal dynamics in their diverse responsibilities.

This year marks a change in the editorial team at the International Journal of Management Reviews (IJMR). We bid farewell to Caroline Gatrell, who steps down as Co-Editor-in-Chief, having been in post since January 2014. In turn, we welcome Katie Bailey who joins Dermot Breslin as Co-Editor-in-Chief of the journal. Since becoming Editor-in-Chief, Caroline has overseen a dramatic increase in the journal's reach and impact. Downloads of IJMR articles have increased from 204,403 in 2014, to 428,600 in 2018. At the same, the journal's 2-year impact factor has almost doubled from 3.857 in 2014 to 7.6 in 2018. As IJMR reaches its 20th anniversary, it is good time to reflect on the evolution of the journal, and examine key turning points with regards its positioning, aims and scope. IJMR was founded in 1999 by Cary Cooper and Alan Pearson, as a much-needed outlet for literature reviews in the field of management and organization studies (MOS). In the early days, authors included both early career/doctoral students publishing literature reviews from their PhD theses, and established scholars taking stock of changes in a specific domain of study. The journal's positioning has evolved over the past 20 years, and its journey has been particularly shaped by three key changes in editorial strategy. The first of these relates to Allan Macpherson and Oswald (Ossie) Jones's call for reviews to adopt more rigorous approaches (Macpherson and Jones 2010). Macpherson and Jones (2010) emphasized the need for review papers to be transparent in the approach taken to review the literatures. Authors were thus encouraged to include a discussion of their 'research methods', so that readers could understand how the review was completed, including decisions around which papers to include in the review (Macpherson and Jones 2010). Macpherson and Jones (2010) suggested authors refer to

This essay is aimed to show how analogy and metaphor are suitable methodological resources in order to describe and understand core aspects of the organizational dynamics, inaccessible by any other means. As an illustration, emphasis will be put on that metaphor which associates organizations with the concept of psychic prison or virtual jail.

Es proposito de este trabajo es reflexionar sobre el valor de las Practicas Supervisadas (PS) al momento de generar aprendizajes significativos en los alumnos, siendo el principal objetivo dotar al futuro profesional de competencias teorico/practicas, de espiritu critico y compromiso con la comunidad. Las PS son espacios de formacion pre-profesional co-construidos entre la Facultad, a traves de la Comision de Practicas Supervisadas y las instituciones. Constituyen actividades de capacitacion/entrenamiento en tecnicas, instrumentos y herramientas, desde diferentes enfoques y en distintas areas de ejercicio profesional, tal como se definen en las Leyes de Ejercicio y en los Codigos de Etica vigentes. Las PS permiten el desarrollo de competencias dentro de la formacion de grado como un proceso continuo, generando espacios para asumir una posicion activa, logrando estimular la autodeterminacion en el desarrollo de actividades profesionales, vinculando progresivamente teoria y practica. ...

Peer mentorship has emerged as a pivotal strategy in higher education to support student learning, engagement, and development. This study explores the multifaceted role of peer mentorship in enhancing academic performance, improving student retention, and fostering personal growth among undergraduate students. Drawing on a review of current literature and case studies from various universities, the research highlights how structured peer mentoring programs contribute to a more inclusive and supportive learning environment. The findings suggest that peer mentors not only help mentees navigate academic challenges and build effective study habits, but also contribute to the development of critical soft skills such as communication, leadership, and empathy. Furthermore, the reciprocal nature of mentoring allows mentors to reinforce their own knowledge and gain valuable teaching experience. The study concludes that integrating peer mentorship into institutional support systems can significantly enhance the overall educational experience and promote long-term student success in higher education. This paper aims to examine the role of peer mentorship in supporting and enhancing student learning in higher education. Through a review of existing literature and analysis of current models and practices, it investigates the mechanisms by which peer mentorship contributes to academic achievement and holistic student development. The study also considers the challenges of implementing effective peer mentoring programs and offers recommendations for optimizing their impact in institutional settings.

