Search results

The introduction of video display terminals may exacerbate lighting problems already present in the workplace. The sources and characteristics of glare are described. Glare control measures, including the location and design of lighting systems, managing outdoor light and using screen filters and hoods, are reviewed.

This paper aims to present the results of a three‐year comprehensive workplace initiative which provided an unprecedented opportunity to explore the potential relationship between organisational health, stress, and health outcomes.

Data were collected from 325 employees participating in a comprehensive workplace wellness intervention taking place in a large governmental organisation. Organisational health was measured using a 16‐item measure of organisational health indicators and a four‐item measure of health culture. Personal health outcomes were assessed using 12 indicators: personal wellness profile, health age, blood pressure, nutrition, fat intake, fibre intake, alcohol use, fitness, smoking status, cancer risk, stress, and good health practices.

Analyses indicated that after controlling for gender and age, organisational health was associated with increased personal wellness, lower health age, better overall nutrition, reduced fat intake, increased fibre intake, reduced alcohol consumption, increased fitness, reduced cancer risk, lower stress, and more positive health practices. For several outcome measures, organisational health had a stronger impact on personal health for men. Personal health of correctional workers and youth workers was most influenced by organisational health. Finally, stress mediated the relationship between organisational health and health outcomes for all measures of wellness except for alcohol consumption.

Organisational health is often overlooked by employers when considering the personal health of employees. Interventions aimed at influencing organisational health (generally considered a low cost intervention) can have beneficial influences on personal health.

Restructuring and downsizing are facts of life and impact on employees via higher stress levels. Describes how a high technology communications organization, Technet Ltd, underwent restructuring when it changed the focus of its businesses and how this affected customer service representatives and their assignments. Reports the results of research carried out to study stress in customer contact employees in the small and medium business offices at Technet Ltd. Describes how the current research was compared with two prior studies in 1989 and 1992, utilizing a modified version of the original questionnaire. Analyses the results according to the literature and the prior studies, and makes conclusions and recommendations.

The Florida electorate passed Amendment One on January 29th, 2008. The portability provision of this Amendment allows homestead owners to transfer the difference between assessed value and estimated market value of their current homestead property to their new property. Since passage, there has been limited and declining utilization of the portability provision. This paper explores whether the accrued tax savings due to the property assessment limit provide sufficient incentive for homesteaders to move by examining aggregated utilization of the portability provision among counties. Based on a panel regression using 67 counties from 2008 to 2012, our findings indicate the portability provision has had limited impact on Florida's depressed housing market and only a small number of well-educated and white homesteaders have availed themselves of this mechanism.

This paper aims to focus on participation in the workplace and examines the relative importance of different dimensions of job control in relation to subjective well-being and organizational commitment. These dimensions are job autonomy (within a given job), functional support (from supervisor and colleagues) and organizational level decision latitude (shop-floor consultancy on process improvements, division of labor, workmates, targets, etc.). Interaction with work intensity is looked at as well.

Measurements and data were taken from the European Working Conditions Survey, 2010. The paper focusses on salaried employees only. The sample was further limited to employees in workplaces consisting of at least 50 workers. There are 2,048 employees in the final sample, from Denmark, Ireland, The Netherlands, Finland, Sweden and the UK. In this paper, the focus is not on differences between countries, and adding more countries would have introduced too many country characteristics as intermediate variables.

In the regression analyses, functional support and organizational level decision latitude showed stronger relations with the outcome variables than job autonomy. There was no relation between work intensity and the outcome variables. Two-way interactions were found for job autonomy and organizational level decision latitude on subjective well-being and for functional support and organizational level decision latitude on organizational commitment. A three-way interaction, of all job control variables combined, was found on organizational commitment, with the presence of all types of job control showing the highest organizational commitment level. No such three-way interaction was found for subjective well-being. There was an indication for a two-way interaction of work intensity and functional support, as well as an indication for a two-way interaction of work intensity and organizational level decision latitude on subjective well-being: high work intensity and low functional support or low organizational level decision latitude seemed to associate with low well-being. No interaction was found for any dimension of job control being high and high work intensity.

Although this study has all the limitations of a cross-sectional survey, the results are more or less in accordance with existing theories. This indicates that organizational level decision latitude matters. Differentiation of job control dimensions in research models is recommended, and so is workplace innovation for healthy and productive jobs.

Most theoretical models for empirical research are limited to control at task level (e.g. the Job Demand-Control-Support model of Karasek and Theorell. The paper aims at nuancing and extending current job control models by distinguishing three dimensions/levels of job control, referring to sociotechnical systems design theory (De Sitter) and action regulation theory (Hacker) and reciprocity (Akerlof). The policy relevance regards the consequences for work and organization design.

