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Gerlach M, Blozik E, Meichtry A, Hägerbäumer M, Kilcher G, Golz C. Factors of presenteeism and its association with detrimental effects among employees in Switzerland working in different sectors - a cross-sectional study using a multi-item instrument. Int Arch Occup Environ Health 2024; 97:767-778. [PMID: 38951215 PMCID: PMC11416405 DOI: 10.1007/s00420-024-02083-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2024] [Accepted: 06/13/2024] [Indexed: 07/03/2024]
Abstract
PURPOSE Presenteeism, the phenomenon of employees working despite illness, is a significant issue globally, impacting individual well-being and organizational efficiency. This study examines presenteeism among Swiss employees, exploring its occurrence, primary factors, reasons, and impact on employees' health. METHODS This study used cross-sectional data from 1,521 employees in different sectors in Switzerland. Descriptive statistics and multiple linear models for influencing factors and detrimental effects, such as burnout symptoms, job satisfaction, general health, and quality of life, were calculated for data analysis. Presenteeism was measured using the Hägerbäumer multi-item scale, ranging from 1 = "Never in case of illness" - 5 = "Very often in case of illness." RESULTS The employees reported that in case of illness, they rarely worked in the last 12 months M = 2.04 (SD = 1.00). A positive approach to presenteeism in the team was associated with less presenteeism (β = -0.07) and problematic leadership culture in dealing with presenteeism with increased presenteeism (β = 0.10). In addition to well-known factors, presenteeism was significant for burnout symptoms (β = 1.49), general health status (β = -1.5), and quality of life (β = -0.01). CONCLUSION The study offers insights into the phenomenon of presenteeism among Swiss employees in various sectors by applying a multi-item scale for presenteeism. The findings indicate that a positive team dynamic and organizational culture may significantly reduce presenteeism. Presenteeism behavior is a significant factor of adverse outcomes. This highlights the importance of acknowledging presenteeism in the context of occupational health.
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Affiliation(s)
- Maisa Gerlach
- Department of Health Professions, Bern University of Applied Sciences, Murtenstrasse 10, Bern, 3008, Switzerland.
| | - Eva Blozik
- Department Health Services Research, SWICA Health Organization, Winterthur, Switzerland
| | - André Meichtry
- Department of Health Professions, Bern University of Applied Sciences, Murtenstrasse 10, Bern, 3008, Switzerland
| | - Miriam Hägerbäumer
- Department of Psychology, EURO-FH University of Applied Sciences, Hamburg, Germany
| | - Gablu Kilcher
- Department Health Services Research, SWICA Health Organization, Winterthur, Switzerland
| | - Christoph Golz
- Department of Health Professions, Bern University of Applied Sciences, Murtenstrasse 10, Bern, 3008, Switzerland
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Schmidt-Stiedenroth K, Guthardt L, Genrich M, Köhne M, Stiawa M, Erschens R, Junne F, Maatouk I, Gündel H, Angerer P, Müller A. What helps hospital staff in times of crisis: qualitative results of a survey on psychosocial resources and stressors in German hospitals during the COVID-19 pandemic. Front Public Health 2023; 11:1260079. [PMID: 37869202 PMCID: PMC10585258 DOI: 10.3389/fpubh.2023.1260079] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Accepted: 09/07/2023] [Indexed: 10/24/2023] Open
Abstract
Background Even before the COVID-19 pandemic, hospital workers faced a tremendous workload. The pandemic led to different and additional strain that negatively affected the well-being of employees. This study aims to explore psychosocial resources and strategies that were used by hospital staff. Methods In the context of an intervention study, employees of three German hospitals were questioned in writing in summer and fall 2020. Five open-ended questions about the pandemic were asked to capture corresponding effects on daily work routine. Answers of 303 participants were evaluated using structuring qualitative content analysis. Results Significant stressors and resources were identified in the areas of work content and task, social relations at work, organization of work, work environment and individual aspects. Stressors included, for example, emotional demands, conflicts, an increased workload, time and performance pressure. Important resources mentioned were, among others, the exchange with colleagues and mutual support. Sound information exchange, clear processes and guidelines and a positive work atmosphere were also important. In addition, the private environment and a positive mindset were perceived as helpful. Conclusion This study contributes to a differentiated understanding of existing psychosocial resources of hospital staff in times of crisis. Identifying and strengthening these resources could reduce stress and improve well-being, making hospital staff better prepared for both normal operations and further crisis situations.
