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Tjulin, Åsa. "Workplace Social Relations in theReturn-to-Work process". Doctoral thesis, Linköpings universitet, Arbetslivsinriktad rehabilitering, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-57658.
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The overall aim of this thesis was to explore the impact of workplace social relations on the implementation of return-to-work interventions. The thesis consists of four separate papers with specific aims. In Paper I, the overall purpose of the study was to analyse how a multi-stakeholder return-to-work programme was implemented and experienced from the perspective of the stakeholders involved, i.e. supervisors, occupational health consultants and a project coordinator. The objective was to identify and analyse how these stakeholders perceived that the programme had been implemented in relation to its intentions. In Paper II, the objective was to explore how workplace actors experience social relations, and how organisational dynamics in workplace-based return-to-work start before and extend beyond the initial return of the sick-listed worker to the workplace. In Paper III, the objective was to explore the meaning of early contact in return-to-work, and how social relational actions and conditions can facilitate or impede early contact among workplace actors. In Paper IV, the objective was to explore the role of co-workers in the return-to-work process, and their contribution to the process, starting from when a colleague falls ill, continuing when he/she subsequently becomes sick-listed and finally when he/she re-enters the workgroup. The general methodological approach to the papers in this thesis has been explorative and interpretive; qualitative methods have been used, involving interviews, group interviews and collection of employer policies on return-to-work. The data material has been analysed through back-and-forth abductive (Paper I), and inductive (Papers II-IV) content analysis. The main findings from Paper I show that discrepancies in the interpretations of policy intentions between key stakeholders (project coordinator, occupational health consultants and supervisors) created barriers for implementing the employer-based return-to-work programme, due to lack of communication, support, coaching and training activities of key stakeholders dedicated to the biopsychosocial intentions of the programme. In Papers II-IV, the workplace actors (re-entering workers, co-workers, supervisors and/or human resources manager) experienced the return-to-work process as phases (time before the sick leave, when on sick leave, when re-entering the workplace, and future sustainability). The findings highlight the importance and relevance of the varied roles of the different workplace actors during the identified phases of the return-to-work process. In particular, the positive contribution of co-workers, and their experience of shifting demands and expectations during each phase, is acknowledged. During the period of time before sick leave the main findings show how workplace actors experience the meaning of early contact within a social relational context, and how early contact is more than an activity that is merely carried out (or not carried out). The findings show how workplace actors experience uncertainties about how and when contact should take place, and the need to balance possible infringement that early contact might cause for the re-entering worker between pressure to return to work and their private health management. The findings in this thesis show how the workplace is a socially complex dynamic setting, which challenges some static models of return-to-work. The biopsychosocial and ecological/case management models and policies for return-to-work have been criticised for neglecting social relations in a return-to-work process at the workplace. This thesis provides increased knowledge and explanations regarding important factors in workplace social relations that facilitate an understanding of what might “make or break” the return-to-work process.
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Larsson, Agneta. "Identifying, describing and promoting health and work ability in a workplace context". Doctoral thesis, Luleå tekniska universitet, Hälsa och rehabilitering, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-17564.
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Det övergripande syftet med denna avhandling är att identifiera, beskriva och främja hälsa och arbetsförmåga ur ett arbetsplatsperspektiv. Tre av delarbetena är kvantitativa och en är kvalitativ. Studie I och II är baserade på samma population av anställda inom kommunal hemtjänst, vilka besvarade ett frågeformulär. Studie III omfattar anställda vid olika enheter inom kommunal service, vilka besvarade ett frågeformulär vid tre tillfällen under en 9-månaders period. Studie IV baseras på kvalitativa intervjuer med arbetsgivare inom olika branscher. Den första studien syftade till att identifiera faktorer som främjar för upplevd självtillit (eng. self-efficacy), muskuloskeletalt välbefinnande (hälsa) och arbetsförmåga hos sjukvårdbiträden respektive undersköterskor inom kommunal hemtjänst. Resultatet från multipla regressionsanalyser visade att den fysiska arbetsbelastningen och säkerhetsklimatet främjade självtilliten i båda grupperna, och för undersköterskorna hade även kön och ålder betydelse för självtilliten. Muskuloskeletalt välbefinnande hos sjukvårdsbiträden var relaterat till kön och upplevd grad av säkerhet. Främjande faktorer för arbetsförmåga hos sjukvårdsbiträden var ålder, anställningstid och säkerhetsklimat. Hos undersköterskor var kön, grad av säkerhet, självtillit och muskuloskeletalt välbefinnande främjande faktorer. Dessa skillnader bör beaktas vid planering av framtida interventioner. Hos båda professionerna kan fysisk arbetsbelastning minskas, och arbetsplatsens säkerhetsklimat och den anställdes egen självtillit stärkas. Syftet med den andra studien var att beskriva hemtjänstpersonalens upplevelse av säkerhetsklimat och arbetsförhållanden, aktiviteter för ökad säkerhet i arbetet, självtillit, hälsa och arbetsförmåga. Generellt rapporterade personalen höga fysiska belastningsnivåer och en hög frekvens av muskuloskeletala symtom. Signifikanta skillnader mellan hemtjänstgrupperna noterades avseende säkerhetsklimat, socialt stöd, inflytande över beslut, grad av säkerhet i arbetet, och grad av deltagande i arbetsplatsens säkerhetsarbete. Personalen angav ett antal faktorer som begränsade möjligheterna att utföra arbetet på ett säkert sätt. Detta betyder att hemtjänstgrupper med ’goda praktiska lösningar’ kan utgöra roll modeller för andra grupper när det gäller att utveckla fungerande lösningar i det dagliga arbetet. Arbetsgivarstöd, tydliga rutiner, intern- och extern samverkan och påverkansmöjligheter för de anställda, kan ge bättre förutsättningar att utföra arbetet med högre kvalitet och säkerhet. I den tredje studien beskrivs effekterna av två interventioner för kvinnor med muskuloskeletala symtom, anställda inom kommunal service: en ’self-efficacy utbildning’ respektive en ’ergonomisk utbildning’. Båda syftade till att stärka deltagarnas egna resurser i förhållande till sitt arbete. Båda interventionerna visade goda effekter, men på olika sätt i de båda grupperna. Den upplevda arbetsförmågan ökade i ’self-efficacy gruppen’. I den ’den ergonomiska gruppen’ ökade användningen av smärt coping strategier. Arbetsgivarnas upplevelser av hur arbetsrehabilitering kan planeras för att bli av bättre kvalitet och mer kostnadseffektiv, beskrevs i den fjärde studien. Arbetsgivarna ansåg att processen kunde förbättras genom att de arbetade utifrån ett holistiskt perspektiv, gav de sjukskrivna stöd, utvärderade deras måluppfyllelse och gav rehabiliteringsprocessen tillräckligt med tid. Proaktiva arbetsplatsinsatser och god kommunikation inom arbetsplatsen var för enligt dem förutsättningar för en lyckosam arbetsåtergång.Betygsnämnd: Docent Marianne Törner, Göteborgs universitet Docent Helené Sandmark, Mälardalens universitet Professor Håkan Alm, Luleå tekniska universitet
Godkänd; 2011; 20110826 (agnlar)
Hälsa och säkerhet i vård- och socialt servicearbete, i ett samhällsperspektiv
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Vartia-Väänänen, Maarit. "Workplace bullying a study on the work environment well-being and health". Helsinki : University of Helsinki. Department of Psychology, 2003. http://ethesis.helsinki.fi/julkaisut/hum/psyko/vk/vartia-vaananen/.
Pełny tekst źródła
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Nilsson, Petra. "Enhance your workplace! : a dialogue tool for workplace health promotion with salutogenic approach". Doctoral thesis, Högskolan Kristianstad, Forskningsmiljön Människa - Hälsa - Samhälle (MHS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7484.
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The aim of this thesis was to develop and make a quality assessment of a tool, which includes a questionnaire and a dialogue process that could be useful for workplace health promotion from a salutogenic point of view. The studies have been performed within two health care organizations between 2005 and 2009, together with hospital staff. Two questionnaire studies were conducted (n=446 n=505, respectively). A focus group interview study was performed (n=78), and meetings were held in an action research process for applying a questionnaire process at two wards (n=69). The result shows a development process for a multi-dimensional questionnaire, the Work Experience Measurement Scale (WEMS), which can be used to measure work experiences from a salutogenic perspective. WEMS was shown to be a functional workplace health promotion questionnaire with the ability to discriminate between groups. Its psychometric properties support its applicability in health care settings and offer a possibility to measure trends over time regarding employees´ work experiences. A dialogue structure for progress in the questionnaire process is presented. It describes what to precede and how to proceed through a workplace questionnaire process to foster applicability, meaningfulness, and sustainability. Through WEMS, the outcome of work-related Specific Enhancing Resources (SER) may be highlighted and strengthened in workplace activities. When used as a dialogue tool in a continuous questionnaire process, WEMS has the potential of being a useful assessment tool in workplace health promotion. Such a dialogue tool is useful in discussions and tangible for the work of enhancing positive human capabilities and resources (SER) that improve work performance.
