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This paper aims to nuance the understanding of hazing’s negative impact on newcomers.

Data were collected through a qualitative interview study of recently employed nurses’ (n = 19) and nursing students’ (n = 42) hazing experiences and analysed through reflexive thematic coding.

The analysis uncovered two themes relating to hazing’s normative harm on newcomers’ professional self-image: “Being denied a voice” and “Being infantilised.”

This paper challenges the two-dimensional challenge-hindrance framework for elucidating the individual consequences of hazing and suggests adding threat stressors.

This paper aims to highlight the social dynamics associated with the interaction between temporary and permanent organizational members in non-work-related situations. This view contrasts with previous studies which predominantly focus on work-related situations. Inspired by Goffman's dramaturgical metaphor, a perspective which emphasizes the influence of social regions on group membership as well as the ritual foundation of everyday social interactions is developed.

This paper’s methodological foundation is a constructivist grounded theory study of 15 undergraduate nursing students' experiences as temporary members during their clinical placements.

Temporary members arrive at their new organization with an expectation of attending non-work-related situations on similar terms as permanent members. However, they do not expect to be treated as new colleagues. They experience being excluded and ignored, which makes them feel humiliated, denied recognition and deprived of their dignity.

Illuminating social dynamics related to backstage access provides valuable insights to studies of the relationship between temporary and permanent organizational members. Furthermore, redirecting the analytical focus from social dynamics associated with work-related situations to non-work-related ones provides new perspectives on moral exclusion by emphasizing the ritual foundation and its close connection to moral concepts such as dignity and recognition.

This paper aims to examine how temporaries’ experience and perception of encounters with permanent members’ relational indifference affect the social relations in blended workgroups.

Constructivist grounded theory study based on 15 semi-structured interviews with first- and third-year nursing students in clinical internships at somatic hospital wards was used.

The authors identified two themes around organizational alienation. Temporaries expected and hoped to experience resonance in their interactions with permanent members, which drove them to make an extra effort when confronted with permanents’ relational indifference. Temporaries felt insignificant, meaningless and unworthy, causing them to adopt a relationless mode of relating, feeling alienated and adapting their expectations and hopes.

Relational indifference is, unlike relational repulsion, problematic to target directly through intervention policies as organizations would inflict a more profound alienation on temporaries.

Unlike previous research on blended workgroups, which has predominantly focused on relational repulsion, this paper contributes to understanding how relational indifference affects temporaries’ mode of relating to permanent.

This paper aims to examine how newcomers’ experience and perception of their exposure to the hazing ritual “quizzing” affects their mode of relating to the workgroup.

Two illustrative cases are selected from a constructivist grounded theory study based on 15 semi-structured interviews with nursing students in clinical internships at somatic hospital wards.

As newcomers to the nursing profession, nursing students are exposed to experienced insiders’ hazing ritual “quizzing” during their internship at Danish hospitals. “Quizzing” is a public ceremony performed by an experienced insider, e.g. a daily or clinical supervisor. The ritual continues until a bystander intervenes even though the newcomer admits not knowing the answers. “Quizzing” is being met with repulsion and represents a deviation from expectations of social inclusion, civilized behavior and hope of resonance. It leaves newcomers feeling alienated and makes them adopting a repulsive mode of relating to the workgroup.

This paper applies Hartmut Rosa’s resonance theory and theories of workplace hazing to explore how workgroup hazing affects newcomers’ mode of relating to workgroups.

The purpose of this paper is to explore how witnessing workplace incivility from coworkers and supervisors relates to instigating incivility toward others. A further aim was to investigate if witnessed incivility is indirectly related to instigated incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated incivility.

A total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire.

The results showed that witnessed incivility, mainly from coworkers but also from supervisors, was related to instigated incivility. Although witnessed incivility was related to both perceived stress and low job satisfaction, witnessed incivility was not linked to instigated incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated incivility. Similarly, participants who had witnessed supervisor incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated incivility.

The findings expand the literature on bystander workplace incivility and highlight the importance of including experienced psychosocial work factors in models of incivility.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

The purpose of this paper is to explore the daily rhythms of eating, namely, the times at which food intake occurs during a day-long period, in Santiago, Chile.

