Exploring client violence during home visits: a qualitative study of perceptions and experiences of Israeli nurses

BACKGROUND

Home care provides an excellent opportunity for personalizing treatment as nurses see patients in their natural environment. Along with its many advantages, the home care environment carries unique risks, as nurses are usually alone, without the protection and security provided by primary care clinics. There are no accurate data in Israel on the scope and characteristics of client violence against nurses during home visits. We conducted a qualitative study to investigate the nature of client violence faced by Israeli nurses during home visits, to gain insights into their perceptions and experiences, and to contribute to the development of effective policies and strategies to combat client violence in the healthcare sector.

METHODS

Twenty-seven female nurses from primary care clinics, who were exposed to client violence during a home visit, were interviewed using a semi-structured interview guide. The interviews were transcribed and analyzed, and categories and themes were extracted.

RESULTS

Most nurses interviewed experienced at least three incidents of client violence, the most common of which was verbal abuse. The nurses perceived that the location of the encounter between the nurse and the patient in the patient's natural surroundings, rather than within the controlled boundaries of a clinic, contributes to the risk of violence. Violence affected the nurses' professional decisions. The nurses reported that their organization had no established guidelines or instructions for safely conducting home visits, they were not provided with protective or security measures for emergencies, nor did they perceive that they had sufficient training to deal with client violence in clients' homes.

CONCLUSIONS

Nurses encounter a range of challenges that make it difficult for them to deal with client violence during home visits, affecting their personal safety and professional decisions. Their ability to manage such situations is shaped by a complex interplay of personal and organizational factors and requires a range of strategies and resources to effectively address them.

Workplace violence and depressive symptoms: the mediating role of fear of future workplace violence and burnout among Chinese nurses

BACKGROUND

The mechanisms underlying the relationship between workplace violence (WPV) and depressive symptoms in nurses have been less studied. This study aims to examine the mediating role of fear of future workplace violence (FFWV) and burnout in the association between WPV and depressive symptoms.

METHODS

We conducted a cross-sectional web survey at 12 tertiary hospitals in Shandong province, China, in 2020. The Center for Epidemiologic Studies Depression Scale (CESD-10), the Chinese version of the Maslach Burnout Inventory-General Survey and the Fear of Future Violence at Work Scale were used to collect data. Descriptive statistics, independent sample t-test, one-way analysis of variance, Pearson's correlation coefficient, and ordinary least squares regression with bootstrap resampling were used to analyze the data.

RESULTS

The prevalence of depressive symptoms was 45.9% among nurses. The regression model showed that FFWV and burnout mediated the relationship between WPV and depressive symptoms. The total effects of WPV on depressive symptoms (3.109, 95% bootstrap CI:2.324 - 3.713) could be decomposed into direct (2.250, 95% bootstrap CI:1.583 - 2.917) and indirect effects (0.769, 95% bootstrap CI:0.543 - 1.012). Indirect effects mediated by FFWV and burnout were 0.203 (95% bootstrap CI:0.090 - 0.348) and 0.443 (95% bootstrap CI:0.262 - 0.642), respectively. Furthermore, serial multiple mediation analyses indicated that the indirect effect mediated by FFWV and burnout in a sequential manner was 0.123 (95% bootstrap CI:0.070 - 0.189).

CONCLUSION

The prevalence of depressive symptoms among Chinese nurses was high. The WPV was an important risk factor for depressive symptoms and its negative effect was mediated by FFWV and burnout. The importance of decreasing WPV exposure and level of FFWV and burnout was emphasized to prevent depressive symptoms among nurses. The findings implied that hospital managers and health policy makers should not only develop targeted interventions to reduce exposure to WPV in daily work among all nurses, but also provide psychological support to nurses with WPV experience to reduce FFWV and burnout.

Classifying Studies on Workplace Violence for Visiting Nurses Using the Social-Ecological Model: A Scoping Review

PURPOSE

To prevent workplace violence (WV) against visiting nurses (VNs), understanding the influencing factors is crucial. To better comprehend potential violence prevention strategies, the U.S. Centers for Disease Control and Prevention has presented the four-level social-ecological model (SEM) at the 1) individual, 2) relationship, 3) community, and 4) societal levels. This study aims to quantify WV studies against VNs, examine the influencing factors, identify gaps based on SEM levels, and propose future research and policy directions.

DESIGN

A scoping review was conducted following the five-stage protocol proposed by Arksey and O'Malley in 2005.

METHODS

Systematic searches, including manual searches, were performed using English and Korean databases. Published journal articles including editorials on WV against VNs were included, irrespective of the publication date.

FINDINGS

Sixty journal articles were finally selected. Until the 1990s, most of the literature comprised editorials, with empirical research emerging after the 2000s. Classifying studies by SEM level, many studies have focused on individual (86.7%) and community (66.7%) factors, but fewer have addressed relationship (21.7%) and societal (16.7%) factors.

CONCLUSIONS

The study revealed that much research has focused on individual-centered training, with gaps in risk assessment tool development, training incorporating relational aspects, standardized protocols, and understanding of the impact of legal rights and policies. This article advocates a comprehensive approach that considers all SEM levels to address WV against VNs.

CLINICAL EVIDENCE

The findings confirm a research gap, which suggests the direction for future research and policies. Stakeholders should be urged to implement evidence-based strategies that contribute to safer work environments for VNs.

Occupational safety in homecare organizations: the design and implementation of a train-the-trainer program

Homecare workers face significant occupational risks, necessitating effective safety training programs. This paper presents a comprehensive Train-the-Trainer (TTT) program developed to enhance occupational safety in homecare organizations. Through an analysis of 229 reported safety events, the frequency and type of incidents, such as injuries during handling, road crashes, slips, trips, and falls, were identified and primarily attributed to human errors and violations. Based on the results, a TTT program was designed and implemented. The TTT successfully engaged Health, Safety, and Environment managers, fostering collaborative activities, knowledge sharing, and resource discussions. The program modules address critical areas, including distractions and inattentions, fatigue, time pressure, frustration and aggressiveness, and safety behaviors. This innovative approach provides valuable insights for organizations seeking to improve homecare workers' safety. The findings add to the broader comprehension of occupational safety in the homecare sector, proposing a pragmatic framework for future interventions.

