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Gardner DH. Pets in the workplace: a scoping review. N Z Vet J 2024:1-10. [PMID: 39142833 DOI: 10.1080/00480169.2024.2387562] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/22/2023] [Accepted: 07/23/2024] [Indexed: 08/16/2024]
Abstract
There is a large and growing body of literature proposing that there are benefits to employees and workplaces when pets are allowed to accompany their owners to work. This article reports a scoping review of research that is workplace-based and that provides information on the reported benefits or problems of allowing employees' pets at work. The databases Scopus, Discover and Google Scholar were searched with the initial search terms "pets AND workplace AND research." Results were reviewed initially by title to remove items where, for instance, "PET" was used as an acronym. Studies were included if they provided information on research into human well-being and/or work or task performance and pets at work. This included research into the presence of pets while working from home, as the home can be considered a workplace in this situation. A total of 189 papers on pets at work were identified from the searches. The abstracts were reviewed and papers that did not report research into the benefits and challenges of employees' pets at work were excluded, leaving 31 results. The majority of studies used survey methods and did not include validated psychometric measures of key variables including stress. Findings indicated that the presence of employees' pets at work may reduce stress and lead to more positive work-related attitudes, but these findings may not apply to all employees or all workplaces. Negative aspects of pets in the workplace include health risks to humans and animals, cultural concerns and dislike or fear of some animals, and the proportion of participants who raised these concerns or agreed with them varied widely between studies. However, there is little evidence on the prevalence of risks or how they are addressed, and there was no data on how work performance, absenteeism or staff turnover were related to pet-friendly policies at work. More research is required, and some directions for future research are suggested.
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Affiliation(s)
- D H Gardner
- School of Psychology, Massey University, Wellington, New Zealand
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Pitts JS, Milstein B, Saha S. The Role of Business in Supporting Vital Conditions Necessary for the Well-Being of People, Places, and Racial Justice. Am J Health Promot 2022; 36:1050-1060. [PMID: 35699324 DOI: 10.1177/08901171221092576c] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Affiliation(s)
- Jennifer S Pitts
- Well-being and Equity (WE) in the World, City of Industry, California
| | - Bobby Milstein
- System Strategy, ReThink Health (a Rippel initiative) Cambridge, MA, USA
| | - Somava Saha
- Well-being and Equity (WE) in the World, Well Being In the Nation Network; City of Industry, CA, City of Industry, CA
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Johnson SS. Knowing Well, Being Well: well-being born of understanding: Creating Shared Value to Advance Racial Justice, Health Equity, and Meaningful Action on Climate Change. Am J Health Promot 2022; 36:1045-1067. [PMID: 35699325 DOI: 10.1177/08901171221092576] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Affiliation(s)
- Sara S Johnson
- Pro-Change Behavior Systems, Inc., South Kingstown, RI, USA
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Qualitative Exploration of the Feasibility and Acceptability of Workplace-Based Microgrants to Improve Physical Activity: The 10,000 Steps Pedometer Microgrant Scheme. J Occup Environ Med 2019; 60:e406-e411. [PMID: 29851733 DOI: 10.1097/jom.0000000000001376] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE Despite the benefits associated with workplace health programs, many organizations are unable to offer them due to financial constraints. To address this barrier, the existing 10,000 Steps program trialed the 10,000 Steps Pedometer Microgrant Scheme. This study assessed the feasibility and acceptability of the Microgrant Scheme. METHODS Semi-structured interviews with employee representatives (n = 19) were used to explore perceptions of the Microgrant Scheme. Thematic inductive analysis was conducted. RESULTS Three main themes emerged: 1) the need for workplace initiatives to address health promotion issues (The Need); 2) the factors associated with the application and implementation process (The Process); and 3) employee and employer benefits associated with the Microgrant Scheme (The Outcomes). CONCLUSION These findings highlight the potential utility of a Microgrant Scheme to extend the reach and long-term sustainability of workplace health promotion activities.
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Abstract
The negative effects of extremely competitive academic and research environments on the performance and health of researchers are well known and common worldwide. The prevalence of these effects, particularly among early career researchers, calls for a more humane and people-centered way of working within research labs. Although there is growing concern about the urgent need for a better life-work balance when doing science, there are not many examples about how this could be achieved in practice. In this article, I introduce 10 simple rules to make the working environment of research labs more nurturing, collaborative, and people-centered. These rules are directed towards existing and future principal investigators (PIs) but will be of interest to anyone working in a research lab and/or dealing with how to improve working conditions for scientists.
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Affiliation(s)
- Fernando T. Maestre
- Departamento de Biología y Geología, Física y Química Inorgánica, Universidad Rey Juan Carlos, Móstoles, Spain
- * E-mail:
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Kniffin KM, Reeves-Ellington R, Wilson DS. When Everyone Wins? Exploring Employee and Customer Preferences for No-Haggle Pricing. Front Psychol 2018; 9:1555. [PMID: 30237775 PMCID: PMC6136271 DOI: 10.3389/fpsyg.2018.01555] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2017] [Accepted: 08/06/2018] [Indexed: 11/24/2022] Open
Abstract
The organizational importance for interactions between frontline employees and customers has been examined in relation to dimensions such as climate or culture. In this article, we highlight the importance of pricing strategies – typically studied in relation to consumer preferences – for frontline employees. To do this, we apply an evolutionary perspective and present two complementary studies that focus on the relevance of price discipline in relation to employee attitudes and preferences. Focusing on the industry of new automobile sales since there is important firm-level pricing variation, Study 1 finds a faintly positive relationship among employee prosociality, customer satisfaction, and fixed or “no-haggle” pricing strategies. In Study 2, participants indicated a preference for working in environments that offered the same, non-disparate prices to all customers. While previous research has examined the relationships between employee and customer attitudes in relation to firm performance, our studies emphasize the role that pricing strategies can play as a mechanism in those relationships. Our studies illustrate the value of evolutionary frameworks for contemporary business problems.