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Gadde, Divya. "Assessment of Ergonomics in Indian Dental Practice: A Workplace Analysis". TopSCHOLAR®, 2018. https://digitalcommons.wku.edu/theses/2332.
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Dental practice requires unique working conditions such as prolonged working hours, strained body postures and laborious, high finesse dental techniques. However, it can be more efficiently performed by the application of ergonomics, rather than physically forcing the worker's body to fit the job. Posture is highly influenced by factors such as inadequate working level, incorrect patient positioning, and poor visual comfort. In order to eliminate musculoskeletal disorders it is necessary to control these and other factors, and design the human work environment to be more ergonomic. The aim of this study was to assess ergonomics within Indian dental practice and elucidate factors that prevented application of ergonomics.
An observational study was conducted among 58 Indian dentists, both from a private dental hospital and clinics. A questionnaire that consisted of 37 open-ended and closed-ended questions was used as a research tool for the study. Information on background characteristics, work environment, equipment, work administration, and ergonomic awareness was collected using the questionnaire. Sampling consisted of observing 37 male and 21 female dentists. A total of 58 individuals, 62 % ( 36), worked for a private dental hospital, and 38% (22) for dental clinics. A majority, 84.5% (49), of the dentists reported that they did not receive ergonomic training from their work administration. Most dentists, 96% (56), reported that there was no system of recordkeeping for workplace accidents. Lack of proper ergonomic training and no system of recordkeeping for workplace accidents were found to be the primary factors for not applying ergonomics by Indian dentists. Ergonomic training programs are needed in India to help educate dentists on workplace safety and health, and thus aid in reducing musculoskeletal pain. Finally, a system is needed in Indian dental practice to promote workplace safety and health by identifying workplace hazards that result in injuries.
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Lee, Chiao-Tzu Patricia, i N/A. "Applicability of the Integrative Workplace Health Management (IWHM) Model in Taiwan". Griffith University. Griffith School of Environment11, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070824.102636.
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Over the past three decades, globalisation and rapid technological advances have fundamentally changed socio-economic structure and have widespread impacts on the nature of work and workplace health (U. Beck, 2000; Bertucci & Alberti, 2004; Bhalla, 1996; Chu & Dwyer, 2002). They have led to fierce global competition, altered the nature of work and exposed employees to new health risks (Chu & Dwyer, 2002; Stitzel & Jarvisalo, 1997). Fierce market competition demands enterprises and industries to build new competencies, restructure and improve productivity and efficiency. Associated with these changes are increased work pressures, weakening commitment to occupational health and safety, and many negative impacts on workers health (G. Breucker, 2006; Missler & Theuringer, 2003; WHO, 2003). Evidence shows that the world is facing growing burden of work related fatalities, injuries and diseases, particularly a dramatic increase of work stress. As part of the global community, Taiwan has also encountered similar workplace challenges in the rapidly changing environment. It also has to confront with increasing costs from the burden of work-related injuries and diseases and to find appropriate ways to deal with the serious problems (Council of Labour Affairs Taiwan, 2003, 3005; IOSH, 2002). As the success of organisations relies on having well-qualified, motivated and healthy employees, it is essential to seek effective means to protect and promote the health of the working population (ENWHP, 2005). The integrative workplace health promotion (IWHM) model emerging in the 1990s, is regarded as a comprehensive means to address multiple determinants of health and promote employee health (G. Breucker, 2006; Chu, 2003b; WHO-WPRO, 1999). There have been a great number of international successful examples demonstrating the benefits from implementing the IWHM programs (ENWHP, 2002; Chu, Breucker, Harris, & et al., 2000). In response to these workplace challenges and new occupational health risks, Taiwan has followed the international trend to initiate a series of workplace health promotion (WHP) programs since 2001 (Bureau of Health Promotion Taiwan, 2006). However, a preliminary study revealed that many WHP projects in Taiwan have met with difficulties in encouraging employee participation and sustainable development of the programs. These results were not surprising as the majority of the WHP programs in Taiwan tended to narrowly focused on physical activities, weight control and smoking cessation, while ignoring employee needs and problems relevant to specific workplace concerns (Bureau of Health Promotion, 2003; Hsu, Chang, Peng, & Chen, 2002; Hsu, Chen, & Wu, 2004). In this regard, the comprehensive IWHM which aims to meet employee health needs and improve organisational environment may present an effective means for Taiwan to address complex workplace health issues and to create healthy and sustainable workplaces. This research aims to investigate the applicability of the IWHM model in Taiwan to deal with workplace health problems. Apart from reviewing literature and relevant case studies from international communities and in Taiwan, this study conducted a small scale pilot study and a comprehensive needs assessment at selected workplaces in Taiwan as an experiment to test the applicability of the IWHM model. In practice, this research project targeted the civil servants working at the Liming governmental community in Taichung, Taiwan as the research subject. It involves a combination of qualitative and quantitative methods for data collection and analysis. A variety of data collection techniques including in-depth interviews, focus groups, participant observations, secondary data analysis and questionnaire surveys are used to investigate the workplace health and safety problems and the staffs health needs. A triangulation technique is used to compare and contrast the different sources of information. The findings indicated that the IWHM model is applicable in the Liming community in terms of feasible methodological approaches using a needs-based program development and implementation process, and positive program outcomes such as stair improvement to prevent falls and the establishment of long-term health management, meaningful participation, practical program activities and holistic evaluation. For potential program sustainability, this project has involved employee representatives in program implementation and taking in charge of the ongoing program activities, and has managed to establish interdepartmental partnership to address common workplace health issues. Even though this research project has not made great progress, it has been moving toward meeting the project objectives and the organisations needs. From the Liming experience, this research provided recommendations for future development of WHP in Taiwan including: 1) develop national policies to define clear responsibilities in WHP development at different levels; 2) establish appropriate capacity building and training programs; 3) develop practical guidelines and tools tailored to suit Taiwans local conditions and needs; 4) set up effective evaluation and quality management system; 5) provide a professional or technical support team to assist workplaces or industries with the development and implementation of WHP programs.
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Lee, Chiao-Tzu Patricia. "Applicability of the Integrative Workplace Health Management (IWHM) Model in Taiwan". Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366793.
