Workplace Studies

Current stage: Pilot study underway 1. To what extent will the proposed scale help measure the job satisfaction of university teachers? 2. How is this scale more suitable to measure the Job Satisfaction of university teachers compared to the currently available scales? 3. What is the potential impact of the findings on the field of study or practice?

Job satisfaction is a critical aspect of organizational psychology, serving as a cornerstone for understanding employee motivation, employee engagement, and overall well-being in the workplace. This conceptual paper delves into the multifaceted nature of job satisfaction, elucidating its meaning, significance, and various dimensions.

Essentially, job satisfaction refers to an individual's subjective evaluation of their work experience, encompassing feelings of contentment, fulfilment, and happiness derived from their job roles and work environment. Understanding the nuances of job satisfaction is paramount, as it not only influences individual attitudes and behaviours; but also has profound implications for organizational success and performance outcomes.

The importance of job satisfaction cannot be overstated, as it is intricately linked to several critical organizational outcomes. Research has consistently demonstrated a strong association between job satisfaction and employee retention, productivity, and job performance. Satisfied employees tend to exhibit higher levels of commitment, engagement, and discretionary effort, which, in turn, contribute to enhanced organizational effectiveness and competitive advantage.

Exploring the dimensions of job satisfaction reveals its multidimensional nature, encompassing various facets that collectively shape individuals' overall satisfaction with their work. Key dimensions include intrinsic factors such as the nature of the work itself, autonomy, and opportunities for skill development and growth. Extrinsic factors, including compensation, job design, leadership and management, and communication, also significantly influence job satisfaction. Moreover, interpersonal relationships with supervisors, co-workers, and the perceived fairness of organizational practices play a pivotal role in shaping employees' job satisfaction levels.

This paper ends with a direction for the future course of study that the authors propose to undertake.

Keywords: Workplace attitudes, Job Satisfaction, Multidimensional concept, Intrinsic factors, Extrinsic factors

Abstract: Organizational conflicts are a common occurrence within workplaces, often carrying the potential for both constructive and destructive consequences. Adeoye and Hope (2020) emphasize that effective conflict management policies can transform conflicts into opportunities for positive outcomes. However, in culturally diverse workplaces, conflicts may escalate rapidly, dividing employees and undermining team cohesion. One prominent catalyst of such conflicts is unconscious bias, stemming from ingrained, unintended stereotypes harbored by employees (Tompos & Ablonczy-Mihályka, 2018). Additionally, conflicts may arise due to a lack of social intelligence, defined as an employee's capacity to discern and navigate intricate social dynamics within their workplace (Chaudhary & Yadav, 2018). Furthermore, pre-existing mindsets—shaped by an individual's unique conflict perceptions and past experiences—contribute to the complexity of workplace cultural conflicts (Chaudhary & Yadav, 2018).

This research background underscores the critical importance of understanding the factors leading to workplace cultural conflicts. Furthermore, it highlights the substantial impact of these conflicts on employee turnover, organizational productivity, and decision-making efficiency. Employee turnover, as discussed by Wynen et al. (2019), disrupts staffing levels, leading to burnout and an inability to meet company goals. The departure of skilled employees also impairs the organization's ability to make informed decisions, resulting in operational inefficiencies and project delays (Aguinis et al., 2022).

In this context, this research aims to explore the interplay between unconscious bias, social intelligence, and pre-existing mindsets in the context of workplace cultural conflicts. By gaining a deeper understanding of these dynamics, organizations can develop strategies to mitigate conflicts, foster inclusivity, and enhance productivity. The findings of this study hold the potential to provide valuable insights into conflict management practices, ultimately contributing to more harmonious and efficient workplaces.

This contribution introduces a significant methodological evolution in organizational theory. Through a meta-analysis of an extensive corpus of publications and based on years of applied experience, we propose overcoming approaches centered exclusively on individual performance by integrating systematic optimization of organizational environments. We present the HOWAR© Formula as a new theoretical foundation for post-neoliberal organizational science, establishing the basis for understanding human behavior through the dynamic interaction between individual identity and organizational environment. The research positions environmental quality as the primary lever for sustainable organizational performance while respecting human dignity and authenticity, proposing a paradigm shift from individual adaptation to systematic optimization.

Title: Hardness of Heart (σκληροκαρδία) and Discipleship: Rethinking Divorce and Marriage in Mark 10:1–12

This paper examines Mark 10:1–12 with particular focus on the motif of σκληροκαρδία (“hardness of heart”) and its implications for marriage, divorce, and discipleship. Previous scholarship has often treated this passage in relation to Jewish legal disputes (Hillel, Shammai, Deut 24) or Greco-Roman marital customs. While these contexts are important, I argue that Mark reframes the issue within the broader narrative of discipleship.

The study employs four complementary approaches. First, tradition history explores Jewish divorce traditions in Qumran texts, Philo, and Josephus. Second, Greco-Roman background provides insight into Roman marital practices. Third, narrative criticism situates the pericope within Mark 8–10, the central discipleship section of the Gospel. Finally, theological hermeneutics interprets marriage and divorce in relation to covenant fidelity and the radical demands of following Jesus.

The analysis yields four findings. (1) σκληροκαρδία functions as an anthropological and theological diagnosis: divorce is not merely a legal concession but evidence of humanity’s resistance to God. (2) Marriage is reimagined as a discipleship practice, a covenantal arena where mutual self-denial embodies obedience to Christ. (3) Divorce becomes a failure of discipleship, a rupture that exposes the persistence of hardness of heart. (4) This perspective offers contemporary relevance by shifting the discussion from legal or moral categories to a discipleship-centered theological anthropology.