Exposure to Client-Perpetrated Violence in the Child Welfare Service: Prevalence and Outcomes Using Two Different Measurement Methods

This study compared how two different measurement methods of client-perpetrated violence influence findings on prevalence rates and mental health outcomes in a probability sample of 660 Norwegian public sector child welfare workers. Using a single-item self-labeling approach, 15.4% reported exposure to physical violence, and 19.3% reported exposure to threats. Using a 15-item behavioral experience inventory, the prevalence rates ranged from 4.4% to 65.7%. A comparison of these methods uncovered a high number of false negatives when using the single-item approach as 62.2% of those who indicated that they had not experienced any workplace violence when answering the single-item questions reported being exposed 1 to 2 times when responding to the behavioral inventory. Results based on the behavioral inventory further revealed that the most frequently occurring actions in the child welfare service were direct and indirect forms of threats (24.5%-65.7%), while the least reported behaviors were threats and violence including objects (4.4.%-9.1%). Although client-perpetrated violence was significantly associated with mental health problems (e.g., symptoms of anxiety, depression, and post-traumatic stress [PTS]) for both assessment methods, the magnitude of the effect sizes differed from η² = .000 to η² = .121. These findings highlight that the use of different measurement methods for workplace violence has significant consequences for the assessment of prevalence rates, as well as on results of associated outcomes. Consequently, the decision on how to assess workplace violence has practical implications for uncovering how prominent the issue is, as well as the way in which this negative workplace exposure is subsequently addressed and counteracted. Therefore, both scholars and the child welfare service, and similar fields in which workplace violence frequently occurs, should take these findings into consideration for future assessments.

Workplace mistreatment and insomnia: a prospective study of child welfare workers

OBJECTIVE

This study examines how workplace mistreatment relates to insomnia among child welfare workers. The main aim was to determine the impact of three different forms of mistreatment, namely client perpetrated violence, cyber harassment, and colleague perpetrated bullying, on changes in levels of insomnia over time. A secondary aim was to examine whether these three forms of mistreatment represent overlapping or distinct and unique phenomena.

METHODS

The study was based on a probability sampled prospective survey of 424 Norwegian child welfare workers. Time lag between baseline and follow-up was six months. A confirmatory factor analysis determined the dimensionality of the indicators of mistreatment. TwoStep cluster analysis was used to examine patterns of exposure. Between and within group changes in insomnia was determined with linear regression analyses and repeated measures ANOVA. Dominance analysis was used to investigate the relative impact the predictor variables had on insomnia.

RESULTS

Client perpetrated violence and colleague perpetrated bullying were associated with increased levels of insomnia over time. Exposure to bullying was established as the most prominent predictor. Client perpetrated violence, cyber harassment, and colleague perpetrated bullying represent unique and distinct constructs. Child welfare workers mainly report exposure to one form of mistreatment rather than a combination of different types.

CONCLUSIONS

Client perpetrated violence and colleague perpetrated bullying were established as risk factors for insomnia among child welfare workers. Employers and human resource personnel should prioritize developing effective primary, secondary, and tertiary strategies to prevent and handle these hazards and thereby reduce the risk of insomnia among workers.

Occupational Violence Experienced by Care Workers in the Australian Home Care Sector When Assisting People with Dementia

BACKGROUND

People with advancing dementia may be dependent on community services from home care workers and nurses to be supported at home. However, these care workers face difficulty undertaking their roles due to challenging behaviours or occupational violence. This study aimed to explore the challenges faced by home care workers and nurses working with people diagnosed with dementia in the community, to identify job demands contributing to their vulnerability to occupational violence, and to determine ways to help manage occupational violence.

METHODS

A qualitative descriptive study was conducted by interviewing 10 homecare workers and six registered nurses from agencies in South Australia and New South Wales, Australia. Interviews were audiotaped, transcribed and inductive thematic data analysis was conducted.

RESULTS

The following themes were identified: (i) sources of threats; (ii) categories of violent, threatening or challenging behaviour; (iii) aggravating factors; (iv) early warning signs; (v) education and training; (vi) managing occupational violence, (vii) resources, (viii) outcomes associated with exposure to occupational violence.

CONCLUSION

Serious issues were identified by participants, yet very little is known about occupational violence for these community care workers. Findings can inform what aspects of work design can be improved to moderate the effects of occupational violence exposure or mitigate rates of exposure, to enable long-term services for people with dementia.

Subjective Perception of Work and the Home Care Workers' Depression

The care crisis has become a global trend, and the demand for child and elderly care is increasing worldwide. The increasing number of home care workers plays a significant role in meeting this demand in developing countries. The mental health of these workers is associated with the quality of care they provide, which has rarely been studied. This paper explored the factors that affect home care workers' depression, including their socio-demographic characteristics, working environment, relationship with clients, social support networks, economic burden, and subjective perceptions of discrimination and work. It utilized data from the Shanghai Domestic-work Professionalization Survey (SDPS), which was conducted among four types of in-home caregivers (n = 1000) in Shanghai over a period ranging from May to September 2021. The results show that the variables of marriage, education, self-reported health, relationship with client, economic burden, and subjective perceptions of discrimination and care work are significantly associated with home care workers' level of depression. However, the variables of gender, age, household registration, and work environmental factors have no significant effect on their level of depression, which differs from the findings of previous studies on care workers in other institutions.

How Do You Define Sexual Harassment?: Why Context Matters

Sexual violence affects one in four college-aged women. Multiple studies support the use of bystander prevention programs to help reduce the amount of sexual violence occurring; however, bystander action is dependent upon recognizing occurrences of sexual harassment. The present study investigated perceptions of sexually harassing behaviors in two contexts: at work and outside of work. A total of 302 undergraduate student participants rated their perceptions of sexually harassing behaviors and various attitudes related to sexual violence. The exact same behaviors were perceived as more likely to constitute sexual harassment if they occurred at work. Implications are discussed.

#Metoo or #Hertoo? A Moderated Mediation Model of Gender Differences in Perceptions of Sexual Harassment

Sexual harassment continues to pervade workplaces due, at least in part, to gender differences in the perception of sociosexual behaviors. Some scholars have argued that such differences are minimal and inconsistent. This study examined and demonstrated several reasons why this conclusion is fallacious. Approximately equal numbers of gay men (n = 191), heterosexual men (n = 193), lesbians (n = 190), and heterosexual women (n = 196) reported their perceptions of scenarios describing an interaction between a target and their manager. The target was either a fictional female, a fictional male, or the participant. As predicted, only heterosexual men's perceptions of sociosexual behaviors varied by the target of the behaviors. Heterosexual men viewed the behaviors as harassment only when the target was female. Further, women and gay men, but not heterosexual men, viewed the sociosexual behaviors as discrimination. The results also supported a moderated mediation model where, following exposure to sociosexual behaviors, the effect of participant group on perceived sexual harassment was mediated by fear and perceived discrimination and moderated by target. This study contributes to research on workplace sexual harassment by explaining alleged inconsistent results of studies of gender differences in perceptions of sexual harassment and by proposing and testing a novel process following exposure to sociosexual behaviors in the workplace.

