Colin Hales, Ziv Tamangani, Anne Walker and Noelle Murphy
Reportsthe findings and conclusions of a study of five small businesses inthe hotel and catering sector which had adopted national vocationalqualifications (NVQs). Using an open…
Abstract
Reports the findings and conclusions of a study of five small businesses in the hotel and catering sector which had adopted national vocational qualifications (NVQs). Using an open system model, a comparative case study design and a range of data sources and methods of data collection within each organization, traces the preconditions, processes, outcomes and problems/issues associated with NVQ adoption and implementation. In a small business context, this is shown more likely to be successful where there is an existing training culture and infrastructure; where on‐the‐job training is positive, supportive and monitored; and where there is a senior management NVQ “champion” and an enthusiastic cadre of in‐house trainers and potential assessors. Shows that NVQs give a sharper focus to training activity, improve candidates’ perceived job satisfaction, morale and career prospects; enhance work flexibility and performance; and have a perceived, if hard‐to‐measure payoff in terms of business performance.
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Soo-Hoon Lee, Thomas W. Lee and Phillip H. Phan
Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on interactions…
Abstract
Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on interactions between the employee and supervisor or the employee and the organizational collective. In contrast, our chapter focuses on employee prosocial advocacy voice (PAV), which the authors define as prosocial voice behaviors aimed at preventing harm or promoting constructive changes by advocating on behalf of others. In the context of a healthcare organization, low quality and unsafe patient care are salient and objectionable states in which voice can motivate actions on behalf of the patient to improve information exchanges, governance, and outreach activities for safer outcomes. The authors draw from the theory and research on responsibility to intersect with theories on information processing, accountability, and stakeholders that operate through voice between the employee-patient, employee-coworker, and employee-profession, respectively, to propose a model of PAV in patient-centered healthcare. The authors complete the model by suggesting intervening influences and barriers to PAV that may affect patient-centered outcomes.
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Marie-Noelle Albert and Nancy Michaud
Studies on vulnerability in the workplace, although relevant, are rare because it is difficult to access. This article aims to focus on the benefits of using autopraxeography to…
Abstract
Purpose
Studies on vulnerability in the workplace, although relevant, are rare because it is difficult to access. This article aims to focus on the benefits of using autopraxeography to study and step back from vulnerability at work.
Design/methodology/approach
Autopraxeography uses researchers' experience to build knowledge.
Findings
Autopraxeography provides a better understanding of vulnerability and the opportunity to step back from the difficulties experienced. Instead of ignoring experiences related to vulnerability, this method makes it possible to transform them into new avenues of knowledge. Moreover, it enables researchers to step back from experiences of vulnerability, thus making them feel more secure.
Originality/value
The main differences from other self-studies stem from the epistemological paradigm in which this method is anchored: pragmatic constructivism. The most important difference is the production of generic knowledge in three recursive steps: writing in a naïve way, developing the epistemic work and building generic knowledge.
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Tamsin Priscott and Robert Anthony Allen
The purpose of the study was to test the assumption of similarities between neurodivergents and other minority groups regarding their reaction to stereotype threat. In addition…
Abstract
Purpose
The purpose of the study was to test the assumption of similarities between neurodivergents and other minority groups regarding their reaction to stereotype threat. In addition, it aimed to identify the source of stereotype threat and the neurodivergent's response to it.
Design/methodology/approach
Two studies were conducted. Study 1 employed three exercises consisting of brochures, learning sets and posters to test organisational cues, notions of intelligence and situational cues. It collected data from 53 participants to establish whether stereotype threat observed in visible difference such as race, gender and intelligence is equally relevant to neurodiversity. Study 2 consisted of interviews with 44 participants to establish stereotype threat source, reaction and effect on declaration of invisible difference.
Findings
Neurodivergents, defined by their invisible difference, react similarly to those with a visible difference with respect to organisational cues and stereotype threat. They will cognisantly define their behaviours depending upon those cues and stereotype threat. In doing so, they draw upon previous personal and work experiences. After the event, they will make a comparison to their assessment. If it is similar to their assessment, it reinforces it; however, if it is dissimilar, the neurodivergent will make an adjustment to the assessment. In both cases, the experience will form part of a future threat assessment.
Research limitations/implications
The research is limited by its interpretivist nature and sample comprising personnel within a UK government organisation.
Practical implications
The research has practical implications for employers, providing managers with a model to understand the impact a neurodivergents' previous experiences can have on their ability to interact within the workplace. Such understanding can provide insight into how best to utilise human capital.
Originality/value
This study makes a contribution to theory by expanding knowledge of neurodiversity in the workplace and by identifying the neurodivergents' reaction to the anticipation of a stereotype threat. In addition, it offers the stereotype threat anticipation conceptual model as a representation of the cognitive decisions made by neurodivergents to conceal or reveal their invisible difference.
