Ana Paula Scheffer, Viviane Pagnussat Cechetti, Lisandra Paola Lauermann, Eliara Riasyk Porto and Francisco Dalla Rosa
The United Nations (2030 Agenda) recognize the need to work with sustainable urban mobility problems such as traffic jams, pollution, inadequate infrastructure are becoming…
Abstract
Purpose
The United Nations (2030 Agenda) recognize the need to work with sustainable urban mobility problems such as traffic jams, pollution, inadequate infrastructure are becoming recurring issues in urban centers, directly affecting the quality of life. Such an unsustainable system is frequently observed at universities, as these houses a large concentration of people and vehicles, without proper planning. To promote sustainable strategies at universities, this research aims to focus on the sustainable mobility plan (SMP) applied at the University of Passo Fundo (UPF).
Design/methodology/approach
Bibliographic research about the current mobility of the campus has been carried out. A questionnaire was distributed to understand opinions about the subject of key people.
Findings
The priority treatment given to vehicles, mostly, is an alert factor, which must be solved immediately, considering the need of planning and restructuring it. The suggestions of possible solutions were also relevant, and are being considered for the plan’s implementation.
Originality/value
This study stands out for using the 2030 Agenda, specifically Goal 11 (Make cities and human settlements inclusive, safe, resilient and sustainable), using the university campus as a study object. The mobility plan elaboration was constituted by several actions to fill all parts of the mentioned goal. This study stands out because its methodology can be used in other universities besides UPF and also, to a larger scale, in cities, with similar technical features.
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It's not enough to simply acquire alternative and small‐press materials. They must also be made easily accessible to library users by means of accurate, intelligible, and thorough…
Bernadeta Goštautaitė, Ilona Bučiūnienė, Anna Dalla Rosa, Ryan Duffy and Haram Julia Kim
The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in…
Abstract
Purpose
The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.
Design/methodology/approach
Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.
Findings
The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.
Practical implications
The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.
Originality/value
The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.
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This research aims at examining how authentic leadership impacts social workers' withdrawal behaviors through two intermediate mechanisms: sense of calling and job satisfaction.
Abstract
Purpose
This research aims at examining how authentic leadership impacts social workers' withdrawal behaviors through two intermediate mechanisms: sense of calling and job satisfaction.
Design/methodology/approach
A cross-sectional survey was distributed among social workers from 26 social work organizations in the cities of Guangzhou, Shanghai, and Shenzhen in China (N = 667). SPSS was used to conduct preliminary analyses and structural equation modeling (SEM) was used to test the hypotheses developed.
Findings
This study found that authentic leadership has a negative direct effect on social workers' turnover intention. In addition, social workers' sense of calling and job satisfaction mediate the relationship between their perceptions of authentic leader behaviors and turnover intention.
Practical implications
Based on this study's findings, the authors suggest social work organizations to invest in authentic leadership development to promote employees' psychological capacities and prevent employee turnover. Social work organizations need to foster employees' sense of calling to the field which improves the workplace outcomes.
Originality/value
This study is among those few empirical studies which help to validate the role of authentic leadership within social service organizations in China and shed light on understanding the underlying mechanisms through which authentic leaders affect organizational outcomes.
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This chapter focuses on how the repression of political ideologies can silence feminist voices. It examines how writings by women working with the U.S. Communist Party in the…
Abstract
Purpose
This chapter focuses on how the repression of political ideologies can silence feminist voices. It examines how writings by women working with the U.S. Communist Party in the 1930s, 1940s, 1950s, and early 1960s have been overlooked even though they presaged important linchpins of U.S. second-wave feminist thought.
Methodology/approach
This study is based on historical and archival research.
Findings
Decades before the rise of second-wave feminism, women in the CPUSA had: (1) produced a political economy of domestic labor; (2) employed an intersectional analysis of the interlocking oppressions of race, gender, class, and nation; and (3) called for a global feminist analysis that linked these multiple oppressions to colonialism and imperialism.
Social implications
This study illustrates the costs of political repression and how the canon of feminist thought can be enhanced by resuscitating subjugated knowledges.
