In recent years, the use of virtual work has increased due to digitalization and the effects of theCovid-19 pandemic. A growing number of companies have shifted to a hybrid model or anentirely virtual model of work. This trend toward virtual work has created a need for leaders tohave skills applicable to the complexities of communication and connection that can occur ina virtual environment. Since for many leaders and companies this environment may be new,they are presented with the challenge of developing leadership skills that can help them tonavigate their roles. Leadership development is an area that has been studied extensively butnot necessarily within the virtual context. Therefore, in order to face the challenges of virtualleadership, leadership development that considers the complexity of a virtual and globallydistributed context is needed. As such, this thesis aims to investigate whether virtual leadershipprograms can develop leaders, given this complex context, and if so, in what ways. This thesisis a qualitative case study, and the data has been collected with questionnaires from a companythat has completed virtual leadership program. Data were later analyzed in connection with atypology of development to determine how leaders in a virtual and globally distributed contextcan be developed. The findings show that the virtual leadership development program’sefficiency depends on how well different kinds of developments have been included in it.

Leading multicultural teams is one of the main challenges faced by today’s leaders. The advantages often associated with multicultural teams (e.g., collaboration and integration of different knowledge, ideas, and approaches to a task) are often the major challenges in leading these teams. The literature on effective multicultural teams has identified leadership as an important factor for team effectiveness. Therefore, the goal of this study was to examine the effect of leader social distance in multicultural teams. A lab study was designed to test the impact of experimentally-manipulated leader social distance (socially close or socially distant) on the relationship between team member diversity and team affect, processes, and performance. Results varied for female and for male teams. Specifically, the nature of the interactions between leadership and team diversity depended on the specific cultural dimension measured and the gender of the team. In the end, the impact of diversity on culture in female teams was improved by close leaders (the relationships were positive), and worsened by distant leaders (the relationships were negative) for team affect, processes and viability. For male teams, the impact of diversity was always negative in both leader conditions; however, in distant leader conditions the relationship was more negative. Implications for theory and practice are discussed along with suggestions for future research.

This dissertation seeks to comprehend and respond to deterioration in what is considered to be a very significant foundation of human flourishing - a sense of vigour, vitality, purpose and meaningfulness in work. The term flourishing in the workplace is offered both in the sense that work satisfies a person's economic needs (fair pay and job security) and in the sense that it satisfies a person's deeper sense of vocation, of Spirit-led calling. This dissertation responds to the concerns that the postmodern workplace, for a number of reasons, inhibits a person's ability to flourish. Yet, this dissertation will argue, there is a deep thirst for meaningfulness in our daily endeavour. We are settling for less. From the research conducted, this dissertation develops an approach to practices of leadership that bring about deep purpose to be derived from our work. Further, this dissertation develops an approach for ministry that might facilitate these Spirit-led practices. The premise is that leadership that is self-centred must be transformed into leadership that is other-centred. Leadership is conceived as critical to the nurturing of human flourishing, ultimately affecting our behaviours beyond the workplace. There are two dimensions to the qualitative research designed for this dissertation, as described by the questionnaires completed by research respondents. The first is to seek an unaided broad response to questions regarding peoples' sense of purpose, self-esteem, value, and self-actualization. The second is to seek an understanding of the degree to which such responses are shaped by a person's sense of faith. Beyond these dimensions, the research explores the extent to which respondents engage with a minister or spiritual counsellor.

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Yes / The Management NVQs were (according to their proponents) designed to provide a new mechanism for certifying workplace competence. Centred on descriptions of practice in the workplace they offered a qualifications route that could be accessed by all. This article draws on an in-depth study of the implementation of NVQs in three private sector organisations. It argues that, in practice, this competence-based format is highly problematic. Candidates are required to work towards criteria that may not match their roles and responsibilities, developmental work is systemically discouraged and work is routinised. The article concludes by arguing that these flaws are structural ones which may be expected to continue as long as NVQs continue to attempt to distil the essence of occupations into `standards¿.

Yes / This paper investigates the relationship between workplace flexibility practices (WFPs) and corporate performance using data from the British Workplace Employment Relations Survey 2004. Disaggregating WFPs into numerical, functional and cost aspects enables the analysis of their relationships to an objective measure of corporate performance, namely workplace financial turnover. Furthermore separate analyses are presented for different types of workplace: differentiated by workforce size; ownership; age; wage level; and unionization. Results show that different types of workplaces need to pay attention to the mix of WFPs they adopt. We find that certain cost WFPs (profit-related pay, merit pay and payment-by-results) have strong positive relationships with corporate performance. However, training delivers mixed corporate performance results, while the extent of job autonomy and the proportion of part-time employees in a workplace have an inverse association with corporate performance. Given the limited existing research examining disaggregated measures of WFPs and objectively measured corporate performance, this paper offers useful insights for firms, policy makers and the overall economy.