Workplace Violence Prevalence and Reporting in Home Health Care: A Cross Sectional Survey

Workplace violence (WV) is a significant occupational hazard for home health care workers (HHCWs). HHCWs are frequently exposed to Type II (customer/client) WV incidents but minimal evidence exists about exposure to Type III (coworker) WV and exposure to Type IV (personal relationship) WV is unknown. Furthermore, exposure to WV incidents is often underreported by HHCWs. The Haddon Matrix guided this research study. A cross- sectional research design was used with HHCWs (n = 50) working in Southwest Ohio in April 2020. HHCWs completed the Workplace Violence Reporting Survey, a 76-item tool used to estimate the frequency and reporting of WV incidents. Data were analyzed using frequencies, percentages, means, and standard deviations. HHCWs were 86% female (n = 43). Patients (28.3%) followed by their families (17.4%) and intimate partners (10.9%) are the primary aggressors of verbal abuse. The incident was too minor (6.5%), no action would be taken (6.5%), and it’s part of the job (4.3%) are major reasons HHCWs underreported WV. Type II WV is most pervasive when the aggressor is the patient. HHCWs experience physical assault and sexual abuse in their work environment. HHCWs underreported verbal abuse and physical assault when the aggressor was an intimate partner.

Determinants associated with the incidence of occupational accidents among visiting nurses from home-visit nursing agencies: Secondary analysis of cross-national survey data in Japan

AIM

This study aimed to determine the incidence of occupational accidents among home-visiting nurses from home-visit nursing agencies and relevant factors.

METHODS

Data from a questionnaire survey, conducted in March 2020, concerning home-visit nursing agencies were used as a secondary source. A total of 9979 agencies were surveyed. The questionnaires included items relating to the number of occupational accidents experienced by visiting nurses that occurred during a 3-month period. The occurrence of accidents in an agency was set as a dependent variable, and logistic regression analysis was performed on its association with agency attributes. For agencies in which accidents occurred, the number of accidents per 10 full-time-equivalent nurses was estimated, and multiple regression analysis was administered to investigate its association with agency attributes.

RESULTS

The findings of the logistic regression analysis revealed that new agencies, a greater number of full-time-equivalent nurses, emergency visitation support, and performing an analysis of accident cases for accident prevention were significantly associated with the occurrence of accidents. A median of 3.3 accidents occurred per 10 full-time-equivalent nurses at such agencies. Multiple regression analysis showed that a lower number of full-time-equivalent nurses was significantly associated with an increase in the frequency of accidents.

CONCLUSIONS

These results suggest that to devise and deploy safety measures for visiting nurses, all home-visit nursing agencies must build reporting and analysis systems for occupational accidents among home-visiting nurses. Moreover, ensuring safety measures for nurses working in small-scale agencies is of utmost importance. Geriatr Gerontol Int 2022; ••: ••-••.

Organizational Factors Are Key Predictors of Physicians’ Confidence in Handling Workplace Violence

Many studies have investigated health-care workers’ confidence in handling workplace violence with the aim of preventing negative outcomes and fear of such events. The aim of this cross-sectional study was to identify the predictors of physicians’ confidence in handling workplace violence. A self-administered questionnaire was used to collect data on various factors related to workplace violence against physicians in four regional teaching hospitals in northern Taiwan. Of the 180 respondents, 78 (43.3%) had experienced workplace violence in the 3 months preceding the study; they were assigned to the “victim group”. The others (102 respondents) were assigned to the “nonvictim group”. According to multiple linear regression analysis, the factors significantly associated with physicians’ confidence in handling workplace violence in the victim group were perceived organizational support and workplace violence-related training courses. In the nonvictim group, affiliated department and perceived safety climate were key factors. Organizational factors are key predictors of physicians’ confidence in handling workplace violence. Therefore, hospital managers should strive to bolster physicians’ confidence in handling workplace violence. For victims of workplace violence, team-based trainings may improve their interpersonal skills and perceived support from colleagues, both of which can prevent workplace violence events and the repetition of such events.

Development and validation of contextual measures of sexual harassment perceptions, experiences, and coping for women employees in Ethiopian hospitality workplaces

Background

Sexual harassment among female employees in the hospitality industry is a complex phenomenon, and it has ramifications for employment, psychological, physical, and reproductive health. Nevertheless, our interpretation is constrained by a lack of agreement on its definition and measurement. As a result, hospitality workplaces require accurate tools that provide a detailed understanding of sexual harassment and inputs for action to limit adverse outcomes. Thus, this study aimed to develop a reliable and valid measure of female hospitality employees’ perceptions, experiences, and coping features concerning sexual harassment.

Methods

Item development, scale development, and scale evaluation were all parts of the design process. Following a round of feedback from the expert group, qualitative results, and a comprehensive literature review on related themes, item pools were created for the first version of the questionnaire. Pre-testing, survey administration, item reduction, and transformation of extracted latent factors of individual items into a unified and measurable construct were also performed. Field testing included five cognitive interviews with women who had experienced sexual harassment, a pre-test study of 30 women, and a survey of 345 women who worked in hospitality workplaces. Finally, tests for dimensionality, reliability, and validity were conducted.

Results

In Bahir Dar, Ethiopia, 345 women working in the hospitality workplaces, with a mean age of 24.31 ± 4.30 years, took part in this study. The robust maximum likelihood estimation approach was used to do confirmatory factor analysis. The model’s stability was determined by calculating the goodness of fit and the factorial invariance. Subsequently, the validity was confirmed. The findings supported the validity and reliability of the questionnaires designed for the target group. Therefore, the questionnaires can be used as research instruments.

Conclusions

The sexual harassment perceptions, experiences and coping scales provide a locally verified method for assessing sexual harassment in Ethiopia by government authorities and local and international non-governmental organisations, which aid in providing necessary services and the evaluation of efforts aimed at improving workplace safety, workplace health, and psychosocial well-being.

Supplementary Information

The online version contains supplementary material available at 10.1186/s13690-022-00828-z.

Workplace violence among home healthcare workers in KSA: Prevalence, predictors, action, and response 2021

Objectives

This study aims to identify the prevalence and predictors of workplace violence among home healthcare workers in KSA.