It has been known for some time that job stress has a wide‐ranging, negative impact on employees. It has also been known that providing employees with autonomy and/or control over their work environment reduces the deleterious consequences of job stress. The purpose of this study is to examine whether control in the form of flex‐time (i.e. allowing employees to create their own work schedules) moderates the impact of stress on intrinsic and extrinsic motivation among Russian, Canadian, and Israeli Arab employees (n=933).

Archival data that was obtained from employees (n=933) residing in three different nations was analysed via hierarchical moderated multiple regression.

In relation to extrinsic motivation, a significant interaction was observed between job stress, flex‐time, and country of residence. Although flex‐time and country of residence were significant predictors of intrinsic motivation, no significant interactions were observed.

This is one of few papers to examine flex‐time from an international perspective. In terms of value, human resource managers are made aware that the impacts of flex‐time on employees' motivation depends, in part, on the nation in which they are employed.

Gives a bibliographical review of the error estimates and adaptive finite element methods from the theoretical as well as the application point of view. The bibliography at the end contains 2,177 references to papers, conference proceedings and theses/dissertations dealing with the subjects that were published in 1990‐2000.

Existing models of critical success factors of software projects have less concentration on communication, team, project management and product related factors. Hence, the purpose of this paper is to develop a conceptual model of critical success factors (CSFs) for software development projects, categorize the success factors, finding the factors in each category and highlighting the product, team, project management and communication factors as important categories of success factors for software projects.

A conceptual model and seven categories of success factors comprising a total of 80 success factors for software development projects were identified based on the thorough literature review. These 80 factors are collected based on their importance to software projects and their repeated occurrence in the literature related to CSFs. Based on the occurrence of the success factor in the literature, each category comprising top five success factors are identified as critical success factors for software projects. Based on these seven categories of success factors a conceptual model was developed.

A total of 35 CSFs from seven CSF categories are identified from secondary research of the CSFs for software development projects. The identified CSFs include communication in project, top management support, clear project goal, reliability of output, project planning, teamwork, project team coordination, quality control, client acceptance, accuracy of output, reduce ambiguity, maximize stability, realistic expectations and user involvement. Project management, product, team and communication factors are identified as important categories of success factors for software projects.

Different categories of critical success factors such as product, project management, team and communication, which were not highlighted or categorized earlier in the literature are discussed in this current work.

This research is definitely useful for organizations working on software projects. The project managers working in the industry can benefit from the mentioned critical success factors and the categories of factors by concentration on them while planning and executing software projects.

The conceptual model, categorization of CSFs, identifying 35 CSFs for software projects and highlighting product, team and communication factors are major contributions of this research work.

The purpose of this paper is to establish a new evaluation system to assess the degree of integration between industry and the internet. And use the gray correlation matrix method to evaluate the “internet + industry” integration degree of China’s provinces.

This paper establishes a new evaluation system to assess the degree of integration between industry and the internet using the matrix gray relational analysis method.

The main indexes and its rankings of the provinces’ integration degree and the rankings of the provinces’ integration degree are obtained.

The ranking of the degree of integration of various provinces in the country has certain guiding significance in promoting the development of “internet +” and “industry 4.0.”

Establishing a new model for the quantitative assessment of the degree of fusion, this method has a positive impact on the quantitative assessment of “internet + industrial” integration.

This study aims to explore the extent to which inter-organizational hybrid governance manages the micro design for optimum reverse knowledge transfer in the open innovation context. The authors use two essential facets of micro design in hybrid governance: product adaptation and integration mechanism.

Data for this study were collected from franchisees through structured questionnaires in Indonesia.

Results indicated that product adaptation has a positive relationship with reverse knowledge transfer. This study also found that the formalization strengthens the relationship between product adaptation and reverse knowledge transfer. However, the socialization does not have a moderation effect.

This research estimates the knowledge transfer from the agent’s side only. Therefore, further research is expected to estimate the reverse knowledge transfer in dyads (from agent and principal) to get a detailed understanding of reverse knowledge transfer.

This study offers guidelines to managers, especially in inter-organizational hybrid governance. The authors suggest reverse knowledge transfer as a form to manage the dispersed knowledge from their agents. Governing institutions should change their view that agents have diverse knowledgebase from experience adapting to local conditions and can improve their open innovation through reverse knowledge transfer. From the results, it is found that giving agents the flexibility to adapt products can boost reverse knowledge transfer to support open innovation.

This study provides an understanding of the utilization of external knowledge sourcing in the context of open innovation from agent to principal in hybrid governance through reverse knowledge transfer, which has thus far been empirically under-researched.