Pełny tekst źródłaStreszczenie:
Over the past three decades, globalisation and rapid technological advances have fundamentally changed socio-economic structure and have widespread impacts on the nature of work and workplace health (U. Beck, 2000; Bertucci & Alberti, 2004; Bhalla, 1996; Chu & Dwyer, 2002). They have led to fierce global competition, altered the nature of work and exposed employees to new health risks (Chu & Dwyer, 2002; Stitzel & Jarvisalo, 1997). Fierce market competition demands enterprises and industries to build new competencies, restructure and improve productivity and efficiency. Associated with these changes are increased work pressures, weakening commitment to occupational health and safety, and many negative impacts on workers’ health (G. Breucker, 2006; Missler & Theuringer, 2003; WHO, 2003). Evidence shows that the world is facing growing burden of work related fatalities, injuries and diseases, particularly a dramatic increase of work stress. As part of the global community, Taiwan has also encountered similar workplace challenges in the rapidly changing environment. It also has to confront with increasing costs from the burden of work-related injuries and diseases and to find appropriate ways to deal with the serious problems (Council of Labour Affairs Taiwan, 2003, 3005; IOSH, 2002). As the success of organisations relies on having well-qualified, motivated and healthy employees, it is essential to seek effective means to protect and promote the health of the working population (ENWHP, 2005). The integrative workplace health promotion (IWHM) model emerging in the 1990s, is regarded as a comprehensive means to address multiple determinants of health and promote employee health (G. Breucker, 2006; Chu, 2003b; WHO-WPRO, 1999). There have been a great number of international successful examples demonstrating the benefits from implementing the IWHM programs (ENWHP, 2002; Chu, Breucker, Harris, & et al., 2000). In response to these workplace challenges and new occupational health risks, Taiwan has followed the international trend to initiate a series of workplace health promotion (WHP) programs since 2001 (Bureau of Health Promotion Taiwan, 2006). However, a preliminary study revealed that many WHP projects in Taiwan have met with difficulties in encouraging employee participation and sustainable development of the programs. These results were not surprising as the majority of the WHP programs in Taiwan tended to narrowly focused on physical activities, weight control and smoking cessation, while ignoring employee needs and problems relevant to specific workplace concerns (Bureau of Health Promotion, 2003; Hsu, Chang, Peng, & Chen, 2002; Hsu, Chen, & Wu, 2004). In this regard, the comprehensive IWHM which aims to meet employee health needs and improve organisational environment may present an effective means for Taiwan to address complex workplace health issues and to create healthy and sustainable workplaces. This research aims to investigate the applicability of the IWHM model in Taiwan to deal with workplace health problems. Apart from reviewing literature and relevant case studies from international communities and in Taiwan, this study conducted a small scale pilot study and a comprehensive needs assessment at selected workplaces in Taiwan as an experiment to test the applicability of the IWHM model. In practice, this research project targeted the civil servants working at the Liming governmental community in Taichung, Taiwan as the research subject. It involves a combination of qualitative and quantitative methods for data collection and analysis. A variety of data collection techniques including in-depth interviews, focus groups, participant observations, secondary data analysis and questionnaire surveys are used to investigate the workplace health and safety problems and the staff’s health needs. A triangulation technique is used to compare and contrast the different sources of information. The findings indicated that the IWHM model is applicable in the Liming community in terms of feasible methodological approaches using a needs-based program development and implementation process, and positive program outcomes such as stair improvement to prevent falls and the establishment of long-term health management, meaningful participation, practical program activities and holistic evaluation. For potential program sustainability, this project has involved employee representatives in program implementation and taking in charge of the ongoing program activities, and has managed to establish interdepartmental partnership to address common workplace health issues. Even though this research project has not made great progress, it has been moving toward meeting the project objectives and the organisations’ needs. From the Liming experience, this research provided recommendations for future development of WHP in Taiwan including: 1) develop national policies to define clear responsibilities in WHP development at different levels; 2) establish appropriate capacity building and training programs; 3) develop practical guidelines and tools tailored to suit Taiwan’s local conditions and needs; 4) set up effective evaluation and quality management system; 5) provide a professional or technical support team to assist workplaces or industries with the development and implementation of WHP programs.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith School of Environment
Faculty of Environment and Planning
Full Text
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Myers, Meghan Elizabeth. "PLEASE TELL ME WHAT TO DO: CHALLENGING ASSUMPTIONS ABOUT AUTONOMY, BUREAURACY, AND SATISFACTION IN THE WORKPLACE". The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1235167338.
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Sangweni, Nozipho. "Spirit at work and the South African public health workers’ organisational commitment". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26038.
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This study makes an empirical examination of the relationship between spirit at work and organisational commitment. It examines the organisational factors that foster spirit at work in individuals. A cross-sectional survey design was used to answer three research questions. The sample consisted of medical professionals. A mail survey was administered at three public hospitals. A positive correlation was found between spirit at work and organizational commitment. Sense of community emerged as central to fostering spirit at work. CopyrightDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Abdulkhaleq, Sania Mohammed Saleh. "Association between Work-Related Safety and Work-Related Injuries among Home Health Care Providers". Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10746442.
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Home care nurses (HCNs) have reported a high rate of exposure to work-related injuries (WRIs). Nurses are challenged by the multidimensional problems associated with home care safety. These contextual risk factors increase the physical and social health problems of health care workers and of community suffering as a whole. This quantitative, cross-sectional study was designed to examine the relationship between the organization-related factors (ORFs) and the environment-related factors (ERFs) and their influences on safety behaviors (SBs) and the WRIs of HCNs. The PRECEDE framework was used to guide the study. Self-reported data were obtained from 74 home health care (HHC) nurses using the Safety Home Care Nursing questionnaire. A linear regression model was applied to determine the nature of the association between the independent variables and dependents variables. Findings showed the ORFs demonstrate a stronger effect on the SBs than the impact of the ERFs. The management commitment and the home-based care significantly affected the SBs. The supervisory support and safety access to a client's home were decreasing the WRIs. Therefore, the integration of efforts: The management and leadership of the health organization, the health care providers, and the clients’ family would improve safety of HHC. This study is expected to help develop safety strategies for home care and thus attempt to minimize WRIs among HCNs. Nurses free of injuries are able to provide a quality of care and improve patients’ health outcomes that in turn have an effect on reducing community suffering and financial costs.
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Volschenk, Mariette. "All in a day's work : student nurses' perceptions of their clinical learning experiences in a corporate workplace context". Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/3762.
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Thesis (MPhil (Centre for Health Science Education))--University of Stellenbosch, 2009.Introduction: Exposure to the clinical learning environment forms an essential part of nursing education. Individual student perceptions of this multi-dimensional context can greatly influence their clinical learning experiences. Insight into these perceptions may assist nurse educators in facilitating optimal learning outcomes. Aim: The aim of this study was to promote an awareness of the possible impact of various aspects of the clinical learning environment and nursing students’ perceptions thereof, on their learning experiences; and to generate guidelines for facilitating optimal learning outcomes. Methods: A qualitative, interpretive study, investigating nine individual second-year nursing students, was undertaken in a private hospital in South Africa. Interview transcripts were thematically analyzed. Results: Four themes and eleven sub-themes emerged, highlighting the impact of student nurses’ perceptions of the various aspects of the clinical learning environment on their learning experiences. Discussion: The impact of students’ perceptions of the clinical learning environment on their learning experiences is discussed. Recommendations are provided for measures to increase the focus on student-centered learning in the selected clinical context. Conclusion: The challenge remains to best prepare students for the complexities and dynamics of the workplace learning environment, while at the same time modifying this environment to effectively meet students’ learning needs.
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Williamson, Amy. "Learning from the positive for preventable injury in the workplace: Can non-deterrence based approaches encourage compliance?" Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/132589/2/__qut.edu.au_Documents_StaffHome_staffgroupW%24_wu75_Documents_ePrints_Amy_Williamson_Thesis%5B1%5D.pdf.
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This thesis provided a qualitative investigation into the use of advice and information by Work Heath and Safety (WHS) inspectors in Queensland. The effective provision of advice and information is fundamental to the success of the overall regulatory approach in Queensland that aims to not only monitor and enforce but also assist and encourage compliance. The research examined the current state-of-play regarding the use of advice and information by WHS inspectors, and how it is experienced by members of the Queensland construction industry. Using positive psychology as a novel paradigm, the identification of three core principles underpinning effective use of advice and information led to the development of 11 recommendations for Work Health and Safety Queensland.
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Petri, Hedwig. "A crime without punishment : policy advocacy for European Union Health and Safety legislation on harassment at work". Thesis, Middlesex University, 2001. http://eprints.mdx.ac.uk/6244/.
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The study is concerned about employers' liability to protect the mental welfare of employees alongside their physical health. The need for protection is demonstrated in several ways. Firstly, the introduction examines the statistical evidence of harassment in the workplace and its effect on its victims. Secondly, data was collected from nine participants who had taken their employer to court claiming that they had been bullied out of their jobs. These documents which were supplemented in some cases by personal statements, were analysed using the Glaser and Strauss Grounded Theory method tempered with Case Study method. Ethical issues coming to the fore during data collection supplied additional material for a chapter which eflects on problems researchers will encounter when working with vulnerable research participants. Analysis showed the importance of social support for victims and implicated the role the trade unions, the medical and legal professions plays in secondary victimisation for victims of workplace bullying. A review of existing legislation was conducted to determine if internal voluntary guidelines or new legislation would give best protection. Employer-led bullying was identified as the form on which internal guidelines have no impact. Workplace bullying was always found to be morally wrong and the issue of what is legally right but not morally right was discussed. The findings emerging from the analysis together with recommendation to place protection of harassment at work within Health and Safety policies was presented to opinion makers to gauge the level of interest in the investigator's recommendation that European Union Health and Safety officials should take the lead in advancing legislative change outlawing workplace harassment.
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Sundin, Lisa. "Work-related social support, job demands and burnout studies of Swedish workers, predominantly employed in health care /". Stockholm : Department of Neuroscience, Karolinska Institutet, 2009. http://diss.kib.ki.se/2009/978-91-7409-720-7/.
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Elwer, Sofia, Lena Alex i Anne Hammarström. "Gender (in)equality among employees in elder care : implications for health". Umeå universitet, Allmänmedicin, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-54342.