Methods

Home healthcare workers employed by government sectors in KSA are invited to fill an electronic questionnaire, covering background information, exposure and response to workplace violence, documentation, and the availability of workplace violence policies and training.

Results

A total of 1,054 Home healthcare workers completed the questionnaire. Approximately 68% and 50% reported no training and lack of workplace violence policies, respectively. The overall prevalence of workplace violence was 67.7%. The prevalence rates of verbal aggression, workplace aggression (non-physical), and workplace violence (physical) were 61.6%, 41.6%, and 31.1%, respectively. Sexual harassment and sexual aggression was experienced by 3.6% and 5.7% of the respondents, respectively. Exposure to workplace violence was higher among the younger age groups (p = 0.010), nurses (p < 0.001), and those with intermediate (1–7 years) working experience (p = 0.003). In approximately 20% of those who were exposed to workplace violence, the incident was not reported, and in 33.1% of the cases, action was not taken.

Conclusions

Workplace violence is prevalent among home healthcare workers, necessitating the development of policies related to workplace violence in the home healthcare setting, and escalating the training of workers.

Work-related predictors of mental health, presenteeism, and professional quality of life following exposure to a potentially traumatic event in child protection workers

BACKGROUND

Exposure to potentially traumatic events (PTEs) at work can have a negative impact on the psychological health and work life of child protection workers (CPWs). The most common form of work-related PTE experienced by CPWs consists of aggressive behaviours from the youths or their parents.

OBJECTIVE

This study aims to identify modifiable work-related variables that might influence the probability of experiencing impaired mental health and professional adjustment following a PTE.

METHOD

The participants were CPWs from two youth social services organizations in Canada. A survey was administered to CPWs within one month of a work-related PTE (Time 1; n = 176), two months after the PTE (Time 2; n = 168), six months after the PTE (Time 3; n = 162), and 12 months after the PTE (Time 4; n = 161). Lagged linear mixed models allowed for the independent variables measured at Time 1, Time 2, and Time 3 to predict the outcome variables as measured on the next assessment (Time 2, Time 3, and Time 4, respectively). The outcomes of interest were insomnia symptoms, depressive symptoms, anxiety symptoms, and post-traumatic stress symptoms, as well as presenteeism (inadequate work performance) and professional quality of life.

RESULTS

Confidence in one's own ability to cope with service user aggression negatively predicted depressive, anxiety, and post-traumatic stress symptoms as well as presenteeism, and positively predicted professional quality of life. The perception of job safety negatively predicted depressive, anxiety, and post-traumatic stress symptoms, and positively predicted professional quality of life. Finally, psychological demands from work positively predicted all mental health outcomes as well as presenteeism, and negatively predicted professional quality of life.

CONCLUSIONS

This study identified work-related variables that could be modified in an attempt to prevent the negative impacts of exposure to work-related PTEs, especially, aggressive behaviours from the service users.

Health problems and violence experiences of nurses working in acute care hospitals, long-term care facilities, and home-based long-term care in Germany: A systematic review

Background

Working in the nursing sector is accompanied by great physical and mental health burdens. Consequently, it is necessary to develop target-oriented, sustainable profession-specific support and health promotion measures for nurses.

Objectives

The present review aims to give an overview of existing major health problems and violence experiences of nurses in different settings (acute care hospitals, long-term care facilities, and home-based long-term care) in Germany.

Methods

A systematic literature search was conducted in PubMed and PubPsych and completed by a manual search upon included studies’ references and health insurance reports. Articles were included if they had been published after 2010 and provided data on health problems or violence experiences of nurses in at least one care setting.

Results

A total of 29 studies providing data on nurses health problems and/or violence experience were included. Of these, five studies allowed for direct comparison of nurses in the settings. In addition, 14 studies provided data on nursing working in acute care hospitals, ten on nurses working in long-term care facilities, and four studies on home-based long-term care. The studies either conducted a setting-specific approach or provided subgroup data from setting-unspecific studies. The remaining studies did not allow setting-related differentiation of the results. The available results indicate that mental health problems are the highest for nurses in acute care hospitals. Regarding violence experience, nurses working in long-term care facilities appear to be most frequently affected.

Conclusion

The state of research on setting-specific differences of nurses’ health problems and violence experiences is insufficient. Setting-specific data are necessesary to develop target-group specific and feasible interventions to support the nurses’ health and prevention of violence, as well as dealing with violence experiences of nurses.

Managing violence against healthcare personnel in the emergency settings of Pakistan: a mixed methods study

OBJECTIVES

The primary objective of this study was to evaluate the effectiveness of a half-day training on de-escalation of violence against healthcare personnel regarding prevention and management of violence incidents versus a similar tertiary-level hospital with no such training. Secondary objectives were to compare the overall satisfaction, burnout, fear of violence and confidence in coping with patients' aggression of the healthcare personnel in the two hospitals.

DESIGN

Mixed method design, with a comparative cross-sectional (quantitative) and focus group discussions (qualitative) components.

SETTING

Emergency departments of the two tertiary care hospitals in district Peshawar over 6 months starting from May 2018.

PARTICIPANTS

Healthcare personnel in the emergency departments of the two hospitals (trained vs untrained).

OUTCOME MEASURES

Violence exposure (experienced/witnessed) assessed through a previously validated tool in the past 5 months. Burnout, confidence in coping with patient aggression and overall job satisfaction were also assessed through validated tools. The qualitative component explored the perceptions of healthcare personnel regarding the management of violence and the importance of training on de-escalation of violence through focus group discussions in the two hospitals.

RESULTS

The demographic characteristics of the healthcare personnel within the two hospitals were quite similar. The de-escalation training did not lead to a reduction in the incidences of violence; however, confidence in coping with patient aggression and the overall satisfaction were significantly improved in the intervention hospital. The de-escalation training was lauded by the respondents as led to an improvement in communication skills, and the healthcare personnel suggested for scale-up to all the cadres and hospitals.

CONCLUSION

The study found significant improvements in the confidence of healthcare personnel in coping with patient aggression, along with better job satisfaction and less burnout in the intervention hospital following the de-escalation training.