The study's purpose is evaluating the relationship between locus of control and selfesteem in relation to the registered nurse's experience and perception with lateral and vertical incivility. There is a lack of research concerning nurse-to-nurse incivility within the nursing profession. The hypothesis examined whether dynamics of locus of control and self-esteem could provide insight into the personality dynamics influencing incivility in the workplace. This non-experimental quantitative study used 2 self-evaluation tools and 1 demographic survey tool to collect data via Survey Monkey, a commercial data collection company. Participants were 65 randomly selected faculty (n = 36) and graduate students (n = 29) from schools of nursing in Southern California, all active practitioners. Descriptive statistics provided the demographic data and RNs' experience of incivility analysis. Inferential statistics, t-test, and Pearson's correlation analyzed the relationships between study variables. Study results indicated no significant negative relationship between RNs' perceived experience with lateral and vertical incivility, and RNs' level of self-esteem and locus of control. Participants indicated a greater than 80% experience with incivility in the work place either directed at the participant or towards a colleague. The study results will be of interest to health provider managers as a means of insight into the pervasiveness of incivility in the workforce. The study indicated the problem of professional incivility is widely encountered, it rules out the hypotheses that self-esteem and locus of control are related to the problem, and it encourages the need for further study as to the etiology and dynamics of the problem.

2006年6月國際勞工組織(ILO)所公佈名為工作暴力(Violence at Work)的調查報告中指出，不論是在開發中或已開發國家中，職場暴力：包括霸凌 (bullying)、聚眾滋擾 (mobbing)及受到精神狀態不穩定的同事威脅、性騷擾和他殺等在全球出現增加的趨勢，因此職場暴力已被認為是職業危害之一，近幾年逐漸受到社會大眾的注意，現今已經是超越國界、超越各種職業，變成一種全球性的問題，各個先進國家針對職場暴力問題進行了各項調查以及研擬了因應的措施與政策，只求降低職場暴力所帶來的經濟損失和勞工傷亡。但是從我國的勞動政策來看，職場暴力尚未受到相關政府行政單位的重視，由於過去我國主要產業以製造業為主，製造業的職業危害來自於機械以及化學物質，因此職場暴力這一種較容易發生於服務業的職業危害，在實務上缺乏相關研究報告以及調查數據，近年來我國產業逐漸轉向服務業以及高科技產業，職場壓力和職業暴力的隱憂逐漸浮現出來，令人無法輕視以及疏忽。 本研究透過蒐集國際勞工組織、世界衛生組織等國際性機構，有關職場暴力之研究與數據，並且配合美國、英國、加拿大和澳洲等國家的資料進行比較研究，對於職場暴力的定義和類型等基本要素，做了詳細的介紹；另外更是針對職場暴力的事前預防、過程控制以及事後處理等多方面步驟，整理出主要的應變措施。最後針對我國職場暴力政策不足之處，提出了些許的建議，希望透過這些不同的數據以及文獻，能夠對我國職場安全以及勞工安全衛生有些微的助益，並且能讓我國政府開始重視職場暴力的影響，不要讓高職場暴力風險行業的勞工獨自承受暴力的威脅，終日生活在恐懼的陰影之下，讓我國勞工可以享受工作所帶來的充實感，而非冒著生命財產安全受到威脅進入職場。 / International Labour Organization published the report(Violence at Work) in June 2006 , in the report , it mentioned whether in developed and developing countries, workplace violence (include: bullying, mobbing, sexual harassment and threat from co-worker with mental illness) increases exponentially over the world. Workplace violence becomes an occupational hazard and receives attention from the community; the issue has already beyond borders and race. All advanced countries survey and draft measures and policy of workplace violence for reduce economic losses and labour casualties. But in our labour policy, workplace violence didn’t receive attention from government agencies. In the past, our country had developed manufacturing industry and noticed the occupational hazard of mechanical and chemical substances, so we don’t do more study and survey with workplace violence. In recent years, our country’s industry toward the service industry and high-tech industry, the worry of workplace stress and workplace violence has surfaced and we can’t despise or neglect it. This study collects the international agencies’ research and data about workplace violence, and takes the data of United States, United Kingdom, Canada and Australia etc. country to compare. To introduce the definition and type of workplace violence in detail, and summarize the emergency measures for preventing, controlling and redeeming to workplace violence. Finally, to provide the suggestion of the deficiencies in our country’s workplace violence policy. To hope can supply some help to our country’s occupational safety and health, and then the government can start paying attention to the effect from workplace violence. Don’t let the labour face the threat from workplace violence alone and life under the shadow, let them can enjoy the happy from working really.

The Canadian population is aging, as is the Canadian workforce. Today, four generations find themselves cohabiting in the workforce together. This may have an impact on workplace collaboration and communication, as both of these processes are influenced by group perceptions. Academic research has focused upon workplace interactions mainly from a younger worker’s perspective; hence, the older worker’s voice has been overlooked. The objective of this study is thereby from an older worker’s perspective, to understand how generations perceive each other in the workplace, and further, understand how these perceptions influence intergenerational communication and collaboration. To do so, we have relied upon Communication Accommodation Theory and Social Identity Theory, and have conducted a survey to measure the influence of ageist stereotypes on communication and its accommodation, in addition to such influences on knowledge transfer. Theoretical and practical implications are discussed.