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Affiliation(s)
- Kevin M Kniffin
- Dyson School of Applied Economics and Management, S. C. Johnson College of Business, Cornell University, Ithaca, NY, United States
| | | | - David S Wilson
- Binghamton University - The State University of New York, Binghamton, NY, United States
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Page NC, Nilsson VO. Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior. Front Psychol 2017; 7:1994. [PMID: 28119640 PMCID: PMC5222872 DOI: 10.3389/fpsyg.2016.01994] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2016] [Accepted: 12/08/2016] [Indexed: 11/29/2022] Open
Abstract
Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention’s impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.
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Khayeri F, Rabiei L, Shamsalinia A, Masoudi R. Effect of Fordyce Happiness Model on depression, stress, anxiety, and fatigue in patients with multiple sclerosis. Complement Ther Clin Pract 2016; 25:130-135. [DOI: 10.1016/j.ctcp.2016.09.009] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2016] [Accepted: 09/21/2016] [Indexed: 11/16/2022]
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Edington DW, Schultz AB, Pitts JS, Camilleri A. The Future of Health Promotion in the 21st Century: A Focus on the Working Population. Am J Lifestyle Med 2016; 10:242-252. [PMID: 30202279 PMCID: PMC6125058 DOI: 10.1177/1559827615605789] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2015] [Accepted: 08/24/2015] [Indexed: 12/31/2022] Open
Abstract
The purpose of this article is to synthesize developments from various disciplines including the medical, wellness, psychology, and sociology fields to shed light on where health promotion is headed in the next 25 years. Lifestyle medicine practitioners will continue to play a large role in helping people achieve the highest levels of wellness, which does not simply mean the absence of disease. New research identifies the important roles of many diverse factors such as relationships, lifestyle behaviors, emotional outlook, positive environment, mind-body connection, use of technology, and work styles, which can help each person achieve the fullness of life, vitality, and flourishing that characterizes a high level of well-being.
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Affiliation(s)
| | - Alyssa B. Schultz
- Alyssa B. Schultz, PhD, University of Michigan Health Management Research Center, 1015 E Huron St, Ann Arbor, MI 48104; e-mail:
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Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University. PLoS One 2016; 11:e0148307. [PMID: 26840508 PMCID: PMC4739732 DOI: 10.1371/journal.pone.0148307] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2015] [Accepted: 01/15/2016] [Indexed: 12/28/2022] Open
Abstract
INTRODUCTION Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university. METHODS In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model. RESULTS The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001). There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001). The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001) and 0.56 mmHg/year (p<0.001), respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period. CONCLUSION This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.
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Roberts SC, van Vugt M, Dunbar RIM. Evolutionary Psychology in the Modern World: Applications, Perspectives, and Strategies. EVOLUTIONARY PSYCHOLOGY 2012. [DOI: 10.1177/147470491201000501] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
An evolutionary approach is a powerful framework which can bring new perspectives on any aspect of human behavior, to inform and complement those from other disciplines, from psychology and anthropology to economics and politics. Here we argue that insights from evolutionary psychology may be increasingly applied to address practical issues and help alleviate social problems. We outline the promise of this endeavor, and some of the challenges it faces. In doing so, we draw parallels between an applied evolutionary psychology and recent developments in Darwinian medicine, which similarly has the potential to complement conventional approaches. Finally, we describe some promising new directions which are developed in the associated papers accompanying this article.
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Affiliation(s)
- S. Craig Roberts
- School of Natural Sciences, University of Stirling, Stirling FK9 4LA, UK
| | - Mark van Vugt
- Department of Social and Organizational Psychology, VU University Amsterdam, Amsterdam, The Netherlands
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Roberts SC, van Vugt M, Dunbar RIM. Evolutionary psychology in the modern world: applications, perspectives, and strategies. EVOLUTIONARY PSYCHOLOGY 2012; 10:762-9. [PMID: 23253785 PMCID: PMC10429996] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/01/2023] Open
Abstract
An evolutionary approach is a powerful framework which can bring new perspectives on any aspect of human behavior, to inform and complement those from other disciplines, from psychology and anthropology to economics and politics. Here we argue that insights from evolutionary psychology may be increasingly applied to address practical issues and help alleviate social problems. We outline the promise of this endeavor, and some of the challenges it faces. In doing so, we draw parallels between an applied evolutionary psychology and recent developments in Darwinian medicine, which similarly has the potential to complement conventional approaches. Finally, we describe some promising new directions which are developed in the associated papers accompanying this article.
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Affiliation(s)
- S Craig Roberts
- School of Natural Sciences, University of Stirling, Stirling FK9 4LA, UK.
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