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Introduction: Gendered practices of working life create gender inequalities through horizontal and vertical gender segregation in work, which may lead to inequalities in health between women and men. Gender equality could therefore be a key element of health equity in working life. Our aim was to analyze what gender (in) equality means for the employees at a woman-dominated workplace and discuss possible implications for health experiences. Methods: All caregiving staff at two workplaces in elder care within a municipality in the north of Sweden were invited to participate in the study. Forty-five employees participated, 38 women and 7 men. Seven focus group discussions were performed and led by a moderator. Qualitative content analysis was used to analyze the focus groups. Results: We identified two themes. "Advocating gender equality in principle" showed how gender (in) equality was seen as a structural issue not connected to the individual health experiences. "Justifying inequality with individualism" showed how the caregivers focused on personalities and interests as a justification of gender inequalities in work division. The justification of gender inequality resulted in a gendered work division which may be related to health inequalities between women and men. Gender inequalities in work division were primarily understood in terms of personality and interests and not in terms of gender. Conclusion: The health experience of the participants was affected by gender (in) equality in terms of a gendered work division. However, the participants did not see the gendered work division as a gender equality issue. Gender perspectives are needed to improve the health of the employees at the workplaces through shifting from individual to structural solutions. A healthy-setting approach considering gender relations is needed to achieve gender equality and fairness in health status between women and men.
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Sakurai, Kenji. "Coworker Incivility and Incivility Targets’ Work Effort and Counterproductive Work Behaviors: The Moderating Role of Supervisor Social Support". Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1300292411.
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Neill, Emily S. "Attraction to the Psychologically Healthy Workplace (PHW): An Examination Focused on Personal Values, Health, and Industry Type". Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy162747800552569.
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Olafsdottir, Steingerdur. "The role of organizational culture in employees´ work-life balance as an aspect of health". Thesis, Nordic School of Public Health NHV, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:norden:org:diva-3179.
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Organizational culture defines how employees should behave in a given set of circumstances. The purpose of this study involved analyzing the organizational culture of an Icelandic software consultancy company in relation to employees´ work-life balance as an aspect of health, and explaining the process for creating and sustaining a supportive work-life culture. Achieving this purpose required answers to several research questions, What are the components of the existing organizational culture? What is the managers´ role in creating and sustaining this organizational culture? What are the challenges in sustaining this organizational culture? This case study used both quantitative and qualitative methods, and four data sources for triangulation purposes. The methodological approaches included a questionnaire-based survey, completed by 72 employees (90%); semi-structured interviews with eight employees; observations conducted during two separate weeks; and document analysis of various documents dating back a maximum of two years. The results suggest that the case organization´s culture was work-life supportive, i.e., the organization supported and valued employees´ integration of work and private life. The components of the existing organizational culture were defined as: fun, ambition, flexibility, international character, openness, cooperation, informality, flat organizational structure, responsibility, trust, understanding, support, and pride. The managers´ role in creating and sustaining this culture involved availability, supportiveness, understanding, trusting, and giving feedback. Among the main challenges in sustaining the culture was the growth of the organization, which could affect considerably the informal culture. Description of the components of the case organization’s existing culture includes description of the culture’s enablers, according to the purpose of explaining how a supportive work-life culture can be created and sustained.ISBN 978-91-85721-57-3
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Waldick, Ian. "The transformation of our workplaces how gender has shaped workplace sexual harassment law and award amounts". Honors in the Major Thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/931.
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Equal Employment Opportunity laws are a relatively new construct within the framework of American legal history. This area of law, however, has experienced significant development within a relatively short span of time. Over the last half-century, the Supreme Court of the United States has handed down several landmark decisions, clarifying the law as to what constitutes sexual harassment, and in which circumstances employers can be held liable for the harassing actions of employees. The purpose of this thesis is to examine this development, and to assess the question of whether the awards given to male victims of workplace sexual harassment are comparable to the awards given to female victims.B.A.
Bachelors
Health and Public Affairs
Legal Studies
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Mazzola, Joseph J. "Workplace Nutrition and Exercise Climate: Scale Development and Preliminary Model". Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1706.
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Obesity is a major concern in the United States and has a multitude of negative physical and mental health consequences. Proper nutrition and exercise are important elements to initiating and maintaining a healthy lifestyle. Since most people spend a large amount of their time working, it is important that organizations create an atmosphere that is conducive to employees being able to eat healthy diets and exercise regularly. The social and environmental climate in terms of health was examined through the construct of a Workplace Nutrition and Exercise Climate (WNEC), defined here as the situational, social, and environmental factors within an organization that encourage and provide support to employees interested in eating healthy and exercising. This study sought to develop a scale for this construct and test its reliability, validity, and relationships to important health behavior and outcome variables. One-hundred and fifty-six participants were recruited to take an online survey, as well as provide contact information for 2 co-workers. Forty-three of these participants were successfully matched directly to 1 or 2 co-workers in their organization.
The scale showed evidence for reliability, through high internal consistency and interrater reliability. The results showed that the scale should be considered a single construct, but that individual nutrition or exercise can be measured if the user has empirical evidence that it is necessary for their research question. The scale also improved on a previous measure of health climate in a number of ways. The construct was directly related to organizational health benefits, self-reported healthy diet, job satisfaction, and depression. Additionally, while the initial simple mediation model proposed was not supported by the data (neither proper diet nor exercising behaviors individually mediated the relationship between the new construct of workplace nutrition and exercise climate and the physical and mental health variables), some exploratory moderation models showed promising leads for future researchers. Specifically, males and females differed on their relationships between the current climate construct and the self-reported healthy diet and total exercise frequency variables.
Given the wealth of previous research that shows the negative effects of obesity, if these findings continue to be supported, it may indicate that WNEC plays a crucial, primary prevention role in helping employees get and/or stay healthy. Future research should continue to look at this new construct of WNEC, design studies that allow for aggregation and investigation of the shared climate, and determine how researchers and practitioners can create a healthy WNEC in an organization.
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Peters, Fiona. "Mindfulness at work: Assessing the impact of practising mindfulness in the workplace on engagement, wellbeing, happiness and positivity". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2138.
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Aim: The purpose of this study carried out in Perth, Western Australia was to examine the effect of mindfulness training on workers in a university setting, by assessing the impact of mindfulness training on their sense of wellbeing, happiness, positivity and level of engagement in their jobs.
Method: Participants (n = 54) were recruited through the Edith Cowan University staff Health and Wellness Program, Live Life Longer and randomly allocated into two groups of 27. Both groups were invited to take part in 6 weeks of mindfulness training with staggered starts, group 2 began once group 1 had completed the training. There were no exclusion criteria. The training was adapted from the Mindfulness Based Stress Reduction program, and was delivered for one hour each week. The program included a 4-hour retreat on the penultimate Saturday. Quantitative testing was carried out at six week intervals: (T1) at baseline before either group received training; (T2) after group 1 finished the training and group 2 was about to commence; (T3) immediately after group 2 had completed which was a 6 week follow-up for group 1; and (T4) 6 weeks later as a follow up for both groups.
Results: The program suffered from high drop-out, with less than half of the original cohort (n=25) participating in four or more sessions of the 6-week program. This is likely to have impacted upon the statistical power of the study and no statistically significant differences were observed between groups: Wellbeing (F (1) = 2.142, p = 0.157); Happiness (F (1) – 1.152, p = .294); Positivity (F (1) = .625 p = .437); Engagement (F (1) = 2.380, p = .137) and Mindfulness (F (1) = .790, p = .383).
Conclusion: This study did not show any significant differences in the variables of: wellbeing, happiness, positivity or engagement in work. However other studies have shown significant benefits for organisations and employees in mindfulness interventions in the workplace. A small sample size was a limitation of this study. To validate results and be able to generalise findings larger longitudinal studies should be carried out. Retention rate was an issue in this study and in future, strategies need to be employed to ensure sustainability of the training program and reduce attrition rate. Other modes of delivery of intervention such as using an online platform may increase participation rates. Being able to carry out mindfulness training at convenient times may be more attractive to employees
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Weatherford, Barbara H. "Patient Safety: A Multi-Climate Approach to the Nursing Work Environment: A Dissertation". eScholarship@UMMS, 2011. https://escholarship.umassmed.edu/gsn_diss/20.
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The purpose of this study was to explore Zohar’s Multi-Climate Framework for Occupational Safety to determine the effects of staff nurse perceptions of safety priorities in their organization (safety climate) and their work ownership climate (Magnet Hospital designation) on safety citizenship behaviors viewed as in role or extra role. Safety citizenship behaviors are described as behaviors that go beyond the job description to ensure safety. Participants from a convenience sample of three Magnet designated community hospitals in New England completed three scales (Zohar’s Safety Climate Questionnaire, Essentials of Magnetism II and the Safety Citizenship Role Definitions Scale) representing the study variables via an online survey platform. Multivariate analysis of covariance informed the results. Findings include a positive unadjusted relationship between safety climate and work ownership climate (rs=.492, pF (1, 86) = 8.4, p=.005, N=92), controlling for work ownership climate and hospital. Implications include support for a continued focus on better understanding the importance of a positive nursing work environment, a characteristic shared by Magnet designated hospitals, on the presence of safety citizenship behaviors in the acute care environment. A professional work environment should be considered as an important factor in reducing errors in the acute care setting.
