ABSTRACT
The COVID-19 pandemic has heightened the visibility of economic inequality and the inadequacy of current minimum wage laws in the United States. Changes in the minimum wage, a living wage, or just employment practices may be compelled by law or voluntarily enacted by employers. A literature search failed to yield a concise and practical tool to comprehensively assess existing just employment policies or practices in higher education institutions. This article describes the development of a concise and practical assessment based on the "Model Just Employment Policy" from the Kalmanovitz Initiative for Labor and the Working Poor at Georgetown University. The resulting Just Employment Policy Assessment is used to evaluate the publicly available policies of four disparate higher education institutions in the United States. The article concludes with a discussion of implications for future research and administrative practice.
ABSTRACT
COVID-19 triggered a monumental shift to remote work. The challenge of connecting and relating among knowledge employees emerged globally, and research about remote work in this unique circumstance surged. However, we know more about the impact of remote work on knowledge employees in low-context cultures than in high-context. Given that Brazil is high context, we explored how remote work impacted relating and connecting among knowledge employees in Brazil. First, employees lost the informality of work-life;instead of informal, fluid communication and collaboration, participants had to book appointments and schedule time to discuss simple issues. Second, good-humoured behaviours diminished, implicating connectedness. Third, non-verbal communication ceased, and employees lost facial expressions, eye contact, and other prevalent signs necessary for context. Fourth, the loss of unstructured exchange of experiences and ideas lessened tacit knowledge sharing. Fifth, workspace inequalities emerged as the employees' homes were unequipped for remote work. Lastly, the most significant win was work-life balance. Therefore, remote work in high-context cultures is not without peril;culture and socioeconomics underline remote work's self-generating, self-organizing mechanisms. Thus, corporate leaders and human resource professionals should address remote work as a layered phenomenon and, carefully, with employees, co-construct the notion of connecting and relating. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The COVID-19 pandemic has cost the lives of an enormous number of individuals around the world, isolated people, and disrupted businesses. These are the direct and devastating consequences of the disease, however there are other peripheral impacts as well. The pandemic is continuing to threaten the work-life balance (WLB) of employees, disrupting their domestic lives, intensifying their general stress levels, and impacting their ability to focus on their careers. This is a significant problem for both working women as well as men, however this study suggests the negative impact is more disruptive to women. Women represent approximately 46% of the human resources for organizations and they are major contributors to advancements in domains such as healthcare, education, government, and commercial development. Organizations, as a defensive measure, need to adapt policies and procedures in an attempt to moderate the disruptive influences the virus is having on their human resources. This paper explores the extant literature and defragments diverse COVID-19 studies to capture an overall picture of the unique impact the pandemic is having on working women. A qualitative study involving semi-structured in-depth interviews with 20 professional women was conducted. Interviews were reviewed holistically with themes across interviews identified. Resulting themes include WLB expectations post-COVID-19, childcare, employers and expectations, and return to work. Thematic findings are discussed and observations relative to organizational implications are provided. Also offered are thoughts and suggestions for the enhancement of WLB, thereby benefiting both women and their organizations.
ABSTRACT
Vietnam is a country with advantages in tea production. This is also one of the main export agricultural products of our country. Currently, the tea industry not only produces but also reaches out to the world. Over the years, the tea industry has brought great economic value to society, created many job opportunities, increased incomes, improved people's lives, and contributed to the development of agriculture. However, in the context of integration and the impact of the Covid-19 pandemic, the tea industry is facing many difficulties and challenges, about 90% of tea output is exported in raw form, at low selling price and consumed. under the brand name of the importer. Along with that, tea production activities still have many limitations and inadequacies. Therefore, in the coming time, the tea industry needs to synchronously deploy many solutions to innovation production and processing processes and improve quality. export volume and value, limit inadequacies, and durable build sustainable industry development. Research on improving the quality of tea processing human resources at Vietnam Tea Corporation through a survey of 265 employees in the period from October to December 2022. The results indicate that improving physical strength, mental strength, intelligence and occupation culture are an urgent requirement in applying tea processing technology from traditional black and green tea to modern filter bag and matcha tea in order to improve the quality of tea processing human resources at the Vietnamese Tea Corporation.