Sexual Harassment by Patients, Clients, and Residents: Investigating Its Prevalence, Frequency and Associations with Impaired Well-Being among Social and Healthcare Workers in Germany

Social and healthcare workers are at high risk of experiencing sexual harassment in the workplace. Although sexual harassment is detrimental to people’s well-being, only a few studies have systematically investigated social and healthcare workers’ experiences of different forms of sexually harassing behaviors by patients, clients, and residents in Germany. This study aimed to address this gap by determining the prevalence rates and frequency of nonverbal, verbal, and physical sexual harassment by patients, clients, and residents against social and healthcare workers. In addition, we examined the associations of sexual harassment with workers’ well-being and described employees’ awareness of offers of organizational support for sexual harassment prevention and aftercare. Data were collected from n = 901 employees working in a total of 61 facilities, including inpatient and outpatient care, psychiatric facilities, hospitals, and facilities for persons with disabilities. While the prevalence, frequency, and predominant forms of sexual harassment differed across sectors, the results indicated that nonverbal, verbal and physical sexual harassment were highly prevalent in social and healthcare work, with both men and women being affected. Furthermore, we found that sexual harassment was positively related to impaired well-being (e.g., depressiveness and psychosomatic complaints). In terms of support offers for sexual harassment prevention and aftercare, we found that approximately one-third of social and healthcare workers were not aware of any offers at their facilities. In addition to highlighting the problem of sexual harassment by patients, clients, and residents in social and healthcare settings, this study provides recommendations for the development of interventions and suggests several avenues for future research.

Impact of Psychological Aggression at the Workplace on Employees' Health: A Systematic Review of Personal Outcomes and Prevention Strategies

Psychological aggression perpetrated by customers, coworkers, and supervisors is a behavior frequently experienced in the workplace with negative consequences for an individual's health. The aim of this systematic review was to examine the personal outcomes of overt workplace psychological aggression and summarize empirical evidence on how to prevent and reduce its effects. A search on PubMed, Scopus, ProQuest, and Web of Science electronic databases was made. Data were obtained from 30 studies (26 cross-sectional, 3 longitudinal, 1 quasi-experimental) representing 20,683 employees. Longitudinal studies indicated that workplace psychological aggression is significantly associated with musculoskeletal injury and psychological strains (anxiety, depression, anger) over time. Research also suggests that psychological aggression at work predicts fear, emotional exhaustion, depersonalization, personal accomplishment, and physical symptoms, for example. Additionally, the information collected suggested that support from coworkers, supervisors, and management; informational support; political skills; job resources; and confidence to prevent and respond to aggression moderate significantly the impact of workplace psychological aggression on personal and organizational outcomes. Perceptions of a violence-prevention climate, aggression-preventive supervisor behavior, and aggression-preventive employee effort are also significantly associated with a reduction in psychological aggression at work and strains. In conclusion, this review allows us to understand the effects of the psychological aggression by identifying the preventive strategies that could be adopted by managers, supervisors, or leaders to deal with it and promote individual's health in the workplace.

Workplace Psychological Aggression, Job Stress, and Vigor: A Test of Longitudinal Effects

The purpose of this research was to examine the relationships between supervisor- and customer-initiated psychological aggression and vigor across time, and to determine the mediating role of job stress in these relationships. We also investigated the potential for differential impacts of supervisor and customer aggression on our outcome variables. A two-wave longitudinal study was conducted with a time lag of 6 months. The study sample consisted of 215 branch office employees of five large commercial banks situated in Islamabad, Pakistan. Data were collected using a self-administered questionnaire and analyzed using covariance-based structural equation modeling (CB-SEM). It was found that Time 1 supervisor and customer aggression were negatively related to Time 2 vigor, and these relationships were partially mediated by job stress. Contrary to our expectations, however, we found no significant differences between Time 1 supervisor and customer aggression in relation to Time 2 job stress and Time 2 vigor. The theoretical and practical implications of these findings are discussed. We extended research on multifoci approach to workplace aggression and empirically examined the direct and mediated effects of supervisor- and customer-initiated psychological aggression on vigor.

Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace

Sexual harassment was once conceptualized solely as a sexual problem: coercive sexual advances that spring from natural feelings of sexual desire or romance. Research has since shown that by far the most common manifestation of sexual harassment is gender harassment, which has contempt at its core; this conduct aims to put people down and push them out, not pull them into sexual activity. With findings such as these, we have made many strides in the scientific study of sexual harassment. That body of scholarship is the focus of this article, which is organized around the following questions: What is sexual harassment, both behaviorally and legally? How common is this conduct in work organizations, and what are its consequences? What features of the social/organizational context raise the risk for sexual harassment? What are some promising (and not-so-promising) solutions to this pervasive problem? And finally, what are important directions for this area of research moving forward?

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

Does acute stress disorder predict posttraumatic stress disorder following workplace violence? A prospective study of psychiatric staff

OBJECTIVES

Psychiatric staff is at risk of workplace violence (WV) and subsequent posttraumatic symptomatology. The current study assesses the prevalence of acute stress disorder (ASD) and posttraumatic stress disorder (PTSD) in psychiatric staff following WV. This also examines the prospective association between ASD and PTSD.

METHODS

This is a prospective cohort study of staff from 18 psychiatric wards in Denmark (n = 250), that reported an incident of workplace violence.

RESULTS

The prevalence of ASD was 10.8%, while 8% had PTSD 3 months post-assault. Generalized linear mixed models showed a significant predictive power of ASD on PTSD (OR 8.45, p < 0.001) in the fully adjusted model.

CONCLUSIONS

ASD seems to be a predictor of future PTSD in an occupational context and should be considered a possible instrument in enactment of preventive strategies.

Responsible leadership and workplace deviant behaviour: modelling trust and turnover intention as mediator

Purpose

Drawing on psychological contract theory and social identity theory, this study aims at examining the mediating role of trust and turnover intention (TI) between the relationship of responsible leadership (RL) and work deviant behavior (WDB).

Design/methodology/approach

Data were collected from 230-full-time hospital staffs to examine the hypothesized relationship. Moreover, study employed a two-step SEM approach to test the proposed relationships.

Findings

The results derived from “partial least squares structural equation modelling (PLS-SEM)” analysis revealed that RL does not affect WDB. The findings further provided a noteworthy theoretical understanding that of influence of RL on WDB is better explained by trust, whereas the impact of RL on WD is less translated through TI.

Practical implications

This study entails vital managerial implications by demonstrating that how hospitals should improve WDB.

Originality/value

The study makes a unique contribution in RL literature by linking psychological contract theory and social identity theory. This novel research endeavour also bridges important theoretical gaps by highlighting the additive effects of RL and exploring the competing mediation mechanism through which RL influence WDB.

