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inclusivity</title> <meta name="description" content="Search results for: workplace inclusivity"> <meta name="keywords" content="workplace inclusivity"> <meta name="viewport" content="width=device-width, initial-scale=1, minimum-scale=1, maximum-scale=1, user-scalable=no"> <meta charset="utf-8"> <link href="https://cdn.waset.org/favicon.ico" type="image/x-icon" rel="shortcut icon"> <link href="https://cdn.waset.org/static/plugins/bootstrap-4.2.1/css/bootstrap.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/plugins/fontawesome/css/all.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/css/site.css?v=150220211555" rel="stylesheet"> </head> <body> <header> <div class="container"> <nav class="navbar navbar-expand-lg navbar-light"> <a class="navbar-brand" href="https://waset.org"> <img src="https://cdn.waset.org/static/images/wasetc.png" alt="Open Science Research Excellence" title="Open Science Research Excellence" /> </a> <button class="d-block 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action="https://publications.waset.org/abstracts/search"> <div id="custom-search-input"> <div class="input-group"> <i class="fas fa-search"></i> <input type="text" class="search-query" name="q" placeholder="Author, Title, Abstract, Keywords" value="workplace inclusivity"> <input type="submit" class="btn_search" value="Search"> </div> </div> </form> </div> </div> <div class="row mt-3"> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Commenced</strong> in January 2007</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Frequency:</strong> Monthly</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Edition:</strong> International</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Paper Count:</strong> 668</div> </div> </div> </div> <h1 class="mt-3 mb-3 text-center" style="font-size:1.6rem;">Search results for: workplace inclusivity</h1> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">668</span> Exploring Individual and Team Approaches in Crafting Workplace Inclusivity for Deaf and Hard of Hearing Employees in Malaysia</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Nor%20Wahiza%20Abdul%20Wahat">Nor Wahiza Abdul Wahat</a>, <a href="https://publications.waset.org/abstracts/search?q=Nor%20Haniza%20Abdul%20Wahat"> Nor Haniza Abdul Wahat</a>, <a href="https://publications.waset.org/abstracts/search?q=Siti%20Noormi%20Alias"> Siti Noormi Alias</a>, <a href="https://publications.waset.org/abstracts/search?q=Mohamad%20Sazali%20Shaari"> Mohamad Sazali Shaari</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This study prepares the groundwork for the development of a strategic model and instrument for workplace inclusivity for deaf and hard-of-hearing employees in Malaysia. In the past, scholars have discussed inclusivity of workplaces to the extent to which employees feel they are significantly part of the organizational processes. Such processes include access to information, connectedness to colleagues and team members as well as their ability to participate in and influence decision-making processes. A qualitative study was conducted to explore on experiences of employed deaf and hard-of-hearing employees in a few Malaysian organizations. Data were collected from two focus group discussions involving male and female deaf and hard of hearing employees. Three in-depth interviews were also conducted with employer representatives. Generated themes highlighted individual, and team approaches towards crafting workplace inclusivity for deaf and hard of hearing employees in Malaysia. The adaptiveness of deaf and hard-of-hearing employees and social inclusion by colleagues were among the emerged sub-themes. This study allowed the researchers to further develop workplace inclusivity instruments and models for the benefit of deaf and hard of hearing Malaysian employees, as well as their employers. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=deaf" title="deaf">deaf</a>, <a href="https://publications.waset.org/abstracts/search?q=hard%20of%20hearing" title=" hard of hearing"> hard of hearing</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20inclusivity" title=" workplace inclusivity"> workplace inclusivity</a>, <a href="https://publications.waset.org/abstracts/search?q=disabilities" title=" disabilities"> disabilities</a> </p> <a href="https://publications.waset.org/abstracts/150199/exploring-individual-and-team-approaches-in-crafting-workplace-inclusivity-for-deaf-and-hard-of-hearing-employees-in-malaysia" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/150199.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">174</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">667</span> The Influence of Workplace Aggression on Employee Turnover Intention</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Nimra%20Parvez">Nimra Parvez</a>, <a href="https://publications.waset.org/abstracts/search?q=Nawaz%20Ahmed"> Nawaz Ahmed</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Workplace aggression not only is a proven safety and health issue but it also is a problem witnessed at workplace which has far-reaching consequences. It hinders the overall productivity of the organizations and individual employees. The current study examined employee turnover intentions as a result of workplace aggression. The study was conducted on employees from the private sector. Self-report questionnaires that measured the workplace aggression and turnover intentions of employees were used to target a sample size of 200 employees. In the hypothesis, it was assumed that high levels of workplace aggression at any organization will result in subsequent high levels of employee turnover intentions. It was therefore identified that there has been a relationship between workplace aggression and employee turnover intentions. The results determined a positive relationship between the workplace bullying behaviors towards the individuals and the turnover intention. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=bullying" title="bullying">bullying</a>, <a href="https://publications.waset.org/abstracts/search?q=organizational%20commitment" title=" organizational commitment"> organizational commitment</a>, <a href="https://publications.waset.org/abstracts/search?q=turnover%20intention" title=" turnover intention"> turnover intention</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20aggression" title=" workplace aggression"> workplace aggression</a> </p> <a href="https://publications.waset.org/abstracts/75832/the-influence-of-workplace-aggression-on-employee-turnover-intention" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/75832.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">265</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">666</span> The Pink Elephant: Women who Bully Other Women in the Workplace</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Berri%20A.%20Wells">Berri A. Wells</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The purpose of this study is to explore the different variables that influence women, specifically Black American or African American women to target and bully other Black American women in the workplace. The Pink Elephant Study seeks to answer the research question, what are some of the factors that prompt Black women to target and harass other Black women in the workplace or other professional settings and organizations? The goal of the study is to enhance the workplace bullying body of knowledge in two specific ways beginning with the inclusion of Black women in the conversation of workplace bullying. A second goal is to hear from and learn from perpetrators of workplace bullying. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=workplace%20bullying" title="workplace bullying">workplace bullying</a>, <a href="https://publications.waset.org/abstracts/search?q=incivility%20at%20work" title=" incivility at work"> incivility at work</a>, <a href="https://publications.waset.org/abstracts/search?q=women%20at%20work" title=" women at work"> women at work</a>, <a href="https://publications.waset.org/abstracts/search?q=overcoming%20conflict" title=" overcoming conflict"> overcoming conflict</a> </p> <a href="https://publications.waset.org/abstracts/150384/the-pink-elephant-women-who-bully-other-women-in-the-workplace" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/150384.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">119</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">665</span> Effective Communication Within Workplace: Key to Growth of Business </h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Mamta">Mamta</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Communication is the mixture of the various activities such as words, body language, volume and voice tone. Mankind has always throughout its history had the necessity for communication. It starts from birth and continues throughout life. Communication is just the right means of success and advancement in a workplace. Communication is one of the means to connect to different people at far distances. The modern workplace is inherently collaborative, and this collaboration relies on effective communication among co-workers. Also it has been observed that a lack in good communication skills especially within a workplace can result in conflicts and chaos hence hindering the productivity of an organization. Thus there is a dire need for developing good and effective communication skills which will result in increase in productivity and will enhance its efficiency. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=communication%20skills" title="communication skills">communication skills</a>, <a href="https://publications.waset.org/abstracts/search?q=professional%20communication" title=" professional communication"> professional communication</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20communication" title=" workplace communication"> workplace communication</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20efficiency" title=" workplace efficiency "> workplace efficiency </a> </p> <a href="https://publications.waset.org/abstracts/14304/effective-communication-within-workplace-key-to-growth-of-business" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/14304.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">456</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">664</span> Economical Working Hours per Workday for a Production Worker under Hazardous Environment </h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Mohammed%20Darwish">Mohammed Darwish</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Workplace injuries cost organizations significant amount of money. Causes of injuries at workplace are very well documented in the literature and attributed to variety of reasons. One important reason is the long working-hours. The purpose of this paper is to develop a mathematical model that finds the optimal working-hours at workplace. The developed model minimizes the expected total cost which consists of the expected cost incurred due to unsafe conditions of workplace, the other cost is related to the lost production due to work incidents, and the production cost. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=8-hour%20workday" title="8-hour workday">8-hour workday</a>, <a href="https://publications.waset.org/abstracts/search?q=mathematical%20model" title=" mathematical model"> mathematical model</a>, <a href="https://publications.waset.org/abstracts/search?q=optimal%20working%20hours" title=" optimal working hours"> optimal working hours</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20injuries" title=" workplace injuries"> workplace injuries</a> </p> <a href="https://publications.waset.org/abstracts/106265/economical-working-hours-per-workday-for-a-production-worker-under-hazardous-environment" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/106265.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">155</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">663</span> The Happy Workplace Program Promoting Health Literate Workplace in Thai Garment Industry</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Kwanmuang%20Kaeodumkoeng">Kwanmuang Kaeodumkoeng</a>, <a href="https://publications.waset.org/abstracts/search?q=Jumnian%20Junhasobhaga"> Jumnian Junhasobhaga</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This action research on the happy workplace program (HWP) promoting health literate workplace (HLW) in Thai Garment Industry Companies aimed to categorize activities promoting HLW and results of HWP in the Thai garment industry. Thirteen program reports purposely selected from sampled companies. Data were analyzed using descriptive statistics, paired t-test and content analysis. The results showed that the end of the program, the significant higher levels of work skills, life skills, and factors promoting happy workplace were found compared to before the program in all 13 companies. The activities and results of the HWP could be categorized in five steps of implementing an HWP, compared with the attributes of HLW were composed of 1) Leadership promotion; 2) Preparing workforce; 3) Planning, evaluating, and improving; 4) Communicating effectively; and 5) Designing easy to use materials and ensuring easy access. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=happy%20workplace%20program" title="happy workplace program">happy workplace program</a>, <a href="https://publications.waset.org/abstracts/search?q=health%20literate%20workplace" title=" health literate workplace"> health literate workplace</a>, <a href="https://publications.waset.org/abstracts/search?q=garment%20industry" title=" garment industry"> garment industry</a>, <a href="https://publications.waset.org/abstracts/search?q=indicators" title=" indicators"> indicators</a> </p> <a href="https://publications.waset.org/abstracts/75741/the-happy-workplace-program-promoting-health-literate-workplace-in-thai-garment-industry" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/75741.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">236</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">662</span> The Process of Critical Care Nursing Resilience in Workplace Adversity</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Jennifer%20Jackson">Jennifer Jackson</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Critical care nurses are at risk for burnout when confronted with sustained workplace adversity, which stems from a variety of social, structural, and environmental factors. Researchers have suggested that nurses can become resilient and overcome workplace adversity to achieve positive outcomes. The purpose of this study is to learn more about critical care nurses’ experiences with workplace adversity, and their process of becoming resilient. The research question will be: what is the process of critical care nursing resilience in workplace adversity? In-depth interviews with critical care nurses will provide the data to inductively generate the grounded theory. The resultant grounded theory will provide a framework to inform nurses and managers in developing interventions to support critical care nurses in their workplace. By enhancing nursing resilience, burnout may be avoided, and nurse satisfaction and overall quality of care may be improved. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=nursing" title="nursing">nursing</a>, <a href="https://publications.waset.org/abstracts/search?q=resilience" title=" resilience"> resilience</a>, <a href="https://publications.waset.org/abstracts/search?q=burnout" title=" burnout"> burnout</a>, <a href="https://publications.waset.org/abstracts/search?q=critical%20care" title=" critical care"> critical care</a> </p> <a href="https://publications.waset.org/abstracts/23429/the-process-of-critical-care-nursing-resilience-in-workplace-adversity" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/23429.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">487</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">661</span> National Standard of Canada for Psychological Health and Safety in the Workplace: A Critical Review</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Lucie%20Cote">Lucie Cote</a>, <a href="https://publications.waset.org/abstracts/search?q=Isabelle%20Rodier"> Isabelle Rodier</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The main objective of the research was to identify demonstrated mechanisms promoting psychological well-being and psychological health in the workplace, and to take a critical look at the 'National Standard of Canada for Psychological Health and Safety in the Workplace - Prevention, Promotion and Guidance to Staged Implementation (Standard)' as a mechanism to promote the psychological well-being and psychological health in the workplace. A review of the scientific literature was conducted, and a case study was done using data from a Canadian federal department. The following six mechanisms with an efficiency supported by most of the studies reviewed were identified: improving psychological well-being in the workplace literacy; strengthening the resilience of employees; creating an environmentally friendly and healthy workplace; promoting a healthy lifestyle; taking into account psychological characteristics in the drafting of job descriptions and tasks during the hiring process; and offering psychological self-care tools. The Standard offers several mechanisms beyond those previously identified and their implementation can be demanding. Research based on objective data and addressing the magnitude of the effect would be required. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=critical%20review" title="critical review">critical review</a>, <a href="https://publications.waset.org/abstracts/search?q=national%20standard%20of%20Canada" title=" national standard of Canada"> national standard of Canada</a>, <a href="https://publications.waset.org/abstracts/search?q=psychological%20health" title=" psychological health"> psychological health</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a> </p> <a href="https://publications.waset.org/abstracts/87499/national-standard-of-canada-for-psychological-health-and-safety-in-the-workplace-a-critical-review" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/87499.