The Experts below are selected from a list of 234 Experts worldwide ranked by ideXlab platform
Yueng-hsiang Huang - One of the best experts on this subject based on the ideXlab platform.
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Being Present in Enhancing Safety: Examining the Effects of Workplace Mindfulness, Safety Behaviors, and Safety Climate on Safety Outcomes
Journal of Business and Psychology, 2021Co-Authors: Kuo-yang Kao, Candice L. Thomas, Christiane Spitzmueller, Yueng-hsiang HuangAbstract:Due to the high personal and Organizational costs associated with safety incidents, it is essential that we understand the trait predictors of safety behaviors which in turn impact occupational accidents and injuries. This study helps address this need by assessing the relationship between trait mindfulness and workplace injuries, as well as examining a mediating mechanism (safety behaviors) and situational moderator (safety climate) of this relationship. Using hierarchically nested data from employees within a large company in the petroleum distribution industry ( N = 706 employees within 142 groups), our results suggest that trait mindfulness is related to workplace injuries, safety compliance, and safety participation and that this relationship between trait mindfulness and workplace injuries is mediated by safety compliance. Moreover, group-level safety climate moderates the effects of trait mindfulness on safety compliance and safety participation such that the best safety behavior occurs when both safety climate and trait mindfulness are high. These results indicate that trait mindfulness is an important trait predictor of safety behaviors and that it is a helpful personal resource necessary for a successful safety-Focused Organization.
Matthew L Carlson - One of the best experts on this subject based on the ideXlab platform.
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influence of selection bias in survey studies derived from a patient Focused Organization a comparison of response data from a single tertiary care center and the acoustic neuroma association
Otology & Neurotology, 2019Co-Authors: Christoph M Prummer, Panagiotis Kerezoudis, Nicole M Tombers, Maria Periscelda, Michael J Link, Matthew L CarlsonAbstract:Background:The Acoustic Neuroma Association (ANA) is a national, nonprofit Organization, Focused on the education and support of patients with vestibular schwannoma (VS). The aim of the present study is to characterize the profile of ANA survey respondents and compare them with non-ANA patients eval
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influence of selection bias in survey studies derived from a patient Focused Organization a comparison of response data from a single tertiary care center and the acoustic neuroma association
Otology & Neurotology, 2019Co-Authors: Christoph M Prummer, Panagiotis Kerezoudis, Nicole M Tombers, Maria Periscelda, Michael J Link, Matthew L CarlsonAbstract:BACKGROUND The Acoustic Neuroma Association (ANA) is a national, nonprofit Organization, Focused on the education and support of patients with vestibular schwannoma (VS). The aim of the present study is to characterize the profile of ANA survey respondents and compare them with non-ANA patients evaluated at a single tertiary academic referral center to investigate the potential influence of selection bias. METHODS A prospectively maintained VS quality-of-life (QOL) database, comprised of patients evaluated at the authors' center and members of the ANA, was queried. Demographic variables, patient-reported symptoms and tumor characteristics, as well as patient-reported outcome scores were captured. Health-related QOL was evaluated using the disease-specific Penn Acoustic Neuroma QOL (PANQOL) questionnaire. Multivariable regression models were fitted for PANQOL domain and total scores as well as satisfaction with treatment adjusting for baseline demographics, symptoms, and PANQOL scores. RESULTS A total of 1,060 patients (802 [76%] ANA respondents) were analyzed. Overall, ANA patients were slightly younger (mean age: 59 vs 60 yr, p = 0.145), more likely to be women (72 vs 55%, p < 0.001), and had a larger tumor size (overall p < 0.001). Furthermore, a significantly higher proportion of ANA patients were more likely to undergo microsurgery (57 vs 21%) or radiation (21 vs 8%) and less likely to be managed with observation (16 vs 65%, overall p < 0.001). A significantly higher proportion of ANA patients reported hearing loss (95 vs 88%, p < 0.001), tinnitus (80 vs 73%, p = 0.034), dizziness (78 vs 64%, p < 0.001), headache (56 vs 45% p = 0.003), and facial paralysis (37 vs 12%, p < 0.001). On multivariable analysis, ANA respondents exhibited significantly lower PANQOL scores for hearing (OR: 0.47, 95% CI: 0.35-0.64, p < 0.001), balance (OR: 0.51, 95% CI: 0.38-0.70, p < 0.001), pain (OR: 0.63, 95% CI: 0.46-0.86, p = 0.004), facial function (OR: 0.58, 95% CI: 0.42-0.80, p = 