Exploring staff conceptions of prevention and management practices in encounters with staff-directed aggression in supported housing following education and training

Background

Staff-directed aggression is a concern for service providers in mental healthcare, frequently affecting both the quality of services and staff wellbeing. This also applies to supported housing services for people with mental health problems. Staff themselves consider training to be an important route to improve the prevention and management of staff-directed aggression. The aims of this study are to explore how staff in community mental health supported housing services conceptualize practice in prevention and management of aggression and how these conceptions develop following a local education and training endeavor in disempowerment-sensitive, de-escalating and knowledge-based risk assessment and management.

Method

Phenomenography, a qualitative research approach, was adopted to pursue the study aims. The data consisted of 26 semi-structured interviews with 13 participants from five different municipal housing facilities in Oslo, Norway. Participants were interviewed on two occasions, once prior to participation and once subsequent to the finalization of the education and training sessions.

Results

The analysis led to the development of six qualitatively different, yet logically interrelated, categories of description regarding practice in encounters with staff-directed aggression: (1) Observation, alertness and awareness, (2) Established understanding and knowledge of service users, (3) Team-based risk management and deliberation, (4) Adaption of own dispositions and behaviors, (5) Reflexivity, sensitivity and care and (6) Involvement and dialogue. These conceptions were found to vary in meaning and focus; they ranged from implementing safeguarding and protective measures, to drawing on what was portrayed in terms of staff’s expert knowledge, to increasingly allowing for, and committing to, tenant perspectives in designing practice. The results indicate a moderate, yet beneficial, effect of the course on conceptual change in the participants.

Conclusion

This study shows that practice in encounters with staff-directed aggression is conceptualized as complex and multifaceted by staff in mental health supported housing services and that the various conceptions have different implications for the way staff-directed aggression is mitigated individually and collectively. Our findings also suggest that it is beneficial to take conceptual variation regarding practice into consideration when devising education and training aimed at enhancing staff knowledge, skills and practices.

Is perceived safety and threat after workplace terrorism linked to employee sick-leave? A registry-based longitudinal study of governmental employees in Norway

BACKGROUND

A large body of research has shown that terrorism enhances fears and undermines perceived safety in a high proportion of both directly exposed individuals and individuals without any form of direct exposure (i.e. no geographical proximity to an attack). Some studies have further suggested that fear of terrorism may adversely affect health in those without direct exposure and that this may constitute an important public health burden because of the number who are indirectly exposed. Limited studies have investigated threat and safety perception after workplace terrorism and the possible consequences for employee health.

OBJECTIVE

To explore whether perceived safety and threat in employees whose workplace was subjected to a terrorist attack are associated with subsequent sick-leave.

METHOD

A longitudinal questionnaire survey on governmental employees' perceived safety and threat at work one (T1) and two (T2) years after the 2011 terrorist attack on the Norwegian ministries was linked to registry data on doctor-certified sick-leave for two 9-month periods following T1 and T2 (N = 1703).

RESULTS

There was fairly strong evidence (0.004 < p < 0.034) that higher perceived safety was associated with a close to 30% reduction in sick-leave in fully adjusted models which included terror exposure and symptom-based PTSD. There was inconclusive evidence that lower perceived threat was associated with reduced sick-leave in the full models.

CONCLUSIONS

Reduced perceived safety in employees following workplace terrorism may have adverse health consequences of public health significance given how prevalent this perception seems to be. The study supports that post-terrorism response plans should include strategies on how to address the potentially large number of individuals suffering ill health after terror even if they were not directly exposed and do not meet criteria for PTSD.

Challenging Aggressive Behaviors Experienced by Personal Support Workers in Comparison to Home Care Workers: Relationships between Caregiver Experiences and Psychological Health

Personal support workers (PSW) are caregivers for children and adults with intellectual and developmental disabilities (IDDs) or adults experiencing mental illness or other behavioral health conditions. The work can be very meaningful, but many PSWs must prepare for, monitor, and manage challenging behaviors, including aggression. This study was designed to estimate the prevalence of aggression experienced by PSWs in Oregon, and compare it to a previous sample of Oregon home care workers (HCWs). This comparison included an analysis of relationships between exposures to aggression and psychological health factors. PSWs in Oregon (N = 240) were surveyed electronically at a single time point. PSWs generally reported higher rates of exposure to aggression compared to HCWs. Experiences with aggression were positively associated with fatigue and weakly associated with depression, but not stress. PSWs' self-reported lost work time injury rate was elevated compared to the US average, but it was comparable to previous self-reported injury rates from HCWs. Physical demands of work were the most prevalent reported primary safety concern, followed by challenging behaviors (including aggression). Developing tailored training to help PSWs understand, plan for, minimize, and manage challenging behaviors is a social priority.

Organizational Prevention and Management Strategies for Workplace Aggression Among Child Protection Workers: A Project Protocol for the Oslo Workplace Aggression Survey (OWAS)

Background

Previous research has established exposure to workplace aggression as a significant risk factor for employee functioning, well-being, and health. However, less is known about effective prevention and management strategies. The main objectives of the current project were to determine the impact of physical and psychological aggression on the well-being, health, and work ability of employees in the child welfare service and to establish whether a strong psychosocial safety climate and an ethical infrastructure are effective with regard to protecting employees against aggression. This project may help identify the specific risks child welfare workers are exposed to, the impact of workplace aggression on their health and well-being, and the most effective strategies to manage the problem. Furthermore, the findings should be central for developing laws and regulations and to any political decision on measures to tackle aggression in the workplace.

Methods

The study will employ two prospective data collections. Firstly, a three-wave longitudinal survey with a 6-month time lag between measurement points will be conducted among all 1,500 employees in the child welfare services in Oslo Municipality, Norway. Data will have a multilevel structure and will be linked to registry data on sickness absence. Secondly, a quantitative daily diary study over a 14-day period will include 150 of the respondents from the main survey study. The survey questionnaires mainly comprise well-established and psychometrically validated indicators of workplace aggression, health and well-being, psychosocial safety climate, ethical infrastructure, and other relevant factors. The Regional Committees for Medical and Health Research Ethics (REC) in Norway (REC South East) have approved this project (project no. 28496).

Discussion

This project will identify the impact of workplace aggression on child protection workers as well as provide information on how organizations can actively manage exposure to workplace aggression. The findings may serve as a starting point for intervention studies as well as the development of policies and guidelines on how to handle workplace aggression.