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">238</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">660</span> Workplace Development Programmes for Small and Medium-Sized Enterprises in Europe and Singapore: A Conceptual Study</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Zhan%20Jie%20How">Zhan Jie How</a> </p> <p class="card-text"><strong>Abstract:</strong></p> With the heightened awareness of workplace learning and its impact on improving organizational performance and developing employee competence, governments and corporations around the world are forced to intensify their cooperation to establish national workplace development programmes to guide these corporations in fostering engaging and collaborative workplace learning cultures. This conceptual paper aims to conduct a comparative study of existing workplace development programmes for small and medium-sized enterprises (SMEs) in Europe and Singapore, focusing primarily on the Swedish Production Leap, Finnish TEKES Liideri Programme, and Singapore SkillsFuture SME Mentors Programme. The study carries out a systematic review of the three workplace development programmes to examine the roles of external mentors or coaches in influencing the design and implementation of workplace learning strategies and practices in SMEs. Organizational, personal and external factors that promote or inhibit effective workplace mentorship are also scrutinized, culminating in a critical comparison and evaluation of the strengths and weaknesses of the aforementioned programmes. Based on the findings from the review and analyses, a heuristic conceptual framework is developed to illustrate the complex interrelationships among external workplace development programmes, internal learning and development initiatives instituted by the organization’s higher management, and employees' continuous learning activities at the workplace. The framework also includes a set of guiding principles that can be used as the basis for internal mediation between the competing perspectives of mentors and mentees (employers and employees of the organization) regarding workplace learning conditions, practices and their intended impact on the organization. The conceptual study provides a theoretical blueprint for future empirical research on organizational workplace learning and the impact of government-initiated workplace development programmes. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=employee%20competence" title="employee competence">employee competence</a>, <a href="https://publications.waset.org/abstracts/search?q=mentorship" title=" mentorship"> mentorship</a>, <a href="https://publications.waset.org/abstracts/search?q=organizational%20performance" title=" organizational performance"> organizational performance</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20development%20programme" title=" workplace development programme"> workplace development programme</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20learning%20culture" title=" workplace learning culture"> workplace learning culture</a> </p> <a href="https://publications.waset.org/abstracts/90696/workplace-development-programmes-for-small-and-medium-sized-enterprises-in-europe-and-singapore-a-conceptual-study" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/90696.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">141</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">659</span> Model Based Optimization of Workplace Ergonomics by Workpiece and Resource Positioning</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Edward%20Hage">Edward Hage</a>, <a href="https://publications.waset.org/abstracts/search?q=Pieter%20Lietaert"> Pieter Lietaert</a>, <a href="https://publications.waset.org/abstracts/search?q=Gabriel%20Abedrabbo"> Gabriel Abedrabbo</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Musculoskeletal disorders are an important category of work-related diseases. They are often caused by working in non-ergonomic postures and are preventable with proper workplace design, possibly including human-machine collaboration. This paper presents a methodology and a supporting software prototype to design a simple assembly cell with minimal ergonomic risk. The methodology helps to determine the optimal position and orientation of workpieces and workplace resources for specific operator assembly actions. The methodology is tested on an industrial use case: a collaborative robot (cobot) assisted assembly of a clamping device. It is shown that the automated methodology results in a workplace design with significantly reduced ergonomic risk to the operator compared to a manual design of the cell. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=ergonomics%20optimization" title="ergonomics optimization">ergonomics optimization</a>, <a href="https://publications.waset.org/abstracts/search?q=design%20for%20ergonomics" title=" design for ergonomics"> design for ergonomics</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20design" title=" workplace design"> workplace design</a>, <a href="https://publications.waset.org/abstracts/search?q=pose%20generation" title=" pose generation"> pose generation</a> </p> <a href="https://publications.waset.org/abstracts/153056/model-based-optimization-of-workplace-ergonomics-by-workpiece-and-resource-positioning" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/153056.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">124</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">658</span> Prevalence of Workplace Bullying in Hong Kong: A Latent Class Analysis</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Catalina%20Sau%20Man%20Ng">Catalina Sau Man Ng</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Workplace bullying is generally defined as a form of direct and indirect maltreatment at work including harassing, offending, socially isolating someone or negatively affecting someone’s work tasks. Workplace bullying is unfortunately commonplace around the world, which makes it a social phenomenon worth researching. However, the measurements and estimation methods of workplace bullying seem to be diverse in different studies, leading to dubious results. Hence, this paper attempts to examine the prevalence of workplace bullying in Hong Kong using the latent class analysis approach. It is often argued that the traditional classification of workplace bullying into the dichotomous 'victims' and 'non-victims' may not be able to fully represent the complex phenomenon of bullying. By treating workplace bullying as one latent variable and examining the potential categorical distribution within the latent variable, a more thorough understanding of workplace bullying in real-life situations may hence be provided. As a result, this study adopts a latent class analysis method, which was tested to demonstrate higher construct and higher predictive validity previously. In the present study, a representative sample of 2814 employees (Male: 54.7%, Female: 45.3%) in Hong Kong was recruited. The participants were asked to fill in a self-reported questionnaire which included measurements such as Chinese Workplace Bullying Scale (CWBS) and Chinese Version of Depression Anxiety Stress Scale (DASS). It is estimated that four latent classes will emerge: 'non-victims', 'seldom bullied', 'sometimes bullied', and 'victims'. The results of each latent class and implications of the study will also be discussed in this working paper. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=latent%20class%20analysis" title="latent class analysis">latent class analysis</a>, <a href="https://publications.waset.org/abstracts/search?q=prevalence" title=" prevalence"> prevalence</a>, <a href="https://publications.waset.org/abstracts/search?q=survey" title=" survey"> survey</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20bullying" title=" workplace bullying"> workplace bullying</a> </p> <a href="https://publications.waset.org/abstracts/92005/prevalence-of-workplace-bullying-in-hong-kong-a-latent-class-analysis" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/92005.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">330</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">657</span> Workplace Humor and Creativity in It Teams: A Conceptual Framework</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Hima%20Elizabeth%20Mathew">Hima Elizabeth Mathew</a>, <a href="https://publications.waset.org/abstracts/search?q=V.%20VijayalakshmI"> V. VijayalakshmI</a> </p> <p class="card-text"><strong>Abstract:</strong></p> All of us know what it is like to experience humor. Humor and laughter are universal aspects of human experience, occurring in all cultures and virtually in all individuals throughout the world. For people today, the workplace is associated more with the cubicles they sit, than with the co-workers around them. With reference to the current generation and the work context, the paper aims to understand the concept of humor at the workplace and its influence on team creativity in organizations. Humor is a multi-disciplinary topic that has been investigated for many years by researchers from fields such as anthropology, psychology, physiology and linguistics but significantly less thoroughly by management researchers. Researchers in the field of creativity also had their initial focus on the individual differences leading to creativity. Although the studies yielded some important findings regarding creative people, it provided the little help to practitioners in helping people develop creativity and almost ignored the role of social environment in enhancing creativity. After a review the relevant literature of the key variables, a theoretical framework is proposed linking workplace humor, emotional contagion, and team creativity. The findings of the study are expected to help academicians gain clarity on Workplace Humor for future research. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=emotional%20contagion" title="emotional contagion">emotional contagion</a>, <a href="https://publications.waset.org/abstracts/search?q=humor" title=" humor"> humor</a>, <a href="https://publications.waset.org/abstracts/search?q=team%20creativity" title=" team creativity"> team creativity</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20humor" title=" workplace humor"> workplace humor</a> </p> <a href="https://publications.waset.org/abstracts/35877/workplace-humor-and-creativity-in-it-teams-a-conceptual-framework" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/35877.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">494</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">656</span> The Impact of Emoticons in the Workplace: Legal Challenges and Regulatory Change</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Jacques%20C.%20Duvenhage">Jacques C. Duvenhage</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The use of emoticons or so-called ‘emojis’ has gained much attention, not only in the daily use thereof with friends or family but also within the workplace amongst co-workers and employers. Even though emojis may be seen as a way to express feelings or even ideas, it may present legal challenges in the workplace. With new emojis being created on a daily basis, communicating through emojis, whether via phone, email or social media platforms, can become convoluted, especially within the working environment. The question to be addressed is how and/or whether Australian legislators will regulate the use of emojis (as a form of technology) in the workplace to prevent harassment, discrimination and other forms of prejudice. The emojis sent to co-workers may be interpreted by employees and even employers in different ways depending on their age, sexual orientation, and cultural background. Therefore, Australian courts will need to interpret an emoji’s meaning on a case-by-case basis. This paper will explore the use of emojis in the workplace (drawing on a desktop study), the impact emojis have on the employer-employee relationship as well as co-worker relationships, its legal application through case studies and whether a legal framework should be adopted by Australian legislators on this issue. Furthermore, this paper will reflect on the legal framework and application of emojis in the workplace considering foreign jurisdictions such as the United Kingdom and the United States of America and whether Australia should adopt similar legal approaches to these jurisdictions. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=emoticons" title="emoticons">emoticons</a>, <a href="https://publications.waset.org/abstracts/search?q=legal%20approaches" title=" legal approaches"> legal approaches</a>, <a href="https://publications.waset.org/abstracts/search?q=regulation" title=" regulation"> regulation</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a> </p> <a href="https://publications.waset.org/abstracts/98479/the-impact-of-emoticons-in-the-workplace-legal-challenges-and-regulatory-change" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/98479.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">150</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">655</span> Psychological Testing in Industrial/Organizational Psychology: Validity and Reliability of Psychological Assessments in the Workplace</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Melissa%20C.%20Monney">Melissa C. Monney</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Psychological testing has been of interest to researchers for many years as useful tools in assessing and diagnosing various disorders as well as to assist in understanding human behavior. However, for over 20 years now, researchers and laypersons alike have been interested in using them for other purposes, such as determining factors in employee selection, promotion, and even termination. In recent years, psychological assessments have been useful in facilitating workplace decision processing, regarding employee circulation within organizations. This literature review explores four of the most commonly used psychological tests in workplace environments, namely cognitive ability, emotional intelligence, integrity, and personality tests, as organizations have used these tests to assess different factors of human behavior as predictive measures of future employee behaviors. The findings suggest that while there is much controversy and debate regarding the validity and reliability of these tests in workplace settings as they were not originally designed for these purposes, the use of such assessments in the workplace has been useful in decreasing costs and employee turnover as well as increase job satisfaction by ensuring the right employees are selected for their roles. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=cognitive%20ability" title="cognitive ability">cognitive ability</a>, <a href="https://publications.waset.org/abstracts/search?q=personality%20testing" title=" personality testing"> personality testing</a>, <a href="https://publications.waset.org/abstracts/search?q=predictive%20validity" title=" predictive validity"> predictive validity</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20behavior" title=" workplace behavior"> workplace behavior</a> </p> <a href="https://publications.waset.org/abstracts/55662/psychological-testing-in-industrialorganizational-psychology-validity-and-reliability-of-psychological-assessments-in-the-workplace" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/55662.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">242</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">654</span> Risk-Realistic Decision Support Intervention for Women in the Workplace</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Joshua%20Midha">Joshua Midha</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This paper provides an evaluation of an intervention designed to promote a risk-realistic environment for women in the workplace and regulate their risk-related decision-making. In past research, women -specifically women of color- are highly risk-averse, and this may prove to be an innate obstacle in gender progress in corporations. By helping women see the risks and the benefits and increasing potential benefits, we can increase the chances of success in the workplace. Our intervention was a success and significantly increased comfort, trust, and frequency in the use of decision-making skills in the workplace. In this paper, we explore the intervention, the methods, the results, and the implications. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=behavioral%20economics" title="behavioral economics">behavioral economics</a>, <a href="https://publications.waset.org/abstracts/search?q=decision%20support" title=" decision support"> decision support</a>, <a href="https://publications.waset.org/abstracts/search?q=risk" title=" risk"> risk</a>, <a href="https://publications.waset.org/abstracts/search?q=gender%20equality" title=" gender equality"> gender equality</a> </p> <a href="https://publications.waset.org/abstracts/142232/risk-realistic-decision-support-intervention-for-women-in-the-workplace" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/142232.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">221</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">653</span> Meditation-Based Interventions in the Workplace</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Louise%20Fitzgerald">Louise Fitzgerald</a>, <a href="https://publications.waset.org/abstracts/search?q=John%20Allman"> John Allman</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Introduction: Having previously engaged in a meditation-based programme (MBP) for staff in general practice, we explore the evidence and extent to which MBPs are employed in the workplace. Aim of the study: We aim to understand the current workplace MBP intervention literature, which will help inform the suitability of these interventions within the workplace domain. Objectives: Uptake of MBPs in the workplace has grown as organizations look to support employee health, wellbeing, and performance. We will discuss the current MBP literature, including the large variability across MBPs and the associated difficulties in evaluating their efficacy. Learning points: 1) MBPs have a positive impact on cognitive function including concentration and memory and as such job performance. MBPs appear to have a positive impact on objective and subjective job satisfaction, productivity, motivation and work engagement. Meditation in the workplace may have positive impacts on mental health issues - including stress reduction and depression. 