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Affiliation(s)
- Kira Schmidt-Stiedenroth
- Institute of Occupational, Social and Environmental Medicine, Medical Faculty and University Hospital, Heinrich-Heine University Düsseldorf, Düsseldorf, Germany
| | - Lisa Guthardt
- Institute of Occupational, Social and Environmental Medicine, Medical Faculty and University Hospital, Heinrich-Heine University Düsseldorf, Düsseldorf, Germany
| | - Melanie Genrich
- Institute of Psychology, Work and Organizational Psychology, University of Duisburg-Essen, Duisburg, Germany
| | - Mara Köhne
- Institute of Psychology, Work and Organizational Psychology, University of Duisburg-Essen, Duisburg, Germany
| | - Maja Stiawa
- Department of Psychiatry and Psychotherapy II, Ulm University, Ulm, Germany
| | - Rebecca Erschens
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tübingen, University of Tübingen, Tübingen, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tübingen, University of Tübingen, Tübingen, Germany
- University Hospital for Psychosomatic Medicine and Psychotherapy, University Hospital Magdeburg, Magdeburg, Germany
| | - Imad Maatouk
- Department of General Internal and Psychosomatic Medicine, University Hospital Heidelberg, Heidelberg, Germany
- Department of Internal Medicine II, University Hospital Würzburg, Würzburg, Germany
| | | | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Ulm, Ulm, Germany
| | - Peter Angerer
- Institute of Occupational, Social and Environmental Medicine, Medical Faculty and University Hospital, Heinrich-Heine University Düsseldorf, Düsseldorf, Germany
| | - Andreas Müller
- Institute of Psychology, Work and Organizational Psychology, University of Duisburg-Essen, Duisburg, Germany
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Mao B, Kanjanarat P, Wongpakaran T, Permsuwan U, O’Donnell R. Factors Associated with Depression, Anxiety, and Somatic Symptoms among International Salespeople in the Medical Device Industry: A Cross-Sectional Study in China. Healthcare (Basel) 2023; 11:2174. [PMID: 37570414 PMCID: PMC10419137 DOI: 10.3390/healthcare11152174] [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: 06/02/2023] [Revised: 07/12/2023] [Accepted: 07/27/2023] [Indexed: 08/13/2023] Open
Abstract
BACKGROUND The physical and mental health of corporate employees is equally important, especially for international salespeople in the in vitro diagnostic (IVD) medical device industry. The rapid growth of the IVD market is driven by the increasing prevalence of chronic and infectious diseases. This study aims to determine the prevalence of depression, anxiety, and somatic symptoms among international salespeople in China's IVD industry and identify the association of socio-demographic, occupational, organizational, and psychosocial factors with mental health outcomes for depression, anxiety, and somatic symptoms in Chinese IVD international salespeople. METHODS The study was a cross-sectional survey of international salespeople (ISs) in IVD companies officially registered in China. An online survey was designed to collect data through email contact with IVD companies and social media between August 2022 and March 2023. Measured factors included effort-reward imbalance (ERI), health-promoting leadership (HPL), health climate (HC), inner strength (IS), and perceived social support (PSS). Mental health outcomes assessed using the Core Symptom Index (CSI) were depression, anxiety, and somatic symptoms. RESULTS A total of 244 salespeople responded to the survey. CSI scores indicated that 18.4% (n = 45) and 10.2% (n = 25) of the respondents had symptoms of major depression and anxiety, respectively. ERI was positively correlated, while the IS and PSS were negatively correlated with major depression, anxiety, and somatic symptoms (p < 0.01). The health climate was negatively correlated with major depression (p < 0.05). Education background was associated with somatic symptoms (p < 0.05). ERI, IS, and gender were significant predictors of major depression, anxiety, and somatic symptoms (p < 0.05). CONCLUSION The prevalence of depression and anxiety in China's IVD international salespeople was considered low compared with the prevalence in Chinese populations during COVID-19 but higher than those before the pandemic. Effort-reward imbalance, inner strength, and gender were significant factors in major depression, anxiety, and somatic symptoms among IVD international salespeople.