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Hertting, Anna. "The health care sector : a challenging or draining work environment : psychosocial work experiences and health among hospital employees during the Swedish 1990s /". Stockholm, 2003. http://diss.kib.ki.se/2003/91-7349-665-0/.
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Mihailescu, Mara. "How Early-Career Female Physicians Experience Workplace Mental Health and Leaves of Absence In Ontario". Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42384.
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The intersection of gender and early-career stage on the mental health of physicians is emerging and evident. This qualitative, interview-based study explores the perspectives of early-career female physicians regarding their mental health in the context of their work, their experiences with taking a leave of absence from work, and promising practices and supports that can support early-career female physicians in the workplace with regards to mental health and leaves of absence. Nine interviews with female physicians in the first ten years of practice in Ontario were conducted and analyzed thematically. A conceptual framework borrowed from the Healthy Professional Worker (HPW) Partnership was employed and revised based on the findings. The findings suggest that increased awareness of the challenges faced by early-career female physicians may contribute to the destigmatization of mental health and leaves of absence and foster supports at work. Policy makers and regulatory bodies should consider developing equitable leave of absence policies for physicians and reframing how seeking mental health care is viewed to contribute to positive culture change.
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Brown, Maximillian. "Trust, power, and workplace democracy : safety and health works councils in Oregon /". view abstract or download file of text, 2002. http://wwwlib.umi.com/cr/uoregon/fullcit?p3072576.
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Thesis (Ph. D.)--University of Oregon, 2002.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 383-408). Also available for download via the World Wide Web; free to University of Oregon users.
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Zito, Erik J. "Exercise and Self-Reported Workplace Stress". Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534427247611585.
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Eklöf, Mats. "Interventions for safe and healthy work /". Stockholm : Göteborg : Arbetslivsinstitutet ; Sahlgrenska Academy at Göteborg University, 2004. http://ebib.arbetslivsinstitutet.se/ah/2004/ah2004_12.pdf.
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Zylstra, Amanda Joy. "A new user's perceptions and experiences of the active workstation at work: A case study". Miami University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=miami1294532397.
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Toledano, O'Farrill Ruben. "Conceptions of effective information use and learning in a tele-health organization : a phenomenographic study of information literacy and knowledge management at work". Thesis, Robert Gordon University, 2008. http://hdl.handle.net/10059/374.
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This research study investigates the concept of workplace information literacy (IL) theoretically and empirically, focusing on the connections between information literacy and knowledge management (KM). This dissertation examines the relevance and applicability of current IL frameworks in a workplace environment by means of a review of the literature, a review of NHS Scotland documentation on its KM initiatives, and a phenomenographic study undertaken with frontline staff at NHS24, a nurse-led, 24/7 service of NHS Scotland that provides over-the-phone consultation and health information. For that study, a working definition of IL as ‘effective information use’ was employed. The concept of information literacy has been developed mainly within librarianship, researched mainly within educational contexts and focused on individual competence in information use. While its application to workplace environments has been assumed, comparatively little research has been done into workplace situations. On the other hand, the concept of knowledge management is directed at a wider organizational level. However, while there is a clear focus in the KM literature on the value of information and its importance for organizations, little attention has been paid to the theoretical and empirical developments of Library and Information Science (LIS) relative to information behaviour and effective information use. The findings of this research identified limitations in the current IL frameworks, notably the lack of consideration for people’s exchanges of knowledge and information and of the social sense making that influences information interpretation and application. The findings endorse views of learning and information use grounded in socio-constructive perspectives and a consideration of context as situated practice. The conclusions suggest the need for more collaboration between studies of IL and information behaviour, and for LIS research to focus more on workplace studies and knowledge management.
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Ali, Fatima, i Hanna Persson. "Hälsofrämjande arbete i ideella organisationer : Hur ideella ridskolor arbetar med att skapa en hälsofrämjande arbetsplats". Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37524.
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Syftet med denna studie är att undersöka hur ideella ridskolor arbetar i Sverige mot en hälsofrämjande arbetsplats då få studier inom hälsofrämjande arbete genomförs i ideella organisationer. Studien fokuserar på ideella ridskolor i Dalarna. Sjukfrånvaron i Sverige 2017 uppgick till 62 miljarder kronor, där psykisk ohälsa var grunden för nästan hälften av beloppet. Tidigare forskning har visats att arbetsmiljön påverkar anställdas psykiska hälsa. Därför är trivsel på arbetsplatsen av stor betydelse på grund av dess roll för att skapa en hälsofrämjande arbetsplats. En hälsofrämjande organisation har positiva effekter på både individen och organisationen och förebygger sjukfrånvaro. Den teoretiska referensramen för studien bygger på tidigare forskning inom ämnet hälsofrämjande arbetsplatser. Studiens empiri är baserad på fem semistrukturerade intervjuer som gjorts via Zoom samt telefon på grund av Covid-19-pandemin. Resultatet visar faktorer som är förutsättningar för ett hälsofrämjande arbete. En av faktorerna är utbildning, dels i hälsofrämjande arbete då resultatet har visats att några respondenter inte är bekanta med begreppet hälsofrämjande arbete och att arbetet tar olika stor plats i de ideella ridskolorna. Även utbildning i ledarskap är av betydelse. En annan faktor är resurser där tid, stöd och ekonomi ingår. Resultatet visar att tiden många gånger inte räcker till för att arbeta hälsofrämjande samt att stödet från styrelsen är bristande många gånger. Dock är även ekonomi ett hinder och därav kan det vara svårt att ta in extra resurser. Resultatet pekar även på delaktighet och samanhållning samt kommunikation som betydelsefulla faktorer i det hälsofrämjande arbetet. En bristande kommunikation har visats vara orsaken till konflikter, kommunikation har även visats vara lösningen på konflikter. För utveckling av det hälsofrämjande arbetet i ideella ridskolor pekar resultatet på ett behov av kunskap inom hälsofrämjande arbete samt även inom ledarskap. Även ett behov av tydliggörande i vad styrelsen har för ansvar i rollen som arbetsgivare visas i resultatet.The purpose of this study is to investigate how non-profit organizations work in Sweden towards a health-promoting workplace as few studies in health-promoting work are carried out in non-profit organizations. The study focuses on non-profit riding schools in Dalarna. Sick leave in Sweden in 2017 amounted to SEK 62 billion, where mental illness was the basis for almost half of the amount. Previous research has shown that the work environment affects employees' mental health. Therefore, well-being in the workplace is of great importance due to its role in creating a health-promoting workplace. A health-promoting organization has positive effects on both the individual and the organization and prevents sick leave. The theoretical frame of reference for the study is based on previous research in the subject of health-promoting workplaces. The empirical study is based on five semi-structured interviews conducted via Zoom and telephone due to the Covid-19 pandemic. The results show factors that are prerequisites for health promotion work. One of the factors is education, partly in health-promoting work as the results have shown that some respondents are not familiar with the concept of health-promoting work and that work takes different places in the non-profit riding schools. Leadership training is also important. Another factor is resources where time, support and finances are included. The results show that the time is often not enough to work to promote health and that the support from the board is often lacking. However, finances are also an obstacle and therefore it can be difficult to bring in extra resources. The results also point to participation and cohesion as well as communication as important factors in the health promotion work. Lack of communication has been shown to be the cause of conflicts, communication has also been shown to be the solution to conflicts. For the development of health-promoting work in non-profit riding schools, the results point to a need for knowledge in health-promoting work and also in leadership. The need also clarifies the Board's responsibility for its role as an employer.
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Smith, Nicholas Anthony. "Development and Validation of the Workplace Mental Illness Stigma Scale (W-MISS)". PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5011.
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Although 1 in 5 Americans will experience a mental illness at some point, each year people with mental illnesses continue to face high levels of stigmatization and discrimination at work. Recognizing this, many organizational researchers and practitioners have sought to improve workplaces for employees with mental illness through a variety of organizational interventions. Unfortunately, few interventions are thoroughly evaluated. One barrier to evaluating such interventions is the lack of a theoretically meaningful measure of workplace mental illness stigma. In this dissertation, I proposed to develop and evaluate such a measure (the W-MISS) based on Jones, Farina, Hastorf, Markus, Miller, and Scott's (1984) six-dimension stigma framework (i.e., concealability, course, disruptiveness, aesthetics, origin, and peril). To do so, I used Hinkin's (1998) approach: Phase 1) item generation was completed by 8 subject matter experts; Phase 2) content validity evidence was provided by 47 adults with management experience and 7 subject matter experts; Phase 3) exploratory factor analysis was conducted based on responses from 300 adults with management experience; Phase 4) confirmatory factor analysis was conducted based on responses from 200 adults with management experience; Phase 5) convergent and discriminant validity evidence was provided by 101 adults with management experience; and Phase 6) predictive validity evidence with regard to hiring discrimination was provided by 365 adults with management experience. Overall, the results supported the hypothesized factorial structure, convergent and discriminant validity, and predictive utility of the W-MISS. Findings provide empirical support for Jones et al.'s (1984) theoretical stigma framework in a workplace context for mental illness and represent the first comprehensive measure development drawing on these dimensions for any stigmatized identity in a workplace context. Further, results demonstrate the potential for scholarly and practical utility of such a measure.