Goal-setting theory emphasizes that specific, challenging goals supported by feedback improve motivation and performance across organizational cultures and workplaces. The theory is explored here through definition, purpose, functions, strengths, weaknesses, and how relevant it is for managers in modern organizations. Agile methodology and Scrum principles are briefly explored, where sprint goals can help managers clarify focus and increase performance while creating a psychologically safe work environment. Strengths of the theory include adaptability, empirical foundation, and its ability to foster intrinsic motivation and ethical accuracy. Limitations occur, however, when goals are rigid, which reduces creativity, innovation, and ethical behavior. Intelligent technology is highlighted as an approach to scalability in modern organizations; however, there are opportunities for both positive and negative consequences. From a biblical perspective, Goal-setting theory is enhanced through stewardship, genuine, authentic, and humble managerial and employee behaviors. Goal-setting theory is supported by evidence of successful organizational performance and a Christian worldview for its use cases, especially in modern organizations relying on intelligence technology.

The arrival of Generation Z (born 1997-2012) in the workplaces marks one of the largest generational transitions of the 21st century. As digital natives molded by tech acceleration, social upheaval and a new awareness of mental health and equity issues, Gen Z workers are rewriting the rules of the workplace. At the core of such expectations lies the need for mentoring, ongoing feedback, and career development opportunities. And yet, according to various global-scale reports and academic investigations, there continues to be a deep-rooted disparity between what Gen Z demands and what organizations are delivering, resulting in disaffection, flight risk, and stagnated career advancement. The paper draws on literature and surveys published between 2019 and 2025, and combines empirical studies, industry reports, and theoretical models, in order to conceptualize the Mentorship & Feedback Gap. Supported by the SCCT, our results underline three overlapping themes: (a) Gen Z displays greater developmental intentionality and feedback-seeking behavior than previous generations, (b) coaching-, servant-, and transformational-based leadership practices are especially effective in reducing this deficit, and (c) micro-coaching and reverse mentoring are scalable solutions. Leveraging this understanding, we then present the Coach-Feedback Flywheel Model, a model that captures how structured coaching dialogues and feedback loops establish a self-reinforcing loop of psychological safety, accelerated learning, and increased engagement. The research presents a scholars-and-practitioners perspective by providing an integrative review, a conceptual model, and action oriented-recommendations. It ends with a call for cross-cultural, empirical testing of the Flywheel model and urges organizations to drive mentorship and feedback as strategic imperatives (rather than orphaned HR practices) through their organization.

A multilevel understanding of trust in organizations is required because trust in organizational settings can occur between a wide range of parties at different levels of analysis, including but not limited to between co-workers and between a leader and a follower at the individual level, within a team and between departments at the team or unit level, and among a firm’s employees and across different organizations at the organizational level (Fulmer & Gelfand, 2012; Mayer & Gavin, 2005; Rousseau et al., 1998). The levels-of-analysis approach enables the
analysis of a phenomenon or relationship of interest at the level appropriate to a research question where the phenomenon or relationship exists. For example, a research question that focuses on trust between different teams should be examined at the team level (rather than at the individual level). However, specifying the level of analysis concerns more than just identifying the level where the trust construct of interest resides; it also serves to ensure and strengthen the alignment of the level of the theory, measurement, analysis, interpretation, and implications to ensure it is appropriate to the level of the research question.

The relationship between economic hardship and political participation is a foundational question in political science, yet it is complicated and often contradictory, particularly in the context of developing nations. This paper provides a comprehensive investigation into the intricate link between unemployment and voter turnout in these countries. It challenges the simplistic "withdrawal" versus "mobilization" hypotheses, arguing that the effect is highly contingent upon a complex interplay of micro-level (individual) and macro-level (societal) factors. We explore how poverty and unemployment can depress individual participation due to resource constraints and psychological disengagement, while simultaneously fostering a sense of collective grievance that can mobilize aggregate turnout. The paper asserts that a nuanced understanding of this paradox is critical for comprehending democratic accountability, social stability, and the future of governance in the Global South.


Keywords: Unemployment, voter turnout, developing countries, political participation, mobilization, withdrawal, economic hardship, democratic accountability, political instability, youth bulge.