2) From our review MBPs appear to be implementable in a wide range of professions and work contexts - regardless of individual factors. Given many companies are focusing on health and wellbeing of employees, this could be included in employee wellbeing programmes. 3) Despite the benefits of mindfulness and meditation interventions in psychosocial workplace health and work performance the long-term efficacy has yet to be fully determined. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=meditation-based%20programmes" title="meditation-based programmes">meditation-based programmes</a>, <a href="https://publications.waset.org/abstracts/search?q=mindfulness" title=" mindfulness"> mindfulness</a>, <a href="https://publications.waset.org/abstracts/search?q=meditation" title=" meditation"> meditation</a>, <a href="https://publications.waset.org/abstracts/search?q=well-being" title=" well-being"> well-being</a> </p> <a href="https://publications.waset.org/abstracts/154654/meditation-based-interventions-in-the-workplace" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/154654.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">140</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">652</span> Impact of Social Media Usage and Psychological Absenteeism at Workplace on Job Performance</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Quaid%20Farooq">Quaid Farooq</a>, <a href="https://publications.waset.org/abstracts/search?q=Zainab%20Mujtaba"> Zainab Mujtaba</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The main aim of this paper was to conduct a research regarding social media usage, psychological absenteeism and job performance at workplace in Pakistan. This research examined the effects of social media usage and psychological absenteeism at workplace on job performance of employees. It was a popular belief that social media usage and psychological absenteeism at workplace have a negative relation with job performance. However, to date there was no study to support this argument, and this compelled us to choose this topic and find out the results. Secondly, this research also found effect of social media usage on psychological absenteeism. Despite the theoretical appeal of these variables and significance in today’s workplace environment, no previous study has investigated the relationship between them in detail. Data was collected from a sample (N = 100 paired responses) of employees and supervisors from different organizations in Pakistan. Study results indicate that performance is negatively related to psychological absenteeism, and such individuals were rated as exhibiting low performance level by their supervisors. However, it had no significant relationship with social media. Moreover, psychological absenteeism was positively related to social media. Individuals, who used more social media at workplace, were more psychologically absent at work according to our results. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=employee" title="employee">employee</a>, <a href="https://publications.waset.org/abstracts/search?q=job%20performance" title=" job performance"> job performance</a>, <a href="https://publications.waset.org/abstracts/search?q=psychological%20absenteeism" title=" psychological absenteeism"> psychological absenteeism</a>, <a href="https://publications.waset.org/abstracts/search?q=social%20media" title=" social media"> social media</a> </p> <a href="https://publications.waset.org/abstracts/52927/impact-of-social-media-usage-and-psychological-absenteeism-at-workplace-on-job-performance" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/52927.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">389</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">651</span> A Strategic Perspective on a Qualitative Model of Type II Workplace Aggression in Healthcare Sector</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Francesco%20Ceresia">Francesco Ceresia</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Workplace aggression is broadly recognized as a main work-related risk for healthcare organizations the world over. Scholars underlined that nonfatal workplace aggressions can be also produced by Type II workplace aggression, that occur when the aggressor has a legitimate relationship with the organization and commits an act of hostility while being served or cared for by members of the organization. Several reviews and meta-analysis highlighted the main antecedents and consequences of Type II verbal and physical workplace aggression in the healthcare sector, also focusing on its economic and psychosocial costs. However, some scholars emphasized the need for a systemic and multi-factorial approach to deeply understand and effectively respond to such kind of aggression. The main aim of the study is to propose a qualitative model of Type II workplace aggression in a health care organization in accordance with the system thinking and multi-factorial perspective. A case study research approach, conducted in an Italian non-hospital healthcare organization, is presented. Two main data collection methods have been adopted: individual and group interviews with a sample (N = 24) of physicians, nurses and clericals. A causal loop diagram (CLD) that describes the main causal relationships among the key-variables of the proposed model has been outlined. The main feedback loops and the causal link polarities have been also defined to fully describe the structure underlining the Type II workplace aggression phenomenon. The proposed qualitative model shows how the Type II workplace aggression is related with burnout, work performance, job satisfaction, turnover intentions, work motivation and emotional dissonance. Finally, strategies and policies to reduce the strength of workplace aggression’s drivers are suggested. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=healthcare" title="healthcare">healthcare</a>, <a href="https://publications.waset.org/abstracts/search?q=system%20thinking" title=" system thinking"> system thinking</a>, <a href="https://publications.waset.org/abstracts/search?q=work%20motivation" title=" work motivation"> work motivation</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20aggression" title=" workplace aggression"> workplace aggression</a> </p> <a href="https://publications.waset.org/abstracts/68782/a-strategic-perspective-on-a-qualitative-model-of-type-ii-workplace-aggression-in-healthcare-sector" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/68782.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">305</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">650</span> The Use of Religious Symbols in the Workplace: Remarks on the Latest Case Law</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Susana%20Sousa%20Machado">Susana Sousa Machado</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The debate on the use of religious symbols has been highlighted in modern societies, especially in the field of labour relationships. As litigiousness appears to be growing, the matter requires a careful study from a legal perspective. In this context, a description and critical analysis of the most recent case law is conducted regarding the use of symbols by the employee in the workplace, delivered both by the European Court of Human Rights and by the Court of Justice of the European Union. From this comparative analysis we highlight the most relevant aspects in order to seek a common core regarding the juridical-argumentative approach of case law. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=religion" title="religion">religion</a>, <a href="https://publications.waset.org/abstracts/search?q=religious%20symbols" title=" religious symbols"> religious symbols</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a>, <a href="https://publications.waset.org/abstracts/search?q=discrimination" title=" discrimination"> discrimination</a> </p> <a href="https://publications.waset.org/abstracts/77988/the-use-of-religious-symbols-in-the-workplace-remarks-on-the-latest-case-law" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/77988.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">420</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">649</span> Immigrant Workers’ Perspectives of Occupational Health and Safety and Work Conditions that Challenge Work Safety</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Janki%20Shankar">Janki Shankar</a>, <a href="https://publications.waset.org/abstracts/search?q=Shu-Ping%20Chen"> Shu-Ping Chen</a> </p> <p class="card-text"><strong>Abstract:</strong></p> This Canadian study explored the perspectives of recent immigrant workers regarding occupational health and safety (OHS) and workplace conditions that increase workers’ vulnerability to sustaining injury or illness. Using an interpretive research approach and semi structured qualitative interviews, 42 recent immigrant workers from a range of industries operating in two cities in a province in Canada were interviewed. A constant comparative approach was used to identify key themes across the workers’ experiences. The findings revealed that these workers have an incomplete understanding of OHS. In many workplaces, poor job training, little worker support, lack of power in the workplace, and a poor workplace safety culture make it difficult for recent immigrant workers to acquire OHS information and implement safe work practices. This study proposes workplace policies and practices that will improve worker OHS awareness and make workplaces safer for immigrant workers. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=new%20immigrant%20workers" title="new immigrant workers">new immigrant workers</a>, <a href="https://publications.waset.org/abstracts/search?q=occupational%20health%20and%20safety" title=" occupational health and safety"> occupational health and safety</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20challenges" title=" workplace challenges"> workplace challenges</a>, <a href="https://publications.waset.org/abstracts/search?q=policy" title=" policy"> policy</a>, <a href="https://publications.waset.org/abstracts/search?q=practice" title=" practice"> practice</a> </p> <a href="https://publications.waset.org/abstracts/150688/immigrant-workers-perspectives-of-occupational-health-and-safety-and-work-conditions-that-challenge-work-safety" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/150688.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">113</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">648</span> The Transformation of the Workplace through Robotics, Artificial Intelligence, and Automation</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Javed%20Mohammed">Javed Mohammed</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Robotics is the fastest growing industry in the world, poised to become the largest in the next decade. The use of robots requires design, application and implementation of the appropriate safety controls in order to avoid creating hazards to production personnel, programmers, maintenance specialists and systems engineers. The increasing use of artificial intelligence (AI) and related technologies in the workplace are dramatically changing the employment landscape. The impact of robotics technology on workplace policy is dramatic and complex. The robotics revolution calls for a comprehensive approach to job training, and retraining, to mitigate worker displacement and enable workers to benefit from the new jobs that the technology will generate. It calls for a thoughtful, forward-thinking approach by lawmakers, regulators and employers to prepare for the oncoming transformation of the workplace and workforce. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=design" title="design">design</a>, <a href="https://publications.waset.org/abstracts/search?q=artificial%20intelligence" title=" artificial intelligence"> artificial intelligence</a>, <a href="https://publications.waset.org/abstracts/search?q=programmers" title=" programmers"> programmers</a>, <a href="https://publications.waset.org/abstracts/search?q=system%20engineers" title=" system engineers"> system engineers</a>, <a href="https://publications.waset.org/abstracts/search?q=robotics" title=" robotics"> robotics</a>, <a href="https://publications.waset.org/abstracts/search?q=transformation" title=" transformation"> transformation</a> </p> <a href="https://publications.waset.org/abstracts/23294/the-transformation-of-the-workplace-through-robotics-artificial-intelligence-and-automation" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/23294.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">473</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">647</span> Exposure of Emergency Department Staff in Jordanian Hospitals to Workplace Violence: A Cross Sectional Study</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Ibrahim%20Bashayreh%20Al-Bashtawy%20Mohammed">Ibrahim Bashayreh Al-Bashtawy Mohammed</a>, <a href="https://publications.waset.org/abstracts/search?q=Al-Azzam%20Manar%20Ahmad%20Rawashda"> Al-Azzam Manar Ahmad Rawashda</a>, <a href="https://publications.waset.org/abstracts/search?q=Abdul-Monim%20Batiha%20Mohammad%20Sulaiman"> Abdul-Monim Batiha Mohammad Sulaiman</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Background: Workplace violence against emergency department staff (EDS) is considered one of the most common and widespread phenomena of violence. Purpose: The purpose of this research is to determine the incidence rates of workplace violence and the predicting factors of violent behaviors among emergency departments’ staff in Jordanian hospitals. Methods: A cross-sectional study was used to investigate workplace violence towards a convenience sample of 355 emergency staff departments from 8 governmental and 4 private Jordanian hospitals. Data were collected by a self-administered questionnaire that was developed for the purpose of this study. Results: 72% of workers in emergency departments within Jordanian hospitals are exposed to violent acts, and that patients and their relatives are the main source of workplace violence. The contributing factors as reported by the participants were related to overcrowding, lack of resources, staff shortages, and the absence of effective antiviolence policies. Conclusions/implications for Practice: Policies and legislation regarding violence should be instituted and developed, and emergency department staff should be given training on how to deal with violent incidents, as well as on violence-management policies. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=Jordan" title="Jordan">Jordan</a>, <a href="https://publications.waset.org/abstracts/search?q=emergency%20staff%20department" title=" emergency staff department"> emergency staff department</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20violence" title=" workplace violence"> workplace violence</a>, <a href="https://publications.waset.org/abstracts/search?q=community%20health" title=" community health"> community health</a> </p> <a href="https://publications.waset.org/abstracts/55486/exposure-of-emergency-department-staff-in-jordanian-hospitals-to-workplace-violence-a-cross-sectional-study" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/55486.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">332</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">646</span> Horizontal Gender Inequality and Segregation at Workplace in China: Understanding How Implicit and Unconscious Gender Stereotypes Produce and Reinforce Workplace Gender Inequality in China through Interview-Based Qualitative Analysis </h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Yiyan%20Wu">Yiyan Wu</a> </p> <p class="card-text"><strong>Abstract:</strong></p> In the past several decades, the market transition in China has brought in not only more opportunities for women in the labor market but also more attention to gender inequality in workplace. Although some pieces of literature have mentioned gender inequality and segregation at workplace in China, the paper looks into the variations of gender inequality and segregation: working women have little feeling about 'hierarchical inequalities', which define the status and position of women at the workplace. However, at the same time, they unconsciously reinforced 'horizontal inequalities', which creates gender segregation across occupations and job titles. Using qualitative interviews with women employers and employees of various occupations and job titles in Eastern and Southern China, this paper finds evidence that working women's understandings of the division of labor based on the characteristics and expectations of women and men are not as a result of rationality and efficiency, but instead, are the products of gendered stereotypes and traditions. However, holding positive views of gender equality at workplace, working women are not aware of the existence and influence of such gendered stereotypes and traditions. By distinguishing the concepts of 'horizontal inequality' and 'hierarchical inequality' with a cultural sociological approach, this paper contributes to the understanding of gender inequality and segregation in contemporary Chinese society. Moreover, this paper explains the logic behind the paradox in which gender inequality and segregation at workplace persist while women are feeling equal. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=gender%20equality" title="gender equality">gender equality</a>, <a href="https://publications.waset.org/abstracts/search?q=segregation" title=" segregation"> segregation</a>, <a href="https://publications.waset.org/abstracts/search?q=hierarchical%20inequality" title=" hierarchical inequality"> hierarchical inequality</a>, <a href="https://publications.waset.org/abstracts/search?q=horizontal%20inequality" title=" horizontal inequality"> horizontal inequality</a>, <a href="https://publications.waset.org/abstracts/search?q=China" title=" China"> China</a> </p> <a href="https://publications.waset.org/abstracts/128675/horizontal-gender-inequality-and-segregation-at-workplace-in-china-understanding-how-implicit-and-unconscious-gender-stereotypes-produce-and-reinforce-workplace-gender-inequality-in-china-through-interview-based-qualitative-analysis" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/128675.