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BACKGROUND: Many workers suffer from work‐related stress and are at increased risk of work‐related cardiovascular, musculoskeletal, or mental disorders. In the European Union the prevalence of work‐related stress was estimated at about 22%. There is consensus that stress, absenteeism, and well‐being of employees can be influenced by leadership behaviour. Existing reviews predominantly included cross‐sectional and non‐experimental studies, which have limited informative value in deducing causal relationships between leadership interventions and health outcomes. OBJECTIVES: To assess the effect of four types of human resource management (HRM) training for supervisors on employees' psychomental stress, absenteeism, and well‐being. We included training aimed at improving supervisor‐employee interaction, either off‐the‐job or on‐the‐job training, and training aimed at improving supervisors' capability of designing the work environment, either off‐the‐job or on‐the‐job training. SEARCH METHODS: In May 2019 we searched CENTRAL, MEDLINE, four other databases, and most relevant trials registers (ICTRP, TroPHI, ClinicalTrials.gov). We did not impose any language restrictions on the searches. SELECTION CRITERIA: We included randomised controlled trials (RCT), cluster‐randomised controlled trials (cRCT), and controlled before‐after studies (CBA) with at least two intervention and control sites, which examined the effects of supervisor training on psychomental stress, absenteeism, and well‐being of employees within natural settings of organisations by means of validated measures. DATA COLLECTION AND ANALYSIS: At least two authors independently screened abstracts and full texts, extracted data and assessed the risk of bias of included studies. We analysed study data from intervention and control groups with respect to different comparisons, outcomes, follow‐up time, study designs, and intervention types. We pooled study results by use of standardised mean differences (SMD) with 95% confidence intervals when possible. We ...

National audience ; Due to new government legislation, customers' environmental concerns and continuously rising cost of energy, energy efficiency is becoming an essential parameter of industrial manufacturing processes in recent years. Most efforts considering energy issues in scheduling problems have focused on static scheduling. But in fact, scheduling problems are dynamic in the real world with uncertain new arrival jobs after the execution time. In this thesis, two energy efficient dynamic scheduling problems are studied. Model I analyzes the total tardiness and the makespan with a peak power limitation while considering the flexible flow shop with new arrival jobs. A periodic complete rescheduling approach is adopted to represent the optimization problem. Model II concerns an investigation into minimizing total tardiness and total energy consumption in the job shop with new urgent arrival jobs. An event driven schedule repair approach is utilized to deal with the u! pdated schedule.As an adequate renewed scheduling plan needs to be obtained in a short response time in dynamic environment, two parallel Genetic Algorithms (GAs) are proposed to solve these two models respectively. The parallel GA I is a CUDA-based hybrid model consisting of an island GA at the upper level and a fine-grained GA at the lower level. It combines metrics of two hierarchical layers and takes full advantage of CUDA's compute capability. The parallel GA II is a dual heterogeneous design composed of a cellular GA and a pseudo GA. The islands with these two different structures increase the population diversity and can be well parallelized on GPUs simultaneously with multi-core CPU. Finally, numerical experiments are conducted and show that our approaches can not only solve the problems flexibly, but also gain competitive results and reduce time requirements. ; Du fait de nouvelles législations gouvernementales et de la prise de conscience environnementale des consommateurs ainsi que de la hausse du coût de l'énergie, l'efficacité ...

Eruptions of Popular Anger: The Economics of the Arab Spring and Its Aftermath sets out to answer three puzzles—the "Arab inequality" puzzle of civil uprisings in countries with low-to-moderate and stagnant economic inequality, the "unhappy development" paradox of increasing dissatisfaction at a time of moderate-to-rapid development, and the paradox of political violence in middle-income countries. The book's empirical investigation rules out high and rising inequality as a reason for the Arab Spring uprisings. It shows that the real problem was the erosion in middle-class incomes and the growing dissatisfaction with the quality of life, the shortage of formal sector jobs, and corruption. Frustration was particularly high among the young, educated, middle-class residents in urban areas. The old social contract, which had delivered development results in the past and under which Arab governments provided public-sector jobs and subsidized services in return for subdued voice, was unsustainable and malfunctioning. The public sector could no longer be the employer of choice, but the private sector did not generate enough formal sector jobs, because of distortions that constrained its growth and policies that offered advantages to a few firms with political connections, limiting competition and private investment. The breakdown in the social contract increased the premium on freedom and created impetus for political change. This report shows that the Arab Spring revolutions and the subsequent spread of violence and civil wars in the post–Arab Spring Middle East and North Africa region can be traced to the broken social contract, institutional weaknesses, and regional divisions in societies polarized along ethnic and sectarian lines. The Arab Spring and its aftermath indicate the need for a new social contract under which governments promote private-sector job creation, design public services in a way that holds providers accountable to beneficiaries, and promote inclusion and good governance.