ABSTRACT
This chapter wants to shed light on the consequences that the COVID-19 pandemic had for human resource development (HRD) in organizations and in the labour market. We intend to compare three situations: Old Normal (before February 2020), New Normal (between March 2022 and October 2021), and Renewed Normal (since October 2021). Crucially, in organizations, work was mostly face to face in the Old Normal, remote in the New Normal, and there is a tendency for some hybrid form to be installed in the Renewed Normal. We compare the three phases in terms of four aspects of HRD and within virtual development relations, namely: work environment, competences, training, and skills. The chapter presents results from a literature review in SCOPUS database. We conclude that COVID-19 changed HRD, because technology changed the environment and, therefore, new competences were required. Therefore, a new form of training was also required, which, when in practice, originated new skills. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023.
ABSTRACT
Remote work has been gaining in popularity for years, even before the COVID-19 pandemic began. Along with its perceived benefits, remote work often results in individuals spending long hours at a computer or on the phone. Consequently, remote workers may find that a large portion of their day is spent sitting without taking any kind of break, especially those for physical activity. The purpose of this action research study was to explore proven strategies that enable remote workers to take active breaks during their workday. Data was collected from longtime remote workers during Cycle 1 research through 11 semi-structured interviews and document analyses. Data analysis led to 12 themes that responded to the research questions. Along with the literature and a focus group, these findings informed the action step, which was designed, executed, and evaluated in Cycle 2. The action step involved four longtime remote workers sharing their lived experiences around remote work, breaks, and activity through a podcast series. These podcasts were consumed by 16 new remote workers who answered qualitative survey questions to determine the impact of the podcasts on their break taking during their workdays. The research found that a remote worker's work environment, degree of autonomy, and break options influence how they fit in breaks during their workdays. The findings suggest that remote workers need consistent organizational support;that having autonomy to manage their workdays is critical for remote workers;and all breaks "are not created equal". (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
This study aimed to optimize the line managers performances in the human resources (HR) division in answering the role of the HR management function problem in Medan City Manufacturing Company. The novelty proposed is a concept of HR management called "Human Resources Professional Transformation". Specifically, this concept discussed the ability of HR division line managers to make adaptive changes to the company's business-oriented functional divisions with managerial competence, commitment, innovation capability, and readiness for changes towards work performance. The population of this research was the line manager of the HR division, totaling 185 respondents. The sampling technique used a probability sampling approach with simple random sampling through the slovin formula, totaling 126 respondents. The analytical tool used is structural equation software through the SmartPLS application program. The results showed that managerial competence, commitment, innovation capability had a positive and significant effect through the HR professional transformation on the performance of line managers in the HR division. Meanwhile, readiness for change has a positive and insignificant effect on the HR Professional Transformation. Readiness for change also has a positive and insignificant effect on the Line Managers Performances in the Human Resources Division through HR Professional Transformation. Based on the suitability test of the research model, it proved that the HR Professional Transformation can answer the problem of the role of the management function to improve the line managers performances in the HR division with managerial competence, commitment, innovation capability, and readiness for change of 0.907.
ABSTRACT
The innovations that characterize this digital age significantly affect the situation in the labor market. Digital development also has a fundamental impact on the future of transport and postal services. The aim of this contribution is to approximate the impact of innovations on human resources management in the transport, logistics and postal services sector. Secondary research was focused on the analysis of the current state of human resources, and factors influencing the situation in the labor market in this sector. The forecast for the development of the sector is based on the Strategy of Human Resources Management in the Transport, Logistics and Postal Services Sector until 2030. Innovative trends are identified through a comprehensive investigation, and their impact on individual jobs in the transport, logistics and postal services sector is determined. New methods and work procedures are expected, which require an educated workforce with new professional knowledge. The COVID-19 pandemic had a fundamental impact on the development of innovations, which accelerated the digitalization process in many areas. The pandemic has also fundamentally changed the working life of employees working in this sector, whether it concerns working remotely or developing their digital skills. © 2023 Mariana Strenitzerova, published by Sciendo.