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Affiliation(s)
- Beibei Mao
- Master of Science Program (Mental Health), Graduate School, Chiang Mai University, Chiang Mai 50200, Thailand; (B.M.); (U.P.); (R.O.)
| | - Penkarn Kanjanarat
- Master of Science Program (Mental Health), Graduate School, Chiang Mai University, Chiang Mai 50200, Thailand; (B.M.); (U.P.); (R.O.)
- Department of Pharmaceutical Care, Faculty of Pharmacy, Chiang Mai University, Chiang Mai 50200, Thailand
| | - Tinakon Wongpakaran
- Master of Science Program (Mental Health), Graduate School, Chiang Mai University, Chiang Mai 50200, Thailand; (B.M.); (U.P.); (R.O.)
- Department of Psychiatry, Faculty of Medicine, Chiang Mai University, Chiang Mai 50200, Thailand
| | - Unchalee Permsuwan
- Master of Science Program (Mental Health), Graduate School, Chiang Mai University, Chiang Mai 50200, Thailand; (B.M.); (U.P.); (R.O.)
- Department of Pharmaceutical Care, Faculty of Pharmacy, Chiang Mai University, Chiang Mai 50200, Thailand
| | - Ronald O’Donnell
- Master of Science Program (Mental Health), Graduate School, Chiang Mai University, Chiang Mai 50200, Thailand; (B.M.); (U.P.); (R.O.)
- Behavioral Health, College of Health Solutions, Arizona State University, Phoenix, AZ 85004, USA
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Kosydar-Bochenek J, Krupa S, Semań T, Mędrzycka-Dąbrowska W. Work climate from the perspective of nurses: qualitative research. Front Med (Lausanne) 2023; 10:1199674. [PMID: 37575986 PMCID: PMC10416441 DOI: 10.3389/fmed.2023.1199674] [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: 04/03/2023] [Accepted: 07/10/2023] [Indexed: 08/15/2023] Open
Abstract
Introduction This study aims to determine the nurses' view of the work climate. A positive work climate is one of the keys determining factors in improving nurse outcomes and affects patient satisfaction with care. Methods In this qualitative research, a semi-structured interview was used to understand nurses' perceptions of their work environment. The participants' responses were recorded and transcribed. Between November and December 2021, 22 nurses participated in the study. Purposive sampling was used to choose nurses for the research, and interviews were performed with these nurses utilizing a semi-structured interview form. The interviews were analyzed using a theme analysis. Results The themes identified in the data centered on four dominant elements that together shaped the prevailing work climate: participation in making decisions, companionship, job satisfaction, and changes they expect. Conclusion It is necessary to implement meetings at the level of departments and hospitals, where employees will receive support from the authorities and learn how they can improve the working climate. Implications for nursing management Research findings on the working climate can help hospital managers makers design interventions to create a good working environment for nurses.
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Affiliation(s)
- Justyna Kosydar-Bochenek
- Institute of Health Sciences, College of Medical Sciences of the University of Rzeszow, Rzeszow, Poland
| | - Sabina Krupa
- Institute of Health Sciences, College of Medical Sciences of the University of Rzeszow, Rzeszow, Poland
| | - Tomasz Semań
- Institute of Medical Sciences, Medical College of Rzeszow University, Rzeszów, Poland
| | - Wioletta Mędrzycka-Dąbrowska
- Department of Anesthesiology Nursing and Intensive Care, Faculty of Health Sciences, Medical University of Gdansk, Gdańsk, Poland
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Gosch N, Schulte EM, Kauffeld S. Capturing the impact employees have on their coworkers and leaders: a holistic approach on health-specific support behavior from employees. Front Psychol 2023; 14:1183862. [PMID: 37457060 PMCID: PMC10349332 DOI: 10.3389/fpsyg.2023.1183862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2023] [Accepted: 06/12/2023] [Indexed: 07/18/2023] Open
Abstract
Support is a valuable resource for ensuring employee health in the workplace. However, research on health-specific support behavior (i.e., support specifically targeting concrete health aspects) has only concentrated on either leader behavior (e.g., healthy leadership styles) or support provided by employees for specific health issues (e.g., healthy eating or smoking cessation). Although the importance of employee health has been well established, the examination of a wider range of potential health-specific support behaviors from employees provided for their colleagues and leaders has been neglected. To understand employee health-specific support behavior, we adapted an existing health-oriented leadership questionnaire to cover support for colleagues (PeerCare) and their leaders (LeaderCare). Capturing the employee perspective with a sample of 347 employees, the results confirmed a delineation of health-oriented scales (factor, convergent, and discriminant validity). By testing health-specific support behavior processes at work, the positive effects of PeerCare on general health were demonstrated. Contrary to expectations, existing health effects are outweighed when leaders provide health-specific support behavior to their employees (StaffCare). However, the results imply that the health-specific support behavior practices of different actors reinforce each other: the effects of StaffCare and PeerCare enhance each other, and StaffCare has a strong influence on LeaderCare. Remarkably, SelfCare has a key role in this process. The open questions and implications regarding the effects of the different health-specific support behavior measurements are discussed.