abstract: Background To identify social ecological correlates of objectively measured workplace sedentary behavior. Methods Participants from 24 worksites - across academic, industrial, and government sectors - wore an activPAL-micro accelerometer for 7-days (Jan-Nov 2016). Work time was segmented using daily logs. Sedentary behavior outcomes included time spent sitting, standing, in light intensity physical activity (LPA, stepping cadence 30 min). Outcomes were standardized to an 8 h work day. Two electronic surveys were completed to derive individual (job type and work engagement), cultural (lunch away from the desk, walking at lunch and face-to-face interaction), physical (personal printer and office type) and organizational (sector) factors. Mixed-model analyses with worksite-level clustering were performed to examine multi-level associations. Secondary analyses examined job type and sector as moderators of these associations. All models were adjusted for age, race/ethnicity and gender. Results Participants (N = 478; 72% female; age: 45.0 ± 11.3 years; 77.8% non-Hispanic white) wore the activPAL-micro for 90.2 ± 15.5% of the reported workday. Walking at lunch was positively associated with LPA (5.0 ± 0.5 min/8 h, P < 0.001). Regular face-to-face interaction was negatively associated with prolonged sitting (−11.3 ± 4.8 min/8 h, P < 0.05). Individuals in private offices sat more (20.1 ± 9.1 min/8 h, P < 0.05), stood less (−21.5 ± 8.8 min/8 h, P < 0.05), and engaged in more prolonged sitting (40.9 ± 11.2 min/8 h, P < 0.001) than those in public office space. These associations were further modified by job type and sector. Conclusions Work-specific individual, cultural, physical and organizational factors are associated with workplace sedentary behavior. Associations vary by job type and sector and should be considered in the design of workplace interventions to reduce sedentary behavior. ; The electronic version of this article is the complete one and can be found online at: https://ijbnpa.biomedcentral.com/articles/10.1186/s12966-017-0576-x

In the coming decade, Skien municipality and developers are bringing new housing, cultural institutions, offices and infrastructure into its urban fabric, with the city slowly pushing its center along the riverfront and towards the neighbouring city of Porsgrunn. Simultaneously, the city continues to experience a low population growth with no clear future prospects in terms of jobs or industry that determine a need for the large-scale high-density housing that is currently being developed. The city also has an unemployment rate above the national average, and combined with a rising number of low income families, it begs the question who this new development should be for and if it is sustainable. Our diploma argues for both an alternative to the governing architectural ideals along the riverfront, and the regulation conducted by the municipality, by using one of the presently unregulated municipal plots within Skiens new development plan. We propose a collection of low density social housing, forming a row-house garden city that embeds the landscape ecology of the site into each unit and common areas. Based on local typologies, three types of units are developed to respond to three different conditions on the site. Our three interpretations all aim to challenge the legislative bare necessities of a social housing project, while advocating for the importance of room sizes, gestures and details. By studying the urban wooden houses of the historical parts of Skien that survived the fire of 1886, the units all borrow particularities, dimensions and qualities found in researching these types. The interest for studying and abstracting the wooden courtyard house came from its historical resilience and importance as local iconography, as well as their clear urban qualities in terms of scale and density. Our three types of dwellings act both singular and as parts of a whole, sewn together by the same signifying elements and rules of construction. By borrowing typological traits of neighbouring workers' housing, our project similarly forms a perimeter of buildings along the edge of the site, creating smaller private gardens adapted to the figure ground of the plot, with a large communal space in the center. This more modest scale reacts to Skiens decades of stagnating growth but goes beyond the regulated density, while still arguing for comprehensive planning and certain pre-modern ideals absent in the new development. While architecture itself will not solve the social problems of Skien or other similar Norwegian cities, we believe that an alternative to how the built environment is being developed is necessary. A non-commercial social housing development is an approach that inherently holds both possibilities in challenging type, density and different kinds of sustainability. ; submittedVersion

