標(biāo)題: Titlebook: Dignity and Inclusion at Work; Premilla D‘Cruz,Ernesto Noronha,Michelle Rae Tucke Reference work 2021 Springer Nature Singapore Pte Ltd. 2 [打印本頁(yè)] 作者: 衰退 時(shí)間: 2025-3-21 16:50
書(shū)目名稱Dignity and Inclusion at Work影響因子(影響力)
書(shū)目名稱Dignity and Inclusion at Work影響因子(影響力)學(xué)科排名
書(shū)目名稱Dignity and Inclusion at Work網(wǎng)絡(luò)公開(kāi)度
書(shū)目名稱Dignity and Inclusion at Work網(wǎng)絡(luò)公開(kāi)度學(xué)科排名
書(shū)目名稱Dignity and Inclusion at Work被引頻次
書(shū)目名稱Dignity and Inclusion at Work被引頻次學(xué)科排名
書(shū)目名稱Dignity and Inclusion at Work年度引用
書(shū)目名稱Dignity and Inclusion at Work年度引用學(xué)科排名
書(shū)目名稱Dignity and Inclusion at Work讀者反饋
書(shū)目名稱Dignity and Inclusion at Work讀者反饋學(xué)科排名
作者: Collar 時(shí)間: 2025-3-21 21:02 作者: URN 時(shí)間: 2025-3-22 04:27 作者: Trabeculoplasty 時(shí)間: 2025-3-22 06:07 作者: Anterior 時(shí)間: 2025-3-22 12:41 作者: 倫理學(xué) 時(shí)間: 2025-3-22 14:31 作者: 倫理學(xué) 時(shí)間: 2025-3-22 20:34
Mediating Workplace Bullying and Harassment Complaints: A Risk Management Perspectiveon for some complaints of workplace bullying and in many cases may be a more appropriate alternative than more adversarial or punitive actions. A review of the workplace bullying literature highlights that the definition of bullying needs to be approached with caution, with this chapter drawing atte作者: 縮影 時(shí)間: 2025-3-22 23:10
Regulation as Intervention: How Regulatory Design Can Affect Practices and Behaviours in the Workplaing. It begins with an examination of the concept of regulation, looking at regulation by the state, as well as by non-state actors that perform a regulatory function. In the second part, to illustrate the concept of regulation as an intervention, we will draw on experiences from the implementation 作者: 一回合 時(shí)間: 2025-3-23 05:15 作者: Spartan 時(shí)間: 2025-3-23 06:58 作者: 小口啜飲 時(shí)間: 2025-3-23 10:43 作者: 閑聊 時(shí)間: 2025-3-23 17:12
Workplace Bullying and Gender: An Overview of Empirical Findingsllying process. First, it seeks to provide an overview of empirical findings on gender differences in bullying and, second, theoretical explanations for the differences. In terms of prevalence rates, this summary suggests somewhat higher rates for women, although there are regional differences. The 作者: farewell 時(shí)間: 2025-3-23 18:59
Sexual Orientation and Workplace Bullyingsome methodological barriers associated with research on such “hard‐to‐reach” groups are outlined. Pointing out methodological advances, the chapter reviews lesbian, gay and bisexual (LGB) workers’ experiences, concluding that they are at greater risk of bullying than their heterosexual colleagues, 作者: Sedative 時(shí)間: 2025-3-23 23:32 作者: Negligible 時(shí)間: 2025-3-24 03:36 作者: 駁船 時(shí)間: 2025-3-24 07:21 作者: 繁忙 時(shí)間: 2025-3-24 13:17 作者: 釋放 時(shí)間: 2025-3-24 18:34
Soziale Bewegungen und Soziale Arbeite of regulatory instruments, to ensure that the legal environment promotes practices that are known to have a positive impact on the workplace and concretely contribute to the reduction of the causes of workplace bullying and harassment.作者: gruelling 時(shí)間: 2025-3-24 19:00
Regulation as Intervention: How Regulatory Design Can Affect Practices and Behaviours in the Workplae of regulatory instruments, to ensure that the legal environment promotes practices that are known to have a positive impact on the workplace and concretely contribute to the reduction of the causes of workplace bullying and harassment.作者: Bucket 時(shí)間: 2025-3-25 00:13
Reference work 2021e significant in the face of mistreatment linked to social identity and national culture. The chapters constituting Section 1 speak to the spectrum of primary, secondary and tertiary prevention undertaken within and beyond workplaces to tackle workplace bullying, emotional abuse and harassment. As w作者: folliculitis 時(shí)間: 2025-3-25 07:19 作者: 提名的名單 時(shí)間: 2025-3-25 10:58
