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2. Investigations of the structure and process parameters of sewing operationDaniela Zavec Pavlinič, Zvonko Dragčević, Dubravko Rogale, Jelka Geršak, 1999, original scientific article Abstract: An original measuring equipment and a system for investigating process parameters of the sewing operation structure and for establishing optimal working methods and real working conditions of the man-machine system in garment sewing are presented. The measuring equipment consists of a process parameter measuring and data storing system and a bi-plane video recording system. The measuring and data storage system is equipped with four sensors which measure the rotation speed of the main shaft, the movements of arms in the picking-up and laying-off zones, and the movements of the pedal regulator used to control the sewing dynamics. The bi-plane video recording system is used to record simultaneously the working movements (working methods) performed at the discussed workplace. From the process parameter measurements graphs for the technological operation structure are obtained, including the duration of individual suboperations and changes occuring due to pedal regulator movements. The bi-plane video recording system investigates the working method employed, the basic movements and and the optimal logical sets of movements, as well as the cyclograms of the movements used to define space and time values. The results obtained are compared with the MTM results, and the differences between them are presented.
Keywords: textile industry, garment engineering, sewing operation structure, process parameters, bi-plane video recording, workplace design
Published: 01.06.2012; Views: 1262; Downloads: 21
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4. Mobbing in SloveniaDamijan Mumel, Sanja Jan, Sonja Treven, Domen Malc, 2015, original scientific article Abstract: An increasing number of organizations face the problem of mobbing, which represents a serious, widespread problem with numerous consequences for victims, organizations, and society. We also recognize the connection this phenomenon has with the emergence of post-traumatic stress disorder (PTSD). PTSD poses one of the most critical consequences for victims of mobbing, who mostly consist of employees at lower organizational levels. Our research focuses on the prevalence of mobbing in Slovenia, its correlation to PTSD, and some differences in the subjective and objective assessments of being exposed to mobbing. We found that the prevalence of mobbing in Slovenia can be compared to some previous assessments as well as data from other countries. Among the study´s participants, 24% could be classified as regular victims of mobbing. For the first time, we link mobbing with PTSD using a Slovenian sample. We also recorded some interesting differences between subjective and objective assessments of mobbing, thereby indicating the importance of subjective conceptualizations of mobbing acts, which should be investigated in greater detail in future research.
Keywords: mobbing, post-traumatic stress disorder, prevalence, subjective and objective assessment, workplace health
Published: 03.04.2017; Views: 465; Downloads: 63
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5. 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: 10.07.2017; Views: 436; Downloads: 239
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6. Obesity discrimination in the workplace: “You’re hired!”Stuart Flint, Sonia Codreanu, Amalia Gomoiu, Martin Čadek, Vanja Ivić, Colene Zomer, Peter Walton, 2015, other component parts Abstract: The purpose of this study is to first identify whether obese people are discriminated against when hiring employees. Employees of workforces that vary due to the physical demand of their job, will rate hypo- thetical applicants on their suitability for employment using Likert-type responses to a range of ques- tions. Applicants’ curriculum vitae will be manipulated by weight status and gender. Implicit and explicit attitudes towards obese people will also be examined using existing measures with strong psychometric properties as reported in extant research. Second, using focus group discussions with employees of either sedentary or physically active workforces, this study will explore why and in what ways obese people are discriminated against in the workplace.
Keywords: obesity, discrimination, workplace, implicit, explicit
Published: 09.08.2017; Views: 290; Downloads: 208
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7. Attitudes toward workplace mobbing in Slovenian research organisationsBrigita Krsnik Horvat, Milan Pagon, 2012, original scientific article Abstract: Creating a "mobbing-safe" working environment can be a real challenge; to achieve it, a better understanding of related constructs is necessary. To obtain insight into researchers' attitudes toward workplace mobbing and behavioural intentions, we used a case scenario method. The results show that respondents, on average, consider the mobbing cases presented in a questionnaire to be very serious. Their attitudes and behavioural intentions depend more on their opinion about colleagues' attitudes and related intentions and less on their own, which shows a lower integrity than desired. Low willingness to report the violator, lenient discipline sanctions and the absence of proper organisational rules create favourable conditions for workplace mobbing in Slovenian public research organisations. This paper also proposes measures based on the research findings of various authors and identifies new questions that could be addressed in further research.
Keywords: workplace mobbing, organisational culture, integrity, public research organisation, researcher
Published: 28.11.2017; Views: 647; Downloads: 189
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8. Mobbing in companyBeno Arnejčič, 2016, original scientific article Abstract: Background and purpose: The individual is exposed to ever more covert psychological violence or mobbing in workplace within companies. The aim of this study is to analyse the level and the types of psychological violence within a company in which the individual works in their daily lives.
Design/Methodology/Approach: Using systematic method current mobbing literature reviews were analysed. Based on a review and analysis of the literature, we recognised increasing amounts of workplace bullying. Then we used and extended Dilts’ model and created a model in which we portrayed the different levels and types of bullying in a company. The presented model is a tool for identifying workplace violence within the company.
Results: At the company environment level, there is much bullying associated with social-demographic characteristics and working conditions. At the level of individual behaviour, the type of mobbing exists that is associated with the company’s leadership styles. At the level of professional qualifications, a lack of confidence causes mobbing. At the level of values and beliefs, mobbing is present in attitudes and behavioural intentions. At the level of identity, we can observe mobbing according to sexual identity. At the level of organizational culture, we can recognize a type of mobbing called ‘obsessive dedication’ to working efficiency and organizational silence.
Conclusion: Based on the analysis of selected literature we exposed a range of types and levels of mobbing in company. The expanded Model on levels of mobbing in companies provides a framework for collecting information. The user can identify workplace violence and each strategic organizational level in the work organization.
Keywords: bullying, mobbing typology within the company, levels of mobbing in the workplace
Published: 04.12.2017; Views: 465; Downloads: 78
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9. How to reduce discrimination in the workplaceVito Bobek, Anita Maček, Sarah Anna Bradler, Tatjana Horvat, 2018, original scientific article Abstract: To intervene against discriminatory in the workplace is tremendously important because discriminatory practices have an enormous economic impact, along with a severe impact on psychological health, which can result in illnesses such as depression and burnout. Such intervention requires a multidimensional approach, including the whole organization and a systematic procedure. The aim of this paper is to offer suggestions on how to reduce discrimination in the workplace in Austria and Taiwan. To reach this aim, a qualitative study was conducted. It showed that education, active positioning of companies, leadership and diligent selection of employees, discussion and analysis, psychological support, governmental policies, and aspects of language and talking gender-wise are the most important steps to decrease or eliminate discrimination in the workplace.
Keywords: discrimination, business practices, leadership, workplace
Published: 10.10.2018; Views: 332; Downloads: 26
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