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نتیجه جستجو - کارمندان

تعداد مقالات یافته شده: 57
ردیف عنوان نوع
1 شناسایی و مدیریت سوء تغذیه در بیماران بستری: بررسی دانش و نگرش کارکنان
سال انتشار: 2020 - تعداد صفحات فایل pdf انگلیسی: 11 - تعداد صفحات فایل doc فارسی: 21
زمينه و هدف: سوء تغذيه موجب كاهش عملكرد و پيامدهاي باليني ناچیز در بيماران بستري می شود. این مطالعه با هدف بررسی دانش کارکنان بالینی در مورد شناسایی و مدیریت سوء تغذیه، ارزیابی نگرش و دانش سوء تغذیه به صورت مسئولیت مشترک بین رشته¬ای انجام شده است.
مواد و روشها: اين مطالعه به منظور توزیع کارکنان باليني (پزشكي ، پرستاري ، رژيم غذايي و بهداشت) در سه دانشگاه بيمارستاني از جمله مكان هاي حاد، کمی حاد و توانبخشي انجام شد.
نتایج: نتایج حاصل از نظرسنجي 14٪ كاركنان باليني واجد شرايط (116 پرستار ، 68 پزشك ، 20 متخصص تغذيه و 98 نفر از كاركنان بهداشت) مورد بررسی قرار گرفت. به استثنای متخصصین رژیم غذایی ، پاسخ به سؤالات مربوط به مهارت و دانش در زمینه های شناسایی سوء تغذیه ، تشخیص ، درمان و مدیریت ، کمتر از حد مطلوب بود. تنها پاسخ 60٪ از كاركنان پزشكي / جراحي و 42٪ از كاركنان پرستاري توانایی خود را در تشخيص سوء تغذيه گزارش كرده اند. پاسخ به سوالات مربوط به مسئولیت سوء تغذیه بسیار متغیر بود و هیچ کسی "مالکیت مشترک" سوء تغذیه را در مسئولیت بالینی پیشنهاد نکرد.
نتيجه گيري: به غير از متخصصان رژيم غذايي ، مهارت هاي مديريت سوء تغذيه متوسط بود و شکاف دانش در کارمندان باليني دیده شد. در مورد مسئولیت مراقبت از سوء تغذیه بیماران بستری نوعی سردرگمی نیز وجود داشت. برای بهبود تغذیه بیماران بستری ممکن است نیاز به درگیر شدن بیش از حد چند رشته و آموزش بهبود یافته باشد.
واژه‌های کلیدی: سوء تغذیه | تیم بین رشته ای | دانش | نگرش ریسک | بیماران بستری (بستری)
مقاله ترجمه شده
2 Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust
اشتغال مولد و کار مناسب: تأثیر پذیرش هوش مصنوعی در قراردادهای روانشناختی ، مشاغل شغلی و اعتماد کارمندان-2020
This research examines the tension between the aims of the United Nations’ Sustainable Development Goal 8 (SDG 8), to promote productive employment and decent work, and the adoption of Artificial Intelligence (AI). Our findings are based on the analysis of 232 survey results, where we tested the effects of AI adoption on workers’ psychological contract, engagement and trust. We find that psychological contracts had a significant, positive effect on job engagement and on trust. Yet, with AI adoption, the positive effect of psychological contracts fell significantly. A further re-examination of the extant literature leads us to posit that AI adoption fosters the creation of a third type of psychological contract, which we term “Alienational”. Whereas SDG 8 is premised on strengthening relational contracts between an organization and its employees, the adoption of AI has the opposite effect, detracting from the very nature of decent work.
Keywords: Artificial intelligence | Psychological contract | Employee engagement | Job trust | Sustainable development goals | Decent work
مقاله انگلیسی
3 The nexus between HRM, employee engagement and organizational performance of federal public service organizations in Ethiopia
پیوند بین منابع انسانی ، مشارکت کارکنان و عملکرد سازمانی سازمان های خدمات عمومی فدرال در اتیوپی-2020
¼The study of HRM and Performance of public service is an extremely relevant theme. Although studies on the HRM-performance link have been well documented, the results were inconclusive. Besides, previous studies have paid little attention to the public service from developing countrys context. Drawing on the AMO Model and SET, the present study examined the effect of HRM System on Employee Engagement and Organizational Performance. Likewise, this study tested the intervening effect of Employee Engagement in the HRM-performance link. Using a sample of federal employees (n 340) in government organizations, we tested the hypothesized three-factor model using SEM. The finding of the study shows that there is a positive and significant relationship between HRM, Employee Engagement and Organization Performance. Besides, employee engagement partially mediated the link between HRM and Performance. Concerning the effect of the individual HR practices, the present study revealed a positive and differing effect of HR practices on both engagement and performance although the magnitude effect is smaller than, the combined effect of the HR practices together. Moreover, Autonomy was identified as an important driver of both engagement and performance. This result contributes to the HRM- performance debate. As a final point, the present study incorporates conclusions, implication and future research direction.
