標(biāo)題: Titlebook: Dignity and Inclusion at Work; Premilla D‘Cruz,Ernesto Noronha,Michelle Rae Tucke Living reference work 20200th edition Misbehaviour.Aggr [打印本頁] 作者: ambulance 時間: 2025-3-21 16:18
書目名稱Dignity and Inclusion at Work影響因子(影響力)
書目名稱Dignity and Inclusion at Work影響因子(影響力)學(xué)科排名
書目名稱Dignity and Inclusion at Work網(wǎng)絡(luò)公開度
書目名稱Dignity and Inclusion at Work網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Dignity and Inclusion at Work被引頻次
書目名稱Dignity and Inclusion at Work被引頻次學(xué)科排名
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書目名稱Dignity and Inclusion at Work年度引用學(xué)科排名
書目名稱Dignity and Inclusion at Work讀者反饋
書目名稱Dignity and Inclusion at Work讀者反饋學(xué)科排名
作者: Working-Memory 時間: 2025-3-21 21:28 作者: 寡頭政治 時間: 2025-3-22 00:53
Soziale Determinanten des Drogengebrauchsd at controlling workers at work. In particular, it argues that the power imbalance in favour of the employer, and their agent-managers, allows forms of “progress chasing” that make bullying endemic. Additional advantages that stem from a bullying management regime include “divide and rule” over wor作者: lipids 時間: 2025-3-22 05:24 作者: GLARE 時間: 2025-3-22 12:28 作者: 射手座 時間: 2025-3-22 13:10 作者: 射手座 時間: 2025-3-22 20:27
Studien zur Schul- und Bildungsforschungallegations of misconduct or toxic work environment occur. Yet, there is often a lack of clarity as to the purpose and process of investigation. Informed by an international review of practitioner and academic literature, as well as the authors’ considerable complaint investigation training and expe作者: 攀登 時間: 2025-3-23 01:10
Wolfgang Ludwig Ludwig Schneiderbehaviour or gain redress. No single agreed-upon approach has been forwarded as a best practice for organizations to adopt. Instead, complaints can be viewed as disciplinary matters, health and safety concerns or public disclosures that can be raised through whistleblowing. These different conceptua作者: FLORA 時間: 2025-3-23 03:09
Wertrationalit?t, Markt und Organisationon for some complaints of workplace bullying and in many cases may be a more appropriate alternative than more adversarial or punitive actions. A review of the workplace bullying literature highlights that the definition of bullying needs to be approached with caution, with this chapter drawing atte作者: objection 時間: 2025-3-23 07:54
Wertrationalit?t, Markt und Organisationlarly literature, and from real-life bullying complaints, suggests that workplace bullying is a product of the organizational system, rather than only an interpersonal issue. Research findings support the conclusion that work and organizational factors are major contributors to employees’ experience作者: Resection 時間: 2025-3-23 12:27
Wertrationalit?t, Markt und Organisationing. It begins with an examination of the concept of regulation, looking at regulation by the state, as well as by non-state actors that perform a regulatory function. In the second part, to illustrate the concept of regulation as an intervention, we will draw on experiences from the implementation 作者: 獨行者 時間: 2025-3-23 17:45
Datenstruktur und methodische Probleme,nct from, other forms of harassment is described. Relative to other social identities, religious identities may be viewed as controllable and disruptive which can lead to higher levels of harassment. Religious bullying may be seen as more acceptable and also may take on forms not prototypical of oth作者: FACET 時間: 2025-3-23 18:53
https://doi.org/10.1007/978-3-531-90042-1alth and safety (WHS) issue. Safety can be a powerful perspective from which to view and manage workplace bullying. This is in part due to the prioritization of prevention, rather than response, that is key to a workplace safety perspective. In addition, operating within a safety management framewor作者: SSRIS 時間: 2025-3-24 00:05
Berthold Dietz M.A.,Carmen Ludwig M.A.some methodological barriers associated with research on such “hard-to-reach” groups are outlined. Pointing out methodological advances, the chapter reviews lesbian, gay and bisexual (LGB) workers’ experiences, concluding that they are at greater risk of bullying than their heterosexual colleagues, 作者: Discrete 時間: 2025-3-24 03:36
Adalbert Evers,Claudia Wiesner M.A.event and manage the phenomenon. Rather than presenting evidence on particular interventions, this chapter introduces a framework that outlines the role of academics and practitioners in advancing this area of research, arguing that only collaboration and the sharing of expertise and perspectives wi作者: Multiple 時間: 2025-3-24 07:33