Who Cares for Visiting Nurses? Workplace Violence against Home Visiting Nurses from Public Health Centers in Korea

Visiting nurses are commonly exposed to workplace violence, but there is a lack of research on violence against these nurses. The purpose of this study was to identify visiting nurses’ workplace violence experiences during home visits. This study used a mixed method design. Survey data of 357 home visiting nurses from public health centers were collected for the quantitative data, and a focus group interview was conducted with six visiting nurses for the qualitative data. The quantitative data were analyzed using logistic regression, and the qualitative data were analyzed using content analysis. Younger, temporary visiting nurses and those who had previously been exposed to violent clients had a higher risk of workplace violence. The violence visiting nurses faced included not only violence during the visits but also unpredicted danger and harassment after the visit. After experiencing a violent event, visiting nurses’ attitudes and emotions changed toward nursing services. Visiting nurses were likely to deal with violence at the individual level given the insufficient organizational support system. An organizational-level safety management system should be established based on the characteristics of workplace violence risks and the nurses’ experiences in this study.

Providing Health Care in the Shadow of Violence: Does Emotion Regulation Vary Among Hospital Workers From Different Professions?

Research into violence against health care staff by patients and their families within the health care services shows a rising frequency of incidents. The potentially damaging effects on health care staff are extensive, including diverse negative psychological and physical symptoms. The aim of this qualitative study was to examine how hospital workers from different professions reacted to patients' and visitors' violence against them or their colleagues, and how they regulated their emotional reactions during those incidents. The research question was as follows: How do different types of hospital workers regulate the range of their emotional reactions during and after violent events? Participants were 34 hospital workers, representing several professional sectors. Data were collected through in-depth semistructured interviews, which were later transcribed and thematically content analyzed. Five themes were revealed, demonstrating several tactics that hospital workers used to regulate their emotions during incidents of violent outbursts by patients or visitors: (1) Inability to Manage Emotion Regulation, (2) Emotion Regulation by Distancing and Disengagement Tactics, (3) Emotion Regulation Using Rationalization and Splitting Tactics, (4) Emotion Regulation via the Use of Organizational Resources, and (5) Controlling Emotions by Suppression. Hospital workers who experienced dissonance between their professional expectations and their emotional reactions to patients' violence reported using various emotion regulation tactics, consequently managing to fulfill their duty competently. Workers who did not experience such dissonance felt in full control of their emotions and did not manifest responses of emotion regulation. Others, however, experienced intense emotional flooding and failed to regulate their emotions. We recommend developing health care staff's awareness of possible emotional implications of violent incidents, for themselves as people and for their intact functioning at work. In addition, we recommend further development of health care staff training programs for coping with violent patients and enhancement of formal and informal organizational support.

Sexually Harassing Behaviors from Patients or Clients and Care Workers' Mental Health: Development and Validation of a Measure

Although evidence reveals severe effects of sexual harassment on care workers’ mental health, there is a scarcity of studies that investigate care workers’ experiences of sexually inappropriate behavior from patients or clients. One reason for this lack of research is that validated measures that assess different types of sexual harassment experienced by employees working with patients or clients are lacking. In this study, we seek to establish a conceptual framework for investigating extraorganizational sexual harassment in healthcare work. Based on this theoretical framework, we developed and validated a measure for assessing sexually harassing behaviors from patients or clients. Data were gathered from heterogeneous samples of employees working in a variety of settings in healthcare. To evaluate the factorial structure of the measure, we conducted exploratory factor analysis (EFA) using a calibration sample (N = 179) and confirmatory factor analysis (CFA) using a cross-validation sample (N = 305). The construct validity of the measure was demonstrated by investigating relationships with indicators of care workers’ mental health. EFA revealed three factors, namely, nonverbal, verbal, and physical acts of sexual harassment. Examination of the measure comprising 14 items revealed acceptable internal consistencies and substantial correlations with indicators of care workers’ mental health. This study provides a useful and sound measure for assessing sexual harassment from patients or clients and paves the way for the development of a comprehensive theoretical framework for the assessment of sexual harassment. Furthermore, it facilitates future investigations of risk factors for sexual harassment and protective factors helping healthcare workers cope with sexual harassment from patients or clients.

National Prevalence of Sexual Violence by a Workplace-Related Perpetrator

INTRODUCTION

Workplace sexual violence is not a new phenomenon but has received increased attention recently with the re-emergence of the #metoo movement. Gaps exist in the understanding of the prevalence of this problem in the U.S., its perpetrators, and its impacts.

METHODS

Using 2010-2012 data from the National Intimate Partner and Sexual Violence Survey (22,590 women and 18,584 men), this study examined the prevalence of several types of sexual violence by a workplace-related perpetrator (authority figure or nonauthority figure) and numerous impacts of the violence, including psychological impacts, safety concerns, and missing days of work or school. Data were analyzed in 2018.

RESULTS

In the U.S., 5.6% of women (almost 7 million) and 2.5% of men (nearly 3 million) reported some type of sexual violence by a workplace-related perpetrator. Almost 4% of women (3.9%) reported sexual violence by nonauthority figures and 2.1% reported authority figures; 2.0% of men reported sexual violence by nonauthority figures, and 0.6% reported authority figures. For women, the most commonly reported sexual violence type was unwanted sexual contact (3.5% of women); for men, it was noncontact unwanted sexual experiences (1.3% of men). An estimated 1 million women (0.8%) have been raped by a workplace-related perpetrator. For women and men, fear was the most commonly reported impact of workplace-related sexual violence.

CONCLUSIONS

These findings suggest that workplace prevention efforts that do not address different components of workplace harassment may not be adequate to address all forms of sexual violence occurring across the U.S. in the workplace context.

Inmate Violence and Correctional Staff Burnout: The Role of Sense of Security, Gender, and Job Characteristics

Violence in the workplace has serious consequences for employees and organizations. Based on a survey in early 2012 among employees from all work areas of 89 of the total 112 correctional facilities in Switzerland resulting in a sample of 2,045 employees (response rate 48.5%), this study (a) analyzed whether victimization has an impact on correctional staff burnout, (b) tested the hypothetical mediating role of sense of security in the relationship between victimization and burnout, and (c) included gender and job characteristics because work experiences and exposure to violence of staff differ strongly with gender and work tasks. Two different forms of violence were considered: (a) experienced violence (inmates-on-staff) and (b) observed violence (inmate-on-inmate). Analysis was carried out using structural equation modeling. Results show that victimization and witnessing violence between inmates negatively affect the personal sense of security and increase correctional staff burnout. In addition, the sense of security mediated the effect from experienced and observed violence on burnout. Gender and job characteristics also proved to be important. This is especially true for staff working as correctional officers and for employees working with young inmates and with inmates awaiting trial who reported a greater exposure to violence and a lower sense of security. The study adds to the knowledge on violence and its outcomes in corrections and contributes to the literature on the consequences of workplace violence in general and, specifically, in social service occupations.