ABSTRACT
The COVID-19 pandemic has sparked a public health crisis impacting every aspect of the world. Within education, this crisis caused leaders to navigate through unknown territory. Researchers were overwhelmed seeking to identify effective school leadership before the COVID-19 pandemic. The health crisis has unleashed a host of challenges for supporting leaders of all levels of public schools. Burnout could be a factor leading to high school principal turnover during the pandemic, but also leadership styles may affect high school principals' intention to leave their posts. While the value of transformational campus leadership is known, and there are current surveys to gather job burnout and turnover intention, there is a gap between connecting the three constructs. The purpose of this study was to determine the predictive relationship leadership style and job burnout have on turnover intention among Texas high school principals during the COVID-19 global pandemic. This study design was a quantitative survey non-experimental correlational approach. Surveys were distributed to principals through the Texas Association of School Administrators, and all responses were anonymous. The data analysis involved logistic regression for the independent variables of burnout and leadership style predicting the dichotomous turnover intention dependent variable. The overall model was not significant based on an alpha of .05, chi2(4) = 3.54, p = .471, suggesting that the leadership styles More Transformational than Norm, More Transactional than Norm, More Passive-Avoidant than Norm, and Job Burnout did not have a significant effect on the odds of observing the Desire to Stay category of Turnover Intention. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The purpose of this qualitative exploratory case study was to explore how the COVID-19 pandemic impacted small business entrepreneurs in the USA. The coronavirus pandemic started in China, spread across the world, and caused unprecedented health crises and financial and economic disruptions (Brijesh et al., 2020). The COVID-19 pandemic impacted many small businesses leading to severe liquidity problems and substantial financial losses (Williams & Kayaoglu, 2020). The U.S. government developed micro and macroeconomic recovery plans and strategies that focused on the economic revival interventions, boosting national cash flow, increase in spending, and consumption (Thorbecke et al., 2020). The participants in this study were purposefully sampled from the population of 1,000 small businesses in the USA, provided by Data Axle USA. Two data sources were an open-ended questionnaire/survey instrument and an archival documents review. The archival documents were downloaded from the NSBA website. Data analysis was done using Braun and Clarke's thematic analysis process (Ayre & McCaffery, 2022). From the thematic analysis, six themes emerged (a) Supply, Demand, and Trade Deficit Affected Revenue Stream;(b) Trade and Revenue Deficits Led to Business Rightsizing and Closures;(c) Government Help and Small Business Loans;(d) Transition to Internet, Virtual, and Online Business to Survive;(e) Retrenchment and Redundancy Reduction;and (f) Need for Awareness and Preparedness. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
This dissertation is composed of three chapters. While the chapters pertain to very different contexts, an overarching theme is the analysis of human behavior in response to policies that are inherently economic.The first chapter is the product of joint work with Justin Holz and Rafael Jimenez Duran. It studies repugnance towards price gouging. Emergencies like natural disasters or pandemics trigger sharp price increases for essential products. Anti-price gouging laws are ubiquitous and people take costly actions to report violators to law-enforcement agencies, which suggests that they value punishing sellers that spike prices in these situations. This chapter uses a field experiment to understand individuals' willingness to report sellers who increase the price of personal protective equipment at the height of the COVID-19 pandemic. We argue that reporting decisions contain information about repugnance to price gouging and find that willingness to pay to report is non-trivial and heterogeneous. We also find evidence that repugnance is partly due to distaste for seller profits, depending on the product. These results suggest that regulation discussions would benefit from incorporating repugnance into welfare and from addressing products separately.The second chapter focuses in the use of temporary driving restrictions as a tool for air quality management in Mexico City. Road congestion is understood to be a major source of urban air pollution and is also associated with other large non-health-related costs. Millions of people live in cities in which the number of cars on the road is controlled by allowing or prohibiting the use of a car on a given day depending on its license plate number. The empirical evidence available suggests little benefit from these programs;the policy increases the marginal cost of using the road for some users while decreasing it for others and