Background: In the healthcare sector, we often come across the burnout syndrome. It is an occupational syndrome which causes, physical and emotional exhaustion. More information is needed on the dangers of burnout and how often it occurs in healthcare. The purpose of this study was to investigate burnout and factors associated with the syndrome among nurses working with people that are mentally challenged. Methods: A cross-sectional survey was conducted, among 180 nurses working in public health centers for the disabled in multiple regions of Greece. A self-administered questionnaire with questions about socio-demographic and work-related characteristics was used, as well as the Maslach Burnout Inventory (MBI) for burnout assessment. Univariate and multivariate analyzes were performed. Results: The burnout dimensions of emotional exhaustion (Mean = 31.36) and depersonalization (Mean = 11.27) were at high levels while personal accomplishment was at low levels (Mean = 44.02). Female nurses had a higher personal accomplishment score (Mean = 44.82, p = 0.047) than men (Mean = 42.10, p = 0.047). Marital status, daily routine and relationships with supervisors were significantly related with emotional exhaustion and personal accomplishment and professional experience with higher levels of emotional exhaustion and depersonalization. Reason for professional selection was an independent predictor for depersonalization and personal accomplishment, with those that have selected the nursing profession randomly or because of the fear of unemployment having higher scores. Moderate relationships with colleagues was an independent predictor for all burnout dimensions. Conclusions: Nurses working in services for people with intellectual disabilities in Greece show increased burnout levels. Burnout can be prevented by offering more opportunities for professional advancement and education, new ways to provide supervisor support, provide incentives for nurses to initiate or participate in innovative programs. Specific training on conflict resolution, collaboration, reinforcement and stress coping techniques must be implemented.

En este libro se aborda el ideal del europeísmo, y su objetivo de alcanzar la unión, federal o como se denomine, de los europeos en un proyecto político construido a partir de la cultura, la ciencia y la historia de los pueblos actuales de la Unión Europea. Un ideal que desde la temprana juventud abrazó el autor como esencial en su existencia.

Background: In the healthcare sector, we often come across the burnout syndrome. It is an occupational syndrome which causes, physical and emotional exhaustion. More information is needed on the dangers of burnout and how often it occurs in healthcare. The purpose of this study was to investigate burnout and factors associated with the syndrome among nurses working with people that are mentally challenged. Methods: A cross-sectional survey was conducted, among 180 nurses working in public health centers for the disabled in multiple regions of Greece. A self-administered questionnaire with questions about socio-demographic and work-related characteristics was used, as well as the Maslach Burnout Inventory (MBI) for burnout assessment. Univariate and multivariate analyzes were performed. Results: The burnout dimensions of emotional exhaustion (Mean = 31.36) and depersonalization (Mean = 11.27) were at high levels while personal accomplishment was at low levels (Mean = 44.02). Female nurses had a higher personal accomplishment score (Mean = 44.82, p = 0.047) than men (Mean = 42.10, p = 0.047). Marital status, daily routine and relationships with supervisors were significantly related with emotional exhaustion and personal accomplishment and professional experience with higher levels of emotional exhaustion and depersonalization. Reason for professional selection was an independent predictor for depersonalization and personal accomplishment, with those that have selected the nursing profession randomly or because of the fear of unemployment having higher scores. Moderate relationships with colleagues was an independent predictor for all burnout dimensions. Conclusions: Nurses working in services for people with intellectual disabilities in Greece show increased burnout levels. Burnout can be prevented by offering more opportunities for professional advancement and education, new ways to provide supervisor support, provide incentives for nurses to initiate or participate in innovative programs. Specific training on conflict resolution, collaboration, reinforcement and stress coping techniques must be implemented.

Mathematics and English are the two most important subjects that learners should prioritize. Mathematics enhances analytical reasoning, problem-solving, and critical thinking skills that are significant across various fields and real-life situations, while English fosters strong communication skills, which are vital for understanding instructions, expressing thoughts, and succeeding in almost every subject and career path. This study explored the predictive effects of nutritional status, eating habits, and physical activity on English and Mathematics performance among 565 seventh-grade students selected through stratified cluster random sampling from two schools in Cabuyao City, Laguna, Philippines, during the 2024-2025 school year. It addressed the gap by examining the mediating role of eating habits in the relationship between physical activity and academic performance in Mathematics and English. The study used valid and reliable instruments and applied multiple regression bootstrap technique, and mediated linear regression bootstrap technique to analyze data. The results showed that most respondents were underweight, had satisfactory English and Mathematics performance, and reported high perceived levels of eating habits and physical activity. Regression analysis revealed that poor eating habits negatively affect performance in both subjects, while increased physical activity improves English scores. Eating habits were found to mediate these effects more strongly in Mathematics (60.9%) than in English (40.1%) and acted as a suppressor variable between physical activity and academic performance. The results have significant implications for English and Mathematics teachers, parents and guardians, organizational supervisors, policymakers, and future researchers.

