Initiative in work teams: adaptation and validation of the Personal Initiative at Group Level Scale / Iniciativa en los equipos de trabajo: adaptación y validación de la Escala de Iniciativa Personal a nivel Grupal

In this study, we conceptualize personal initiative as a collective construct and adapt and validate a scale to evaluate it with a sample of 308 Spanish participants belonging to 91 work teams. Personal initiative at group level is a behavioural syndrome in which the team shows an approach to work that is self-initiated, proactive, persistent, capable of modifying the atmosphere and pro organization. As a predictive variable, we analysed the climate for initiative as well as personal initiative at group level. The resulting variables that were analysed referred to organization and team performance, with the team productivity and innovation as the criteria, analysing radical innovation. The scale has suitable psychometric properties. The results show that there is a relationship between the two predictive variables. Furthermore, personal initiative at group level is related to team productivity, while the climate for initiative is related to innovation.     

Assessing social work and nursing students’ intentions to work with dying patients

This study assessed social work and nursing students’ intentions to provide end-of-life care, based on the Theory of Planned Behavior. A total of 181 social work and nursing students completed a questionnaire examining intentions to provide end-of-life care, attitudes, subjective norms, perceived control, death anxiety, subjective knowledge, and sociodemographic characteristics. Students manifested a moderate level of intentions to provide end-of-life care, with nursing students indicating higher levels of intentions than social work students. Multiple regression analyses revealed that attitudes, subjective norms, and previous experience were the main predictors of intentions to provide end-of-life care. Recommendations for academic programs are discussed.     

Ethno-religious groups work values and ethics: the case of Jews,Muslims and Christians in Israel

This study examines and compares, for the first time, the MOW (Meaning of Work) among Jews and Arabs (Muslims and Christians) in Israel and attempts to explain the similarities and the differences in work ethics among these ethno-religious groups. The MOW questionnaire was conducted on 898 Jewish, 215 Muslim and 103 Christian respondents who were currently working. The MOW dimensions were: economic orientation, entitlement norms, obligation norms, interpersonal relations orientation, intrinsic orientation and work centrality. The findings reveal significant differences in most of the MOW dimensions between the three religious groups. Overall, demographic factors partially explain the MOW differences. The MOW differences among the three groups can be explained mainly by cultural differences. Since there is mass Arab (Muslims and Christians) immigration from the Middle East to Europe this study provides a better understanding of their perceptions about work and their work values and ethics. The applications of the findings for organizations are discussed.     

Professional quality of life of adult protective service workers

Adult Protective Services (APS) workers are exposed to substantial occupational hazards and job stress, but these stressors are underdocumented. Therefore, we sought to describe APS workers’ work environments and responses to occupational hazards and stressors, including compassion fatigue, burnout, and secondary traumatic stress. Survey data were gathered with closed-ended questionnaires administered to APS workers in an urban setting. Virtually all workers (97%) reported exposure to one or more environmental hazards in their work, and 80% reported hazard exposure in the past month. Workers also reported mixed responses to their work environment and to experiences with supervision. A sizable minority (22.7%) was at high risk for burnout, 24.6% were at risk for secondary traumatic stress, and 19.9% reported low compassion satisfaction. The results document multiple stressors in APS work. The APS partner is committed to ongoing efforts to better support its staff, and these findings can inform future efforts to enhance supervisor support and worker self-care, to minimize burnout and secondary traumatic stress.     

落实科学发展观，探索创新求发展——高校研究生党建工作现状分析和创新探索

高校研究生党建工作是高校党建工作的重要组成部分,以科学发展观作为理论前提探讨研究生党建工作发展的新路径,是崭新时代背景下高校基层研究生党建工作发展的新要求。从研究生培养目标和研究生德育教育两方面阐述了研究生党建工作的战略意义,在科学发展观的指导下结合实际情况分析了现阶段研究生党建工作存在的问题,并提出了加强和改进研究生党建工作的探索性建议。     

以宣传思想工作拉动校园文化建设

作为学校特有的文化现象,校园文化是一所学校办学水平与文明程度的重要标志,也是高校宣传思想工作的重要内容。好的校园文化对于营造学校的人文氛围、提高师生的精神境界、形成良好的学风,起着十分重要的作用。     

职业院校思想政治教育应重视“五结合”

论述了职业教育在经济社会发展中具有不可替代的重要作用。指出我国职业教育在实施中存在更多地关注了学生专业能力和技术的培养,相对忽视了一些非智力、非技术性的品质、素养的塑造与提高等问题。针对职业院校学生的实际情况,提出了结合学生心理、结合学生专业、结合顶岗实习、结合社会实践、结合学生就业等加强学生思想政治教育的措施,以增强德育教育的科学性、针对性、实效性,全面提升学生的综合素质。     

美的教育与高校思想政治工作

在高校思想政治工作中,美的教育可以起到开发智力、道德感化、人生导向等作用.在思想政治工作中善于运用美的教育,创造美的环境、展现美的人格、追求美的方法,对于增强思想政治工作的吸引力,提高思想政治工作的成效具有积极意义.     

利用信息技术 推进高校党建工作

随着高校党建工作出现的新情况、新问题,传统的工作方式已不能适应高校快速发展的需要,高校应充分发挥信息技术的作用,创新工作途径,改进工作方式,不断推进党建工作.文章通过分析高校党建管理信息化的可行性,提出高校党建数字化管理的具体建议.