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Article
Publication date: 8 February 2016

Helen Johnson, Rachel Worthington, Neil Gredecki and Fiona Rachel Wilks-Riley

Adopting a person-environment (P-E) fit approach, the purpose of this paper is to examine the role of emotional labour, segmentation/integration and social support in the…

Abstract

Purpose

Adopting a person-environment (P-E) fit approach, the purpose of this paper is to examine the role of emotional labour, segmentation/integration and social support in the development of work-home conflict.

Design/methodology/approach

Mental health professionals (n=118) completed the work-home conflict and home-work conflict scales (Netemeyer et al., 1996), the segmentation preferences and supplies scales (Kreiner, 2006) and the Mann Emotion Requirements Inventory (Mann, 1999). A social support checklist was also developed to assess the perceived value of work and non-work sources of support.

Findings

Contrary to expectation, emotional labour was associated with lower levels of work-home conflict. There was no evidence found for the relevance of a P-E fit approach, rather the results indicated that the perception that the organisation supports the separation of work and home is sufficient in ameliorating work-home conflict. In addition, work-based support was found to reduce work-home conflict.

Research limitations/implications

The importance of support within the work environment as a way of reducing work-home conflict has been highlighted. That is, providing a safe environment to discuss anxieties and concerns is a fundamental factor when developing organisational support structure. The importance of providing professionals with choice regarding their preference to segment or integrate work and home has also been highlighted. Based on the contradictory findings with regards to emotional labour and work-home conflict, future research should aim to further examine this relationship within a forensic psychiatric setting.

Originality/value

This is the first research paper to explore the role of emotional labour, segmentation/integration and social support in the development of work-home conflict.

Details

Journal of Forensic Practice, vol. 18 no. 1
Type: Research Article
ISSN: 2050-8794

Keywords

Article
Publication date: 9 November 2015

Cristina Fodarella, Heidi Kuivaniemi-Smith, Julie Gawrylowicz and Charlie D. Frowd

The paper provides a detailed description of standard procedures for constructing facial composites. These procedures are relevant to forensic practice and are contained in the…

Abstract

Purpose

The paper provides a detailed description of standard procedures for constructing facial composites. These procedures are relevant to forensic practice and are contained in the technical papers of this special issue; the purpose of this paper is also to provide an expanding reference of procedures for future research on facial composites and facial-composite systems.

Design/methodology/approach

A detailed account is given of the interaction between practitioner and witness for producing a facial composite. This account involves an overview of the Cognitive Interview (CI) and the Holistic CI (H-CI) techniques used to obtain a description of the face of an offender (target); the authors then describe how this information is used to produce a composite from five popular face-production systems: Sketch, PRO-fit, Electronic Facial Identification Technique (E-FIT), EvoFIT and EFIT-V. An online annex is also made available to provide procedural information for additional composite systems.

Practical implications

The work is valuable to forensic practitioners and researchers as a reference for interviewing techniques (involving a CI or an H-CI) and using facial-composite systems.

Originality/value

The authors provide an accessible, current guide for how to administer interviewing techniques and how to construct composites from a range of face-production systems.

Details

Journal of Forensic Practice, vol. 17 no. 4
Type: Research Article
ISSN: 2050-8794

Keywords

Article
Publication date: 1 October 2005

Georgios I. Zekos

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to…

2060

Abstract

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to control activities on its territory, due to the rising need to find solutions for universal problems, like the pollution of the environment, on an international level. Globalisation is a complex, forceful legal and social process that take place within an integrated whole with out regard to geographical boundaries. Globalisation thus differs from international activities, which arise between and among States, and it differs from multinational activities that occur in more than one nation‐State. This does not mean that countries are not involved in the sociolegal dynamics that those transboundary process trigger. In a sense, the movements triggered by global processes promote greater economic interdependence among countries. Globalisation can be traced back to the depression preceding World War II and globalisation at that time included spreading of the capitalist economic system as a means of getting access to extended markets. The first step was to create sufficient export surplus to maintain full employment in the capitalist world and secondly establishing a globalized economy where the planet would be united in peace and wealth. The idea of interdependence among quite separate and distinct countries is a very important part of talks on globalisation and a significant side of today’s global political economy.

Details

Managerial Law, vol. 47 no. 5
Type: Research Article
ISSN: 0309-0558

Keywords

Article
Publication date: 1 January 1996

Ann Marie Ryan and Mark J. Schmit

Person—environment (P—E) fit has long been a focus in organizational research. A climate‐based measure of P—E Fit was developed for use in organizational and individual…

Abstract

Person—environment (P—E) fit has long been a focus in organizational research. A climate‐based measure of P—E Fit was developed for use in organizational and individual assessment. A series of studies with a Q‐sort measure of climate and fit (the Organizational Fit Instrument—OFI) indicated ways in which P—E fit information can be used in organizational development. In addition, the psychometric properties of the OFI assessed in these studies suggested that, despite the ipsative nature of the measure, it may provide the organizational development practitioner or researcher with a sound and useful tool. Suggestions for future research are proposed.

Details

The International Journal of Organizational Analysis, vol. 4 no. 1
Type: Research Article
ISSN: 1055-3185

Article
Publication date: 1 April 2005

Li‐teh Sun

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American…

Abstract

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

Details

International Journal of Sociology and Social Policy, vol. 25 no. 4/5
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 30 September 2022

Meghna Chhabra, Lata Bajpai Singh and Syed Asif Mehdi

Women entrepreneurs contribute significantly to Asian economies. However, women in this region face an alarming array of barriers to entrepreneurship. This research study aims to…

Abstract

Purpose

Women entrepreneurs contribute significantly to Asian economies. However, women in this region face an alarming array of barriers to entrepreneurship. This research study aims to examine the factors, i.e. government support, family social support, financial literacy and managerial skills, in building the entrepreneurial capacity of women entrepreneurs under the lens of the person–environment (P-E) fit theory. Furthermore, the study also examines the moderating effect of socio-cultural barriers in the said relationships.