The hospitality industry, globally recognized for its high labor intensity and customer service orientation, has been significantly impacted by the COVID-19 pandemic, leading to widespread layoffs, furloughs, and employee burnout. As the sector begins to recover, employee retention has emerged as a critical concern, particularly in hotels where service quality is closely tied to staff stability. This study examines the effectiveness of three key post-COVID employee retention strategiesleadership support, compensation, and work-life balance-in influencing employee loyalty and reducing turnover intentions within the hotel sector. A quantitative research approach was adopted, involving a structured questionnaire administered to 193 employees working in 3-star to 5-star hotels. Data were analyzed using SPSS Version 25 The findings reveal that transformational leadership positively influences employee morale and engagement, while competitive compensation packages remain a primary driver for retention. Moreover, worklife balance, particularly flexible scheduling and emotional support, is increasingly valued by younger employee's post-pandemic. The results suggest that a comprehensive, multi-faceted HR strategy is essential for rebuilding a stable and motivated workforce in the hospitality industry's post-pandemic recovery phase. This research contributes to the growing body of literature on post-crisis human resource management in hospitality and offers practical implications for policy-makers and hotel administrators seeking to enhance employee retention in a highly competitive and evolving industry.

This article reports two secondary intervention studies on stress management in Hong Kong adopting a positive psychology approach. The first intervention study was conducted among health care workers to reduce burnout and enhance work well-being (job satisfaction, physical/psychological symptoms) and positive emotions. A one-group pretest-posttest design was adopted. One thousand thirty-four health care employees were recruited from hospitals to participate in a 2-day training course held in 17 separate classes. The results obtained from paired t tests consistently demonstrated an improvement in work-related well-being and a reduction in burnout after the training. To investigate whether the improvements were specifically caused by the intervention, the second intervention study adopted a quasi-experimental method with a control group, also using a pretest-posttest design, and with an additional aim of improving the recovery experiences. Fifty teachers were recruited for the experimental group, and 48 for the control group. The

The current human resource management (HR) and brand marketing (Employer Branding) issues are recruiting and retention approaches that 'involve internally and externally encourage a clear vision of what makes a business different and attractive as a business. Sampling is done using probability sampling techniques, namely sampling techniques that provide equal opportunity or opportunity for each member of the population to be selected as a sample. This method is carried out when members of the population are considered homogeneous to financial technology stratups employees. The results of this study explain that there are several important factors that can affect employee retention at financial technology stratups companies, one of which is compensation and recognition which have a significant effect on employee retention. Motivation is the variable that has the greatest influence on employee retention, apart from having a direct effect on motivation, motivation has also succeede...

Happiness is a state of deep contentment, well-being, and inner peace, often rooted in purpose, connection, and acceptance, rather than solely dependent on external circumstances. Having happiness, especially true and lasting happiness, is less about "finding" it like a lost object and more about cultivating it through conscious choices, habits, and a shift in mindset. It's an ongoing process, not a destination. Also, Happiness is a feeling we all want, but what is it, really? The truth is, there's no single, universally accepted definition of happiness. It's a complex feeling with many different parts. But if anyone wants an explanation in a nutshell, he/she can think of it like the following: Happiness is a state of well-being and contentment. It's a combination of feeling good in the moment and feeling like your life is good overall. That can break down into two main types: Joy (or what scientists call "affective happiness"): This is the feeling of pleasure or positive emotions that somebody gets from things in the moment, like eating his/her favorite food, spending time with people he/she loves, or listening to a great song. It's temporary and fleeting. Life Satisfaction (or "cognitive happiness"): This is a deeper, more lasting feeling. It comes from reflecting on somebody's life and feeling that it's meaningful, fulfilling, and going in the right direction. It's about feeling that his/her life has purpose, and that his/her values are in line with his/her actions. So, in a nutshell, happiness is a blend of both. It's about feeling good today, while also feeling good about somebody's life.