This study contributes to Markan scholarship by proposing discipleship as a hermeneutical key for reading Mark 10:1–12. It integrates tradition history, cultural context, narrative analysis, and theology, bridging biblical interpretation with Christian ethics, pastoral care, and public theology.

Keywords: Mark 10; σκληροκαρδία; discipleship; marriage; divorce; narrative criticism; theological hermeneutics

Genuine workplace loyalty enhances favourable organizational outcomes; however, toxic loyalty drives productivity only in the short run. This study investigated the relationship between toxic workplace loyalty and employee productivity in public institutions with a specific focus on two public universities in Nigeria. Specifically, the study examined whether the productivity of employees in the institutions could be enhanced by fear-based, manipulative, exploitative, co-dependent, and peer-based pressure loyalty. Utilizing quantitative and survey-based research, the study comprised 2743 non-academic staff of Benue State University, and Joseph Sarwuan Tarka University, Makurdi from which a sample of 384 participants were drawn. A questionnaire was deployed for data collection and correlation analysis was done with the aid of Statistical Package for Social Science (SPSS V23). The results indicated that manipulative, exploitative, co-dependent and peer-based pressure loyalty all had a negative and significant influence, fear-based loyalty revealed a positive but weak influence on the productivity of employees in the two universities. It was concluded that toxic workplace loyalty is counterproductive, especially in the long run. Bearing practical implications for administrators, it was recommended amongst other things that, that university administrators, deans and directors should ensure fair clear policies for allocations of resources, create a psychologically safe work environment, strengthen welfare programs, domesticate antiexploitative policies and labour-regulatory policies to encourage productivity and its sustainability.

A special attention must be given to office work in order to increase efficiency of the corporation and to preserve the health of the workforce. Physical work is easier to plan and to measure because the tasks are predictable and repeatable in a high volume. Office work includes various activities with difficulties in estimating time-and resource need. Physical and mental flexibility of people bridges the challenges of continuous working but there are many long term adverse effects. The paper looks the impacts of office work environment on the muscular-skeletal system of ergonomic perspective. People spend several hours every day sitting in front of the computer during work and non-work activities. Although technologically the development of computer technology is dynamic, people may criticize the results from the ergonomic point of view. Economic aspects and lack of knowledge together may lead to the development of a work environment, which discourages effective work. The most common problems come from the bad sitting posture, the wrong positioning of the mouse or the keyboard on the table and the improper selection of tools and gadgets in the direct work environment. These lead to mutation of human muscular-skeletal system. Next to this the static muscle load results short term problems as well. The experiences of our empiric research shows that factors of individual satisfaction may differ from the professional viewpoint of ergonomics and medical sciences. This is why exploring the possibilities of convergence is important, including knowledge dissemination or promotion of prevention exercises.

A special attention must be given to office work in order to increase efficiency of the corporation and to preserve the health of the workforce. Physical work is easier to plan and to measure because the tasks are predictable and repeatable in a high volume. Office work includes various activities with difficulties in estimating time-and resource need. Physical and mental flexibility of people bridges the challenges of continuous working but there are many long term adverse effects. The paper looks the impacts of office work environment on the muscular-skeletal system of ergonomic perspective. People spend several hours every day sitting in front of the computer during work and non-work activities. Although technologically the development of computer technology is dynamic, people may criticize the results from the ergonomic point of view. Economic aspects and lack of knowledge together may lead to the development of a work environment, which discourages effective work. The most common problems come from the bad sitting posture, the wrong positioning of the mouse or the keyboard on the table and the improper selection of tools and gadgets in the direct work environment. These lead to mutation of human muscular-skeletal system. Next to this the static muscle load results short term problems as well. The experiences of our empiric research shows that factors of individual satisfaction may differ from the professional viewpoint of ergonomics and medical sciences. This is why exploring the possibilities of convergence is important, including knowledge dissemination or promotion of prevention exercises.

This study explores the paradox of rural Moroccan women's central role in agriculture versus their systemic exclusion from recognition, rights, and resources. Focusing on the agricultural community of Imouzzer Kandar, Morocco, the research examines gender disparities in labour conditions, access to agricultural resources, and workplace experiences. The primary objective is to examine how rural women perceive and navigate these challenges within a highly gendered and informal labour market. The study is significant because it sheds light on how the persistent marginalization of rural women not only hinders gender equality but also impedes broader national development and sustainability goals. It addresses the central question: How do rural women in Morocco's agricultural sector experience and negotiate structural inequalities in their daily work lives? Using a qualitative approach, the research draws on semi-structured interviews with 35 women agricultural workers to analyse their lived experiences and perceptions. The findings reveal entrenched patriarchal norms, wage disparities, informal employment precarity, and sexual harassment, all exacerbated by weak policy enforcement and limited institutional support. These issues directly contradict Morocco's gender-sensitive development discourse, where rural women's labour is rhetorically valued but practically invisible. The study argues that empowering women in agriculture, by recognizing their labour, protecting their rights, and enhancing their agency, is essential to reducing rural poverty and achieving the Sustainable Development Goals (SDGs). Ultimately, it calls for inclusive, regionally informed policy reforms that address informal labour structures, gender-based violence, and decision-making autonomy, while foregrounding the voices and resilience of rural women themselves.