Entscheidungsprozesse im Gesundheitswesenying process. The findings reported show that different cultural dimensions may encourage or discourage bullying behaviour and affect the preferred forms of bullying. Moreover, cultural norms and values may affect how targets make sense of different negative social acts, how they try to cope with th作者: reflection 時間: 2025-3-24 12:17
https://doi.org/10.1007/978-3-642-78327-2llying process. First, it seeks to provide an overview of empirical findings on gender differences in bullying and, second, theoretical explanations for the differences. In terms of prevalence rates, this summary suggests somewhat higher rates for women, although there are regional differences. The 作者: 孵卵器 時間: 2025-3-24 18:49 作者: 套索 時間: 2025-3-24 22:25 作者: 偶像 時間: 2025-3-24 23:52 作者: 膝蓋 時間: 2025-3-25 03:26
Handbooks of Workplace Bullying, Emotional Abuse and Harassmenthttp://image.papertrans.cn/e/image/280429.jpg作者: 獨特性 時間: 2025-3-25 09:54 作者: 修飾 時間: 2025-3-25 15:19 作者: 使高興 時間: 2025-3-25 15:53 作者: 微粒 時間: 2025-3-25 23:43
Regulation as Intervention: How Regulatory Design Can Affect Practices and Behaviours in the Workple of regulatory instruments, to ensure that the legal environment promotes practices that are known to have a positive impact on the workplace and concretely contribute to the reduction of the causes of workplace bullying and harassment.作者: Chauvinistic 時間: 2025-3-26 00:21 作者: 完成 時間: 2025-3-26 05:14
Datenstruktur und methodische Probleme,er types of workplace bullying (e.g. exoticization, assumptions of homogeneity, imposition of beliefs). Based on this, how the broader literature on individual- and organizational-level interventions to reduce discrimination and harassment might inform efforts to curtail religious bullying at work is discussed.作者: Canopy 時間: 2025-3-26 11:11 作者: multiply 時間: 2025-3-26 12:39 作者: 磨坊 時間: 2025-3-26 17:16
Caste and Workplace Bullying: A Persistent and Pervasive Phenomenon,. outside the . system. Being untouchables at the bottom end of the social hierarchy, Dalits undergo persistent and pervasive abuse in all aspects of life including the workplace. Treated as subhumans unworthy of any rights, Dalits experience discrediting, stigmatization, rejection, various forms of作者: 熱心 時間: 2025-3-26 22:16 作者: 無能力 時間: 2025-3-27 04:34
Ethnicity and Workplace Bullying,this trend is most likely to continue. The quality of interethnic relations among employees is therefore a question of growing concern. Based on the social identity theory (SIT) (Tajfel & Turner, .), the similarity-attraction paradigm (Byrne, .), the cultural distance hypothesis (Triandis, .) and th作者: 觀點 時間: 2025-3-27 06:14 作者: 冷漠 時間: 2025-3-27 12:05
Managing Workplace Bullying Complaints: Conceptual Influences and the Effects of Contextual Factorsbehaviour or gain redress. No single agreed-upon approach has been forwarded as a best practice for organizations to adopt. Instead, complaints can be viewed as disciplinary matters, health and safety concerns or public disclosures that can be raised through whistleblowing. These different conceptua作者: nocturnal 時間: 2025-3-27 14:25
Mediating Workplace Bullying and Harassment Complaints: A Risk Management Perspective,on for some complaints of workplace bullying and in many cases may be a more appropriate alternative than more adversarial or punitive actions. A review of the workplace bullying literature highlights that the definition of bullying needs to be approached with caution, with this chapter drawing atte作者: conjunctivitis 時間: 2025-3-27 19:15
Prevention of Workplace Bullying Through Work and Organizational Design,larly literature, and from real-life bullying complaints, suggests that workplace bullying is a product of the organizational system, rather than only an interpersonal issue. Research findings support the conclusion that work and organizational factors are major contributors to employees’ experience作者: HALO 時間: 2025-3-28 01:39
Regulation as Intervention: How Regulatory Design Can Affect Practices and Behaviours in the Workpling. It begins with an examination of the concept of regulation, looking at regulation by the state, as well as by non-state actors that perform a regulatory function. In the second part, to illustrate the concept of regulation as an intervention, we will draw on experiences from the implementation 作者: Foment 時間: 2025-3-28 04:13
Religious Harassment and Bullying in the Workplace,nct from, other forms of harassment is described. Relative to other social identities, religious identities may be viewed as controllable and disruptive which can lead to higher levels of harassment. Religious bullying may be seen as more acceptable and also may take on forms not prototypical of oth作者: 優(yōu)雅 時間: 2025-3-28 06:35
