The Relationship Between Social Problem Solving Ability and Burnout Level

The aim of this study is to identify the relationship between social problem solving ability and burnout level of health professionals in a southeast city of Turkey. Material and Method: Data were collected using a self-reported questionnaire with the Short Form of Social Problem Solving Inventory and Maslach Burnout Inventory. A total number of 356 health professionals participated in the study. Results: Of all the participants; 44.1% were nurses, 27.0% were doctors and 28.9% consisted of other health professionals. Functional social problem solving dimensions were negatively correlated with emotional exhaustion and depersonalization and positively correlated with personal accomplishment. Conclusion: There is a negative correlation between social problem solving ability and burnout levels of health professionals. Evaluating social problem skills may allow to identify the ones who may be at risk for burnout; and improving their social problem solving skills may protect them from burnout.

Communication and Job Satisfaction

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

Factors Related to Readjustment to Daily Life

This study explores issues arising from cross-cultural transitions, focusing on Japanese multinational enterprises (MNEs) and readjustment to daily life in general after international assignments. Employee readjustment to the home country needs to study from two perspectives: work and private life. However, most studies of repatriates focus on the work aspect, and few focus on the aspect of private life. Using structural equation modeling based on the questionnaire data, this study empirically examines nine variables that may possibly affect readjustment to daily life in general after returning to Japan. In this process, this study deals with “readjustment to daily life in general” from a viewpoint outside the organization. Based on these findings, this chapter suggests emphasizing management practices that provide assistance and support to repatriates in their readjustment to daily life in general, along with the importance of readjustment to the organization.

National Ethical Institutions and Social Entrepreneurship

Using insights from institutional theory, the chapter proposes understanding ethics as national institutions that deeply influence social entrepreneurship. Moreover, the chapter proposes that low behavioral ethical standards (normative ethical institutions) provide opportunities for individuals to establish social enterprises. Furthermore, it proposes that high public-sector ethical standards (regulatory ethical institutions) and values of unselfishness (cognitive ethical institutions) facilitate and motivate individuals to establish social enterprises. The chapter also explores the combined effects of public-sector ethical standards and low behavioral ethics, public-sector ethical standards and societal unselfishness, and low behavioral ethics and unselfishness, on the creation of social enterprises. The chapter contributes to cross-cultural comparative entrepreneurship by suggesting, through a multilevel framework, the effects of societal-level ethical institutions on the creation of social enterprises.

Employer Branding and Internet Security

This chapter promotes the concept of employer branding (EB) as special kind of value management being part of strategic human resources management (SHRM) and including elements of cyber security. Employees' and organization's shared values (EVPs) bring opportunity to create common sense of identity, which prevents potentially aversive behavior towards company's reputation. Chapter's background positions EB and EVP in process of SHRM, introduces the view of EB as architectural frame for core organizational values, and describes popular Internet tools of EB. The background is closed by descriptions of common Internet threats, their implications to overall organization's information security, as well as useful Internet security systems. Chapter concludes with recommendations regarding enhancing EB by better controlling company's information security. As a new research area is proposed sub-discipline of cyber security in management, with special dedication to SHRM.

The Significance of Job Satisfaction in Modern Organizations

This chapter explains the relationship between job satisfaction and organizational constructs in modern organizations; job satisfaction, job performance, and adaptability; job satisfaction and negative organizational issues; and the importance of job satisfaction in the health care industry. Job satisfaction is an attitude that employees have about their work and job-related activities. Job satisfaction is important from the perspective of maintaining employees within the organization. High job satisfaction effectively leads to the improved organizational productivity, decreased employee turnover, and reduced job stress in modern organizations. Job satisfaction leads to a positive ambience at the workplace and is essential to ensure the higher revenues for the organization. Organizations should create the systematic management and leadership strategies to increase the high levels of job satisfaction of their employees. When employees are satisfied with their jobs, they will energetically deliver the higher levels of job performance.

Organizational Learning as a Social Process

This chapter discusses about application of social capital and network approach to organizational learning research and practice. The shift of organizational learning perspective from a technical or system-structural perspective to a social or interpretative perspective highlights that organizational learning process is socially embedded and is based on social interaction/relationships. Social capital and network theories provides a conceptual framework to explain how organizational learning takes place as well as identifies social and network factors influencing organizational learning. Thus, the chapter provides implications for establishing a conceptual and methodological framework to describe and evaluate an organizational learning process by extensively reviewing the recent organizational learning research adopting social capital and network approach.

Emotional Intelligence and Job Stress

Substance abuse professionals work with chemically dependent addicts and disgruntled coworkers. They experience more occupational stress and employee turnover than social workers, community support workers, and youth care workers. Three of 37 substance abuse agencies in Kansas City, Missouri have reported extremely high employee turnover rates and occupational stress. How do substance abuse professionals perceive the relationship between emotional intelligence and job stress? What are substance abuse professionals' definitions of emotional intelligence and job stress? How does emotional intelligence affect job stress in the substance abuse profession? Why do higher levels of emotional intelligence reduce people's job stress and improve their job performance? The purposes of this chapter are to explore substance abuse professionals' definitions of emotional intelligence and job stress, and their viewpoints on the relationship between emotional intelligence and job stress.

Performance Appraisal System Effectiveness

Performance appraisal system (PAS) has been noticed to be one of the most challenging activities of human resource management and is even a destructive effect on the relationship of employees and employers. It not only motivates the employee but also improves the productivity level of an organization. Performance appraisal is considered to be a key instrument and is practiced in almost all types of organizations, but with a few differences. In an effort to change the behaviors and attitudes of employees in the organizations, performance appraisal systems have incorporated the new values and desired behaviors. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees. The chapter aims at identifying the performance appraisal system undertaken in the organizations and its influence on employees' competency and efficiency. It emphasizes on the problems and consequences faced by the organizations, and also the best practices undertaken for successful execution.

The Art and Science in Communication

One of the challenges facing the modern workforce is the increased diversity of the workforce and similarly complex prospective customers with disparate cultural backgrounds. Language barriers, cultural nuances, and value divergence can easily cause unintended misunderstandings and how low efficiency in internal communication in a multinational environment. It leads to conflict among employees and profit loss in organizational productivity. Therefore, effective communication by people from different cultures stands out significantly in the modern workforce who want to make inroads into international markets, take advantage of multiculturalism, and avoid possible side effects. The purpose of this chapter is on communication, specifically, the art and science in communication, resulting in communication skills and competencies in the modern workforce. The chapter will cover the meaning of communication, language, and history/philosophy of communication and will conclude with factors to be sensitive about when becoming effective cross cultural managers in the modern workforce.