incentivizes the acquisition of extra vehicles. This chapter studies the effect of temporary increases in the stringency of the restrictions as an add-on policy intended to alleviate extreme pollution events. The increased restrictions are triggered by Ozone levels surpassing a pre-specified threshold. This, coupled with the fact that said threshold was modified several times between 2005 and 2018, allows us to identify the effect of the policy. We document a sizable increase in the average speed of cars in the city during restricted days. This suggests the policy does alleviate congestion. We also observe a reduction on Carbon Monoxide and Ozone concentration, but these results are not robust to changes in the specification's functional form. While we cannot explicitly quantify welfare effects, the minor improvements are unlikely to compensate the major disruption in the commuter network without serious investment in public transit alternatives.The third chapter, co-authored with Enrique Seira and Alan Elizondo, investigates the role of information disclosure on financial markets as tool for consumer protection. We implement a randomized control trial in the Mexican credit card market for a large population of indebted cardholders and measure the impact of disclosures of interest rate and time required to pay outstanding debt on default, indebtedness, account closings, and credit scores;these disclosures are required by law in the United States. We also test the effect debiasing warning messages and social comparison information has on the same outcomes. We find that providing salient interest rate disclosures had no effects, while comparisons and debiasing messages had only modest and short-lived effects at best. We conduct extensive external validity exercises in several banks, with different disclosures, and with actual policy mandates. We conclude the null result is robust. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Bu çalışmanın amacı, Covid-19 salgının Türkiye'de yükseköğretimden istihdama geçiş sürecinde yol açtığı sonuçları tespit edip, değerlendirmektir. Bu kapsamda Türkiye'deki yükseköğretim kurumlarının lisans programlarından Covid-19 öncesi (2019 Aralık) ve bir yıl sonrası (2020 Aralık) tarihleri itibarıyla, son üç yılda mezun olan yaklaşık bir milyon lisans öğrencisinin, eğitim ve istihdam verileri eşleştirilerek analiz edilmiştir. Lisans mezunlarının eğitim aldıkları alanlara göre kayıtlı istihdam oranları, ilk işe girme süreleri ve kazanç durumlarının yanı sıra eğitim alanı ve meslek eşleşme oranları da Covid-19 öncesi ve bir yıl sonrası olmak üzere mukayese edilmiştir. Yükseköğretim bölümlerinin sınıflandırılması Uluslararası Standart Eğitim Sınıflandırması (ISCED-F) ikinci seviyede yapılırken, meslek sınıflamaları Uluslararası Standart Meslek Kodu (ISCO-08) üçlü seviyede yapılmıştır. Araştırma bulgularına göre Covid-19 sürecinde kayıtlı istihdamın en çok azaldığı alan %11.8 ile Hukuk olurken, artışın en yüksek olduğu alan ise %7.3‘lük artışla Ormancılık olmuştur. Diğer yandan ortalama reel kazancın en çok azaldığı iki alan Hukuk (369 TL) ve Güvenlik hizmetleri (140 TL) olurken, reel kazancın en çok artış gösterdiği iki alan Veterinerlik (429 TL), Matematik ve Ístatistik (401 TL) olmuştur. Bunların yanı sıra, Covid-19 öncesi lisans mezunlarının ilk işe giriş ortalaması 9,0 ay iken, salgın sonrası bu ortalama 7,6 aya kadar düşmüştür. Son olarak, 2019 yılı sonunda eğitim aldığı alanda çalışanların oranı %67,5 iken, bu oran Covid-19 döneminde % 1,6 azalarak %65,9'e gerilemiştir.Alternate :The purpose of this study is to determine and evaluate the consequences of the Covid-19 epidemic in the transition from higher education to employment in Türkiye. In this regard, the education and employment data of approximately one million undergraduate students who graduated in the last three years from the undergraduate programs of higher education institutions in Türkiye, were matched and compared with pre-Covid-19 (December 2019) and one year later (December 2020). The registered employment rates, the search time for a first job, incomes of undergraduate graduates according to their fields of education were compared before Covid-19 and after one year. While the classifications of higher education departments were made at the second level of the International Standard Classification of Education (ISCED-F), the occupational classifications were made at the triple level of the International Standard Occupational Code (ISCO-08). According to the research findings, the area where registered employment decreased the most during the Covid-19 period was Law with 11.8%, while the area with the highest increase was Forestry with an increase of 7.3%. On the other hand, the two fields in which the average real income decreased the most were Law (369 TL) and Security services (140 TL), while the two fields in which the real income increased the most were Veterinary (429 TL), Mathematics and Statistics (401 TL). In addition, while the average months of first job entry for undergraduate graduates before Covid-19 was 9.0 months, this average decreased to 7.6 months after the pandemic. Finally, while the rate of skills match was 67.5% at the end of 2019, this rate decreased by 1.6% and became 65.9% during the Covid-19 period.