2662-3242 cs of solutions and the interface between misbehavior, sociaThe agenda of respectful workplaces is no more urgent than in the context of workplace bullying, emotional abuse and harassment. This becomes even more significant in the face of mistreatment linked to social identity and national culture. 作者: 和平 時(shí)間: 2025-3-25 12:30 作者: archaeology 時(shí)間: 2025-3-25 18:32 作者: animated 時(shí)間: 2025-3-25 21:35 作者: 繼而發(fā)生 時(shí)間: 2025-3-26 03:17
Workplace Bullying Policies: A Review of Best Practices and Research on Effectivenessurrently very limited. This chapter explores the extant literature on the need for WPB policies, the relationship between law and policies and the best practice content and practices associated with developing WPB policies. It also provides reference information helpful in developing practical and e作者: Arboreal 時(shí)間: 2025-3-26 05:24 作者: AV-node 時(shí)間: 2025-3-26 11:18 作者: Reclaim 時(shí)間: 2025-3-26 15:48 作者: HEW 時(shí)間: 2025-3-26 18:44
Mediating Workplace Bullying and Harassment Complaints: A Risk Management Perspectivelace bullying complaints is introduced, and it is argued that this innovative approach to mediation may help identify some of the wider influences or “risks” that may have contributed to the bullying allegations in question. It is acknowledged that mediation is not an appropriate intervention in man作者: libertine 時(shí)間: 2025-3-27 00:24
Diagnosis and Treatment: Repairing Injuries Caused by Workplace BullyingIt will identify the key processes in any treatment plan and the three core therapeutic approaches, namely, psycho-education, goal-based therapies and process therapy, while including some of the challenges that therapists encounter in practice..The therapist’s goal is to enable a client to heal, be作者: 膠水 時(shí)間: 2025-3-27 04:00 作者: 不適 時(shí)間: 2025-3-27 06:56 作者: 相互影響 時(shí)間: 2025-3-27 12:36
Workplace Bullying and Gender: An Overview of Empirical Findingsegories, creating unique and different experiences for different employee groups. The chapter recognizes gender as a fundamental ordering principle in society and organizations, although many of the empirical studies surveyed still take a gender-as-variable approach instead of explicitly analysing t作者: 腫塊 時(shí)間: 2025-3-27 15:54
Sexual Orientation and Workplace Bullyings. In explaining bullying among LGBs, disclosure of non-heterosexuality in the workplace, a process considered unique to sexual minorities, is given attention. The conclusion is that the process is not entirely under the control of LGBs themselves as “the audience” plays a key role in assisting or i作者: 1分開(kāi) 時(shí)間: 2025-3-27 20:03
Ethnicity and Workplace Bullyinghe majority members, albeit not all groups. There is a need for more research on the prevalence and forms of workplace bullying, as well as causes that may render immigrants and ethnic minority members more likely to be exposed to bullying. The findings that are available at present, however, point 作者: 單挑 時(shí)間: 2025-3-27 23:53 作者: Mingle 時(shí)間: 2025-3-28 03:59 作者: SEED 時(shí)間: 2025-3-28 07:05
2662-3242 g the needto explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing th978-981-13-0218-3Series ISSN 2662-3242 Series E-ISSN 2662-3250 作者: MAIZE 時(shí)間: 2025-3-28 12:00
https://doi.org/10.1007/978-3-658-10986-8to workplace bullying. Assumptions of risk management and safety management are also explored, along with models for organizing risk controls. Risk management standards and guides which have been produced in various jurisdictions are reviewed, and a case example is provided to outline the ongoing na作者: Deduct 時(shí)間: 2025-3-28 14:50 作者: absolve 時(shí)間: 2025-3-28 19:08 作者: 混亂生活 時(shí)間: 2025-3-29 01:22 作者: hazard 時(shí)間: 2025-3-29 06:13 作者: Hay-Fever 時(shí)間: 2025-3-29 10:39