The purpose of this study is to look at the insights of leader-member exchange (LMX), transformational leadership and to understand the Leadership style in Islamic perspective in context of Prophet Muhammad (PBUH). Primarily, it is considered that leadership is constitutively linked with followership and vice versa. Further, the magnitude of mutually intermingled leadership/followership can be understood and discussed as an emerging event embedded with interrelated nexus, which is based on an integral orientation. It is an attempt to find out the prominent features of Leader-follower relationship in Islamic perspective. This inquisition throws light on Prophet Muhammad (PBUH) as a model leader and on his believers as followers. This study is hermeneutics based. The basic sources of Islamic knowledge alongwith other available literature is explored to uncover the Islamic perspectives of the theories and concepts of leadership style.

A Local Action Group (LAG) is an association aiming to implement the LEADER rural development policy programme, to create and develop partnerships and to make a significant contribution to the management of rural development. LAGs draw up local development strategies for the territory they represent, which are implemented by rural community and business organisations and local authorities in cooperation with the social partners. LAGs bring together the economic and social partners operating in an area, involve the local population in decision-making processes and provide advice. The paper aims to answer the question: how is the essence of LEADER programme fulfilled -creating links between the rural economy and development actions. The research problem is investigated using the methods of scientific literature analysis, analysis of strategic and political documents, systematisation, case studies and other methods. The study found that the strategies were developed taking into account the existing characteristics of the area and the expectations of the population, and involved the involvement of key stakeholders: municipal and district staff, representatives of business and rural communities, and invited consultants. The strategies have been developed in line with LEADER principles, the local development strategies have an integrated approach. It integrates the activities of different sectors, the whole project or specific groups, and strengthens the links between key economic, social, cultural and environmental actors and sectors.

We study the relationships between sources and consequences of employee mood, examining customer service representatives in a service organization. Using daily reports of mood, we examine both the mood state that people bring to the workplace at the start of the day and customer emotional contagion as sources of worker mood during the day. Further, we examine the influence of worker daily mood on outcomes such as work attitudes and performance. Controlling for trait affectivity in all analyses, we show consistent findings for the importance of mood at work. First, we find that start-of-day positive and negative mood have a strong influence on worker mood throughout the day. Second, customer positive mood influences worker mood, but customer negative mood only influences worker mood for inexperienced workers. Finally, worker positive and negative mood influence a number of performance measures, including task engagement. Positive mood is positively related to availability to customers, fewer call transfers, and task engagement. Negative mood is negatively related to the number of calls a worker takes per hour and to task engagement.

The aim of this study was to examine the aggressiveness levels of the individuals who are in different sports branches and who define themselves as spectators of those sports according to different parameters. Research group of the study is composed of 696 people who live in Ankara and define themselves as spectators of a sports branch. The aggression scale developed by was used in the research. The scale is a 5-point Likert-type scale consisting of 29 items. The normal distribution of the data was examined by Skewness (.417) and Kurtosis (.576) tests and normal distribution of the data was determined. In this context, in the analysis of the data, the independent ttest and One Way Anova test were used as parametric tests. Also, the reliability of the data was determined by Cronbach Alpha internal consistency .822. As a result, a rate of aggression of sports spectators has been found in the middle and higher levels. The highest level of aggression sports spectators were found in combat sports and football branches. In addition, the aggressiveness levels of male spectators are higher than those of female spectators. Also, the highest level Sub-Dimension of sports spectators were found in physical aggression Sub-Dimension.

The social identity approach is a powerful theoretical framework for the understanding of individual's behavior. In the organizational world, social identity theory states that strong organizational identification is associated with low turnover intention