Keywords: Organization performance | Public service organizations | Employee engagement | Human resource management | HRM-Performance nexus | Management | Business management | Business
مقاله انگلیسی
4 Well on the way: An exploratory study on occupational health in hospitality
خوب در راه: یک مطالعه اکتشافی در مورد بهداشت حرفه ای در مهمان نوازی-2020
This study conducted a comprehensive review of work conditions and health risks/problems for various hos- pitality workers and summarized the various health and wellness promotion programs available in the work- place with the aim of identifying the key elements of successful employee wellness programs. In this review, physical health problems, such as musculoskeletal disorders, lung diseases, and dermatologic diseases, as well as mental health problems that are common among hospitality employees were discussed. In addition, different types of wellness programs that may help employees to overcome these health problems were included. In the next stage, interviews with hotel staff holding multiple positions were conducted to identify the most significant health challenges and assess their preference for various types of wellness initiatives. Using MAXQDA Pro, health-related categories and themes were extracted from the interviews. Participants believed that the lack of time, physical challenges and stress are the top three wellness challenges in the hospitality industry. In order to tackle the challenges, they stated that hospitality businesses should provide various wellness initiatives including healthy eating and weight management, smoking cessation, stress management, exercise programs, and fitbits or other wellness tracker devices.“Healthy people make healthy companies…… healthy companies are more likely, more often, and over a longer period of time, to make healthy profits and to have healthy returns on their investments.”―Rosen (1986)
Keywords: Wellness | Employee wellness programs | Health barriers | Hospitality workplace
مقاله انگلیسی
5 A systematic review on green human resource management: Implications for social sustainability
یک بررسی منظم در مدیریت منابع انسانی سبز: پیامدهای پایداری اجتماعی-2020
This article identifies current progressions and research gaps in Green Human Resource Management literature and investigates the future of green practices in meeting the social sustainability requirements of an organisation. Considering the growing awareness on greening and sustainability, a systematic review of the domain specific literature was carried out using the Scopus and Google Scholar databases which resulted in a set of 174 scientific articles between 1995 and 2019. NVivo Plus software version 12 was used for quantitative processing as well as qualitative analysis of data. Content coding and cluster analysis were performed, the results of which exhibited three clusters namely, green human resource management practices, employee green behaviour at workplace and organisational sustainability. Further manual analysis revealed social sustainability to be the least explored area than economic and environmental pillars of sustainability. From this, the authors conceptually explored a theoretical model suggesting the mediational role of ‘employee green behaviour at workplace’ in the relationship between ‘green human resource management practices’ and ‘social sustainability’ of organisations using grounded theory approach. Therefore, prioritising social equity, health, wellness and well-being, this work examines the state-of-the-art in green human resource management research to unravel the enormous potential of core green practices envisioning social sustainability, which has not been established till date. Based on the content coding, clustering, and further analysis, propositions, future paths and implications are also presented.
Keywords: Green human resource management | practices | Employee green behaviour at workplace | Organisational sustainability | Sustainable human resource management | Social sustainability | Content analysis
مقاله انگلیسی
6 The importance of human-related factors on service innovation and performance
اهمیت عوامل مرتبط با انسان در نوآوری و عملکرد خدمات-2020
Firm size, collaboration, foreign ownership and the level of formal training for employees are just some of the key inputs considered to be important in the amount of Service innovation in Tourism firms. However work has called for a greater empirical understanding on service innovation in Tourism and deeper consideration of employment focused practices as front line employees are crucial to innovation. The relationship customers have with service providers is a key determinate of satisfaction and as such the aim of this research is to unpick further the human-related factors associated with this area of study. Data for this research paper were gathered from 201 tourism service firms located throughout Japan. Whilst the results indicate that committed front-line employees and leadership are found to be the primary antecedents of service innovation, knowledge management and instilling creativity through the firm are also key. Our results suggestion that organizations can leverage the benefits associated with human-related factors to enhance service innovation behaviours and increase business performance.
Keywords: Employee commitment | Human-related factors | Service innovation | Tourism service firms
مقاله انگلیسی
7 Corporate entrepreneurship, country institutions and firm financial performance
کارآفرینی شرکتی ، نهادهای کشور و عملکرد مالی محکم-2020
Adopting an institutional perspective, we propose that home country intellectual property (IP) and employee protection institutions moderate the relationship between corporate entrepreneurship (CE) and firm perfor- mance. Examining 9642 European firms, we find that whereas internal CE is more positively correlated with firm performance in countries with less stringent IP protection and less stringent employee protection, external CE is particularly negatively correlated with firm performance in countries with less stringent IP protection and more stringent employee protection. These results provide a richer view of the relationship between CE and firm performance than the extant entrepreneurship and international businesses literatures suggest.