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Watterson, A. E. "Industrial relations and health and safety at work in post-war Britain : A study of conflict and control in the workplace". Thesis, University of Bristol, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.384467.
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Juniper, Bridget. "Evaluation of a novel approach to measuring well-being in the workplace". Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6851.
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The well-being of employees is an important issue. Researchers, policy makers and organisations are directing more resource into this field as the link between the health of people and their performance in the workplace becomes increasingly understood. This research programme examines how employee well-being can be measured. Having the right tools to successfully appraise well-being at the outset is judged to be imperative where any research or organisational programme to bring about change is under consideration. A review of existing methods indicates that the current provision of scales to assess the well-being of workers is limited and the construction techniques used in their development may be improved upon. At the core of this study is the testing of a new measurement framework which seeks to address these deficiencies. This innovative approach is taken from one established practice used to assess the well-being of patients using health related quality of life instruments. Three organisations participated in the study; a call centre operation, a police force and a county-based library service. Using qualitative and quantitative methodologies, three pilot questionnaires were constructed using Impact Analysis; an established procedure deployed in health related quality of life settings. Basic findings from each case study were analysed against conventional construction methods and against existing employee well-being scales. Results were also examined in respect of how they compared with the wider literature on employee well-being. ii The Impact Analysis method was critically appraised. Although weaknesses in respect of some of the qualitative phases of analyes were noted, the overall notion of transferring the practice of Impact Analysis to an occupational setting was assessed as cautiously encouraging. While this scale construction method lacks the statistical elegance of factor analytical methods, provisional indications suggest potential benefits in content validity over extant occupational scales where the assessment of a study population’s own experiences are critical to any well-being evaluation strategy. Based on the findings, a new operational definition for employee well-being is posited. A new, working model is also proposed. This emphasises for the first time, the need for specificity when researchers and organisations are seeking to evaluate a multi-dimensional, subjective construct that is employee well-being. Limitations regarding the study are noted. This means that the findings should be treated as tentative rather than conclusive. Nevertheless, it is hoped that this study will inject new thinking on how employee well-being may be evaluated using an alternative approach. By doing so, it is ventured that research communities and employers alike may take up the methods described in this study to conduct assessment programmes that could benefit not just the study teams or the employers, but importantly, the workers themselves.
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DiCello, Victoria L. "WILL USING THE WALKSTATION TO INCREASE PHYSICAL ACTIVITY AT THE WORKPLACE DECREASE LEISURE TIME PHYSICAL ACTIVITY?" Miami University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=miami1281024868.
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Engström, Lou. "Vad är hälsa och ohälsa på arbetsplats?" Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21372.
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Introduction: Increased ill health in the workplace in terms of increased workload, stress and pressure from employers is common in Sweden today, which may lead to a future variety of medical conditions and disabilities. Aim: The aim of the present study was to describe what employees at companies in the health industry experienced as a health and illhealth on a workplace. Method: A qualitative approach was used in which the interviews were based on an interview guide. The method of analysis was thematic analysis in which three themes emerged. Results: Tree themes emerged; a social interaction with colleagues, good leadership, and access to health care and movement. The findings of the study indicated that the tasks themselves were not as important as the social interaction and the leadership so that the workplace was perceived as healthy. Implication: Suggestions for further research is to try to get more equal number of men and women engaged in further study and to develop the questions in the interview more to answer the purpose better. Furthermore, the health factors reported in the results could still be a good foundation to refer to, for interventions in the workplace or for the overall development of a healthy workplace within a specific company.
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Brown, April Hough. "Workplace Violence Prevention Program to Improve Nurses' Perception of Safety in the Emergency Department". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1816.
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The literature claims that workplace violence (WPV) in the health care setting is among the highest, with the majority of that violence taking place in the Emergency Department (ED). The significance of WPV in reference to nursing is that it leads to burnout, absenteeism, and the risk of nurses leaving their job all together. Leaving the nursing profession intensifies the present critical shortage. With the success of an evidence-based WPV prevention program (WPVPP), hospitals could improve the quality of work for nurses, which consequently will improve retention rates, as well as provide an environment that will be more conducive to patient care. In the evaluation of the ED at the practicum site, it was found that there was an absence regarding de-escalation education, hazard assessment, and incident reporting. To address those problems, the current project examined the extent to which implementing a WPVPP would provide a safer environment as perceived by the nurses who work in the ED. Ten health care professionals with experience and knowledge related to WPV were given an evaluation tool to measure the content validity of the survey instrument and WPVPP. The evaluation tool was comprised of 12 close- and open-ended questions. The information gained from the evaluation provided the necessary support to implement the WPVPP and evaluate the nurses' perception of safety in the ED. The implementation of a WPVPP would affect social change by improving the nurses' perception of safety, hence creating a healthy work environment that includes safety, respect, and trust.
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Jagusztyn, Nicole Ellis. "Perceived Workplace Discrimination as a Mediator of the Relationship between Work Environment and Employee Outcomes: Does Minority Status Matter?" Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3657.
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The purpose of the current study was to explore the role of six organizational factors (Equal Employment Opportunity, minority segmentation, diversity climate, instrumental social support, emotional social support, and token status) in the perception of discrimination in the workplace by minorities and majority-group members. Five outcomes (job satisfaction, organizational commitment, intention to turnover, physical health, and psychological health) were investigated in response to perceived discrimination. Moderated mediation was used to test hypothesis where perceived discrimination mediated the relationship between organizational antecedents and outcomes; minority status served as the moderators. Support for the mediating role of perceived discrimination was found in the relationship between each organizational antecedent and outcome. In each case, poorer environmental conditions related to increased perceived discrimination which in turn related to more negative workplace attitudes and health outcomes. Implications for workplace design are discussed.
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De, Vos Jaqueline. "Teachers' experiences of workplace bullying and its effects on health :|bdeveloping a multi-level intervention programme / Jaqueline de Vos". Thesis, North-West University, 2012. http://hdl.handle.net/10394/8674.
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Workplace bullying is recognised as a major psychosocial stressor in various professions and can have severe effects on health. Teachers are distinguished as an occupational group that is severely affected by this phenomenon. The general objectives of this research study were to firstly investigate teachers’ experiences of workplace bullying and its effects on health, and secondly, to develop a multi-level intervention programme that can be implemented to address workplace bullying and its effects on health in this context.
This research study was conducted in two phases. The biopsychosocial model was applied as a theoretical foundation in the first phase. Participants were sampled by means of informative and educational articles that were placed online and in printed media. Selection criteria were applied to sample a group that was representative of victims of workplace bullying. Ultimately, twenty-seven teachers were included in this study. A qualitative, phenomenological research design was used to explore teachers’ experiences of workplace bullying and its effects on health. Data was specifically gathered by means of semi-structured interviews and personal documents. Semi-structured interviews were audio-recorded and data was transcribed verbatim. Methods of Interpretative Phenomenological Analysis were applied to analyse and present the data. Findings were supported with verbatim quotes and a literature control.
Teachers’ reports indicated that workplace bullying is mostly perpetrated by principals and that colleagues are often also involved in the process. Bullying behaviours were aimed at attacking the character, as well as the work of teachers. Organisational channels were often exploited to bully teachers. Certain behaviours were an infringement of teachers’ human and labour rights.
Findings are also analogous to the theory and dynamics that is depicted by the biopsychosocial model. Escalating stress and trauma were reflected in teachers’ physical, psychological and social health. The experience of workplace bullying firstly impacted on their psychological health, which was also accompanied by various physical health problems. Major depressive episodes and/ or symptoms of depression were mostly reported. Some teachers also reported symptoms of posttraumatic stress disorder, complex-posttraumatic stress disorder, and panic attacks. Teachers’ ill-health experiences further negatively impacted on their social and professional relationships. The school organisation is affected. The result is teachers with a lost passion for the profession, lowered work performance, increased absenteeism, and teachers’ intention to leave the profession. Findings finally indicated that certain personal and organisational characteristics facilitate and sustain workplace bullying.