https://doi.org/10.1007/978-3-658-18591-6o resolutions are outlined, roles discussed and considerations for selection of investigators highlighted. Frameworks are suggested concerning characteristics of proper investigation and the purpose of complaint investigation. Readers are introduced to important principles of investigation integrity作者: 職業(yè)拳擊手 時(shí)間: 2025-3-29 13:02
Diana Franke-Meyer,Carola Kuhlmannlace bullying complaints is introduced, and it is argued that this innovative approach to mediation may help identify some of the wider influences or “risks” that may have contributed to the bullying allegations in question. It is acknowledged that mediation is not an appropriate intervention in man作者: Mirage 時(shí)間: 2025-3-29 18:43
https://doi.org/10.1007/978-3-531-19117-1It will identify the key processes in any treatment plan and the three core therapeutic approaches, namely, psycho-education, goal-based therapies and process therapy, while including some of the challenges that therapists encounter in practice..The therapist’s goal is to enable a client to heal, be作者: Definitive 時(shí)間: 2025-3-29 22:48
Soziale Beziehungen im Migrationsverlaufll forms confirms that strong regulatory frameworks, company shaming that hurts reputation and publicized cases can mitigate management bullying. These tactics, however, are neither necessary nor sufficient to end the practice, and only strong workplace unions are ultimately effective. Unions can ca作者: Diskectomy 時(shí)間: 2025-3-30 02:29 作者: 很像弓] 時(shí)間: 2025-3-30 05:26
https://doi.org/10.1007/978-3-658-17016-5egories, creating unique and different experiences for different employee groups. The chapter recognizes gender as a fundamental ordering principle in society and organizations, although many of the empirical studies surveyed still take a gender-as-variable approach instead of explicitly analysing t作者: 高度 時(shí)間: 2025-3-30 11:54 作者: 放大 時(shí)間: 2025-3-30 16:00
https://doi.org/10.1007/978-3-658-17016-5he majority members, albeit not all groups. There is a need for more research on the prevalence and forms of workplace bullying, as well as causes that may render immigrants and ethnic minority members more likely to be exposed to bullying. The findings that are available at present, however, point 作者: MUT 時(shí)間: 2025-3-30 16:36
,Soziale Bürgerrechte auf dem Abstellgleis,erating in a political–social landscape that currently locates the disabled and chronically sick as a cost to be managed. In maintaining the tradition of trying to make workplaces fairer and more dignified in their treatment of workers, the chapter sets out some of the challenges of seeing disabled 作者: Junction 時(shí)間: 2025-3-30 20:54 作者: hypertension 時(shí)間: 2025-3-31 03:03
Reference work 2021 sexuality, disability, caste and ethnicity serve as markers for mistreatment, underpinning the needto explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing th作者: 針葉 時(shí)間: 2025-3-31 07:11 作者: acolyte 時(shí)間: 2025-3-31 09:32 作者: 破譯密碼 時(shí)間: 2025-3-31 16:38 作者: Osteons 時(shí)間: 2025-3-31 18:12
Handbooks of Workplace Bullying, Emotional Abuse and Harassmenthttp://image.papertrans.cn/e/image/280428.jpg作者: Bother 時(shí)間: 2025-3-31 23:42
https://doi.org/10.1007/978-3-658-10986-8alth and safety (WHS) issue. Safety can be a powerful perspective from which to view and manage workplace bullying. This is in part due to the prioritization of prevention, rather than response, that is key to a workplace safety perspective. In addition, operating within a safety management framewor作者: 有權(quán) 時(shí)間: 2025-4-1 04:42 作者: 睨視 時(shí)間: 2025-4-1 06:33
Simone Becker,Anne Keller,Nadja Kaiserreness of the concept and the need for protection of employees in the workplace. WPB policies provide a crucial part of this employee protection. The presence and content of WPB policies may be prescribed by law, but in many countries, this is not the case. Nevertheless, as policies have been develo