It is a study to understand how Workplace Spirituality (WS), Organizational Citizenship Behavior (OCB) and Employee Performance (EP) are interconnected within the construction companies classified as A-Class in Kathmandu, Nepal. The research design is based on the causal-comparative research and quantitative data achieved with the help of structured questionnaires and a 5-point Likert scale, with the focus on answering the question of whether OCB can mediate the effect of WS on EP. Correlation was used to show positive and strong relationships among WS and EP (r = .832), WS and OCB (r = .807), OCB-EP (r = .755) at 0.01 significant rank. Regressions regulated the fact WS has a significant trait on EP (B = 0.418, p < .01) and so does OCB (B = 0.284, p < .01). There was a positive and statistically insignificant indirect impact of WS to EP via OCB which means that the mediating impact was minimal. The results explain the importance of developing spirituality and citizenship attitudes in workplaces to enhance better performances of work executives. Role of leadership in modeling spiritual values takes centre-stage in influencing discretionary behaviours and ensuring effective running of an organisation in the collectivist cultural practice of Nepal. The research also recommends that spiritual growth and workplace become complementary variables that will enhance employee involvement, satisfaction, and retention in the competitive construction sector. The insights also offer theory and practice since they bring to the fore a complex interplay between spirituality, behaviour and performance.

The study explores how women perceive Flexible Work Arrangements (FWAs) in the period following the COVID-19 pandemic, focusing mainly on productivity, work-life balance and autonomy. The pandemic changed the way we work, pushing many organizations to move away from traditional office setups and embrace more modern methods like remote work, hybrid models and flexible schedules. This shift from traditional setups to flexible schedules has made FWAs an essential part of many businesses that operate today. This research is descriptive and quantitative, involving working women of various ages from different industries including Education, Healthcare, IT and Finance. A total of 119 women were chosen through specific method of selection to get a wide range of opinions from different jobs. The data was presented as percentages and visually displayed through bar graphs and pie charts to enhance clarity and understanding. The findings indicate that women generally feel flexible work arrangements boost their productivity, give them greater control over their tasks, and help them achieve a better balance between their work and personal lives. These ideas are true for women of all ages, whether they are married or not and whether they have children or not. The findings suggest that organizations should adopt flexible work policies and create supportive management practices. Creating flexible and gender-sensitive workplaces not only benefits women employees but also propels overall organizational growth. Companies that support women's needs through FWAs foster an environment where employees can perform well while maintaining harmony in their personal and professional lives. This research highlights the value of making workplaces more inclusive and adaptable, ensuring both employees and organizations thrive together in this new world of work.

, Scotland introduced the Corporate Homicide Act, designed to hold corporations-including partnerships, unincorporated associations, government departments, public bodies, and police forces-accountable for deaths resulting from gross negligence. This legislation was intended to be a landmark step in safeguarding public safety. However, as we near 2025, it is deeply concerning that no prosecutions have been brought under the law. How is it possible that, in nearly two decades, no company has been held accountable for fatal gross negligence? This raises a crucial question: has the law been effective, or does its lack of use reflect a broader culture of corporate impunity?

Encountering individuals with visual impairments at organisations has become more commonplace than before. As the proportion of visually impaired individuals rises inside companies, the obstacles to achieving workplace success become more apparent. A systematic literature review was conducted to present the obstacles individuals with vision impairment face in achieving workplace success. Three hundred ninety-eight relevant papers were collected from reputable databases, including Mendeley, Web of Science, Scopus, and Springer e-databases. The analysis focused on 12 non-duplicate, original (research), English-language, open-access, and full papers published between 2019 and 2023. These studies were selected and widely covered obstacles to workplace success among visually impaired individuals based on the eligibility criteria. Most focused on visually impaired individuals employed in the United States. These studies primarily used quantitative research methods and were published between 2021 and 2022. The significant obstacles to workplace success among individuals with vision impairment in the 12 selected studies were unfitting to the workplace environment, job insecurity, lack of reasonable accommodation and rehabilitation services, poor psychological conditions, and unsatisfactory wages.

A few studies in the maritime domain utilize participatory design (PD) in ship design workshops, however, none of them addresses a full picture of how PD can make changes in simulation-based maritime education. In this reflection paper, we answer how PD can help to foresight future skills in the maritime domain, especially on how to use simulators to support increasing competence of seafarers and in turn to redesign simulators to support maritime education. In this paper, we aim to uplift the experimental skills of current debate from normal science to a socially embedded marine technology, addressing collaborative and innovative research activities, to enable all participants (seafarers, trainers, technicians, authorities etc.) to share their experiences so a joint recognition of needed future skills can be reached. Along with the exchange of experiences, we assert that the supported simulations and simulator techniques could be designed to achieve sustainable growth for all partic...

This paper reports a multiple case study of a training center collaboration with three offshore companies and a coastline authority. Through a qualitative inquiry, we utilized the actor-network theory to analyze the common understanding of simulator use in these organizations. The paper argues that the simulator itself is an actor that can integrate shared interests with other actors to establish an actor-network. Such an actor-network expands simulator use beyond purely training purposes. It advocates that the simulator is a medium between maritime academia and industry and aligns it with the same actor-network to facilitate the process of “meaning construction.” Such a meaning construction process offers simulator-based training with a valuable definition of the learning outcomes. It helps clarifying who will gain the benefits from simulator use in the future, as well as when and on what basis. The paper also reflects on the benefits and limitations of utilizing a multiple case st...