Relevant literature, field notes during the research process and findings in the first phase of this study guided the development of a multi-level intervention programme for the South African teaching profession. Strategic intervention activities were suggested to address some of the causes, as well as the physical, psychological and social health effects of workplace bullying. A strategic and methodological approach to multi-level intervention was also developed and proposed. Strategic intervention activities were ultimately suggested for the professional, social/ community, individual/ familial, dyadic, organisational, managerial, and work group level.Thesis (PhD (Educational Psychology))--North-West University, Potchefstroom Campus, 2013
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Norman, Kerstin. "Call centre work : characteristics, physical, and psychosocial exposure, and health related outcomes". Doctoral thesis, Stockholm : Arbetslivsinstitutet, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-4705.
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Heming, Meike. "Workplace violence and its association with sleep disturbances in the Swedish working population". Thesis, Stockholms universitet, Institutionen för folkhälsovetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-182514.
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Aim: The purpose of this study was to investigate associations between workplace violence and sleep disturbances in the Swedish working population, and to estimate potential dose-response relationships. Methods: Data were derived from two waves (2014 and 2016) of the Swedish Longitudinal Occupational Survey of Health (n=9364). Sleep disturbances were measured with four items of the Karolinska Sleep Questionnaire and one question asked whether the participants were exposed to violence or threats of at the workplace in the past six months. Multiple logistic regression analyses were performed. Results: Exposure to workplace violence was associated with higher odds of concurrent sleep disturbances (cross-sectional approach). Workplace violence was also associated with higher odds of subsequent sleep disturbances, but only when covariates were not adjusted for (prospective approach). Sleep disturbances were associated with higher odds of subsequent workplace violence (reverse approach). A dose-response relationship was found in the cross-sectional approach but not in the prospective and reverse approach. Conclusion: The findings suggested that there was a cross-sectional association between workplace violence and sleep disturbances, and that sleep disturbances were prospectively associated with exposure to workplace violence, but the results did not support a statistically significant prospective association between workplace violence and sleep disturbances.
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Svarfvar, Kristiansson Jesper, John Fridh i Marina Jakobsson. "Chefer som pedagogisk och hälsofrämjande resurs i förändringsarbeten : En kvalitativ studie kring chefers upplevda förutsättningar för att skapa Healthy workplace". Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-43052.
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I takt med att psykisk ohälsa har eskalerat i det svenska arbetslivet de senaste åren har vikten av implementering av hälsofrämjande förändringsarbeten ökat inom organisationsvärlden. Många chefer står inför stora utmaningar i att bedriva dessa arbeten, motivera medarbetare samt framgångsrikt främja såväl organisatorisk som social arbetsmiljö. I relation till detta arbete krävs det att chefer innehar kunskaper om hur hälsa och lärande påverkas på arbetsplatsen. Syftet med studien var att analysera och beskriva hur cheferna upplevde att förutsättningar för hälsa och lärande påverkas under förändringsarbete för att skapa Healthy workplace. Studiens teoretiska referensram grundas i World Health Organizations modell kring hur Healthy workplaces formas i komplement av de pedagogiska teorierna om Kollektivt lärande samt Anpassnings- och Utvecklingsinriktat lärande. Studiens vetenskapsteoretiska utgångspunkter är inspirerade av fenomenografi och konstruktivism samt att en abduktiv ansats tillämpats. I studien genomfördes åtta semistrukturerade intervjuer som analyserades genom en kvalitativ innehållsanalys. Resultatet påvisade att Healthy workplace kan skapas genom ett tydligt ledarskap, involvering av medarbetarna i arbetet, integrering av lärande som en del av arbetet samt att ge medarbetaren tid och rum för reflektion samt kunskapsutbyte. Avslutningsvis blir slutsatsen att tydligt ledarskap i kombination med samarbete mellan alla parter bildar möjligheter för en stärkt sammanhållning på arbetsplatsen. För samtliga parter inom organisationen innebär detta kollektiva arbete en potential att främja såväl hälso- som lärandevillkor under pågående förändringsarbete.
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Jansson, von Vultée Pia. "Physicians' work environment and health : a prospective controlled intervention study of management development programs targeting female physicians /". Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4144.
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Geraghty, Sadie Margaret. "‘Fighting a losing battle’: A Glaserian Grounded Theory of midwives’ workplace stress". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/1958.
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The development of the midwifery profession and the culture of childbirth are inevitably entwined from an historical perspective through to current day practice. Early written accounts describe the fifteenth century midwife as dealing with high maternal and child mortality rates, the invention of forceps, the rise of male obstetric practitioners, and the complex social and cultural changes of that era. The twenty-first century midwife faces challenges in Australia and worldwide, which are not dissimilar to our midwifery predecessors.
Midwifery clinical practice has become more complex due to the medicalisation of childbirth and 21st century lifestyles, which have contributed to a rise in critical incidents and emergency situations amongst labouring, birthing and postpartum women. Therefore, the purpose of this study was to examine whether clinical midwifery practice causes midwives work-related stress which may have implications for the emotional well-being and career decisions from the perspective of Western Australian midwives. Work-related stress has been extensively researched amongst other health professionals, but relatively little is known about Western Australian midwives and work-related stress, therefore this required further exploration. A classic grounded theory study design was used, which included 21 in-depth individual face-to-face interviews with Western Australian registered midwives from May 2014 to December 2015. ‘Midwifery is Stressful but it is not the Job Itself’, was the core problem to emerge from the collected data, with three major sub-categories emerging which included workloads, coordinators and traumatic incidents. These factors were identified as causing stress. The sub-categories are explored in relation to the consequences, context and process that affected, influenced and constrained the participants. Emotional distress, commitment to midwifery and future career decisions are the final sub-categories identified that provide an understanding of the relationship between the categories. A new substantive theory of work-related stress in midwifery is presented entitled ‘Fighting a Losing Battle’: Midwives’ Experiences of and Response to Workplace Stress.
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Wrenéus, Sofia. "Hur medarbetare upplever sin psykiska hälsa i psykosociala arbetsmiljöer". Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-43446.
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Psykosociala arbetsmiljöer innefattar hur individer upplever psykiska och sociala miljöer inom arbetsplatser, vilket benämns som individers upplevda tillfredställelse eller kvalitet i arbetet. Studiesyftet var att erhålla kunskap om hur psykosociala arbetsmiljöer uppfattas påverka psykisk hälsa hos medarbetare. Åtta individer intervjuades, fyra kvinnor och fyra män med varierande yrken. En tematisk innehållsanalys användes där meningskoncentrering och tematisering utformades. Medarbetarna uppfattade sig påverkas av psykosociala arbetsmiljöer beroende hur arbetsförhållanden yttrades. Psykosociala arbetsmiljöer kan leda till stress, ångest, depressioner, arbetsskador, sjukskrivningar och förtidspension. Fem återkommande teman relaterade till medarbetares psykiska hälsa inom psykosociala arbetsmiljöer identifierades: ledarskap, utvecklingsmöjlighet, påverkningsmöjlighet, god kommunikation och teamwork. Den psykosociala arbetsmiljön blir bättre och gynnar medarbetares psykiska hälsa med närvaro av faktorerna. Deltagarna upplevdes ha psykisk hälsa samt tillfredställelse under arbetspassen av varierande anledningar som, trivsel med arbetsuppgifter, bra relation mellan ledning och kollegor samt bra arbetsförhållanden. Studieändamålet anses viktigt då individer är aktiva i arbeten i hela världen
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Sinks, Thomas H. "N-nitroso compounds, pesticides, and parental exposures in the workplace as risk factors for childhood brain cancer : a case-control study /". The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487260859497125.
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Marie, Mohammad. "Resilience of nurses who work in community mental health workplaces in West Bank-Palestine". Thesis, Cardiff University, 2015. http://orca.cf.ac.uk/73210/.
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Nurses in Palestine work in a significantly challenging environment within and outside their workplaces. Mental health services in Palestine are underdeveloped and under-resourced. For example, the total number of community mental health nurses (CMHNs) in the West Bank is seventeen, clearly insufficient in a total population of approximately 3 million. This thesis is concerned with the resilience of nurses who work in community mental health workplaces in Palestine. This research explored sources of resilience and daily challenges that Palestinian CMHNs face within and outside their demanding workplaces. The up to date understanding of resilience is drawn from the social ecological perspective. Within Arabic culture, resilience has traditionally been conceptualised as a prerequisite to understanding and achieving ‘Sumud’, meaning that the individual has to be resilient in order to remain steadfast in the face of daily challenges and not to leave their place or position. An interpretive qualitative design was chosen to explore resilience and the daily challenges. Fifteen face-to-face interviews were completed with participants. Thirty-two hours of observations of the day-to-day working environment and workplace routines were conducted in two communities’ mental health centres. Written documents relating to practical job-related policies were also collected from various workplaces. Thematic analysis was used across all data sources resulting in four main themes, which describe the challenges faced by CMHNs and their sources of resilience. These themes consist of the context of unrest, societal challenges, lack of resources and organisational challenges. These sources are Sumud and Islamic cultures, supportive relationships, making use of the available resources, and personal capacity. The study concludes with a better understanding of resilience in nursing which draws on wider cultural contexts and responses. The outcome of this thesis will be used to develop the resilience of CMHNs in Palestine.