Originality/value
Too little attention has focused on the silencing of women because of their political ideologies. This chapter addresses this lacuna in feminist studies and calls into question the oft-repeated notion that the periods between the waves of U.S. feminism were times of movement stagnation. It shows how theory construction can flourish even when feminist activism wanes.
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Liane Dalla Gasperina, Janaina Mazutti, Luciana Londero Brandli and Roberto dos Santos Rabello
Smart campuses can be seen as the future of higher education efforts, especially for their contributions to sustainability and to encourage innovation. This paper aims to present…
Abstract
Purpose
Smart campuses can be seen as the future of higher education efforts, especially for their contributions to sustainability and to encourage innovation. This paper aims to present the benefits of smart practices in a Higher Education Institutions and highlights its connections to the sustainable development goals (SDGs).
Design/methodology/approach
The methodology is divided into three steps: first, an international search and assessment of smart practices at universities; second, the identification of smart practices in a university campus in southern Brazil; and third, the presentation of the benefits of smart practices and their relationship with the SDGs.
Findings
The results showed that globally, the area most covered by smart practices in universities is the environment and, specifically, focused on waste reduction. in the context of this case study, the benefits of implementing smart practices mainly reach SDGs 4 and SDG 9, especially due to aspects of teaching technologies for the new classroom models and the optimization of campus infrastructure management.
Practical implications
The study encourages other universities to implement smart practices in their campuses, to becoming smart campuses while they also collaborate in achieving the SDGs while raising the discussion on the importance of committed actions taken on a university campus with the UN SDGs, to leverage synergies on campus operations at universities.
Originality/value
This paper presents a set of smart practices that universities are applying both globally and locally (in southern Brazil). In addition, it contributes to sustainability research by showing how smart practices have the potential to promote SDGs in universities, especially through campus operations.
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Salvatore Cincimino, Salvatore Gnoffo, Fabio La Rosa and Sergio Paternostro
Scholarly interest in the business effects of organised crime (OC) has recently increased. This study aims to conduct a systematic literature review (SLR) on the conditions under…
Abstract
Purpose
Scholarly interest in the business effects of organised crime (OC) has recently increased. This study aims to conduct a systematic literature review (SLR) on the conditions under which OC could pose a threat to or take control of firms within a particular context.
Design/methodology/approach
We use narrative synthesis and thematic analysis, with a sample of 46 theoretical and empirical studies published over the past 30 years on the relationship between OC and firms within the disciplines of Business, Management and Accounting (BMA).
Findings
SLR and thematic analysis show that scholarly interest has focused on four key domains: OC as a firm, the impact of OC on firms, firms’ efforts to counter OC’s influence and governmental interventions. Using medical metaphors, we also develop a diagram depicting the interplay between OC and firms within the BMA literature.
Originality/value
This study contributes to the literature shaping an agenda to steer future research towards these four key themes. The effectiveness of anti-OC tools and measures depends on a thorough understanding of local norms, behaviours and business practices. In addition to measurement and methodological challenges, several grey areas remain, including the distinction between criminal enterprises and legitimate businesses. Ambiguities also surround the circumstances under which the OC preys upon firms or employs them to establish dominance over a territory.
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Wayne Hochwarter, Samantha L. Jordan, Ashlee Fontes-Comber, D.C. De La Haye, Abdul Karim Khan, Mayowa Babalola and Jennifer Franczak
This research assessed the interactive effects of employee passion and ego-resilience (ER) on relevant work outcomes, including job satisfaction, citizenship behavior, job…
Abstract
Purpose
This research assessed the interactive effects of employee passion and ego-resilience (ER) on relevant work outcomes, including job satisfaction, citizenship behavior, job tension, and emotional exhaustion. The authors hypothesize that higher work passion is associated with less positive work outcomes when employees are low in ER.
Design/methodology/approach
The authors collected data from three unique samples (N's = 175, 141, 164) to evaluate the moderating effect across outcomes. The authors conducted analyses with and without demographic controls and affectivity (e.g. negative and positive). The authors used a time-separated data collection approach in Sample 3. The authors also empirically assess the potential for non-linear passion and ER main effect relationships to emerge.