ABSTRACT
This study examines the effect of a virtual exchange experience on the intercultural competence of college students from the United States and MENA (Middle East and North Africa) region. Archival data from the Stevens Initiative was used to test whether 70 students from the United States and 72 students from Iraq and Jordan gained intercultural competence upon completion of a virtual exchange program known as the Global Solutions Sustainability Challenge. Intercultural competence was measured using the variables of cross-cultural collaboration, ethnocentrism, problem solving, perspective taking, and empathy. Results showed a significant increase in cross-cultural collaboration and decrease in ethnocentrism for MENA students. There was a significant increase in problem solving for U.S. students. Contrary to expectations, perspective taking declined for both groups of students and there were no changes in empathy. Overall, the results show support for the effectiveness of virtual exchange on improving the intercultural competence of college students. In light of challenges to international travel due to COVID 19 and the high cost of study abroad, virtual exchange is a viable and creative alternative for developing intercultural competence. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
In the post-pandemic business environment, small and medium-sized enterprises have experienced historic voluntary employee turnover. One potential contributor to this phenomenon is job satisfaction. Small and medium-sized enterprises serve as the main driver of the global economy, representing 90% of all firms and 70% of the jobs worldwide. This study investigated the relationship between employee development and job satisfaction in the post-pandemic business environment and identified if technology acceptance in the multigenerational workforce moderates the relationship. The study was conducted using a quantitative non-experimental design. Retail workers of SMEs in the state of Florida were surveyed using instruments to measure employee development, technology acceptance, and job satisfaction. The study found that (a) employee development remains a driver of job satisfaction in the post-COVID-19 business environment, and (b) technology acceptance in the multigenerational workforce does not moderate the relationship between the variables. The study's overall findings offer practitioners of SMEs fresh insights into the impact of the rapid deployment of advanced technology on the post-COVID-19 business environment and its implications on job satisfaction in the multigenerational workforce. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The development of sharia tourism in Indonesia has some extraordinary challenges and obstacles throughout 20202022 due to the Covid-19 pandemic. On the other hand, the 2019 gMtI data shows that by 2030, the number of Muslim tourists is projected to exceed 230 million worldwide. The opportunities, challenges, and obstacles shown in the development of sharia tourism require stakeholder follow-up as part of the growth of the sharia economy in the country. This study offers a theoretical framework for economic growth built on dynamic cycle theory because very few studies investigate it. Even though it is imperative to consider an analysis of economic growth with a dynamic cycle that focuses on the halal tourism sector because it is known to make a significant contribution that supports sustainable development conditions and vice versa. This study investigates one of the Islamic tourism development models originating from Ibn Khaldun's thoughts regarding the concept of the state relating to justice to obtain wealth in economic activity (through trade). The research method used is a literature study using content analysis that focuses on the thoughts of Ibn Khaldun as contained in his work entitled Muqadimmah and several relevant previous literatures. The findings reveal that there are two important points. First, Ibnu Khaldun proposes a framework to help countries face challenges of growth or problems of back-and-forth economic development including a dynamic cycle. The framework is based on a proposition of eight principles from a policy known as the eight wise principles or sentence hikammiyah consisting of sovereign power (al-mulk), sharia, human resources (ar-rijal), property (al-mal), development (al-imarah), justice (al-adl), a yardstick (al-mizan), and responsibility are cycles that occur with different durations. So in the end created three generations. Second, if Ibn Khaldun's thoughts about the eight principles of justice policy are embodied in sharia tourism development policies that are supported by the role of human resources, it will affect the reversal of sharia economic growth. It can be concluded that the dynamic cycle can support the development of sharia tourism and have an impact on sharia economic growth as long as the eight policy principles are implemented correctly according to sharia. Stakeholders need to consider the dynamic cycle for future sharia tourism development policies.