0.001), energy (OR: 0.44, 95% CI: 0.32-0.59, p < 0.001), anxiety (OR: 0.54, 95% CI: 0.40-0.74, p < 0.001), general (OR: 0.72, 95% CI: 0.53-0.98, p = 0.03), and total QOL (OR: 0.40, 95% CI: 0.30-0.55, p < 0.001). No statistically significant difference was seen with regard to treatment satisfaction.To determine the true clinical relevance of these differences, the two groups were compared using the minimal clinically important difference (MCID) for each domain. MCID is defined as the smallest difference in score in the domain of interest that patients perceive as important, either beneficial or harmful. The domains for hearing, balance, energy, anxiety, and total QOL reached their respective MCID thresholds, indicating that the ANA cohort has QOL scores that are clinically, perceptually worse for these domains compared to the non-ANA group. CONCLUSION These data help delineate some of the inherent limitations and biases associated with survey studies incorporating data from national patient support Organizations. The population profile of ANA survey respondents likely differs significantly from the greater population of patients with VS that may be encountered at a tertiary referral center.
Menno D T De Jong - One of the best experts on this subject based on the ideXlab platform.
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motives to mentor self Focused protege Focused relationship Focused Organization Focused and unFocused motives
Journal of Vocational Behavior, 2014Co-Authors: Suzanne Janssen, Mark Van Vuuren, Menno D T De JongAbstract:This study examines the motives mentors have for providing developmental support to their proteges. Based on qualitative interviews with 20 informal mentors, we show five broad categories of mentor motives: self-Focused motives (based on individual reasons), protege-Focused motives (directed at the protege), relationship-Focused motives (directed at the relationship between the mentor and the protege), Organization-Focused motives (benefiting the Organization), and unFocused motives (mentoring as the result of unconscious information processing). Furthermore, based on self-determination theory, we show five subcategories of self-Focused motives, ranging from extrinsic motivations to intrinsic motivations. Implications of the findings and suggestions for future research are presented
Myun Joong Cheon - One of the best experts on this subject based on the ideXlab platform.
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An Empirical Study on the Relationship between Role Stress and Personal Creativity: The Mediating Roles of Creative Self-Efficacy and Personal Initiative
The Journal of Information Systems, 2013Co-Authors: Myung Sook Heo, Myun Joong CheonAbstract:Personal creativity is critically important for Organizations seeking to survive and thrive in today`s highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When Organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the Organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one`s personal ability to be creative, that is, a personal assessment of one`s own creative potential. A strong internal belief in one`s ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and Organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have Focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-Focused Organization. Too many work-roles and perceived uncertainties at employee`s work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, Organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-Focused own works and tasks. And employees should be developed to pace with the Organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.
T. Neubauer - One of the best experts on this subject based on the ideXlab platform.
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An empirical study about the status of business process management
Business Process Management Journal, 2009Co-Authors: T. NeubauerAbstract:Purpose – Recently, business process management (BPM) is among the most important managerial topics because it allows companies an agile adaptation to changing business requirements. Consultants and researchers are regularly proposing new methods and concepts based on BPM for further increasing the efficiency of corporate processes. However, from an empirical point of view it is crucial to determine the current status in practice and derive goals for research and technology transfer. This paper aims to address these issues.Design/methodology/approach – For this reason the survey “Status Quto Business Process Management” is carried out in Austria, Germany, and Switzerland on a yearly basis. This survey aims at identifying current trends and strategic plans of companies as well as its realization in practice and highlights the remaining steps towards the process (‐Focused) Organization (PFO). The paper summarizes the results of the survey carried out in 2006 among 185 decision makers and shows a comparison ...