Keywords: Corporate entrepreneurship (CE) | Institutions | Intellectual property (IP) protection | Employee protection | Performance
مقاله انگلیسی
8 External knowledge modes and firm-level innovation performance: Empirical evidence from sub-Saharan Africa
حالت های دانش خارجی و عملکرد نوآوری در سطح شرکت: شواهد تجربی از کشورهای جنوب صحرای آفریقا-2020
This paper examines the significance of external knowledge sources as impacting factors on innova-tion by incorporating a variety of external sourcing strategies, the firm’s internal competencies and theindustry attributes, into a unique analytical framework in predicting the innovative capabilities of firmsin developing countries. The World Bank Enterprise and Innovation follow-up dataset for manufacturing,service and retail firms in 11 countries in sub-Saharan Africa is utilised to assess the degree to which firmsutilize external sources of information (customers, competitors, consultants, new employees and work-shops) in the implementation of product, process, marketing and organizational innovation. Sectoral andcountry-specific estimations are performed with IV binary treatment and Tobit models, respectively. Thefindings demonstrate that, although internal sources are essential, external sources of information arealso necessary to attain the desired level of innovativeness. These findings confirm the open innovationliterature in that firms that open their innovation process and utilise distinct knowledge sources havea superior capability to introduce innovations. The paper provides significant contributions to the lit-erature. The paper uncovers three sources of external knowledge linking indirect players in the marketthat are not common in the literature (consultant, new employees and workshop). The study shows thatthe baggage of knowledge inherent in these three sources is indeed essential to the innovative capabil-ities of the firms. Second, the results also reveal that the essentiality of external sources of knowledgediffers conditional on the type of innovation considered (product, process, marketing or organisational),dependent variable operationalisation, sectoral, methodical configurations, and country specifics. Third,the study contributes to the understanding of how firms in emerging economies develop competenciesfor innovativeness through the interplay of knowledge from both direct and indirect market players. Thefindings offer essential insights on how management could invest in the distinct, useful and preferredexternal sources to best foster a compelling introduction of any innovation. The study further providesrobust and novel evidence of the role of new consultants, employees and workshops on firms’ propensityto innovate.
Keywords: External knowledge modes | Innovation | Firm-Level | Developing countries | Competitors | Consultants | Customers | New employees | Workshops
مقاله انگلیسی
9 Staffs perception of Patients’ affiliation and control in a Highly Secure Psychiatric Setting
درک کارکنان از وابستگی و کنترل بیماران در یک محیط روانی کاملاً ایمن-2019
Effective interactions between patients and staff have been associated with positive ward climate and therapeutic effects, but also pose a challenge in high secure forensic psychiatric settings. The goal of this study was to gain more insight into i) the characteristics that play a role in how staff members perceive the interpersonal style of patients, and ii) whether these perceptions are related to patients’ evaluation of ward climate and satisfaction with daily staff. Staff members (n=69), rated the interpersonal style of 102 male patients. Satisfaction with daily staff and ward climate were rated by 45 patients. Results show that patient characteristics (primary diagnosis, patient age, disruptive behavior, recent problems with symptoms of major mental disorder and recent problems with treatment or supervision response) were related to how staff perceived the interpersonal style (i.e., affiliation and control) of patients. Furthermore, the level of affiliation was positively related to patients’ satisfaction with daily staff. Patients that were seen as more controlling by staff were less satisfied with the safety on their ward (as a factor of ward climate). The results indicate that perception of patients’ interpersonal style entails patient related information and can be relevant for staff to use in their work.
Keywords: Interpersonal style | Forensic psychiatric patients | Staff members
مقاله انگلیسی
10 Police staffing and workload assignment in law enforcement using multi-server queueing models
کارکنان پلیس و تخصیص بار کاری در اجرای قانون با استفاده از مدل های صف بندی چند سروری-2019
Criminal activities have been posing threat to human societies. In many countries, police officers have been serving as one major solution in addressing crime. However, some countries suffer from a scarcity of police officers and the unbalanced distribution of police forces. In this research, we study the law enforcement problem to address the aforementioned situation by dividing it into two sub-problems, i.e., the police staffing problem and the workload assignment problem. To improve staffing efficiency and service quality, we propose a double-resource queueing model (DRQM) with referral and a single-resource queueing model (SRQM) with inner classification. We solve the problems of police staffing and workload assignment by optimizing the referral threshold in the DRQM and the inner classification criterion in the SRQM. Results show that the SRQM with inner classification can always achieve higher staffing efficiency than the DRQM with referral. On service quality, dependent on the optimal referral threshold in DRQM or the optimal inner classification criterion in SRQM, either DRQM or SRQM is preferred.
Keywords: Decision support systems | Law enforcement | Police staffing | Workload assignment | Queueing model
مقاله انگلیسی
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