The data used in this research come from a first time-use survey applied in Santiago in 2007 and 2008, which works with a retrospective activity journal to document the amount of time dedicated to different activities during the 24 hours of the previous day. Descriptive analysis and multinomial regressions were performed on a sample size of 2,282 cases, corresponding to those individuals over the age of 12 who responded to the daily activity prompt in full.

This study shows that people in Santiago tend to eat according to the same timetables (morning, midday and evening) and that socio-demographic variables have limited influence on the synchronization of this intake between Monday and Friday.

The data did not allow for the exploration of the duration of food intake, commensality and its variation over time.

These data reveal that, for Santiago residents, eating is far from becoming de-structured towards a mode of constant grazing throughout the day, contradicting the thesis of alimentary modernity.

These results yield evidence that calls into question the applicability of the thesis of alimentary modernity within a Latin American context, which has not before been subject to investigation.

The purpose of this paper is to explore health- and work-related outcomes of cyberbullying behaviour and the potential mediating role of social organisational climate, social support from colleagues and social support from superiors.

Altogether 3,371 respondents participated in a questionnaire study.

The results of this study indicate that social organisational climate can have a mediating role in the relationship between cyberbullying behaviour and health, well-being, work engagement and intention to quit. Contrary to earlier face-to-face bullying research, the current study showed that cyberbullying behaviour had stronger indirect than direct relationships to health, well-being, work engagement and intention to quit.

Communication through digital devices in work life is becoming more prevalent, which in turn increases the risk for cyberbullying behaviour. Organisations need therefore to develop occupational health and safety policies concerning the use of digital communication and social media in order to prevent cyberbullying behaviour and its negative consequences.

Cyberbullying behaviour among working adults is a relatively unexplored phenomenon and therefore this study makes valuable contribution to the research field.

This paper seeks to develop a framework for understanding what drives customer‐based brand equity and price premium for grocery products.

The paper reviews empirical studies made within the area of brand equity and studies of grocery products. It compares and analyses the results from an explorative and qualitative field study with previous research on brand equity and food quality.

The study finds that brand equity and price premium focusing on the grocery sector specifically highlights the role of uniqueness, together with the four traditionally basic dimensions of brand equity proposed: awareness, qualities, associations and loyalty. Relevant brand associations (origin, health, environment/animal friendliness, organisational associations and social image), and quality attributes (taste, odour, consistency/texture, appearance, function, packaging and ingredients) specific to groceries are identified and proposed for future measurement scales and model validating research.

The development of a customer‐based brand equity model, that adds awareness, associations and loyalty to previous discussions on price and quality, brings to the table a more nuanced and multi‐faced tool for marketing of consumer packaged food.

The paper provides a framework for understanding, evaluating, measuring and managing brand equity for grocery products. As this paper presents the first conceptual brand equity framework for groceries, there is a contribution to research on food branding. Also, there is a contribution to the general field of brand equity as previous models have been very general.

The purpose of this study is to first create an overview of relevant factors directly influencing employee absence in the healthcare sector. The overview is used to further investigate the factors identified using employee satisfaction survey scores exclusively. The result of the overall objective is a management framework that allows managers to gain insight into the current status of risk factors with high influence on employee absence levels.

The research consists of a quantitative literature study supported by formal and semi‐formal interviews conducted at the case organisations. Employee satisfaction surveys were applied to analyse the development over time of selected factors correlated with concurrent employee absence rates. Checking for causal results, comparisons with the included published literature findings were also carried out.

Four major clustered factors, three of which constitute the term “social capital”, showed a high degree of connection with employee absence rates. The factors are general satisfaction, fairness, reliance and co‐operation. Integrating the four elements in a management framework will provide valuable and holistic information about the determinants with regard to current levels of employee absence. The framework will be a valuable support for leaders with the authority to alter the determinants of employee absence.

Since a great part of the empirical material is supplied from the healthcare sector, the results obtained could be restricted to this sector. Inclusion of data from Arbejdsmarkedets Tillægspension (ATP) showed no deviation from the results in the healthcare sector.

The product of the study is a decision support tool for leaders to cope with levels of employee absence. The framework is holistic and can prove to be a valuable tool to take a bearing of where to focus future initiatives.

Gathering former observational studies in a complete overview embracing many relevant factors that influence sickness absence has not yet been attempted. Hospital management is provided with valuable information when given insight into the factors that control employee absence behaviour. Having this insight will enable the managers to promote a healthy working environment, thus lowering employee absence rates to a minimum.