Intro -- Table of Contents -- 1 Introduction: Abstract Police, the Concept and Some Main Questions -- 1.1 Abstract Police: The Concept -- 1.2 Main Questions and Topics -- 1.3 The Chapters of the Book -- 1.4 References -- 2 The Abstract Police and Occupational Culture -- 2.1 Introduction -- 2.2 Abstract Police and Occupational Culture -- 2.3 Methodology -- 2.4 Findings -- 2.5 Job-To-Job-To-Job -- 2.6 The Physical Working Environment -- 2.7 Single-Crewed Deployment -- 2.8 Technology -- 2.9 The Police Family and Abstract Police -- 2.10 Discussion and Conclusion -- 2.11 References -- 3 Abstract Police and Police 'Professionalism': Contemporary Contradictions in British Policing -- 3.1 Introduction -- 3.2 The Reconfiguration of Public Sector and State Relations -- 3.3 Education, the New Professionalisation Agenda and the Dominance of Organisational/Managerial Values -- 3.4 Increased Monitoring and Internal Negotiations in British Police Organisations -- 3.5 Discussion and Conclusion -- 3.6 References -- 4 Reform and Emergent Police Practice in Scotland: In Search of Situated Policing -- 4.1 Introduction -- 4.2 Police Reforms as Particular Institutional Designs -- 4.3 Designing Police Scotland: The Possibilities of Enhanced Efficiency, Equity and Engagement -- 4.4 Abstract Policing and Situated Practice: Probing Tensions Between the Designed and the Emergent -- 4.5 Police Reform in Scotland: Towards the Abstract Police? -- 4.6 Discussion and Conclusions -- 4.7 References -- 5 Community Policing in the Age of Abstract Police -- 5.1 Abstract Police -- 5.2 Community Policing in the Netherlands -- 5.3 Internal Relations -- 5.4 Relations with Communities, Citizens and Partner Agencies -- 5.5 Digitalisation -- 5.6 Abstract Police and Strategies of Community Officers -- 5.7 Concluding Remarks -- 5.8 References.

Entrepreneurs play pivotal roles that affect the economy. These roles are job creation, wealth generation, economic growth, and innovation. According to WorldBank data, they account for around 90% of enterprises and more than half of all jobs in the globe. In emerging economies, formal SMEs account for up to 40% of national income (GDP). The prolonged effects of the COVID-19 pandemic which resulted in job losses have encouraged even the Filipino Generation Z to engage in entrepreneurial activities. This supports various studies conducted by research firms recently that 54% of Generation Z wanted to start their own business venture. Thus, this research aims to determine the influence of entrepreneurial attitude, social valuation, entrepreneurial skills, and entrepreneurial knowledge on entrepreneurial intention. There were 110 Generation Z respondents who answered the adopted survey questionnaire. The researchers were able to secure permission from the original author to use the research instrument. The research utilized a quantitative research design primarily descriptive-correlational. The data were processed using regression analysis to test the relationship of variables. The regression results preceded the acceptance of the 4 hypotheses which means that entrepreneurial attitude, social valuation, entrepreneurial skills, and entrepreneurial knowledge significantly influence entrepreneurial intention. The results will be considerably useful to academics to promote entrepreneurship from high school to college level, to future entrepreneurs in identifying the factors that influence entrepreneurial intention, to the government and its regulators for policy development, and to researchers who plan to expand the literature on the entrepreneurial mind.