The gender gap in media organizations has drawn research attention in recent years. This study, through the lens of the glass ceiling concept, draws on interview data to explore how gender is represented in managerial positions within Ghanaian broadcast media. The study's findings indicate that, despite progress towards gender equality, men continue to dominate top managerial positions in Ghana's broadcast media. The absence of institutional policies specifically targeting gender representation perpetuates these inequalities. Further, informal efforts by some media firms to ensure fair representation lack the effectiveness of formal guidelines and accountability mechanisms. Thus, women in the Ghanaian broadcast media experience the "glass ceiling" effect and are excluded from managerial decision-making processes. The study highlights the importance of promoting gender equity and diversity in leadership within the Ghanaian broadcast media.

The term emotional intelligence is often contrasted with Intelligence Quotient. Many of us are aware of IQ as an individualrsquos score performing a series of tests designed to measure intellectual intelligence. Higher IQs indicate better cognitive abilitiesmdashthese include the ability to learn and understandmdashand people with higher IQs are more likely to do well academically. Intelligence Quotient is a measure for a person#39s intelligence whereas Emotional Intelligence (EI), measured as an Emotional Intelligence Quotient (EQ), describes a concept that involves the ability, capacity, skill or a self-perceived ability, to identify, assess, and manage the emotions of onersquos self, of others, and of groups. The EQ concept argues that IQ, or conventional intelligence, is too narrow that there are wider areas of emotional intelligence that dictate and enable how successful we are. At the workplace, emotional intelligence is very important. It is believed that while cognitive skil...

High blood pressure is a serious heart disease that poses a potential health risk among minority men. Minority populations of Hispanic ethnic background often practice poor preventive behaviors and access to healthcare. In comparison to women, men show difficulties in perceiving threatening signs in their bodies, avoid routine checkups, and have poor adherence to treatment. According to the literature, men’s views about health are influenced by their perception of masculinity. The present study examined the experience of 14 Puerto Rican men with hypertension who participated in focus groups. Participants answered questions regarding health, social support, and masculinity. A thematic based coding strategy approach and discourse analyses were used. Protective factors, risk factors, and cultural values for prevention are discussed. The most frequent subthemes that emerged were emotional support based on interpersonal support and spiritual support. The study also found a relationship a...

This qualitative study explores the interlinkage of Sense of Coherence (SOC) and technological adaptability among managers in the banking sector during the Fourth Industrial Revolution. Research purpose: The purpose of the study was to understand the interplay between SOC principles and technological adaptability through the lived experiences of managers. Motivation for the study: As organisations increasingly adopt digital tools, understanding the psychological factors that enhance or hinder technological adaptability becomes crucial. This study addresses the limited exploration of SOC within the context of technological transformation in organisations. Research approach/design and method: A qualitative, interpretive research design was adopted. Semi-structured interviews with 10 managers from diverse professional and demographic backgrounds were analysed thematically. Main findings: A high SOC significantly enhances technological adaptability by fostering problem-solving and a sense of purpose. Comprehensibility aids in understanding and navigating new systems, manageability is supported by collaboration and organisational resources, and meaningfulness motivates individuals to embrace change despite challenges. However, systemic inefficiencies and insufficient guidance emerged as sources of dissatisfaction. Practical/managerial implications: Organisations can enhance technological adaptability by implementing targeted training programmes, strengthening communication channels and fostering a collaborative culture. Contribution/value-add: The findings offer actionable insights for managers, practitioners and policymakers seeking to navigate technological transformation effectively.

In crisis-stricken economies, leadership effectiveness increasingly hinges not on technical expertise alone but on emotional competence. While emotional intelligence (EI) has been widely acknowledged as a catalyst for effective leadership and employee outcomes, its role in volatile and resource-scarce contexts remains underexplored. This study addresses this critical gap by investigating the impact of five core EI dimensions, namely self-awareness, self-regulation, motivation, empathy, and social skills, on employee performance amid Lebanon's ongoing multidimensional crisis. Drawing on Goleman's EI framework and the Job Demands-Resources theory, the research employs a quantitative, cross-sectional design with data collected from 398 employees across sectors in Lebanon. Structural Equation Modeling revealed that all EI dimensions significantly and positively influenced employee performance, with self-regulation (β = 0.485) and empathy (β = 0.361) emerging as the most potent predictors. These findings underscore the value of emotionally intelligent leadership in fostering productivity, resilience, and team cohesion during organizational instability. This study contributes to the literature by contextualizing EI in an under-researched, crisis-affected setting, offering nuanced insights into which emotional competencies are most impactful during prolonged uncertainty. Practically, it positions EI as a strategic leadership asset for crisis management and sustainable human resource development in fragile economies. The results inform leadership training, policy design, and organizational strategies that aim to enhance employee performance through emotionally intelligent practices.