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Mirkovic, Emma. "Sambandet mellan arbetsmiljöfaktorer, arbete-livsbalans och välbefinnande i arbetslivet". Thesis, Uppsala universitet, Institutionen för folkhälso- och vårdvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-254701.
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Bakgrund Arbetet och dess psykosociala arbetsmiljöfaktorer är av betydelse för välbefinnande i arbetslivet. Syftet med detta examensarbete var att undersöka sambandet mellan arbetsmiljöfaktorer, arbete-livsbalans och arbetsrelaterat välbefinnande samt att identifiera förklaringsfaktorer för välbefinnande i arbetslivet. Metod En kvantitativ tvärsnittsstudie genomfördes med insamlad data från ett pågående projekt, GodA-projektet. Anställda inom tre kommunalt ägda bolag i Gästrikland (n = 303) fick år 2013 besvara en enkät. Utifrån denna har ett antal frågeställningar valts ut för att besvara föreliggande studies syfte. Deskriptiv statistik har använts för sociodemografisk karakteristika och statistisk modellering genom linjära regressionsanalyser för undersökning av samband. Resultat Ett signifikant samband återfanns mellan vissa arbetsmiljöfaktorer (upplevelse av den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga), arbete-livsbalans och välbefinnande i arbetslivet. Huvudresultatet indikerar att dessa variabler har ett signifikant förklaringsvärde för välbefinnande i arbetslivet. Dessa förklarar 40 % av variansen i utfallsvariabeln. Slutsats Arbete-livsbalans och vissa arbetsmiljöfaktorer (uppfattning om den psykosociala arbetsmiljön, motivation, ledarskap, arbetsförmåga) kan predicera arbetsrelaterat välbefinnande. Upplevelsen av den psykosociala arbetsmiljön har visat sig ha det starkaste sambandet med arbetsrelaterat välbefinnande och kan förklaras av att denna inkluderar en samlad bedömning av flertalet olika arbetsmiljöfaktorer och arbete-livsbalans. Med utgångspunkt i tvärsnittsstudiers metodologiska svagheter behövs fler studier av longitudinell art för att kunna dra säkrare slutsatser kring undersökta samband.Background The work and its psychosocial work factors are important for well-being at work. The purpose of this study was to examine the relationship between work environmental factors, work-life balance and work-related well-being, and to identify explanatory factors for the well- being at work. Method A quantitative cross-sectional study was carried out with data collected from an ongoing project, the GodA-study. Employees within three municipally owned companies in Gästrikland (n = 303) answered a questionnaire in 2013. Based on this, a number of questions were selected to answer the present study’s aim. Descriptive statistics were used for socio- demographic characteristics and statistical modeling by stepwise linear regression analyzes for the study of the relationship. Results A significant association was found between certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability), work- life balance and work-related well-being. The main result indicates that these variables have a significant explanatory value for the well-being at work. These explain 40% of the variance in the outcome variable. Conclusions Work-life balance and certain work environmental factors (perception of the psychosocial work environment, motivation, leadership, work ability) can predict work-related well-being. The perception of the psychosocial work environment has been shown to have the strongest association with work-related well-being and could be explained by the fact that it includes an overall assessment of several different working environment factors and work-life balance. Based on cross-sectional studies’ methodological weaknesses, more studies of longitudinal nature are needed to draw more reliable conclusions.
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Ledingham, Marieke. "Beliefs and perceptions about burnout amongst mental health professionals". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1684.
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Protecting the wellbeing of the Australian mental health workforce has become important as demands on health services increase and resources are stretched. A number of studies show burnout to be a significant issue in this sector despite decades of research on its causes and widespread professional awareness of it. This thesis proposes an explanation for this paradox in human perceptual processes encouraging mental health professionals and managers to minimise recognition of, and response to, burnout.
So far there has been little systematic study of employees’ beliefs and perceptions concerning burnout. A review of social perception research, particularly studies of attribution theory, identified a number of human perceptual biases that can influence a person’s perception of his or her health and the need to take remedial action. These are predicted to cause mental health professionals to underestimate the risks and consequences of burnout and prevent them from acknowledging it or seeking help. Despite good objective knowledge of work stress, professionals may misperceive their own vulnerability and continue working to the point of emotional or physical exhaustion.
This study takes a phenomenological perspective, seeking to understand professionals’ perceptions and beliefs about burnout and how professional and organisational cultures influence these. Fifty-five mental health professionals responded to a survey asking open-ended questions about their beliefs, attitudes and knowledge of burnout and wellbeing at work. Twelve participants were also interviewed. Respondents were mental health nurses, psychologists, mental health occupational therapists, social workers, psychiatrists or counsellors. Responses were analysed and organised into themes using an inductive approach, linking conclusions as closely as possible to participants’ perspectives.
The findings show that professionals’ propensity to address symptoms of burnout is affected by their perceptions of whether managers would provide assistance, the stigma attached to burnout by colleagues or managers, and a tendency to self-blame. Their responses appear to be influenced by the perceptual biases predicted in attribution theory, along with a sense of personal self-esteem strongly tied to professional identity, iii stress-induced cognitive deficits and certain values common in professional or organisational cultures. Together, these factors can reduce professionals’ ability to recognise burnout in both themselves and others.
This study contributes to the field by highlighting the role of mental health professionals’ perceptions in explaining the prevalence of burnout in organisations that have the professional resources to avoid it. Common biases in the perception of self or others can cause professionals to downplay their symptoms or use self-blame as an excuse to avoid seeking help while continuing to practice to the detriment of their health, clients and organisation. Organisational cultures and management practices may consciously or unconsciously reinforce these tendencies, along with stigma from colleagues and professional cultures.
The findings suggest that the mental health sector should move beyond the pervasive view of burnout as primarily a problem that frontline professionals themselves should detect and respond to. Supervisors and colleagues should work together as a professional community or team, supporting members when they can no longer support themselves. This requires managers, professionals, training institutions and professional bodies to better understand how burnout is created or exacerbated by common human perceptual processes.
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Jones, Blake Lee. "Sleep, BMI, and Work-Family Conflict: A Gender Comparison of U.S. Workers". BYU ScholarsArchive, 2010. https://scholarsarchive.byu.edu/etd/2249.
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This study used structural equation modeling (SEM) to examine how sleep problems, Body Mass Index (BMI), and poverty were related to several work, personal, and family variables in a sample of married male and female workers in the United States. The data for this study came from the National Study of the Changing Workforce (NSCW) 2008. This large, nationally representative dataset provided a resource for examining potential gender differences in variables that have been linked to sleep problems and increases in BMI, as well as how each of these variables relate to several work, personal, and family life outcomes, including marital satisfaction, work-to-family conflict, family-to-work conflict, self-reported health (SRH), and life satisfaction. Poverty, work hours, family meals, and workplace flexibility were analyzed in the model to assess their connections to sleep problems and BMI, as well as the five outcome variables. The SEM analysis utilized a multi-group gender comparison by analyzing differences between two group models consisting of married male employees (n = 1105) and married female employees (n = 1019) in the U.S. The model was significantly different for married males than married females. Several of the individual pathways in the model also differed significantly by gender. Family dinners and workplace flexibility seem to provide a positive influence on health and satisfaction outcomes, and relate negatively to sleep problems and BMI, as well as both types of work and family conflict. Sleep problems also were related to increased work-family conflict, and decreased health and satisfaction outcomes. Also, BMI scores were negatively related to self-reported health and life satisfaction. Overall, this study showed that several work and family demands and resources are related to sleep problems and BMI. It also demonstrated that sleep problems and BMI were generally related to negative outcomes in work, personal, and family life.
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Morrow, Heather E. M. "Corporate social performance, psychologically healthy workplaces and applicant attraction /". Halifax, N.S. : Saint Mary's University, 2009.
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Thesis (M.Sc.)--Saint Mary's University, 2009.Running head: Factors affecting applicant attraction Includes abstract. Supervisor: Victor Catano. Includes bibliographical references (leaves 41-46).