ABSTRACT
In this empirical study of 649 employees at a federally supported health care facility in the United States, the authors investigated the effects of individual gender role orientation on team schema. The results indicated (a) that nontraditional male and female employees perceived the greatest amount of group cohesion in their team schemas and (b) that both traditional and nontraditional male employees perceived greater problem-solving potential in their team schemas. Meaningful implications for team composition are discussed.
Subject(s)
Cooperative Behavior , Gender Identity , Health Facilities , Social Identification , Adult , Female , Humans , Interprofessional Relations , Male , Middle Aged , Public Sector , United StatesABSTRACT
In summary, organizational ethics development trends have expanded the responsibility of human resource professionals. Human resource professionals who have been adequately trained and have competently responded to these role-expansion challenges are more likely to contribute to strong ethical cultures in productive organizations.
Subject(s)
Administrative Personnel/education , Ethics, Institutional , Staff Development/statistics & numerical data , Administrative Personnel/statistics & numerical data , Commerce/statistics & numerical data , Data Collection , Ethics, Institutional/education , Health Knowledge, Attitudes, Practice , Models, Organizational , Morals , Ohio , RoleABSTRACT
Work morale has been a longstanding issue for managers in general, but it is assuming critical proportions for clinical laboratory managers today. Four key variables that determine work morale have been isolated: the job itself, the work group, management practices, and economic rewards. Regular assessment and development of these key morale variables via time-tested, effective, and easy-to-use techniques will help clinical laboratory managers to attract and retain competent personnel, to enhance the prospects of organizational profitability, to sustain high-quality patient care, and to earn the respect and loyalty of other health-care employees. This article discusses the components of the four key areas of morale and offers "prescriptions" to improve morale in these important areas. A survey to assess morale is also provided.
Subject(s)
Laboratories/organization & administration , Medical Laboratory Personnel/psychology , Morale , Personnel Management/methods , Career Mobility , Humans , Job Satisfaction , Organizational Culture , Personnel Management/standards , Surveys and Questionnaires , United StatesABSTRACT
Research on stress in the workplace has generally focused on situations which the investigator a priori perceives to be stressful for people at work. In the current study, an emic (insider) approach to identification of what constitutes a stressful work event is described as a complement to the outsider's perspective. Using content analysis, two broad categories of work-related stressful events were used to classify situations which the employee perceived to be stressful. Recommendations for research using the methodology are provided.