Our study aimed to develop and validate a tool to measure workplace gaslighting: the Gaslighting at Work Scale (GWS). Mean age of our sample (n ¼ 400) was 38.9 years, while 82.5% were females and 51.7% have been working in the public sector. We examined content validity, face validity, construct validity, concurrent validity and reliability of the GWS through several analyses, such as calculation of content validity ratio and item-level face validity index, item analysis, exploratory and confirmatory factor analysis, correlation analysis, and calculation of Cronbach's alpha, McDonald's Omega, Cohen's kappa and intraclass correlation coefficient. We identified a two-factor structure for the GWS with 11 items: loss of selftrust and abuse of power. Concurrent validity of the GWS was excellent since we found significant correlations between GWS, Patient Health Questionnaire-4, Quiet Quitting Scale, Utrecht Work Engagement Scale-3, and Single Item Burnout measure. The reliability of the GWS was excellent since Cronbach's alpha and McDonald's Omega was 0.939 and 0.940, respectively. In test-retest study, intraclass correlation coefficient was 0.997. In conclusion, the GWS is a valid, short and easy-to-use tool that measures gaslighting behaviors of supervisors. Valid identification of harmful supervisor behaviors is crucial to promote subordinates' mental health and work productivity.

Healthcare professionals are responsible for many people's lives. In their daily routines, they care for a number of people and have a lasting impact on patients. Nursing can take a toll on the body and one way to mitigate long-term bodily damage is through an ergonomic friendly work environment. There are many work-related dangers that nurses face on a daily basis. Thus the study assessed the compliance of nurses towards the ergonomics standard in University of Benin Teaching Hospital UBTH, Nigeria. A descriptive survey research design was used in the study. The study population was all nurses in University of Benin Teaching Hospital and the sample size for the study was One hundred and fifty five (155) respondents selected across ten departments in the tertiary health center. The purposive sampling technique was used to select the participants in the study. After obtaining the informed consent from the subjects, compliance level was assessed by using ergonomic task analysis scale by observation method. The result of the study showed that the subjects had low compliance on the ergonomic standards of healthcare workers (nurses). Also various ergonomic-based risk factors are associated with their work process including awkward postures, high repetition and excessive work durations which are of great concern in this case. Several engineering and administrative-based controls were offered which would help to eliminate/reduce the presence of the ergonomic-based risk factors, improve their compliance to ergonomic standards and thus lower the potential of developing WMSDs among nurses.

The gender gap in media organizations has drawn research attention in recent years. This study, through the lens of the glass ceiling concept, draws on interview data to explore how gender is represented in managerial positions within Ghanaian broadcast media. The study's findings indicate that, despite progress towards gender equality, men continue to dominate top managerial positions in Ghana's broadcast media. The absence of institutional policies specifically targeting gender representation perpetuates these inequalities. Further, informal efforts by some media firms to ensure fair representation lack the effectiveness of formal guidelines and accountability mechanisms. Thus, women in the Ghanaian broadcast media experience the "glass ceiling" effect and are excluded from managerial decision-making processes. The study highlights the importance of promoting gender equity and diversity in leadership within the Ghanaian broadcast media.

The present study investigated negative workplace gossip effects on moral deficits and psychological entitlement through creative stress and creative performance. We seek moral attentiveness moderating role among moral deficits and psychological entitlement with creative stress and creative performance. A cross-sectional method was used for data collection; 250 samples were collected from an IT employee working in a Software house in Leads and Manchester, England. The analysis employed strong measures of reliability (Cronbach's alpha and composite reliability), validity (convergent and discriminant validity), regression, and correlation. The mediation moderating effect was tested and analyzed using Structural Equation Modeling (SEM) in SmartPLS 3.0. Our results show that a positive relationship between negative workplace gossip affects moral deficits and psychological entitlement and is moderated by moral attentiveness. Lastly, we highlight its managerial implications and possible directions for further study.

Keywords: Family Law, Domestic Violence Against Men, Identify, Forms, Recommendations

La gestion efficace des courriers (qu’ils soient électroniques ou physiques) requiert d’abord un
tri rigoureux fondé sur l’importance (important ou moins important) et l’urgence de chaque
message du courrier. Il est conseillé de combiner plusieurs méthodes éprouvées telles que la
matrice d’Eisenhower, la technique des 4D (Do, Defer, Delegate, Delete), l’utilisation de codes
couleur et de drapeaux, ainsi que des processus inspirés du tri médical pour classifier, traiter puis
archiver les courriers de manière fluide et systématique . Ensuite, la mise en place de plages
horaires dédiées, de règles d’automatisation et de revues périodiques permet de réduire le stress
et d’éviter l’accumulation, tout en garantissant que chaque message reçoit la réponse adaptée
dans les meilleurs délais.

This article aims to explain the importance of gender in work-family conflict and job satisfaction. Workfamily conflict may be impacted by job demands and stress. The conflict between work and family can put a strain on employees internally. Research on work and family conflict began several decades ago, but due to the rise in the number of dual-earning families, it is now more pertinent than ever. The primary goal of this study is to determine the influence of gender on work-family conflict and job satisfaction. The research design for this study involved the quantitative method of convenience sampling and survey questionnaires that were developed based on a thorough and detailed analysis of the relevant literature. The researcher established the significance of gender and its functions in work-family conflict based on the study. Gender has also been found to have an impact on job satisfaction. The study's findings highlight the gender variations in work-family conflict. The distinctive role of gender and its significance in work-family conflict are identified by this study. The study also focuses on the job satisfaction of genders based on the work-family conflict they faced. The implications of this study were discussed.