The Social Brand Intelligence Framework (SBIF), an integrated architecture that converts dispersed social data into useful strategic intelligence, was developed and empirically validated in this study to address important gaps in marketing analytics. Unlike traditional methods that treat data collection, processing, and activation as separate processes, SBIF creates four interconnected layers: Nestlé's 65% latency reduction through API integration exemplifies how the Input Layer resolves platform heterogeneity via middleware-enabled data harmonization. To measure causal relationships between sentiment and market outcomes, the Processing Layer employs transformer-based natural language processing. Notably, it demonstrates that sales declines are predicted to be preceded by an increase in anger intensity with high statistical significance. The output layer enhances existing brand equity models by establishing sectorspecific brand equity dynamics and revealing sentiment, which directly influences CPG sales but is irrelevant for luxury brands. As demonstrated by Unilever's 11-week product reformulation cycle, the Optimization Layer achieves 44% improvements in engagement efficiency by institutionalizing organizational learning through quasi-experimental feedback loops. Importantly, triangulated evidence shows that algorithmic accountability and organizational absorptive capacity-where cross-functional teams achieve 2.4× faster iteration-are crucial to SBIF's success, with bias audits significantly increasing consumer trust. By integrating Information Processing Theory, Attribution Theory, and Dynamic Capabilities into a coherent framework and identifying boundary conditions such as network mapping limitations in low-involvement categories, SBIF advances scholarly understanding. Practically, it reinterprets social intelligence as a relational infrastructure where consumers and brands collaboratively generate value through conversations mediated by algorithms, requiring ongoing adjustments across ethical, human, and technical aspects. Future research must develop culture-specific NLP taxonomies, model resilience amid platform turbulence, and extend SBIF to B2B environments.

In school settings, adolescents recur to different sources of information to create their beliefs about future possibilities. Social comparison processes and personal goals related to achievement play an important role in shaping these beliefs. Drawing upon literature concerning the Big-Fish-Little-Pond effect and the Achievement Goal Theory, the present study aimed at understanding how adolescents attending the last year of secondary school (n= 689;Mage= 18.15;SD= 0.57) perceive their possibilities of potentially having a better future than their classmates. In particular, we sought to understand in what way this perception is influenced by students’ perceived relative position in their class—which accounts for the social comparison process—and its interaction with different types of achievement goals (mastery-approach goals, mastery-avoidance goals, performance-approach goals, and performance-avoidance goals). Results showed that perceived relative position mediated the relationsh...

With five Arvedi ESP lines, Rizhao Steel in China is now focusing on the highly attractive local and export markets for high-quality, thin-gauge strip products. The first lines began operations in 2015.High-strength but lightweight car bodies, ultra-thin structures paired with the highest tensile strength – and all at the lowest production costs. Innovative processes are required in order to fulfil the demands of the car and metals industries. With precise thermo-mechanical rolling and rigorous temperature guidance in the narrowest possible operations windows Arvedi ESP opens the door to producing demanding steel grades in the shortest implementation times and at reduced alloying costs. Low operation costs are also provided by efficient induction heating and the resulting energy savings.This paper presents the ESP plant setup of Rizhao Steel as well as the training and support program. Additionally the potentials of AHSS production with ESP will be described by referencing the resul...

Background: Workplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument. Methods: A translation process was followed from the French to the Greek version of LIPT questionnaire. Testeretest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach a coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary healthcare setting and at the largest public hospital of Cyprus with response rate of 73.4%. Results: Women comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were "Being continuously interrupted" (17.2%) and "continuously being given new work assignments" (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p ¼ 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p ¼ 0.004). This was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.

espanolSe trata de un estudio cuantitativo, transversal, prospectivo y descriptivo. El objetivo fue identificar el nivel de autopercepcion de las competencias teoricas y practicas de los estudiantes de septimo y octavo semestre, de la licenciatura en enfermeria de la UNAM. Material y metodos: Mediante un instrumento conformado por 48 items medidos en la escala Likert, que va de nivel principiante a nivel experto. Los datos obtenidos fueron analizados con el programa SPSS, previo a la aplicacion del instrumento se realizo una prueba piloto en la que se obtuvo un grado de fiabilidad con alfa de Cronbach de 0.95. La muestra estuvo conformada por 152 estudiantes de enfermeria de la generacion 2014-2018, de ambos sexos, tanto del turno matutino como del vespertino. Hallazgos: Los estudiantes de manera general se autoperciben en un nivel eficiente en cuanto a las competencias teorico-practicas. Los que trabajan en un area clinica consideran que poseen un mayor nivel de experticia en compa...