"I've had enough!" Mental health as a mechanism in the relationship between sexual harassment and organizational commitment

BACKGROUND

Research on workplace sexual harassment has focused largely on its direct antecedents and consequences. In contrast, few studies unravel mechanisms through which sexual harassment is related to organizational outcomes.

OBJECTIVE

Following affective events theory, the purpose of this paper is to investigate mental health as a mechanism in the relationship between sexual harassment and organizational commitment.

METHODS

Quantitative data were collected using a survey design for which 249 employees responded.

RESULTS

Structural equation modeling showed that the mediation model was partially supported for the overall sample because mental health was a partial and not full mediator. However, post-hoc analysis revealed that the mediation model was suited to men, but not women.

CONCLUSIONS

This study contributes to sexual harassment research by (a) investigating a novel mechanism in the sexual harassment to organizational commitment relationship and (b) highlighting the importance of gender differences when attempting to unravel the sexual harassment causal chain. Implications for organizations regarding the development of sexual harassment policies, complaint procedures, and training are explained.

The Effects of Exposure to Psychological Violence in the Workplace on Commitment and Turnover Intentions: The Moderating Role of Social Support and Role Stressors

Exposure to workplace violence has been identified as a serious and universal issue facing modern organizations. The present study focuses more specifically on exposure to psychological violence, and its association with turnover intentions as mediated by workplace affective commitment. In addition, we also explore the moderating role of various facets of job demands (role stressors) and resources (social support) on the aforementioned relations. Data collected from 1,228 university employees indicated that experiencing psychological violence at work was associated with lower levels of workplace affective commitment and higher levels of turnover intentions, and that the relation between psychological violence and turnover intentions was partially mediated by commitment. Furthermore, role stressors and social support were found to moderate the negative relation between exposure to psychological violence and workplace affective commitment, as well as between commitment and turnover intentions, but not the direct relation between psychological violence and turnover intentions. Theoretical and research implications for the literature on psychological violence and practical suggestions for minimizing its damaging consequences are proposed.

Occupational Health and Safety for Migrant Domestic Workers in Canada: Dimensions of (Im)mobility

This study examines the occupational health and safety experiences of migrant workers employed as live-in caregivers in Fort McMurray, Alberta, Canada. Interviews with and surveys of caregivers identify four categories of common occupational hazards, including fatigue, psychosocial stress, physical hazards, and exposure to harassment and abuse. These hazards are systemically perpetuated, made invisible, and rendered irremediable by intertwined (im)mobilities. At the macrolevel, they include highly circumscribed and precarious conditions of transnational care migration such as indenturing to private and underregulated recruiters, federal policies that tie status to employers and employment, and changeable, rule-bound pathways to permanent residency. At the mesolevel, we find a volatile mix of mobilities and immobilities associated with employment in the oil economy of Fort McMurray, such as high population mobility and turnover, long work and commuting hours, and remoteness. And, at the microlevel, we find the everyday immobilities and highly circumscribed conditions and complexities of working and living with employers in private homes.

Design of a tailored and integrated violence prevention program in psychiatric wards and prisons

BACKGROUND

Violence and threats of violence against personnel at psychiatric wards as well as in the prison service is a major work environment problem. To date results from interventions to prevent violence and threats in these sectors have been inconclusive or of small effect. One of the reasons may be that violence and threats of violence occur as a consequence of a complex interaction between employee-level and management-level factors.

OBJECTIVE

To design a tailored and theory-based intervention program directed at violence prevention in psychiatric wards and prisons that integrates the employee-level and management-level, and development of an evaluation design building on the Context, Process, and Outcome Evaluation Model.

METHODS

The study follows a stepped-wedged design with 16 work units entering the intervention in four groups with differing start dates from September 2017 to January 2019. The context and process evaluation includes: calculating the implementation degree; mapping of contextual factors; interviews with unit-leaders and employees before and after the intervention. The outcome evaluation includes performing multi-level statistical analysis on data from a three-monthly questionnaire to employees at the participating workplaces.

RESULTS

The first results will be available in 2020.

CONCLUSIONS

The comprehensive evaluation of the intervention will give insight into the processes and effects of the intervention.

The influence of hierarchical organizational culture, supportive environment and sexual harassment on Korean women’s work-to-family enrichment

Purpose

The purpose of this study is to examine the relationships among hierarchical organizational culture, organizational support for women, sexual harassment and work-to-family enrichment of working women in South Korea.

Design/methodology/approach

A total of 196 responses from married female employees who had a child (or children) in for-profit organizations in South Korea were analyzed by using structural equation modeling and bootstrapping analysis.

Findings

The findings indicated that hierarchical organizational culture was negatively associated with organizational support and was positively associated with sexual harassment. In addition, an organizational atmosphere that is friendly and supportive to women had a positive effect on work-to-family enrichment. However, the more sexual harassment female workers experienced, the less positive the relationship between their work and family lives. Hierarchical organizational culture negatively affected work-to-family enrichment, but the effect was indirect through organizational support and sexual harassment.

Originality/value

These findings emphasize the importance of transforming the traditional culture in Korean organizations to reduce power distance to create a more female-friendly and supportive environment. With the dramatic recent increase in the number of female workers, building such an environment can enhance organizations’ competitiveness by creating a positive spillover effect between women’s work and family lives.

Perceived control among migrant live-in and local live-out home care workers in Israel

OBJECTIVE

To examine perceived control among live-in and live-out home care workers and to identify factors that contribute to perceived control among both types of caregiving.

METHOD

338 migrant live-in home care workers and 185 local live-out home care workers were asked to report their perceived control. Burnout, satisfaction with the relationship with the care recipient and the care recipient's family, and satisfaction with social relationship were also gathered.

RESULTS

Both types of caregivers reported high levels of perceived control, although live-in home care workers expressed more perceived control. Higher age, higher levels of satisfaction with the relationship with the care recipient and the care recipient's family and lower levels of burnout, predicted perceived control. Satisfaction with social relationship was a stronger predictor of one's perceived control among live-in home care workers.

CONCLUSIONS

Promoting social relationships outside the home care context by allowing migrant live-in home care workers to take part in social gatherings is recommended as this can strengthen their sense of perceived control.