Entrepreneurs play pivotal roles that affect the economy. These roles are job creation, wealth generation, economic growth, and innovation. According to WorldBank data, they account for around 90% of enterprises and more than half of all jobs in the globe. In emerging economies, formal SMEs account for up to 40% of national income (GDP). The prolonged effects of the COVID-19 pandemic which resulted in job losses have encouraged even the Filipino Generation Z to engage in entrepreneurial activities. This supports various studies conducted by research firms recently that 54% of Generation Z wanted to start their own business venture. Thus, this research aims to determine the influence of entrepreneurial attitude, social valuation, entrepreneurial skills, and entrepreneurial knowledge on entrepreneurial intention. There were 110 Generation Z respondents who answered the adopted survey questionnaire. The researchers were able to secure permission from the original author to use the research instrument. The research utilized a quantitative research design primarily descriptive-correlational. The data were processed using regression analysis to test the relationship of variables. The regression results preceded the acceptance of the 4 hypotheses which means that entrepreneurial attitude, social valuation, entrepreneurial skills, and entrepreneurial knowledge significantly influence entrepreneurial intention. The results will be considerably useful to academics to promote entrepreneurship from high school to college level, to future entrepreneurs in identifying the factors that influence entrepreneurial intention, to the government and its regulators for policy development, and to researchers who plan to expand the literature on the entrepreneurial mind.

This paper examines the perceptions of firms in April 2020, one month after the Spanish Government declared the state of alarm, about how the COVID-19 pandemic will affect their business activity in the following months, and what employment decisions they expect to make in response. The data for the study was collected by the Government of the region of Aragon (Spain) through a survey of a non-randomly selected sample of firms located in the region. In addition to prospects and intended actions, firms were asked whether or not they had applied for ERTE aid (the Spanish job retention scheme to contain the pandemic crisis). We find that firms participating (voluntarily and anonymously) in the survey anticipated rather well the severity of the effects of the pandemic in the following months. The ERTE aid helped firms to maintain the jobs of their inactive employees, while firms that did not ask for aid responded by laying off employees. Further, the ERTE aid helped to maintain the jobs of furloughed employees, but the firms receiving ERTE aid expected to lay off the same proportion of employees as firms without that aid, controlling for the different anticipated effects of the pandemic in the two groups of firms. ; This research was funded by the Spanish Ministerio de Economía y Competitividad and FEDER, grant number ECO2017-86305-C4-3-R and CREVALOR research group, funded by the Gobierno de Aragón. The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript.

Purpose
Although the role of the internal competitive work environment is important, it remains understudied in a business-to-business (B2B) selling context. Grounded in job-demands resources theory, this study aims to investigate the relationships between internal competitive work environment, working smart, emotional exhaustion and sales performance.


Design/methodology/approach
Data were gathered from 147 salespeople working for a financial service firm. Sales performance ratings were reported by supervisors. Hypotheses were tested using structural equation modeling.


Findings
This study finds dual effects of the internal competitive work environment on salesperson's job outcomes. Although such an environment improves working smart behaviors, which increases sales performance, it also increases emotional exhaustion, which reduces sales performance.


Research limitations/implications
This study extends job-demands resources theory by proposing internal competitive work environment as a challenge demand and extends the theory by proposing that a salesperson's time management skills as a personal resource that may reduce such environment's deleterious effects.


Practical implications
Sales managers should consider the complex nature of increasing competition within the organization and assess the ability of their workforce to effectively manage their time. Training programs that develop time management skills should also be promoted.


Originality/value
To the best of the authors' knowledge, this study is among the first to consider the multifaceted effects of the internal competitive work environment in a B2B sales context. By focusing on the duality of the work environment, this study provides a greater understanding of the influences of organizational factors on sales performance.

Purpose
This paper aims to review the existing literature on the effects of the COVID-19 pandemic on gender and work roles to determine whether the pandemic has undermined the status, pay and advancement of women or has provided opportunities for reducing gender inequality.


Design/methodology/approach
The author reviewed the literature on the effects of COVID-19 and past pandemics on gender equality, focusing on job loss, the effects of being in essential occupations on health and well-being, the increased domestic responsibilities of women and men due to closure of schools and other social services and the effects of telecommuting on gender roles.


Findings
The pandemic has generally created challenges for women's advancement. More women than men have lost their jobs; more women than men are in essential jobs that expose them to infection and psychological stress, and women have had more work disruption than men have had because of increases in childcare and other responsibilities. On the other hand, telecommuting has increased men's amount of childcare, and this does have the potential to increase men's childcare responsibilities in the long term, thereby reducing the gender gap in domestic responsibilities and increasing gender equality.


Research limitations/implications
The COVID-19 pandemic is still ongoing and the research on the pandemic's effects are new and ongoing.


Originality/value
To the best of the author's knowledge, this is the first scholarly review of the literature on the potential effects of COVID-19 on the gender gap in pay and advancement.

La presente investigación tuvo como objetivo general, determinar el nivel de relación entre el liderazgo militar y el desempeño laboral de los oficiales del regimiento de caballería blindado "Samuel del Alcázar Valdivia" N° 101 – Tacna 2019; es así que se plantea como hipótesis la existencia de una relación significativa entre el liderazgo militar y el desempeño laboral de los oficiales. La presente investigación es cuantitativa, de diseño descriptiva correlacional y transeccional, aplicándose dos cuestionarios a una muestra de 45 oficiales, una sobre la percepción del liderazgo militar y la otra sobre el nivel de desempeño laboral de los oficiales. La prueba de hipótesis principal comprobó que el liderazgo militar percibida por los oficiales se relacionan significativamente con desempeño laboral de los oficiales, 2019. ; The objective of this research was to determine the level of relationship between the military leadership and the job performance of the officers of the armored cavalry regiment "Samuel del Alcazar Valdivia" No. 101 - Tacna 2019; Thus, the existence of a significant relationship between military leadership and the job performance of officers is hypothesized. The present investigation is quantitative, with a descriptive correlational and transectional design, applying two questionnaires to a sample of 45 officers, one on the perception of military leadership and the other on the level of work performance of the officers. The main hypothesis test proved that the military leadership perceived by the officers is significantly related to the job performance of the officers, 2018.

Purpose
A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics.


Design/methodology/approach
Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources.


Findings
The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF.


Research limitations/implications
The relatively small sample size, particularly for women, limits generalizability of the results.


Practical implications
To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts.


Originality/value
The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

Gendered processes and outcomes are pervasive in organizational life. They shape how individuals perceive their career prospects, which types of opportunities they pursue, how they get work done within organizations, and how they balance this work with the rest of their life. Organizations themselves also shape and are shaped by gender dynamics, from the ways they design jobs and performance evaluation systems to the assumptions managers make about individuals' preferences and motivations. This virtual special issue collects together 14 papers published in Organization Science that challenge common understandings about the sources of gender differences in career outcomes, the effects of balancing work–life obligations, and the ways that gender dynamics play out in teams and organizations. An important insight that emerges from a comparison of these studies is that demand effects are often confused for supply effects. What looks like a supply problem—we think that women choose not to aspire to top positions or to jobs in top paying fields—might actually be a demand problem—organizations or jobs look unappealing to women because of past histories of not hiring or promoting women into leadership roles or of making work–life balance appear to be impossible. These studies suggest that essentialist explanations that attribute gendered outcomes to inherent characteristics or choices of women might be too simplistic or inaccurate. Instead, future research would benefit from examining the complex interactions between supply-side and demand-side drivers of gender inequality.

Purpose
The purpose of this paper is to examine the relationship of gender-sensitive practices and family support in predicting psychological well-being of women assessed as stress, job satisfaction, commitment and intent to leave. Using the crossover theory, it also examines how gender-sensitive practices lead to family support, which in turn leads to reduced stress leading to high satisfaction and commitment and reduced intention to leave.


Design/methodology/approach
Data were obtained from a sample of 302 women employees working in call centers in NCR, India on psychometrically sound scales.


Findings
Analysis revealed that gender-sensitive practices are positively related to family support through the mechanism of crossover. Amply supported by data, the study exhibits the complementary relationship between gender-sensitive practices and family support, and their impact on psychological well-being of women employees.


Research limitations/implications
The sample may reflect same source bias as the data are collected from a single source.


Practical implications
The implementation of effective gender-sensitive practices might invite strong family support and then, both can be a source of great happiness to women employees and can lead to reduction in stress and, hence, greater job satisfaction, commitment and lesser intent to leave.


Originality/value
Very few research exist which have taken up the issue together. So, this study is an endeavor toward understanding the relationship between gender-sensitive practices and family support and their effect on job outcomes in a novel socio-cultural environment.