Risk Management: Bullying as a Workplace Health and Safety Hazard,alth and safety (WHS) issue. Safety can be a powerful perspective from which to view and manage workplace bullying. This is in part due to the prioritization of prevention, rather than response, that is key to a workplace safety perspective. In addition, operating within a safety management framewor作者: Accessible 時間: 2025-3-28 12:18 作者: 脆弱么 時間: 2025-3-28 15:05 作者: Hypopnea 時間: 2025-3-28 22:32 作者: 冷淡周邊 時間: 2025-3-28 23:51
Workplace Bullying and Gender: An Overview of Empirical Findings,llying process. First, it seeks to provide an overview of empirical findings on gender differences in bullying and, second, theoretical explanations for the differences. In terms of prevalence rates, this summary suggests somewhat higher rates for women, although there are regional differences. The 作者: 蚊子 時間: 2025-3-29 06:10 作者: 主動脈 時間: 2025-3-29 07:34 作者: 分散 時間: 2025-3-29 13:00 作者: Hallowed 時間: 2025-3-29 16:02
Addressing Workplace Bullying: The Role of Training,emotional intelligence and work-related competencies for all personnel. The present chapter focuses on training for managers and leaders, employees and human resources personnel. Managers and leaders must implement policy, support formal and informal processes for resolving bullying issues and be ro作者: CROW 時間: 2025-3-29 21:08
Bullies, Managers, Workers and Trade Unionists,ll forms confirms that strong regulatory frameworks, company shaming that hurts reputation and publicized cases can mitigate management bullying. These tactics, however, are neither necessary nor sufficient to end the practice, and only strong workplace unions are ultimately effective. Unions can ca作者: defendant 時間: 2025-3-30 00:32
Caste and Workplace Bullying: A Persistent and Pervasive Phenomenon,pwards direction, endures despite forces of change such as modernization, globalization and regulatory and policy initiatives. Indeed, the extant literature underscores that, by virtue of their caste identity, regardless of the jobs they do, Dalits are bullied and harassed at work. The chapter point作者: 金盤是高原 時間: 2025-3-30 07:03 作者: Minutes 時間: 2025-3-30 09:02 作者: 災(zāi)難 時間: 2025-3-30 12:59 作者: 獨裁政府 時間: 2025-3-30 20:21 作者: arabesque 時間: 2025-3-30 23:20 作者: Working-Memory 時間: 2025-3-31 04:08
Prevention of Workplace Bullying Through Work and Organizational Design,that organizations should provide a safe working environment for workers, free of the risk of mistreatment and the harms that result. Following an overview of the fundamental principles and evidence for work and organizational design as a general approach, we consider the work and organizational ris作者: NIL 時間: 2025-3-31 07:48
Risk Management: Bullying as a Workplace Health and Safety Hazard,to workplace bullying. Assumptions of risk management and safety management are also explored, along with models for organizing risk controls. Risk management standards and guides which have been produced in various jurisdictions are reviewed, and a case example is provided to outline the ongoing na作者: 小歌劇 時間: 2025-3-31 12:46
Sexual Orientation and Workplace Bullying,s. In explaining bullying among LGBs, disclosure of non-heterosexuality in the workplace, a process considered unique to sexual minorities, is given attention. The conclusion is that the process is not entirely under the control of LGBs themselves as “the audience” plays a key role in assisting or i作者: defray 時間: 2025-3-31 15:53 作者: 神圣將軍 時間: 2025-3-31 18:01 作者: ULCER 時間: 2025-4-1 00:07
Workplace Bullying and Gender: An Overview of Empirical Findings,egories, creating unique and different experiences for different employee groups. The chapter recognizes gender as a fundamental ordering principle in society and organizations, although many of the empirical studies surveyed still take a gender-as-variable approach instead of explicitly analysing t作者: 不吉祥的女人 時間: 2025-4-1 05:33
Workplace Bullying Policies: A Review of Best Practices and Research on Effectiveness,urrently very limited. This chapter explores the extant literature on the need for WPB policies, the relationship between law and policies and the best practice content and practices associated with developing WPB policies. It also provides reference information helpful in developing practical and e作者: 情節(jié)劇 時間: 2025-4-1 09:35 作者: FLAGR 時間: 2025-4-1 12:28
https://doi.org/10.1007/978-3-322-94211-1emotional intelligence and work-related competencies for all personnel. The present chapter focuses on training for managers and leaders, employees and human resources personnel. Managers and leaders must implement policy, support formal and informal processes for resolving bullying issues and be ro
