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Integration processes after mergers are fraught with difficulties, and constitute a main cause of merger failure. This study focuses on the human aspect of post-merger integration, and in particular, on the role of occupational identification. We theorize and empirically demonstrate by means of a survey design that employees' identification with their occupation is positively related to their willingness to cooperate in the post-merger integration process, over and above the effect of organization members' organizational identification. This positive effect of occupational identification is stronger for uniformed personnel but attenuates in the course of the integration process. Qualitative interviews further explore and interpret the results from our statistical analysis. Together, these findings have important practical implications and suggest future research directions.

An empirical research study was conducted to determine the relationships between the personality needs and identification models of organizational personnel. Also examined were the effects of managerial position upon such relationships. Variables under investigation included n Affiliation, n Achievement, organizational identification, work group identification, occupational identification, and external group identification. To reflect the impacts of differing occupations and organizational philosophies, data was collected and analyzed from a geographically diverse sample of 187 U.S. industrial employees. Significant findings of the study showed that (a) among managers, both n Affiliation and n Achievement were directly associated with each of the identification models, whereas (b) among nonmanagers, n Affiliation was related directly to occupational identification and work group identification, with n Achievement being directly associated only with occupational identification.

Women have made substantial inroads into some traditionally masculine occupations (e.g., accounting, journalism) but not into others (e.g., military, surgery). Evidence suggests the latter group of occupations is characterized by hyper-masculine 'macho' stereotypes that are especially disadvantageous to women. Here, we explore whether such macho occupational stereotypes may be especially tenacious, not just because of their impact on women, but also because of their impact on men. We examined whether macho stereotypes associated with marine commandos and surgeons discourage men who feel that they are 'not man enough'. Study 1 demonstrates that male new recruits' (N = 218) perceived lack of fit with masculine commandos was associated with reduced occupational identification and motivation. Study 2 demonstrates that male surgical trainees' (N = 117) perceived lack of fit with masculine surgeons was associated with reduced identification and increased psychological exit a year later. Together, this suggests that macho occupational stereotypes may discourage the very men who may challenge them.

Objective: to elaborate the risk map; identify the occupational risks to workers in a clinical of hyperbaric medicine, to describe actions / preventive measures for the nurse's work to reduce the risks. Method: This is a descriptive and an exploratory study, with a qualitative approach. The risk map was developed using the Adobe Illustrator CS3, after authorization. Results: the work of professionals in clinical of Hyperbaric Medicine is enveloped in several occupational risk factors, highlighting the probability of fire or explosion that can cause harm to workers' health and even death. The nurse's work could act guiding / educating workers about the importance of using strategies to remove / keep away from all sources of ignition in the presence of oxygen. Conclusion: The preparation of the risk map is of paramount importance for the diagnosis of occupational risks and, therefore, the planning of preventive measures aimed at promoting the health of workers in this area.

This paper aims at defining a set of indicators to be applied in port areas on the topics of Occupational Health, Safety, Security (OHSS) and Environment. The techniques used to identify and select the OHSS indicators involved two different approaches: (i) a bottom-up method, where an extended and in-depth analysis was performed in order to assess the current indicators applied by ports and, (ii) a top-down approach, mainly based on legislation and regulations as well as the feedback from stakeholders of the port and shipping industry. The bottom-up approach analysed a total number of 526 ports, allowing the identification of the most frequent indicators used by them. The top-down approach collected valuable opinions and suggestions from the port community members. A consensus between the results obtained in the two approaches was reached in order to provide ports with the most adequate and implementable indicators. The Environmental Performance Indicators (EPIs) have been selected based on the results of previous research projects plus further discussions with port stakeholders. The information provided in this paper can be considered as a preliminary attempt to promote port performance measurement in these four sensitive fields.

Retaining key employees is often one of the most crucial goals when an acquirer buys a target firm. However, what determines whether employees stay or leave once the firm has been bought? This article investigates how organizational and occupational identification influence employee exit intentions. Based on a longitudinal configurational study in two acquired hospitals, our findings challenge the popular belief that identification with the organization consistently increases retention, and we stress the important effect of occupational identification, which has been largely neglected by research on post-acquisition integration. We find that under certain conditions, occupational identification increases employees' exit intentions but that neither identification with the firm nor identification with the occupation are necessary or sufficient to entice employees to stay or leave. Instead, their effects are contingent on the professionalization of an occupation and the degree to which employees' expectations have been disappointed. Our findings further suggest that attention is an important mediating mechanism linking identification and exit intentions, as employees focus predominantly on topics that relate to the social entities they most strongly identify with. This article develops theory on the effects of social identification on exit intentions after acquisitions and contributes to research on multi-focus identification and post-acquisition integration.

Integrates theories and findings into a tool for critical thinking, decision making, and effective practice. This volume emphasises on early detection of risk and management to prevent injury from developing into long-term disability. It is suitable for clinicians, professionals, and members of rehabilitation and disability management teams

This paper aims at defining a set of indicators to be applied in port areas on the topics of Occupational Health, Safety, Security (OHSS) and Environment. The techniques used to identify and select the OHSS indicators involved two different approaches: (i) a bottom-up method, where an extended and in-depth analysis was performed in order to assess the current indicators applied by ports and, (ii) a top-down approach, mainly based on legislation and regulations as well as the feedback from stakeholders of the port and shipping industry. The bottom-up approach analysed a total number of 526 ports, allowing the identification of the most frequent indicators used by them. The top-down approach collected valuable opinions and suggestions from the port community members. A consensus between the results obtained in the two approaches was reached in order to provide ports with the most adequate and implementable indicators. The Environmental Performance Indicators (EPIs) have been selected based on the results of previous research projects plus further discussions with port stakeholders. The information provided in this paper can be considered as a preliminary attempt to promote port performance measurement in these four sensitive fields ; Peer Reviewed ; Postprint (author's final draft)

This paper aims at defining a set of indicators to be applied in port areas on the topics of Occupational Health, Safety, Security (OHSS) and Environment. The techniques used to identify and select the OHSS indicators involved two different approaches: (i) a bottom-up method, where an extended and in-depth analysis was performed in order to assess the current indicators applied by ports and, (ii) a top-down approach, mainly based on legislation and regulations as well as the feedback from stakeholders of the port and shipping industry. The bottom-up approach analysed a total number of 526 ports, allowing the identification of the most frequent indicators used by them. The top-down approach collected valuable opinions and suggestions from the port community members. A consensus between the results obtained in the two approaches was reached in order to provide ports with the most adequate and implementable indicators. The Environmental Performance Indicators (EPIs) have been selected based on the results of previous research projects plus further discussions with port stakeholders. The information provided in this paper can be considered as a preliminary attempt to promote port performance measurement in these four sensitive fields ; Peer Reviewed ; Postprint (author's final draft)

The purpose of the study is to explore the effects of multilevel identification sources on negative and positive deviant workplace behavior within the theoretical framework of social exchange and social identity theories. Data were collected from a survey of 425 participants working in different sectors in Turkey. Structural equation modeling was used to test the research model. Results showed that organizational identification is negatively associated with negative deviant workplace behavior and positively associated with positive deviant workplace behavior. In addition, it was found that organizational identification is more related to the organizational dimension of negative and positive deviant workplace behavior; on the other hand, relational identification is more related to the interpersonal dimension of negative and positive deviant workplace behavior within the target similarity model. However, no significant relationship between occupational identification and negative deviant workplace behavior was found.