Findings
Findings across samples confirm that high passion employees with elevated levels of ER report positive attitudinal, behavioral, and well-being outcomes. Conversely, high passion employees do not experience comparable effects when reporting low levels of ER. Results were broadly consistent when considering demographics and affectivity.
Research limitations/implications
Despite the single-source nature of the three data collections, The authors took steps to minimize common method bias concerns (e.g. time separation and including affectivity). Future research will benefit from multiple data sources collected longitudinally and examining a more comprehensive range of occupational contexts.
Practical implications
Passion is something that organizations want in all employees. However, the authors' results show that passion may not be enough to lead to favorable outcomes without considering factors that support its efficacy. Also, results show that moderate levels of passion may offer little benefit compared to low levels and may be detrimental.
Originality/value
As a focal research topic, work passion research is still in early development. Studies exploring factors that support or derail expected favorable effects of work passion are needed to establish a foundation for subsequent analyses. Moreover, the authors comment on the assumed “more is better” phenomenon. The authors argue for reconsidering the linear approach to predicting behavior in science and practice.
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Lilian M. de Menezes and Ana B. Escrig-Tena
This paper aims to improve our understanding of performance measurement systems in the health and care sector, by focussing on employee reactions to core performance measurement…
Abstract
Purpose
This paper aims to improve our understanding of performance measurement systems in the health and care sector, by focussing on employee reactions to core performance measurement practices. Targets and monitoring are hypothesised to be associated with employee perceptions of job control, supportive management and job demands, which in turn, are expected to be linked to employee-wellbeing and organisational commitment.
Design/methodology/approach
Matched employee workplace data are extracted from a nationally representative and publicly available survey. Structural equation models are estimated.
Findings
Performance measurement systems are neither perceived as resources nor additional demands. Setting many targets and a focus on productivity can lead to negative employee outcomes, since these positively correlate with perceptions of job demands, which negatively correlate with employee wellbeing. However, monitoring financial performance and monitoring employee performance may be helpful to managers, as these are positively associated with employee perceptions of job control and supportive management, which positively correlate with job satisfaction and organisational commitment and, negatively, with anxiety. Overall, common criticisms of performance measurement systems in healthcare are questioned.
Originality/value
Given the lack of consensus on how performance measurement systems can influence employee experiences and outcomes, this study combines theories that argue for performance measurement systems in managing operations with models developed by psychologists to describe how perceptions of the work conditions can affect employee attitude and wellbeing. A conceptual model is therefore developed and tested, and potential direct and indirect effects of performance measurement systems in the health sector are inferred.
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Rasa Pauliene, Gindrute Kasnauskiene, Odeta Raudone, Vaida Liubauskiene and Demetris Vrontis
This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and…
Abstract
Purpose
This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and administration employee) being a moderator.
Design/methodology/approach
A quantitative method (survey) was used for this study in Lithuania (EU), with a sum of 235 fulfilled questionnaires being obtained online. IBM SPSS software was used for statistical analysis and testing hypotheses.
Findings
The research results reveal that organizational culture is significantly related to both employee motivation and professional burnout in Lithuanian medical institutions. Moreover, theoretical and executive implications highlight the requisite role of and manner in which organizational culture and employee motivation can reduce employee turnover, retain talent, limit employee burnout and overall strengthen the design and implementation of long-term human resource management planning.
Social implications
This research delineates, explicates and directs crucial aspects of medical institutions’ effective functioning, a concern of even the most developed nations, as health sector performance, individually, organizationally and collectively, is a natural principal factor of social well-being and health.
Originality/value
Further and unique to the extant research, the authors analyzed specific organizational interactions, which revealed different statistical relationships between organizational culture and doctors’, nurses’ and administration employees’ overload, lack of development and neglect. The authors, thus, identified that organizational culture does not have a statistically significant impact on neglect of doctors, nurses and administration employees; however, it does significantly influence overload and lack of development in all respondents’ groups.