ABSTRACT
The purpose of this qualitative exploratory single-case study was to explore the perceptions and social interactions of participants in an online role-playing game campaign. Six participants were recruited from social media groups. All participants were over age 18years and had 3 or fewer years of experience playing the traditional role-playing game Dungeons & Dragons. Game play was conducted, managed, and observed through a virtual tabletop simulator during the 2020-2021 COVID-19 pandemic. Methods triangulation including semistructured interviews, journal prompts and entries, and observations were used to gather data from the study participants and game manager. Narrative data were coded and analyzed weekly to monitor for saturation and other quality controls. The data provided information from the perspectives of the game players leading and cooperating as a team. Data analysis resulted in three main themes (skill identification, social interactions, and leadership skills) and nine subthemes (weakness identification, problem identification, problem resolution, teamwork, delegation, conflict resolution, decision-making, emotional response, and empathy) demonstrating new learning capacities that were transferred socially to various life interactions. Results indicated that the participants gained the ability to recognize learned skills and how to transfer the new knowledge and skills from the campaign to their personal, social, and work lives. Study results increased the body of contextual knowledge on how professionals may view learning from gamification and role play opportunities and their recognition and perception of how to obtain new and transferable skills. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Although the literature on psychological contracts is rich, researchers have so far paid limited attention to psychological contracts in times of crisis. To investigate how employees assess their psychological contracts during a crisis, we conducted 32 semistructured interviews during the third wave of the COVID-19 pandemic in Europe. The interviewees worked in the airline industry, which the pandemic severely affected. Our qualitative approach allowed us to gain novel insights into the mechanisms by which contracts are managed when the typical parameters of contract assessment are not possible, thereby allowing us to expand psychological contract theory. In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts -psychological contract credit and psychological contract inactivation - that explain how employees managed their contracts during the crisis. The practical findings of this study are of relevance to HR managers in managing future crises and addressing the aftermath of the COVID-19 pandemic. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
For many decades the police have been the de facto responders to persons with perceived mental illness (PwPMI). However, having the police in this role has come with negative repercussions for PwPMI, such as disproportionately experiencing criminalization and use of force. In recognizing these issues, the police-and more recently, the community-have developed responses that either seek to improve interactions between the police and PwPMI or remove the police from this role altogether. However, in either case, these efforts are reactivein nature, responding to crises that arguably could have been prevented had a timelier intervention taken place. Further, evidence on certain police responses to PwPMI, such as Crisis Intervention Teams (CIT) and co-response teams, suggests that they endure deployment-related challenges, thus limiting their reach to PwPMI.Drawing from the Criminology of Place and existing place-based policing strategies, the present dissertation argues that efforts focused on respondingto PwPMI should instead be proactively deployed, targeting areas where interactions between police and PwPMI concentrate spatially. Doing so would not only result in efficient deployment of scarce resources but would permit police- and community-based efforts to have a greater reach to PwPMI and thus prevent future interactions with police. To-date, however, there have been few empirical and theoretical investigations into the spatial patterns of PwPMI calls for service that could inform such proactive, place-based efforts. Specifically, we do not currently understand: (1) the degree to which PwPMI calls for service concentrate within certain geographical contexts (such as a small city);(2) whether the degree of PwPMI call concentration and the location of these calls remain stable over time;and (3) what theoretical frameworks explain why PwPMI calls for service occur where they do. Drawing