Design/methodology/approach

For the study, the data was collected from the owners of 311 women-owned manufacturing and services sector enterprises from the northern Indian community.

Findings

Findings suggest that all the factors significantly affect the entrepreneurial capacity of women entrepreneurs, and the barriers work as a moderator between the relationships.

Originality/value

Based on P-E fit theory, this unique research study proposes a model to test the role of factors such as government support, family social support, financial literacy and managerial skills in developing women entrepreneurs’ entrepreneurial capacity along with examining the moderating role of socio-cultural factors contributing to the entrepreneurial capacity of women.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 17 no. 6
Type: Research Article
ISSN: 1750-6204

Keywords

Article
Publication date: 1 July 2005

Lisa M. Cal and Brian H. Kleiner

On January 1, 2004 California became the first state to mandate Paid Family Leave for workers who take time off to care for a sick family member. This change is a sub set to the…

Abstract

On January 1, 2004 California became the first state to mandate Paid Family Leave for workers who take time off to care for a sick family member. This change is a sub set to the California Family Rights Act (CFRA). This act is based on the Family and Medical Leave Act (FMLA), which is a federal law. As a foundation to understanding the pending changes in California it is necessary to obtain an overview of the FMLA. Despite their best intentions, employers and human resource professionals find themselves unintentionally violating some portion of the FMLA due to complicated definitions and technical requirements. This article is written from the perspective of an employer in order to highlight dominant features of the FMLA and California’s Paid Family Leave. It is increasingly important for companies to adopt policies and procedures that will ensure compliance with all requirements going forward. Otherwise, the consequences could be costly.

Details

Equal Opportunities International, vol. 24 no. 5/6
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 1 December 2005

Halina Wierzbiñska

Social protection issues of employees is connected with laws to make in European Social Charter (1961) and Community Charter of the Fundamental Social Rights of Workers (1989)…

Abstract

Social protection issues of employees is connected with laws to make in European Social Charter (1961) and Community Charter of the Fundamental Social Rights of Workers (1989). Some of the these rights are regulated in the Directives EC, which in the period of Polish assoiation with European Communities were implemented in the Polish labour law. After Polish accession to the European Community, three aspects of the social protection of employees are especially important and in these cases it is necessary to pay attention to them in this paper

Details

Managerial Law, vol. 47 no. 6
Type: Research Article
ISSN: 0309-0558

Keywords

Article
Publication date: 1 July 2005

Pinal Shah and Brian Kleiner

Age discrimination is common and occurs in all types of industries, fields, and professions all across the world. The common misperceptions about “older workers” include…

6851

Abstract

Age discrimination is common and occurs in all types of industries, fields, and professions all across the world. The common misperceptions about “older workers” include hard‐to‐break habits, technological ignorance, and lack of energy and flexibility. Such attitudes, expectations, and perceptions of older workers should not exist in our professional community. Whether old or young, all people should be treated with respect and dignity. The purpose of this article is to understand the reasons behind age discrimination and ways to prevent it from occurring in the workplace. Removing age discrimination in the workplace lies in the hands of all organisations. First, they need to demolish the myths of age and realise its strengths, such as reliability, mature judgement, lack of impulsivity, timeliness, strong work ethics, and experience. Second, upper management should educate its chain of managers and supervisors about the effects discrimination has on the company’s financial situation as well as its reputation. The government plays a major role in enforcing the laws regarding age discrimination and punishing those who are unlawful.

Details

Equal Opportunities International, vol. 24 no. 5/6
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 11 May 2015

Wan Jiang and Qinxuan Gu

By integrating proactive perspective and person-environment fit (P-E fit) perspective, this study intends to examine a moderated mediation model of proactive personality to…

2793

Abstract

Purpose

By integrating proactive perspective and person-environment fit (P-E fit) perspective, this study intends to examine a moderated mediation model of proactive personality to investigate its effects on employee creativity. The current study proposes felt responsibility for change mediates the relationship between proactive personality and employee creativity. The purpose of this paper is to identify core self-evaluation (CSE) and developmental feedback received as personal and situational moderators on the relationship between proactive personality and felt responsibility for change.

Design/methodology/approach

A matched sample from 232 employees and their supervisors of software companies in China was used to test the hypotheses. Hierarchical regression analyses and moderated mediation approach were conducted to examine the proposed model.

Findings

The results indicate that felt responsibility for change mediates the positive relationship between proactive personality and employee creativity. CSE and developmental feedback received positively moderate the relationship between proactive personality and felt responsibility for change. In addition, CSE and developmental feedback received are two moderators in the path from proactive personality to employee creativity via felt responsibility for change such as the indirect relationship between proactive personality and employee creativity through felt responsibility for change is more pronounced when CSE and developmental feedback received are higher rather than lower, respectively.

Research limitations/implications

The paper contributes to creativity literature by identifying felt responsibility for change as the mediator on the relationship between proactive personality and employee creativity. The current study also contributes to proactive perspective and P-E fit theory by investigating the moderating roles of CSE and developmental feedback received on the relationship between proactive personality and felt responsibility for change. Although data were collected from multiple sources to avoid common method variance, the cross-sectional design cannot unequivocally examine the direction of causality in this study.

Originality/value

By examining both mediating and moderating effects, the paper contributes to uncovering the black box in which employees with proactive personality exhibit felt responsibility for change and creativity.

Details

Journal of Organizational Change Management, vol. 28 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

11 – 20 of 538