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Noelle Blackman, Konstantinos Vlachakis, Anna Annes, Sally Griffin and Peter Baker
Research and anecdotal clinical work indicate that complex post-traumatic stress disorder (CPTSD) in families that have children and adults who have a learning disability and/or…
Abstract
Purpose
Research and anecdotal clinical work indicate that complex post-traumatic stress disorder (CPTSD) in families that have children and adults who have a learning disability and/or are autistic may be prevalent. This paper aims to provide a preliminary formulation of complex trauma in families.
Design/methodology/approach
This report is based on a review of clinical psychotherapeutic work with six families. The themes are derived from the assessment period through examining the assessment reports and clinical supervision notes for thematic patterns.
Findings
This report suggests that the prevalence of CPTSD in families of people who have a learning disability and/or are autistic needs to be researched across the family lifecycle and that there are specific factors that mediate complex trauma symptomatology.
Originality/value
CPTSD symptomatology in these families is inadequately conceptualised and this is one of the first papers suggesting this as a potentially helpful framework to consider the experiences of families.
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Justin B. Keeler, Noelle F. Scuderi, Meagan E. Brock Baskin, Patricia C. Jordan and Laura M. Meade
The purpose of this study is to investigate the complexity of how demands and stress are mitigated to enhance employee performance in remote working arrangements.
Abstract
Purpose
The purpose of this study is to investigate the complexity of how demands and stress are mitigated to enhance employee performance in remote working arrangements.
Design/methodology/approach
A time-lagged snowball sample of 223 full-time remote working adults in the United States participated in an online survey. Data were analyzed using R 4.0.2 and structural equation modeling.
Findings
Results suggest remote job resources involving organizational trust and work flexibility increase performance via serial mediation when considering information communication technology (ICT) demands and work–life interference (WLI). The findings provide insights into counterbalancing the negative aspects of specific demands and stress in remote work arrangements.
Practical implications
This study provides insights for managers to understand how basic job resources may shape perspectives on demands and WLI to impact performance. Specific to remote working arrangements, establishing trust with the employees and promoting accountability with their work flexibility can play an important part in people and their performance.
Originality/value
This study contributes theoretically to the literature by evidencing how components of the E-Work Life (EWL) scale can be used with greater versatility beyond the original composite measurement because of the job-demand resource (JD-R) framework and conservation of resources theory (COR). This study answers several calls by research to investigate how ICT demands and WLI play a complex role in work performance.
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Selin Gurgun, Emily Arden-Close, Keith Phalp and Raian Ali
There is a scarcity of research studies on why people remain inactive when encountering and recognising misinformation online. The main aim of this paper is to provide a…
Abstract
Purpose
There is a scarcity of research studies on why people remain inactive when encountering and recognising misinformation online. The main aim of this paper is to provide a groundwork for future research into why users do not challenge misinformation on digital platforms by generating hypotheses through a synthesis of pertinent literature, including organisational behaviour, communication, human-computer interaction (HCI), psychology and education.
Design/methodology/approach
Given the lack of directly related literature, this paper synthesised findings from relevant fields where the findings might be relevant, as the tendency to withhold opinions or feedback is a well-documented practice in offline interaction.
Findings
Following the analysis of relevant literature, the potential reasons for online silence towards misinformation can be divided into six categories: self-oriented, relationship-oriented, others-oriented, content-oriented, individual characteristics and technical factors.
Originality/value
Although corrections coming from peers can effectively combat misinformation, several studies showed that people in cyberspace do not take such action. To the best of the authors’ knowledge, there has been scarce and virtually non-existent research investigating why people refrain from challenging others who post misinformation online. Thus, this paper attempts to address this gap and identify reasons in adjacent domains. The reasons provide a starting point for researching interventions to reduce reluctance and abstinence regarding the challenge of misinformation. The findings can be beneficial beyond the area of challenging misinformation and are extensible to other types of content and communication that people are hesitant to discuss and challenge, such as online injustice, prejudice and hate speech.
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The purpose of this paper is to demonstrate the relevance of intersectional theory (Crenshaw, 1989; Winker and Degele, 2011) in understanding how youth workers name themselves in…
Abstract
Purpose
The purpose of this paper is to demonstrate the relevance of intersectional theory (Crenshaw, 1989; Winker and Degele, 2011) in understanding how youth workers name themselves in their everyday lives. An intersectional approach will assist youth workers in developing a clear understanding of their own self as they work with young people from diverse and challenging backgrounds.
Design/methodology/approach
This research takes a qualitative approach, using in-depth interviews with cisgendered, female lesbian, gay and bisexual respondents of different social class, religion, ethnicity and age about their everyday experiences.
Findings
Intracategorical and anticategorical intersectional approaches (McCall, 2005) were used to assist in understanding how these professionals chose to name themselves in their personal and working lives.
Originality/value
The youth work literature, although focussed on the importance of issues of diversity, has not engaged with the ideas of intersectionality. The focus on intersections of sexuality, as well as social class, religion, ethnicity and age, fills another gap in the literature where less attention has been paid to the “category” of sexuality (Richardson and Monro, 2012; Wright, 2016b). These findings will be useful for youth workers and for practitioners and their trainers from a range of professional backgrounds such as therapists, social workers, teachers and health care practitioners.