on seven years (2014-2020) of calls for service data from the Barrie Police Service and data from the 2016 Canadian Census, the present dissertation employs various methods of spatial analysis to fills these specific knowledge gaps.Although the theoretical investigation confirmed the findings of previous work that found no association between social disorganization theory and the spatial patterns of PwPMI calls for service, the present dissertation revealed: (1) PwPMI calls for service are highly concentrated within the context of a small city, even more so than what has previously been uncovered in larger jurisdictions;(2) the degree of PwPMI call concentration is stable over time, falling within a narrow proportional bandwidth of spatial units;and (3) PwPMI calls for service, and their concentrations, occur in the same places over time-even during the COVID-19 pandemic-and are thus spatially stable. As such, though more scholarship is needed on theories that might help explain why PwPMI calls occur where they do, the findings of the present dissertation strongly support the proactive, place-based deployment of resources to PwPMI. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The purpose of this qualitative phenomenological study is to examine the lived experiences of K-12 school leaders who were presented with a variety of challenges during the COVID-19 pandemic. The first primary research question was: What are the lived experiences of K-12 school leaders as it pertains to the social, emotional, and mental health difficulties and challenges while leading during the COVID-19 pandemic (March 2020 to August 2021)? Saturation was reached in this study with 8 participants, who were K-12 school leaders during the COVID-19 pandemic (March 2020 to August 2021), due to no new categories or patterns being discovered (Creswell, 2007). The research methodology was phenomenological and used interviews and an online questionnaire. From the data gleaned from the lived experiences of K-12 school leaders, who participated in the study, experience, facing the challenges, overcoming stressors, putting mitigation and preventative strategies into place, and advocating for self-care and well-being became the main themes related to the research questions. The COVID-19 pandemic exposed compassion fatigue and the extreme need to promote self-care for those in the field of K-12 school leadership during the pandemic, and for immediate and consistent access to mental health, educational and fiscal resources. The pandemic has overwhelmingly necessitated and precipitated into the lived experiences of K-12 school leaders as they faced conflict, challenges, struggle, stressors, and fatigue in the areas of social, emotional health and well-being. The disruption school leaders faced during the COVID-19 crisis, has brought forth how necessary it is for the voices of school leaders, educators and needs of the students to be heard and acted on. Findings from the data from this study provide evidence for crisis measures to be put into place for K-12 school leaders as they respond to such as a pandemic, recover from crisis, and to strengthen their resilience, faith, and promotion of self-care and well-being for any future crises. The data also support an increase in research related to school leaders and having resiliency when bouncing back from crisis. The school leader's plan always needs prepared, in sight, and ready to implement, just in case. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The purpose of this qualitative phenomenological descriptive study was to understand how employees perceive the level of support received from their employers in the workplace. The study encompassed employees with both secure and insecure attachment style types from across the entire State of Maryland. The study collected data via interviews from the participants, taking note of their perceptions of how they felt supported in the workplace. Twelve participants with varying occupations were selected and completed the following: a qualifying questionnaire, a workplace attachment questionnaire (Self-Reliance Inventory), and a personal semistructured, open audio interview with the researcher. Data was analyzed using the Braun & Clarke 6 Step Thematic Analysis Approach. As a result of the analysis, five themes emerged: Workplace, Work, Agency, Job & Organization;Management;Colleagues & Coworkers;Support & Commitment;and COVID-19. There is a research gap on this topic in workplace studies and employee attachment. By conducting this study, future researchers would be able to build upon this research to continue improving relationships in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved)