Suchergebnisse

A concept analysis of workplace ostracism
The article describes and analyses the concept of workplace ostracism by using Rodgers´ evolutionary concept analysis. The aim of the study is to clarify, specify and distinguish the concept of workplace ostracism from other similar phenomena and concepts. The research material consists of scientific articles collected through an integrative literature review (n=35) dealing with ostracism from working life and/or the organizational perspective. An analysis of the data revealed four specific characteristics of workplace ostracism: exclusion from social interaction, ignorance and avoidance of eye contact of which are non-verbal. Workplace ostracism can occur either unintentionally or intentionally, may occur only partially within an organization. The consequences of workplace ostracism can be divided into psychological, social and pragmatic consequences. The conceptual definition of workplace ostracism is an important basis for future empirical research that will include a conceptual definition yet to be tested, amplified, and established.

The purpose of this paper is to understand better what kinds of expectations Finnish home care workers have about self-organizing teams and what kinds of outcomes Finnish early adopters have experienced after self-organizing principles have been introduced to their organization. To this end, we share results from two research projects that have coached Finnish home care and assisted living teams towards self-organizing team practices. We will identify expectations about self-organization by interviewing and gathering information from home care workers who will soon be coached toward self-organizing practices. We will then evaluate outcomes of self-organization by comparing personnel survey results between teams working in home care and assisted living facilities that have and have not been coached towards self-organizing work practices. Our findings reveal that, although management and team members perceive their current organizational environment differently, both parties share the will to evolve towards self-organizing work practices. The early results of coaching home care teams towards self-organization suggest that achieving change is likely to be a slow process.

The issue to be addressed in this study is whether ownership and HRM practices are associated with employees' perceptions of organisational justice, job control and job demands. The study focuses on care personnel working in sheltered housing facilities for elderly people. Multi-level linear regression is applied to analyse the data. The results support the argument that an increased similarity between public, not-for-profit and for-profit organisations is emerging in HRM issues. HRM practices were found to associate with positive outcomes in organisational justice and job control. However, to be successful in the implementation of HRM, it is crucial that employees understand the justification for each procedure as well as find it a useful resource in terms of their own job.