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The purpose of this study is to explore the phenomenon of quiet quitting within Romanian companies and its relationship with organizational culture, demographic factors, leadership styles, and peer/supervisor pressure. The research aims to determine how and if these characteristics influence the phenomenon of quiet quitting in any way. The findings reveal a strong association between organizational culture and quiet quitting, suggesting that the nature of an organisation’s culture directly influences employees' inclination to consider such actions. Additionally, leadership style significantly impacted quiet quitting, indicating that managerial approaches play a pivotal role in employees' decision-making. Furthermore, the study did not identify a substantial connection between peer influence and the relationship between corporate culture and quiet quitting. These findings emphasise the critical role of organizational culture and leadership approaches in understanding and addressing the quiet quitting phenomenon. The results highlight the need for employers to foster a positive and healthy work environment and to implement effective leadership strategies to mitigate the likelihood of employees considering quiet quitting.

In the context of the reform of the economic system and the globalization of the economy, in order to explore the effect of secure base leadership on positive followership behavior. This study constructed a conceptual model of Secure Base Leadership and Positive Followership Behaviour based on Cognitive Affective Systems Theory. The chain mediating role of organisation-based self-esteem and work dynamics and the moderating role of equity sensitivity as a moderator of the relationship between secure base leadership and organisation-based self-esteem/work dynamics were examined. In total, 2 studies were conducted: study 1 was a situational experiment with 120 MBA students, which showed that secure base leaders can positively influence organisation-based self-esteem and work dynamics. To further explore this finding, Study 2 was a three-time point questionnaire survey on 366 employees in different industries, accounting for 84.14%, and the results of Study 2 not only proved the findings of Study 1, but also demonstrated that secure base leaders significantly influence positive followership behaviours. At the same time, organisation-based self-esteem and work dynamics were found to play a mediating role between secure base leadership and positive followership behaviour. In addition, equity sensitivity negatively moderated the relationship between secure base leadership and organisation-based self-esteem/work dynamism and also negatively moderated the indirect effect of secure base leadership influencing positive following behaviour through organisation-based self-esteem/work dynamism. Based on the findings, this study presents the theoretical contributions and managerial implications of this study and provides an outlook for future research.

In dynamic work settings, developing a collective mindful attention is crucial but challenging. It can be achieved through learning. However, the relationships between mindful attention and learning are complex and recursive. Mindful attention is both the prerequisite and the outcome of learning. Based on a single case study of a cement plant, we build an inductive model that clarifies these relationships and highlights three learning barriers. Our paper makes two contributions to theory. First, we extend the knowledge on the complex relationships between mindful attention and learning by identifying two different learning circles. Second, by providing a better understanding of the learning barriers, we stress the pivotal role of superstitious learning in preventing the development of mindful and collective attention.

This study aims to analyze the effect of work dynamics, self-access and compensation on strengthening competition and excellence of creative economy actors. And analyze the indirect influence between work dynamics, self-access and compensation through strengthening competition for the superiority of creative economy actors. Types of descriptive and quantitative research with a survey approach. Data sources in this study are primary and secondary data. The instrument data collection techniques used are observation, questionnaires, interviews and documentation. The sample was determined based on the Slovin formula obtained by 284 respondents. Data analysis uses inferential analysis of descriptive statistics and computer-assisted Structural Equation Modeling (SEM) analysis using AMOS 5.0 and SPSS version 20.0 program packages to test hypotheses. The results found that work dynamics, self-access and compensation positively and significantly strengthened competition. Work dynamics and self-access directly have a positive and significant effect on the superiority of creative economy actors, while compensation has a direct negative and insignificant influence. Strengthening competition directly has a positive and significant effect on the superiority of economic actors. For indirect influences, work dynamics, self-access and compensation through strengthening positive and significant competition on the excellence of creative economy actors.

Serrin's works provided a new perspective on classical thermodynamics through his statements of the first law and the accumulation function, and of the second law and the accumulation theorem, as well as the subsequent result by Huilgol that the work accomplished in a thermal cycle implies an inequality where the important temperatures of the thermal cycle and an integral similar to that of Clausius appears. Based on these pioneering works, explicit forms of the accumulation function have been derived for the Otto, Diesel, Stirling and Ericsson cycles. In this paper, a more straightforward derivation than that made by Huilgol is presented to obtain the inequality for the work accomplished in a cycle, following the theoretical framework of Serrin and Huilgol, and explicitly introducing that the temperature ranges in which the system exchanges heat are finite. This paper clearly shows the natural physical fact that heat exchange processes in a system have two defined extreme temperatures, corresponding to the beginning and end of the process, which can be equal in the isothermal limiting case. The derivation of the accumulation function for the ideal air-standard Brayton cycle is provided for the first time, extending Serrin's thermodynamic framework, where the temperature constraints of the adiabatic compression and expansion processes under which it operates are analyzed. Finally, a practical example is included to illustrate the behavior of the accumulation function of the ideal air-standard Brayton cycle.