Learning in times of climate change and ongoing inequality, requires ethical-political engagements that are transgressive of unsustainable norms, including those left in coloniality's wake (Lotz-Sisitka et al., 2017; 2023). However, a question arises as to when such transgressions become developmental (cf. Williams et al., 2018). This symposium addresses this question through analysis of five formative interventions (cf. Engeström et al., 2014). The studies advance a decolonial dialectic of transformation, enacted as a process of expansive, transgressive learning and emancipatory agency from below, grounded and expanding from living heritage and place; reflexively returning to it. Here co-engagement in expansive learning actions strengthen African relationality (Ubuntu relations), and collective (emancipatory) transformative agency (cf. Engeström and Sannino, 2010; 2021; Lotz-Sisitka et al., 2023). Studies emphasise ethical-political expansion of the object of activity in expansive learning struggles to address environmental degradation, gender and racial discrimination, and exclusions of living heritage, youth, and indigenous cultures.

Nurse turnover can affect the accessibility of healthcare services, quality of patient care, and nurse well-being. Various individual and contextual factors have been found to predict nurse turnover. A growing body of evidence now suggests the emergence of another potential predictor─fear related to the novel coronavirus, SARS-CoV-2 also known as COVID-19. To limit consequences, stakeholders must collaboratively develop empirically supported interventions to reduce nurse turnover. The purpose of this paper is to explain the novel use of the Job Demands-Resources (JD-R) model as a theoretical underpinning of the empirically supported Pandemic Nurses' Turnover Intention (PNTI) model which is used to examine factors influencing nurses' turnover intentions in The Bahamas during the COVID-19 pandemic.

Aims and objectivesTo explore how change‐of‐shift handoffs relate to nurses' clinical judgments regarding patient risk of deterioration.BackgroundThe transfer of responsibility for patients' care comes with an exchange of information about their condition during change‐of‐shift handoff. However, it is unclear how this exchange affects nurses' clinical judgments regarding patient risk of deterioration.DesignA sequential explanatory mixed‐methods study reported according to the STROBE and COREQ guidelines.MethodsOver four months, 62 nurses from one surgical and two medical units at a single Canadian hospital recorded their handoffs at change of shift. After each handoff, the two nurses involved each rated the patient's risk of experiencing cardiac arrest or being transferred to an intensive care unit in the next 24 hr separately. The information shared in handoffs was subjected to content analysis; code frequencies were contrasted per nurses' ratings of patient ris...

Burnout has a long tradition of studies in the workplace and recently researchers suggested burnout is also rising among university students. The Maslach Burnout Inventory (MBI) is considered a valid measure of burnout. However, the student version of the MBI (MBI-SS) has received limited empirical support. The aim of this paper is to analyze the factorial validity, invariance, and latent profiles of the Italian version of the MBI-SS in a sample university students. A total of 7757 Italian university students participated in an online cross-sectional survey. Results from explorative and confirmatory factor analyses showed acceptable fits for the Italian version of the MBI-SS. In addition, multigroup analyses supported full-metric invariance of MBI-SS within gender and academic level (bachelor vs. master). Finally, results from latent profile analysis showed that a three latent profile model was the better solution for the data: (a) burned-out (high levels of exhaustion, cynicism (CY), and low professional efficacy (PE); n = 2665, 34.2%); (b) overextended (high levels of exhaustion, moderate other, n = 3953, 51.0%); and (c) engaged (moderate exhaustion, low CY, and high PE, n = 1149, 14.8%). The resulting three-profile solution in the present study partially agrees with a prior study as it replicated three of the five-profile solution identified. In sum, we suggest that the MBI-SS is valid and reliable and represents a robust instrument for the measurement of burnout among Italian speaking university students.

Today's workplace is diverseand constantly altering. The conventional employer/employee relationship of past has been turned upside down. Employees are living in a diverse and growing economy and have almost unlimited job opportunities but they face the bad times of recession too. The overall work environment and global economy are rapidly changing that leaves no space for definite forecasting. These factors have created an environment where the business is in need of its employees more and not the employees in need of job opportunities. For this reason, managers at workplace face several ethical issues; sexual harassment is one of the majors. This paper examines the relationships between survey-based reports of sexual harassment at work places and its impact on job performance. The findings of this paper revealed that sexual harassment is the most rated violence in organizations. The findings further revealed that gestures of sexual nature of opposite sex are associated with sexually offensive comments, invitation of dates and sexual involvements.