SOCIAL DIALOGUE MANAGEMENT AT THE COINTERESTED GROUPS’ LEVEL

A uniform reglementation of the social dialogue system in Romania, of its functionality and development, in the context of clearly defined responsibilities, can lead to the harmonization of construction, the avoidance of omissions and parallelisms, the assurance of all premises for an effective social dialogue - autonomy, representativeness, communication and negotiation skills, vision, organizational capacity and responsibility.social dialogue, management, social partners, dialog and social ethics, social responsibility.

Meaningful and Effective Performance Evaluations in a Time of Community Policing

It is well recognized that the success of community-policing initiatives may be dependent on a variety of organizational changes, such as decentralization, increased officer autonomy and discretion, and permanent or stable geographic assignments. What is equally important, yet often overlooked, is the importance of a revised performance evaluation system that reflects the work to be performed in a community policing atmosphere. In a community policing context, performance evaluations do far more than simply evaluate police behavior; they serve as important vehicles for increasing awareness and understanding, conveying organizational expectations, and rewarding behavior concordant with a broadened police role (Oettmeier & Wycoff 1997). This manuscript suggests a step-by-step process for administrators interested in devising an evaluation system that will accomplish these goals

Applying autonomy to distributed satellite systems: Trends, challenges, and future prospects

While monolithic satellite missions still pose significant advantages in terms of accuracy and operations, novel distributed architectures are promising improved flexibility, responsiveness, and adaptability to structural and functional changes. Large satellite swarms, opportunistic satellite networks or heterogeneous constellations hybridizing small-spacecraft nodes with highperformance satellites are becoming feasible and advantageous alternatives requiring the adoption of new operation paradigms that enhance their autonomy. While autonomy is a notion that is gaining acceptance in monolithic satellite missions, it can also be deemed an integral characteristic in Distributed Satellite Systems (DSS). In this context, this paper focuses on the motivations for system-level autonomy in DSS and justifies its need as an enabler of system qualities. Autonomy is also presented as a necessary feature to bring new distributed Earth observation functions (which require coordination and collaboration mechanisms) and to allow for novel structural functions (e.g., opportunistic coalitions, exchange of resources, or in-orbit data services). Mission Planning and Scheduling (MPS) frameworks are then presented as a key component to implement autonomous operations in satellite missions. An exhaustive knowledge classification explores the design aspects of MPS for DSS, and conceptually groups them into: components and organizational paradigms; problem modeling and representation; optimization techniques and metaheuristics; execution and runtime characteristics and the notions of tasks, resources, and constraints. This paper concludes by proposing future strands of work devoted to study the trade-offs of autonomy in large-scale, highly dynamic and heterogeneous networks through frameworks that consider some of the limitations of small spacecraft technologies.Postprint (author's final draft

Psychometry of the Multidimensional Perceived Autonomy Support Scale in Physical Education With Spanish Secondary School Students

This research aimed to adapt and psychometrically examine the Multidimensional Perceived Autonomy Support Scale in Physical Education in the Spanish context. The participants were 560 (264 men and 296 women; Mage = 14.49, SDage = 1.05) physical education secondary school students. The results underpinned a 15-item three-factor correlated model, which was invariant across gender and age. The reliability analysis reflected an acceptable level of internal consistency and temporal stability for each factor. The structural equation modeling showed that perceived cognitive, procedural, and organizational autonomy support predicted positively and significantly basic psychological need satisfaction. The Multidimensional Perceived Autonomy Support Scale in Physical Education is a valid and reliable instrument to multidimensionally measure the secondary school students’ perception of autonomy support from physical education teachers in the Spanish context

When Proenvironmental Behavior Crosses Contexts: Exploring the Moderating Effects of Central Participation at Work on the Work-Home Interface