Аннотация. В статье предпринята попытка строгой аксиоматизации термодинамики, т. е. построения такого ее изложения, при котором все ее изложение вытекает из нескольких аксиом. При этом оказывается, что классическая точка зрения, состоящая в том, что все здание термодинамики может быть построено на пяти началах (так называемые минус первый, нулевой, первый, второй и третий законы термодинамики), не выдерживает критики - количество аксиом существенно больше. Попытка выявить логическую необходимость введения этих аксиом в основания термодинамики и выявление самой их физической сущности (формулировка) и предприняты в данной статье.

Background: In many low-resource settings, in-service training is a common strategy to improve the performance of health workers and ultimately reduce the persistent burden of maternal mortality and morbidities. An evaluation of the Helping Mothers Survive Bleeding After Birth (HMS BAB) training as a single-component intervention in Tanzania found some positive albeit limited effect on clinical management and reduction of postpartum haemorrhage (PPH). Aim: In order to better understand these findings, and particularly the contribution of contextual factors on the observed effects, we explored health workers' perceptions of their health facilities' readiness to provide PPH care. Methods: We conducted 7 focus group discussions (FGDs) and 12 in-depth interviews (IDIs) in purposively selected intervention districts in the HMS BAB trial. FGDs and IDIs were audio-recorded, transcribed and translated verbatim. Thematic analysis, using both inductive and deductive approaches, was applied with the help of MAXQDA software. Results: Health workers perceive that their facilities have a low readiness to provide PPH care, leading to stressful situations and suboptimal clinical management. They describe inconsistencies in essential supplies, fluctuating availability of blood for transfusion, and ineffective referral system. In addition, there are challenges in collaboration, communication and leadership support, which is perceived to prevent effective management of cases within the facility as well as in referral situations. Health workers strive to provide life-saving care to women with PPH despite the perceived challenges. In some health facilities, health workers perceive supportive clinical leadership as motivating in providing good care. Conclusion: The potential positive effects of single-component interventions such as HMS BAB training on clinical outcome may be constraint by poor health facility readiness, including communication, leadership and referral processes that need to be addressed.

The purpose is to further analyze the influence of AI technology on the psychology of employees in the computer industry and truly solve the problems encountered in enterprise management, such as difficult organizational relationship and lack of staff morale. With artificial intelligence algorithm as the research object, AI-based employee psychology and performance analysis model is built based on artificial neural network (ANN) from four aspects of work performance, psychological empowerment, work engagement, and perceived dynamic work environment. MATLAB tool is used, employee psychological empowerment index is taken as an input variable, and employee performance index is taken as output index. The validity of the models proposed in different studies is further verified through different test methods. The results show that artificial intelligence technology can positively affect employees' performance by improving their psychological empowerment, and the improvement of work performance is directly related to psychological empowerment.

Purpose People in both the developing and developed worlds now face issues like work-to-family and family-to-work conflicts. Accordingly, the purpose of this paper is to explore the relationships between work-life balance, work-family conflict, and family-work conflict and perceived employee performance with job satisfaction serving as a moderating variable. Design/methodology/approach The object of this study is a full-time teaching faculty. Responses from 280 young university teaching faculty serving in public-sector universities in Islamabad, Pakistan, were investigated by applying linear regression analysis to test six hypotheses. Findings The results show that work-life balance and work-family conflict have a positive effect on employee performance. Job satisfaction has moderating effects on the relationships between work-life balance, work-family conflict, and family-work conflict with perceived employee performance. Originality/value The study presents some unique results, which are different from previous studies such as work-family conflict has a positive significant effect on employee performance, family-work conflict has no significant effect on employee performance, and job satisfaction can be a negative moderator between these relations.

In his “What Is Life?” Schrödinger poses three questions: (1) What is the source of order in organisms? (2) How do organisms remain ordered in the face of the Second Law of Thermodynamics? (3) Are new laws of physics required? He answers his first question with his famous “aperiodic solid”. He leaves his second and third questions unanswered. I try to show that his first answer is also the answer to his second question. Aperiodic solids such as protein enzymes are “boundary conditions” that constrain the release of energy into a few degrees of freedom in non-equilibrium processes such that thermodynamic work is done. This work propagates and builds structures and controls processes. These constitute his causally efficacious “code script” controlling development. The constrained release of energy also delays the production of entropy that can be exported from cells as it forms. Therefore, cells remain ordered. This answers his second question. However, “What is life?” must also ask about the diachronic evolution of life. Here, the surprising answer to this extended version of Schrödinger’s third question is that there are no new entailing laws of physics. No laws at all entail the evolution of ours or any biosphere.