Ostracism is among vastly researched and discussed psychological phenomena that have been discussed in the workplace context vastly for three decades. As the severity of the issue, employees usually let the discrimination go unnoticed and therefore the cases are not reported. To understand the underlying factors that can result in its initiation, the study examines the factors that cause ostracism. The study explores the contextual environment and the factors that influence or stop the effects of ostracism in the working environment. Moreover, the study argues on the personal outcomes factors which can be the result of stressful working culture and additional workload. The study also explores how different working environment, such as employment opportunity and power distance have a role to play in this scenario. To test the study, the data was collected from the employees and supervisors of the departmental stores in Pakistan and Sweden. The number of respondents for the data was 480 (in total after data screening). As the study had multi structural model, therefore the data was testes with Confirmatory factor analysis and Structural Equation Modelling to measure the effect of different variables on the respondents. The study reveals that the factors reveal the significant effect on the employees of service industries and it results in having negative effects on psychological and health factors of an employee. It also reveals that when these issues are not resolved, employees often intend to leave the organization voluntarily not to be ostracised. Furthermore, the study also discovered insignificant results within the context of employment opportunity due to the spread of the Corona Virus Pandemic (COVID-19). The employees could not be certain about the employment opportunity in the service industry. The study suggests that it is important for services firms especially departmental stores to develop a supportive environment for the employees and allow them to fulfil their need for belongingness by performing better at the workplace.

This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed.

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This study examined the impact of dissent and workplace freedom of speech on employees’ well-being (subjective, psychological and workplace well-being). Data for the study were collected through an online survey distributed to employees of various organizations. The findings revealed that upward dissent was positively related to subjective well-being (consisting of life satisfaction, positive affect and negative affect), psychological well-being, workplace well-being, and workplace freedom of speech. Lateral dissent was positively related to negative affect, workplace well-being and negatively related to life satisfaction and positive affect. However, there was no relationship between lateral dissent and psychological well-being. Workplace freedom of speech was positively related to psychological well-being and workplace well-being. Practical and theoretical implications are discussed.

Guidelines and laws prohibit smoking in public places, and evidence supports the safety and effectiveness of workplace wellness programs in promoting healthy environments. A long-term care (LTC) facility selected as the focus for this project does not offer wellness programs and does not restrict on-site smoking by employees. The purpose of this project was to construct an evidence-based smoking cessation education program for delivery to employees at the LTC facility. The practice-focused question addressed whether a workplace wellness smoking cessation education program would increase employees' knowledge of the harmful effects of smoking and promote engagement in smoking cessation strategies. A pretest and posttest to assess knowledge of the harmful effects of smoking was designed to be administered to employees prior to and after the education program. A panel of 6 experts consisting of 4 clinical nurse specialists, a nurse educator, and a nurse researcher was selected to assess the potential effectiveness of the education program. A 10-question survey was used to obtain the panel experts' evaluation of the program. Descriptive statistics were then used to analyze the results. Nearly all of the experts surveyed reported that they would recommend the education program to a friend or colleague, with 66% selecting "very likely" This is indicative of the potential for the program to be effective. Findings might support social change at the selected facility by increasing staff knowledge of the harmful effects of smoking and staff commitment to participating in a smoking cessation program.

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Background: The culture of a company has a significant influence on its creativity andinnovativeness. For this reason, it is important to build a corporate culture that promotes creativity and innovation. But the conditions for doing this have changed dramatically in recent years. Also due to the Covid-19 pandemic, many employees work from home offices and form virtual teams. This leads to massive changes in the way people work together and thus in the culture of the company. Purpose: The research purpose of this study is to create a framework that incorporates the elements of a digital workplace culture and provides leaders with a tool to create a culture that promotes creativity and innovation in the context of the digital workplace. Method: The method used to conduct the study was the multiple case-study according to Eisenhardt (1989). The approach was qualitative and inductive. Within 13 cases, acomprehensive picture of creative and innovative companies and their corporate culture was derived. Conclusion: The result of this study is a framework that describes the elements of a digital workplace culture that promotes creativity and innovation. These elements are classified into four different levels. The organizational level includes all the elements that are relevant at the company level. The team level contains the elements that determine the culture in the team. The individual level includes the elements that individuals need or contribute to a digital workplace culture that promotes creativity and innovation. In addition, managerial practices were identified. These explicitly help managers to build a DWC that promotes creativity and innovation.

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Thesis (M. Com. (Human Resources Management)) -- University of Limpopo, 2021 / This study investigated the relationship between organisational culture and workplace bullying among non-academic staff at a South African University. A quantitative research method was adopted and a sample size of 200 non-academic staff was randomly recruited. Data was collected using a structured questionnaire which consisted of questions from the Negative Acts Questionnaire and the Organisational Culture Assessment Instrument. Data were analysed using descriptive statistics and regression analysis. The hierarchical culture was found to be the dominant organisational culture and that workplace bullying incidences occurred weekly within the organisation. Regression analysis results showed a significant negative relationship between clan culture and workplace bullying while a positive and significant relationship was established between hierarchical culture and workplace bullying. Conversely, the link between adhocracy and market culture with workplace bullying was found to be insignificant. University top management was recommended to design internal policies with clear reporting procedures to eliminate workplace bullying incidences.