As evidence of human impact on climate change continues to build, understanding the conditions that enable the transfer of proenvironmental behavior (PEB) between life’s two major domains (home and work) is essential to take meaningful steps forward. Building on border theory and the work-life interface literature, this study explored the nature of the relationship between PEB at home and at work (cross-context PEB) when facilitated by an individual’s sense of identity and influence (central participation) at work. Border theory adopts an agentic perspective whereby individuals can actively manage the transfer of behaviors from one domain (home) to a second domain (work) when they experience central participation within the second. An American sample of 530 Mechanical Turk participant results indicated moderate to strong effects for cross-context PEB (R2 = .20 and .55), and linear relationships between central participation facets (decision-making autonomy; r = .42 and .35), supervisor support for PEB; r = .56 and .82), and affective organizational commitment; r = .50 and .54) and workplace PEB. Although small, each facet showed distinct moderating influences that can either strengthen (i.e., decision-making autonomy; ß = .098, 95% CI [.024, .164], p \u3c .01and affective commitment; ß = .084, 95% CI [.017, .144], p = .020) or slightly dampen (i.e., supervisor support for PEB; ß = -.045, 95% CI [-.097, .002], p = .063) cross-context PEB. Post hoc analyses continued to build evidence for the organizational context (specifically organizational climate for PEB) as an importance predictor in workplace PEB (ß = .380, 95% CI [.311, .436], p \u3c .01 and ß = .812, 95% CI [.766, .852], p \u3c .01). Outcomes from the study help provide practical guidance on how to increase environmental workplace behavior and cross-context PEB, while evidence for border theory within the empirical proenvironmental research was expanded. Keywords: proenvironmental behavior, decision-making autonomy, supervisor support, affective commitment, border theory, green human resource management, work-home interface, environmental workplace behavior, organizational citizenship behavior for the environment, organizational climat

Organizational rewards and employee commitment: a Chinese study

Purpose: The purpose of this study is to assess how the cultural value orientations of individual employees moderate their attitudinal responses to different categories of organizational rewards. Specifically, it seeks to examine how one dimension of traditionality, respect for authority, moderates the relationship between affective organizational commitment and three variables: pay satisfaction, autonomy and satisfaction with supervision. Design/methodology/approach: Hierarchical regression analysis was utilized to analyze survey data obtained from a sample of 290 employees of a major Chinese airline company. Findings: Employees high in traditionality were found to exhibit higher levels of affective commitment when autonomy and satisfaction with supervision was low. When autonomy and satisfaction with supervision was high employees low in traditionality exhibited higher levels of emotional attachment to the organization. Research limitations/implications: The cross-sectional design is an obvious limitation of the study. Another limitation relates to the generalizability of the study findings outside the context in which the research was undertaken. Social implications: Organizations should consider taking the cultural orientations of their workforce into account when developing appropriate human resource policies aimed at heightening employee commitment. This should enhance employee well-being, which is especially important in a global economy characterized by uncertainty and rapid change. Originality/value: This is the first study to examine how employees with different cultural value orientations respond to different categories of organizational rewards, in a predominantly traditional society

the Performative Cohesion of Organizing Visions

We link the concept of an ‘organizing vision’ to the idea of ‘performativity’ in order to better understand the challenges associated with implementing integrated care, i.e. the usage of ICT in order to coordinate medical treatments of the same patient by multiple medical professionals. More specifically, we focus on how medical autonomy affects the performativity of an organizing vision. Through an inductive case study of one German integrated care provider, we indicate that medical autonomy seems to be positively related to adoption decisions of ICT by medical professionals if an ICT-based business model embraces medical autonomy. However, through looking at the first four years of the implementation process, we also find that medical autonomy seems to be negatively related to important ICT-related outcomes of integrated care. Our study implies that a focus only on how actors translate organizing visions may run the risk of underemphasizing context factors that affect the adoption of integrated care on the organizational level. To depict how such contexts influence the degree at which an organizing vision is performative, we introduce the concept of ‘performative cohesion’.1. Auflag

Contextual Factors in Post-adoption: Applying the Model of Proactive Work Behavior to the Study of End-User innovation

Research on post-adoption has proliferated and has offered insight into the antecedents that drive post-adoptive usage. Yet, much of such research has focused exclusively on instrumental belief constructs about the technology itself and related abilities and, thus, has not sufficiently examined the organizational context in which post-adoptive usage takes place. Deepening understanding of perceived contextual factors is important to gain a more holistic understanding of the use-process and to account for the fact that organizational structures play an important role in post-adoption. To address this need, this research-in-progress paper introduces the Model of Proactive Work Behavior to IS research, which enables investigating how, why, and for whom such prominent contextual factors as job autonomy drive pertinent post-adoption behaviors, like innovation. The paper hypothesizes that job autonomy increases individual innovation with IT via certain proactive cognitive-motivational states, and it ends with a brief overview of the proposed methodology and expected contributions

Psychological Climate and Work Attitudes: The Importance of Telling the Right Story

In this field study, the authors explore how choosing one context over another influences both research results and implications. Using both quantitative and qualitative data, the authors examine context from both an organizational and a business-unit perspective by studying relationships between five psychological climate variables and outcomes of job satisfaction, affective commitment, and intent to leave. Results show different contextual influences between the organization and two business units, suggesting that different bundles of psychological climate variables yield similar outcomes depending on the context studied. These results bolster the contention that researchers need to identify the right context in field research