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">164</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">645</span> Unheard Voices: Workplace Ostracism, Personality Traits, and Knowledge Sharing Behaviour Among Women Professors</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Naziya%20Haseena">Naziya Haseena</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Professors play an indispensable role in education settings, sharing their knowledge and providing guidance and practical insights to the students. This study will investigate the relationship between personality traits, workplace ostracism, and knowledge-sharing behaviour among women professors. The sample of this quantitative study will consist of 200 professors from the Chennai district. It will use a convenient sampling technique to collect data using the workplace ostracism scale developed by Ferris et al. (2008), the big five personality inventory (BFI 44) developed by John (1999), and an adapted version of knowledge-sharing behavior developed by Lin (2007). The findings will provide insights and help to build the gender gap in academia to conduct personality development programs and academic collaboration among professors. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=workplace%20ostracism" title="workplace ostracism">workplace ostracism</a>, <a href="https://publications.waset.org/abstracts/search?q=knowledge%20sharing%20behaviour" title=" knowledge sharing behaviour"> knowledge sharing behaviour</a>, <a href="https://publications.waset.org/abstracts/search?q=academia" title=" academia"> academia</a>, <a href="https://publications.waset.org/abstracts/search?q=personality%20traits" title=" personality traits"> personality traits</a> </p> <a href="https://publications.waset.org/abstracts/191995/unheard-voices-workplace-ostracism-personality-traits-and-knowledge-sharing-behaviour-among-women-professors" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/191995.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">23</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">644</span> Factors Influencing Violence Experienced by Medical Staff in Primary Health Care Centers, Taif City</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Turki%20Adnan%20Kamal">Turki Adnan Kamal</a>, <a href="https://publications.waset.org/abstracts/search?q=Abdulmajeed%20Ahmad%20Alsofiany"> Abdulmajeed Ahmad Alsofiany</a>, <a href="https://publications.waset.org/abstracts/search?q=Nemer%20Khidhran%20Husain%20Alghamdi"> Nemer Khidhran Husain Alghamdi</a>, <a href="https://publications.waset.org/abstracts/search?q=Ali%20Eissa%20Hassan%20Al-Rajhi"> Ali Eissa Hassan Al-Rajhi</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Background:- Health care workers are ranked as one of the most vulnerable groups experiencing violence and aggressive behavior compared to other occupational groups. Objectives:- To estimate the prevalence rate and characteristics and assess the avoidance measures, and notification of the violence among medical staff working in primary health care centers in Taif city. Subject and methods:- A cross-sectional study design was applied among all physicians and a representative sample of nurses working in primary health care centers affiliated with the Ministry of Health (MOH) in Taif city. A predesigned Arabic/English validated self-administered questionnaire was used. Results:- In this study, 56 physicians and 145 nurses responded, giving a response rate of 77.6%. Their age ranged from 25 and 60 years (36.2±8.2), with 59.7% of them aged between 25 and 35 years. Males represent 55.7% of them. More than half of them (52.2%) were Saudis. The prevalence of workplace violence was 30.3%. Verbal abuse was the commonest reported type (86.9%). The absence of security, training on the procedures that must be followed and special uniforms at the workplace were significantly associated with workplace violence. We concluded that workplace violence is a significant problem facing a considerable proportion of HCWs in primary health care centers in Taif, Saudi Arabia. Most violence incidents were verbal. Conclusion:- Findings of this study revealed that HCWs who were dealing with male patients only were at high risk of workplace violence and the absence of measures to avoid workplace violence, particularly security, training on the procedures that must be followed and special uniform at the workplace was significantly associated with workplace violence. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=violence" title="violence">violence</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a>, <a href="https://publications.waset.org/abstracts/search?q=primary%20health%20care" title=" primary health care"> primary health care</a>, <a href="https://publications.waset.org/abstracts/search?q=prevalence" title=" prevalence"> prevalence</a>, <a href="https://publications.waset.org/abstracts/search?q=avoidance" title=" avoidance"> avoidance</a> </p> <a href="https://publications.waset.org/abstracts/151011/factors-influencing-violence-experienced-by-medical-staff-in-primary-health-care-centers-taif-city" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/151011.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">95</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">643</span> Effectiveness of a Communication Training on Workplace Bullying Using Mobile Phone Application for Nurses</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Jiyeon%20Kang">Jiyeon Kang</a>, <a href="https://publications.waset.org/abstracts/search?q=Yeon%20Jin%20Jeong"> Yeon Jin Jeong</a>, <a href="https://publications.waset.org/abstracts/search?q=Hoon%20Heo"> Hoon Heo</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Purpose: Bullying in nursing workplace has been a serious problem that increases the turnover of nurses. Few studies have examined the effects of communication training on workplace bullying for nurses, and all used a single-group design and a small sample size. Thus, more rigorous research has been needed to evaluate the effects properly. This research was aimed to identify the effects of the mobile type communication training of responses on bullying behaviors among nurses. Methods: A randomized controlled trial was performed. Subjects were 62 critical care nurses working in university hospitals in Busan, South Korea. We developed a mobile phone application to train nurses to deal with bullying situation. This application includes 6 common bullying situations and appropriate empathetic communication (non-violent communication) samples in the form of webtoons. The experimental group used this application for 4 weeks, and we measured interpersonal relationship, workplace bullying, symptom experience, and intention to leave before, post, and 8 weeks after the intervention from both experimental and control groups. The effect of the intervention was analyzed using repeated measures ANOVA. Results: The mobile type communication training developed in this study was effective for decreasing nurses’ intention to leave workplace (F = 5.11, p = .027). However, it had no effect on interpersonal relationship (F = 2.54, p = .116), workplace bullying (F = 2.99, p = .089) or symptom experience (F = 2.81, p = .099). The beneficial effects on intention to leave lasted at least up to 4 weeks after the training. Conclusion: The mobile type communication training can be utilized as an effective personal coping strategy for workplace bullying among nurses. Further studies on the long-term effects of the communication training are necessary. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=bullying" title="bullying">bullying</a>, <a href="https://publications.waset.org/abstracts/search?q=communication" title=" communication"> communication</a>, <a href="https://publications.waset.org/abstracts/search?q=mobile%20applications" title=" mobile applications"> mobile applications</a>, <a href="https://publications.waset.org/abstracts/search?q=nurses" title=" nurses"> nurses</a>, <a href="https://publications.waset.org/abstracts/search?q=training" title=" training"> training</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a> </p> <a href="https://publications.waset.org/abstracts/70652/effectiveness-of-a-communication-training-on-workplace-bullying-using-mobile-phone-application-for-nurses" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/70652.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">332</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">642</span> An Industrial Workplace Alerting and Monitoring Platform to Prevent Workplace Injury and Accidents</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Sanjay%20Adhikesaven">Sanjay Adhikesaven</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Workplace accidents are a critical problem that causes many deaths, injuries, and financial losses. Climate change has a severe impact on industrial workers, partially caused by global warming. To reduce such casualties, it is important to proactively find unsafe environments where injuries could occur by detecting the use of personal protective equipment (PPE) and identifying unsafe activities. Thus, we propose an industrial workplace alerting and monitoring platform to detect PPE use and classify unsafe activity in group settings involving multiple humans and objects over a long period of time. Our proposed method is the first to analyze prolonged actions involving multiple people or objects. It benefits from combining pose estimation with PPE detection in one platform. Additionally, we propose the first open-source annotated data set with video data from industrial workplaces annotated with the action classifications and detected PPE. The proposed system can be implemented within the surveillance cameras already present in industrial settings, making it a practical and effective solution. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=computer%20vision" title="computer vision">computer vision</a>, <a href="https://publications.waset.org/abstracts/search?q=deep%20learning" title=" deep learning"> deep learning</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20safety" title=" workplace safety"> workplace safety</a>, <a href="https://publications.waset.org/abstracts/search?q=automation" title=" automation"> automation</a> </p> <a href="https://publications.waset.org/abstracts/158661/an-industrial-workplace-alerting-and-monitoring-platform-to-prevent-workplace-injury-and-accidents" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/158661.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">103</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">641</span> The Implications of Person-Organisation Spirituality Fit on Employees’ Ethical and Spiritual Leadership Behaviours: Insights from Jordan</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Tamer%20Koburtay">Tamer Koburtay</a>, <a href="https://publications.waset.org/abstracts/search?q=Radi%20Haloub"> Radi Haloub</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Person-Organization fit theory concerns how people flourish in a workplace that is congruence with their values and other traits. This paper seeks to highlight the theoretical relevance that workplace spirituality may add to the existing theory development of the P-O fit. In specific, it aims to empirically test the emerged framework that encompasses how workplace and self-spirituality match may enhance the perceived P-O fit, and how such a fit can enhance both employees’ ethical behaviors (i.e., humanism and honesty) and spiritual leadership behaviors. Drawing on a survey of the private and public sectors in Jordan, the results reveal that increasing the match in workplace and employees’ spirituality positively enhances the perceived P-O fit. Further, ethical and spiritual behaviors were found to be positively linked with a higher P-O fit. The importance of this paper is by generating a concept (i.e., P-O spirituality fit) beyond the already vast literature on P-O fit. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=ethical%20behavior" title="ethical behavior">ethical behavior</a>, <a href="https://publications.waset.org/abstracts/search?q=leadership" title=" leadership"> leadership</a>, <a href="https://publications.waset.org/abstracts/search?q=P-O%20fit" title=" P-O fit"> P-O fit</a>, <a href="https://publications.waset.org/abstracts/search?q=spirituality" title=" spirituality"> spirituality</a>, <a href="https://publications.waset.org/abstracts/search?q=leadership" title=" leadership"> leadership</a> </p> <a href="https://publications.waset.org/abstracts/92844/the-implications-of-person-organisation-spirituality-fit-on-employees-ethical-and-spiritual-leadership-behaviours-insights-from-jordan" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/92844.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">156</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">640</span> Exploring the Interplay Between Emotions, Employee’s Social Cognition and Decision Making Among Employees</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Khushi">Khushi</a>, <a href="https://publications.waset.org/abstracts/search?q=Simrat"> Simrat</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The study aims to investigate the relationship between emotions and employee's social cognition and decision-making among employees. The sample of the study was the total number of participants, which included employees from various industries and job positions. Research papers in the same area were reviewed, providing a comprehensive review of existing literature and theoretical frameworks and shedding light on the interpersonal effects of emotions in the workplace. It emphasizes how one worker's emotions can significantly impact the overall work environment and productivity as well as the work of a common phenomenon known as Emotional contagion at the workplace, affecting social interactions and group dynamics. Therefore, this study concludes that Emotional contagion can lead to a ripple effect within the workplace, influencing the overall atmosphere and productivity. Emotions can shape how employees process information and make choices, ultimately impacting organizational outcomes. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=employee%20decision%20making" title="employee decision making">employee decision making</a>, <a href="https://publications.waset.org/abstracts/search?q=social%20cognition" title=" social cognition"> social cognition</a>, <a href="https://publications.waset.org/abstracts/search?q=emotions" title=" emotions"> emotions</a>, <a href="https://publications.waset.org/abstracts/search?q=industry" title=" industry"> industry</a>, <a href="https://publications.waset.org/abstracts/search?q=emotional%20contagion" title=" emotional contagion"> emotional contagion</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace%20dynamics" title=" workplace dynamics"> workplace dynamics</a> </p> <a href="https://publications.waset.org/abstracts/184314/exploring-the-interplay-between-emotions-employees-social-cognition-and-decision-making-among-employees" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/184314.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">60</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">639</span> Humanising the Employment Environment for Emergency Medical Personnel: A Case Study of Capricorn District in Limpopo Province: South Africa</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Manganyi%20Patricia%20Siphiwe">Manganyi Patricia Siphiwe</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Work environments are characterised by performance pressure and mechanisation, which lead to job stress and the dehumanisation of work spaces. The personnel’s competence to accomplish job responsibilities and high job demands lead to a substantial load of health. Therefore, providing employees with conducive working environments is essential. In order to attain it, the employer should ensure that responsive and institutional safe systems are in place. The employer’s responses to employees’ needs are of significance to a healthy and developmental work environment. Denying employees a developmental and flourishing workplace is to deprive a workplace of being humane. Stressors coming from various aspects in the workplace can yield undue pressure and undesired responses for the workforces. Against the profiled background, this paper examines the causes and consequences of workplace stress within the Emergency Medical sector. The paper utilised a qualitative methodology and in-depth interviews for data collection with the purposively sampled emergency medical personnel. The findings showed that workplace stress has been associated with high demands and lack of support which has an adverse effect on biopsychosocial wellbeing of employees. This paper, therefore, recommends an engaged involvement of social workers through work organisational initiatives, such as Employee Assistance Programmes (EAP) and related labour relations policy activities to promote positive and developmental working environments. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=stress" title="stress">stress</a>, <a href="https://publications.waset.org/abstracts/search?q=employee" title=" employee"> employee</a>, <a href="https://publications.waset.org/abstracts/search?q=workplace" title=" workplace"> workplace</a>, <a href="https://publications.waset.org/abstracts/search?q=wellbeing" title=" wellbeing"> wellbeing</a> </p> <a href="https://publications.waset.org/abstracts/158591/humanising-the-employment-environment-for-emergency-medical-personnel-a-case-study-of-capricorn-district-in-limpopo-province-south-africa" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/158591.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">93</span> </span> </div> </div> <ul class="pagination"> <li class="page-item disabled"><span class="page-link">&lsaquo;</span></li> <li class="page-item active"><span class="page-link">1</span></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=workplace%20inclusivity&page=2">2</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=workplace%20inclusivity&page=3">3</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=workplace%20inclusivity&page=4">4</a></li> <li class="page-item"><a class="page-link" href="https://publications.waset.org/abstracts/search?q=workplace%20inclusivity&page=5">5</a></li> <li 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