This article is to explore the dimensions of 'mind-set' among Malaysian dualearners in the work-family context. The primary goal of this study is to understand the effect of spousal support in overcoming work-family conflict and as a 'tool' to break those 'mind-sets'. In this study an In-Depth interview methodology was used. A total of 18 dual-earners were interviewed to understand the mind-set of the dual-earners. Based on these interviews, it is evident that Gender Role Ideology has taken root in our society. The main themes are derived from the interviews and these themes are the root of the ideology and mind-set among these groups of people. Two dimensions of mind-set have been identified. The first mind-set is the "gender stereotype mind-set" based on how men and women are supposed to be influenced by religion, culture, beliefs and norms. The second mind-set is described as the "mother's mind-set". In this type of mind set, mothers believe that they cannot let go the responsibility of child care and nurturing to the fathers because they are not confident of the fathers' capability in taking care the children. The results from this study highlight the importance of mind-sets that cause work-family conflict among Malaysians. The implications of this study were discussed. This study identifies the specific themes for workfamily conflict in the Malaysian Perspective. The study also focuses on mindsets that create work-family conflict in the Malaysian Perspective.

To denaturalize the concept of corporate values as a necessary managerial practice to engineer culture in organization and to explore how its enactment influences power resistance interplays and the workplace construction of selves. We engaged in Critical Management Studies (CMS), using an interpretative approach to our empirical material. The study is based on the concepts of organizational control, corporate values enactment, workplace resistance and construction of selves. Empirical Foundation: The empirical data was gathered based on a triangulation method by employing qualitative interviews, analysis of corporate material and fieldwork observation in Asian Monetary Fund, an Indonesian financial institution headquartered in Jakarta. We found that corporate values is a fragmented, fluid and fragile concept which can be used by employees to reproduce, rationalize and transform power relations in the organization and this process to resist "through" rather than "against" corporate values affects the construction of selves at work; producing individuals who simultaneously identify and dis-identify to the organization. Iben thanks to Allah SWT, the source of all knowledge. Mem & Pem, for your enduring and everlasting love. Devina, my castle, through which I managed to survive the cold Swedish weather. Oscar Vargas, for being such a great and indispensable partner in this thesis. Sverre Spoelstra, for all your advise, guidance and patience. All MPKC lecturers, staffs and students, who have taught me a lot about people, knowledge and change. Friends and Family at home, for whom I strive everyday to be a better person. Oscar thanks to his family, inspiration of faith and source of peace. His friends, who are 17. Iben, an all-comprehending partner. Sverre, a righteous teacher. People around the MPKC experience, a surprisingly delicious tortoise soup. And thanks to Cúcuta Deportivo, doubly glorious. Iben & Oscar thanks to Maria T. Kurniawati, Bontor Sitio, and all interviewees in Asian Monetary Fund Corporation in Jakarta Indonesia, whose cooperation, support and point of views have inspired us and led us to a new horizon of seeing and understanding.

this is the last version of my research article
Title; Implementing immigration policies in the healthcare sector in Germany to attract qualified professionals
Author; Maryam Sadaf Afghan
Germany is facing a serious shortage in its healthcare workforce, driven by an aging population, mass retirements, and limited training capacity. While foreign healthcare professionals are essential to filling the gap, they face significant challenges—including language barriers, complex qualification recognition processes, and limited support systems. Legal and policy obstacles, especially for non-EU migrants, often lead to underemployment and wasted talent. Comprehensive reforms, investment in education, and better integration strategies are urgently needed to ensure a sustainable and efficient healthcare system for the future.

Differential Attainment Healthcare professionals are among the most respected, valued members in any society- and also the most regulated. It attracts some of the most talented, innovative and resilient individuals who are keen to do good. Respect, job satisfaction and autonomy are fundamental to the experience of any professional, and often valued above financial or material reward. Doctors are no different. Education and training of the healthcare workforce is a lengthy and resource intense process. No nation-state can be truly self-sufficient. Hence workforce migration is a reality where various pull and push factors lead to professionals moving across countries and continents, in the service of populations. Society is divided along many lines and steeped with structural inequalities. Many of these are the result of thousands of years of history, legacy and societal wrongs. Healthcare services and professionals reflect similar patterns of the &#39;big society&#39;. The phenomenon...

Through the concept of auto-inclusion that Deleuze paid attention to, the
researcher examines how it can filter out a single idea from thought and
take freedom of thought, and how it coexists and is simultaneous within a
finite being. Infinite, which has a parallel relationship with finite, is complex
and simple. As it has heterogeneous characteristics, infinity appears in
various aspect s, and infinit y by it self, which includes it self, is t he first
infinity. The first infinity voluntarily includes events. This article examined
the continuity of time contained in the event. This refers to a phenomenon
in which the act of seeing on an object unfolds within a concept or concept through objects expressed in predicates such as “the tree becomes red”, but not as “the tree is red”. This is also a predisposition to time. Through the sensible theory revealed in Deleuze’s aesthetic experience of time, the researcher paid attention to how the fragmented things appear as the contradictory continued time, to the fragmented being in Plato’s Sophist and the abstract time in Timaios. Deleuze’s theory of sensible stems from the connection between simulacre and the allegory of baroque culture. And we look at the differences between Plato’s ontology and Deleuze’s ontology. This topic discusses how the logic of simulacre shown in The Logic of Sense comes to mean the baroque through Leibniz’s concept of monad and fold, who is also a neoplatonist. It also shows the possibility of variously discussing how Leibniz’s monad and fold were reinterpreted by Deleuze as his own concept of fold. This study will reveal how the characteristics of auto-inclusion of exist ence can bring to think practically about the transcendence of time.

【Key words】 Deleuze, Plato, baroque, simulacre, auto-inclusion, allegory

This book challenges Eurocentric interpretations of the so-called Turkish-German cinema from a transnational perspective, advocating for a comprehensive reevaluation to encourage enriched dialogues. The first part critically assesses dominant media discourses on guest-workers and migrants in the historiography of Turkish-German cinema, arguing for a shift from traditional identity-focused narratives to a broader exploration of shared emotions. The second part explores Arabesk, which, while originating as a hybrid musical genre, has evolved into a significant cultural force encompassing a range of emotional phenomena. Arabesk embodies the visceral, often painful expressions of migration and dislocation, characterized by a profound emotional intensity. It articulates a painful passion and longing for the homeland left behind, providing an invaluable method for understanding aesthetic nuances of Turkish-German films. Arabesk serves as an analytical tool for deconstructing cinematic expressions, revealing complex emotional ties, and cultivating a feeling of familiarity through the dynamic circulation and exchange of cultural media. Thus, Arabesk's poetics significantly shape transnational cinema practices and contribute to global cinema discourse.

This study explores the complex process of exiting the social work profession, focusing on the interplay between emotional exhaustion, structural challenges, and personal health crises. Using an in-depth qualitative interview and content analysis, the paper delves into the lived experiences of a former social worker. The research identifies key drivers behind professional attrition, such as burnout, inadequate work-life balance, and the impact of health problems as turning points. The findings highlight the need for systemic reforms in the profession, emphasizing better support structures, health management, and opportunities for personal development. The study suggests that addressing these issues is critical to enhancing job satisfaction and retaining professionals in social work.

With the popularization and application of AI technology in the workplace, employees are enjoying the convenience brought by AI at work, but they are also showing an increasing dependence on AI. Whether AI dependence can have an impact on employee personal development apart from work-related outcomes has become an important issue that needs to be addressed in management practice. 11 Based on self-regulation theory, this study explores the relationship between AI dependence and resilience via the mediating role of failure analysis and the moderating role of results-oriented culture perception. 2 Through survey design, we collected questionnaires from 198 employees, and used SPSS 6.0 to empirically examine the hypothesized relationship. 3 The results indicated that (1) AI dependence is negatively related to employee resilience; 4 AI dependence is negatively related to failure analysis; 5 Failure analysis plays a mediating role in the negative relationship between AI dependence and employee resilience; 6 Results-oriented culture perception strengthens the relationship between AI dependence and employee resilience through failure analysis. 7 This research advances research of AI usage in workplace that AI dependence not only affects task performance, but also can influence employees' personal development, especially resilience. 8 It explores the underlying mechanism (i.e., failure analysis) and boundary condition (i.e., results-oriented culture perception) of "AI dependence-employee resilience" relationship based on self-regulation theory, which is a beneficial supplement to existing literature. It also provides practical implications on how to build employee resilience in the face of AI dependence.

This is a remarkable book in many ways: not only does it present a widely diverse set of papers from an equally diverse geographically and institutionally-based authorship but it represents the first of what we hope will be many similar collections and publications that lie under the aegis of the newly-formed Asia-Pacific LSP and Professional Communication Association 1 . Some history might be useful here. In 2006, Vijay Bhatia and I conceived of the idea that it would be worth floating the concept of such an Association, reflecting both the extraordinary growth and present development of its themes in the Asia-Pacific, but also as a valuable partner with the much longer standing European Association for LSP. At the same time, we wanted to see if it might be possible to marry the long-standing interests in LSP with those of professional and organisational communication. Typically, the former has resided academically in the world of Applied Linguistics while the latter, much more diverse, has had its centre in a range of professional and organisationally specific arenas, together with some more general focus on communication as a central construct. In short, Asia-Pacific LSP and Professional Communication was to be not only new in its location, but also in its intellectual and practical domain. Following some enthusiastic responses from scholars in the region to the idea of a preliminary scouting meeting to be held at Macquarie University, Sydney, and already heartened by the strong support and interest of colleagues in Hong Kong, notably Winnie Cheng at the Hong Kong Polytechnic University, and others in the region, for example Azirah Hashim in Kuala Lumpur, the Macquarie meeting discussed and determined that an Association of the kind proposed would be both well received and valuable, with its three foci of Research, Practice and Training. In short, the way was open. Following that meeting, an interim committee was established with the aim of developing a constitution, and after intensive canvassing of opinion both in the region and in consort with the European Association, the draft constitution was to be presented at the initial conference of the Association, organised jointly by a team in Hong Kong from the City University of

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In today’s fast-paced and performance-driven work environments, recognising employees is no longer a luxury—it is a necessity for building motivated, high-functioning teams. This dissertation explores the effect of the "Star of the Month" workplace recognition program on project team dynamics and productivity within United Kingdom organisations. As a non-monetary yet symbolic gesture, this form of recognition has been embraced by employers aiming to boost morale, encourage collaboration, and reinforce positive behaviours. However, questions remain about its actual impact on measurable outcomes such as team performance and project success.
Utilising a robust mixed-methods approach, this study draws on survey data from 120 employees across diverse sectors and in-depth interviews with HR professionals and team leaders. The findings reveal a compelling link between recognition and improved team engagement, communication, and task efficiency. Notably, teams operating in transparent and inclusive recognition cultures reported greater cohesion, motivation, and output quality. Conversely, poorly executed programs fostered perceptions of favouritism and disengagement.
By examining both the promise and pitfalls of "Star of the Month" initiatives, this research provides valuable insights for organisational leaders seeking to enhance productivity through recognition. It offers evidence-based recommendations for designing impactful, fair, and culturally aligned recognition strategies that truly make a difference

Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, workfamily conflicts and flexible scheduling on employee's performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. The back bone of this study is the secondary data comprised of comprehensive literature review. A survey has also been conducted to strengthen the idea comprising of a sample of 70 employees from different organizations. 53 of them responded and the respond rate was 75%. Descriptive statistics is used to analyze the data. Results show that stress and work family conflict negatively affect the employee performance and flexible scheduling has a positive effect on employee performance. Primary study as well as literature review showed that flexible scheduling also helps in reducing stress and work-family conflicts. However, results are strongly based on the literature review i.e. secondary data.

Culture, society, and technology heavily influence architectural form, and basic architectural elements and functions evolve to suit users' needs. In the 20 th century, with the development of computational technology, architecture underwent dramatic transformation. Human-computer interaction (HCI) has changed architectural space into a smart space, which provides new ways for humans to interact with their living spaces. However, most smart space cases limit their focus to computational technology such as system efficiency and underuse architectural elements of spaces to improve interfaces. Thus this research intends to integrate both architecture and HCI to create a "new inter-relationship system framework" of smart space. An applied scenario called the "Personalized Smart Living Room" showcases the new smart space system. Compared to preexisting smart spaces, which usually focused on a single user, this new system recognizes several different users and gives appropriate personal feedback (such as a personal message or photos) and environmental atmosphere adjustment (interactive wallpaper and personalized music), by monitoring the specific user's posture and personal smartphone.

Emotional intelligence is more than a set of soft skills, it is a strategic imperative for 21st-century leadership. Daniel Goleman’s four pillars self-awareness, self-management, social awareness, and relationship management form a progressive framework for building trust, resolving conflict, inspiring others, and leading with purpose. In a world marked by complexity, speed, and constant change, these competencies are no longer optional they are essential.

Workplace stress has emerged as a significant concern in contemporary organizational settings, particularly in fast-paced and dynamic industries. This study investigates employee expectations from their organizations with regard to effective stress management strategies. Drawing on data collected from 300 respondents in two urban centers in India, the research identifies seven primary areas where employees seek organizational support: professional counseling, training and development programs, proper recognition of work, career advancement opportunities, robust performance management systems, open communication, and consistent managerial support. The findings suggest that while expectations may vary slightly across regions, the overarching demand for a holistic and employee-centric approach remains strong. This paper highlights the critical role of organizations in not only recognizing stress-related challenges but also actively responding through structured, empathetic, and strategic interventions that enhance employee well-being and organizational productivity.

This study explored hearing (non-deaf) people's experiences of working with sign language interpreters in the workplace. Qualitative data were collected through one-to-one interviews with managers, colleagues, or subordinates of deaf people. Transcripts of the interviews were then analysed using a reflexive thematic approach to identify themes that capture the hearing person's perspective on working with interpreters. These themes included the positive and negative aspects of working with interpreters, the workplace norms and etiquette that affect both their understanding of the interpretation and their relationship with deaf colleagues, the way the interpreter presents both the deaf and hearing people, and finally the professional boundaries of the interpreter. In addition, the research revealed the reasons for hearing people creating their own lists of preferred interpreters and how this intersects with the preferences of deaf persons. Finally, the study explored the concept of trust and the effect this has on all individuals in the workplace.

The European Journal of Workplace Innovation (EJWI) is an open-access, net-based, peer reviewed and English-language journal. The Journal invites research-based empirical, theoretical or synoptic articles focusing on innovation and workplace development. The aim of the journal is: • To develop insights into workplace innovation • Provide case studies from Europe as well as comparative studies from other continents • Develop and present new theories in the field of workplace innovation • To increase international publication within the field • To become an important publication channel for workplace innovation researches as well as the international research community

Background • Research in coping, resiliency, and religiosity among hospice workers is quite limited and typically does not include clinical (i.e., medical, psychosocial, and spiritual) and office staff. This study measured the coping, religiosity, and resilience of office and clinical hospice workers in a rural setting over the course of two years.

The rapid adoption of Generative AI in workplaces has sparked discussions on its impact on efficiency, particularly in reducing task turnaround times. Previous studies highlight Gen AI's potential to streamline workflows by automating manual, repetitive tasks. However, there is limited empirical evidence on how much time is actually saved across different types of tasks and whether these efficiency gains continue over time. This study aims to quantify Gen AIdriven reductions in task turnaround times and examine the long-term trend of efficiency improvements. Using secondary datasets comprising ten workplace task categories, a comparative analysis of 'without Gen AI aid' task durations and 'with Gen AI aid' task durations was conducted. The analysis was performed using Excel-based tables and charts, and a linear regression model to forecast future AI-driven efficiency gains. The findings confirm that Generative AI significantly reduces task times, with an average efficiency gain of 80% to 90% across various functions. However, the impact is task-dependent, with more significant reductions in routine, standalone tasks and diminishing returns observed in complex, multi-step projects over time. These insights suggest that while Gen AI continues to enhance productivity, its future improvements may shift from time savings to quality enhancement and cognitive support. The study highlights the need for further research on Gen AI's broader role in workplace efficiency beyond just speed improvements.