This chapter explores the profound influence of a positive workplace culture on work performance and organizational agility. It delves into the multidimensional aspects of positive psychology, organizational culture, and their interplay in creating a flourishing work environment. A positive workplace culture, informed by principles from positive psychology, sets the stage for a thriving and engaged workforce. By cultivating an environment that values employee well-being, growth, and collaboration, organizations can unlock the full potential of their teams and enhance overall performance. This chapter examines how a positive culture positively impacts work performance, leading to increased productivity, efficiency, and quality of work. We delve into the key elements of a positive workplace culture, including fostering a growth mindset, encouraging resilience in the face of challenges, and promoting psychological safety. Through these components, employees are empowered to take risks, innovate, and embrace change, contributing to enhanced organizational agility, which means companies can adapt quickly to changing market dynamics and seize new opportunities. Therefore, this chapter offers valuable insights for human resources (HR) professionals, managers, and leaders seeking to create a positive, agile work environment that fuels organizational success.

With the increasing prevalence of remote work, understanding how it impacts employee perception, psychological safety, and job performance is critical for organisations. This study aims to investigate the relationships among these variables using a cross-sectional quantitative design and a questionnaire consisting of three scales: the Worktango employee sentiment around remote work survey, the Worktango psychological health and safety survey, and Goodman and Svyantek’s performance scale. Our sample included 857 participants, both managers and non-managers, from a large insurance company. Our first two hypotheses were confirmed using non-parametric Kruskal–Wallis tests: employee sentiment around remote work as part of hybrid work is more favourable in non-sales fields and among employees who actually work remotely more often. Moreover, we found that psychological safety moderates the relationship between employee sentiment around remote work and work performance. Specifically, we observed that the positive relationship between employee sentiment around remote work and work performance is stronger when psychological safety is high. Overall, our findings contribute to the understanding of how remote work is perceived by employees and its relationship and impact on their psychological safety and job performance. These insights can help organisations develop effective policies and practices for remote work that support their employees’ well-being and performance.

Vocational education and training of human resources in tourism play an important role in the development of the tourism industry and hence in the national, regional and global economy. In this paper, we aimed to analyze the effective use of smart education in the teaching and learning process in tourism. The research was conducted over three academic years (2013–2014, 2014–2015, 2015–2016) in 12 high schools providing tourism specializations in Constanta County, Romania. The main method used was an experiment. Thus, we used information and communication technology (ICT) methods in the educational process (the independent variable) in order to compare students’ results to those obtained in control classes, in which only traditional teaching methods were used. The results of our research confirmed our initial hypotheses, namely the fact that by using ICT methods within tourism classes, students understand and assimilate specialised knowledge faster and better, and they form and develop specific skills at a higher level than by using traditional teaching methods. This means that by using the latest technology in classes for teaching and learning disciplines in tourism, it is possible to develop, by the end of the superior cycle of high school, the future qualified human resources required for sustainable tourism.

Micro, small, and medium‐sized enterprises (MSMEs), one the pillars of any economy, comprise the majority of enterprises, while their performance remains modest comparatively with large companies. The dynamic nature of the business landscape, coupled with insufficient resources, increases the vulnerability to risks and threatens the long‐term sustainability of MSMEs. A large body of literature emphasizes the positive impacts on business performance from implementing a comprehensive risk management framework. However, in the case of MSMEs, the relationship is still unclear due to the substantial investments required and the lack of skills and knowledge these companies encounter. This study analyses the bibliometric data of 531 articles indexed in Scopus and Web of Science databases to identify the literature trends concerning the connection between risk management and performance in MSMEs. Results show a growing interest in the subject starting from 2010, but the different ways of understanding the performance lead to a disparity of conclusions.

Leadership and Gender Differences—Are Men and Women Leading in the Same Way? | InTechOpen, Published on: 2017-02-01. Authors: Cătălina Radu, Alecxandrina Deaconu and Corina Frăsineanu

Work engagement, work efficacy and performance are key concepts in today’s human resources field, impacting both personal and organisational levels. However, not many studies investigate them in a core professional area: pre-university teachers. After measuring the work engagement, work efficacy and work performance variables of teachers, we identified the differences in teachers’ work engagement, work efficacy and work performance according to their seniority in education and the position of the high school in the top national rankings. Our paper’s focus is on exploring the relationship between work engagement and work performance among pre-university teachers from Romanian high schools. This relationship is analysed both directly and indirectly by including work efficacy as a mediating factor. A sample of 817 Romanian high school teachers participated in this study (questionnaire applied in April 2021). The results can lead to a better understanding of human resources behaviour, and, on this basis, to the formulating of human resource policies in the educational field.