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1.
Drivers for enhancing job performance of prison officers in Slovenia : effects of job attitudes, organizational, and work-related factors
Katrin Podgorski, Branko Lobnikar, Anže Mihelič, Kaja Prislan Mihelič, 2023, original scientific article

Abstract: Maintaining order and safety in a prison environment heavily depends on prison officers, who daily interact with prisoners and are constantly dealing with dangerous situations. Their task performance is vital for the organizational performance and the fulfillment of the prisons’ mission. For managing prison officers’ job performance efficiently, it is important to understand the associated factors; however, job performance in a prison environment remains completely unexplored in Slovenia. This article presents a study conducted among Slovenian prison officers (n = 201), which examined their task performance, its association with job attitudes, and the role of organizational and work-related factors. The study results showed that the prison officers’ task performance is associated with their job satisfaction, but not with their job involvement. Moreover, their job satisfaction is associated with perceived organizational justice, job stress, and the dangerousness of the job. Based on these findings, we demonstrated that task performance depends on several direct and indirect factors that prison management should prioritize, the key ones being stress reduction, strengthening the feeling of organizational justice, and the ability to deal with the job-related dangers successfully. This article highlights organizational and work-related factors important for improving the prison officers’ well-being at work.
Keywords: job performance, task performance, workplace psychology, prisons, rison officers
Published in DKUM: 29.11.2023; Views: 211; Downloads: 17
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2.
Obesity discrimination in the recruitment process: "You're not hired!"
Stuart Flint, Martin Čadek, Sonia Codreanu, Vanja Ivić, Colene Zomer, Amalia Gomoiu, 2016, original scientific article

Abstract: Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.
Keywords: psychology, obesity, discrimination, workplace, implicit, explicit
Published in DKUM: 10.07.2017; Views: 1348; Downloads: 448
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