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Teetzen F, Klug K, Steinmetz H, Gregersen S. Organizational health climate as a precondition for health-oriented leadership: expanding the link between leadership and employee well-being. Front Psychol 2023; 14:1181599. [PMID: 37342637 PMCID: PMC10277649 DOI: 10.3389/fpsyg.2023.1181599] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2023] [Accepted: 05/08/2023] [Indexed: 06/23/2023] Open
Abstract
The link between leadership and employee well-being is long established. In particular, health-oriented leadership is discussed as a leadership style specifically promoting employee well-being. However, the preconditions of health-oriented leadership remain largely unexplored. From the perspective of conservation of resources theory, leaders can only provide resources when receiving some themselves. We propose that organizational health climate (OHC) is an important organization-based resource for a health-oriented leadership style. More specifically, we hypothesize that the relationship between OHC and employee job satisfaction and emotional exhaustion is mediated by health-oriented leadership. We thereby differentiate two levels of analysis: a within-team level and a between-team level. We examined 74 teams with 423 employees of childcare centers at three time points, each 6 months apart. By means of multilevel structural equation modeling, we found OHC to be a significant antecedent of health-oriented leadership at the between-team level. The relationship between OHC and employee job satisfaction was mediated by health-oriented leadership at the between-team level, but not at the within-team level. The relationship between OHC and employee exhaustion showed another pattern of relationships at the different levels of analysis, while it was not significantly mediated by health-oriented leadership. This indicates the value of differentiating between levels of analysis. We discuss the implications for theory and practice that can be drawn from our findings.
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Affiliation(s)
- Friederike Teetzen
- Department of Work and Organizational Psychology, Institute for Psychology, University of Hamburg, Hamburg, Germany
| | - Katharina Klug
- Faculty of Business Studies and Economics, University of Bremen, Bremen, Germany
| | | | - Sabine Gregersen
- Institution for Statutory Accident Insurance and Prevention in the Health and Welfare Services, Hamburg, Germany
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Gerich J, Lehner R. Escape or activate? Pathways of work stress on substance use. Work 2023; 74:193-206. [PMID: 36245352 DOI: 10.3233/wor-211281] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022] Open
Abstract
BACKGROUND Research on the spillover effects of work stress on substance use have mainly focused on the concept of escapist substance. OBJECTIVE Building on the concept of self-endangering work behavior, we expand this stress-theoretic view with a presenteeism path of work-induced substance use. Contrary to emotion-based disengaging coping strategies associated with escapist use, we argue that high job demands may also promote problem-focused engagement coping, where substances are used for activation. METHODS A structural equation model was used to analyze both assumed pathways of stress-induced substance use with survey data from a random sample of n = 411 employees. RESULTS We confirmed that high job demands are directly related to escapist substance use, but indirectly related to activating substance use, mediated by presenteeism behavior. Both types of substance use are reduced in organizations with high psychosocial safety climate, but increase with higher competitive climate. Social support is related to reduced activating substance use. Males show a stronger tendency for the escapist path, whereas the presenteeism path is more prevalent in women. CONCLUSION Work stress may not only induce substance use as a disengaging emotional coping strategy, but also as an active problem-focused coping strategy, where employees engage in substance use to continue their efforts necessary for work-related goal attainment. A psychosocial safety climate may provide opportunities for intervening on the "cause of causes" of substance use. Moreover, due to the higher prevalence for activating substance use in female workers, previous research may have underestimated women's risks for work-induced substance use.
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Affiliation(s)
- Joachim Gerich
- Department of Sociology, Johannes Kepler University, Linz, Austria
| | - Roland Lehner
- Institute for the Prevention of Addictions and Drug Abuse, Linz, Austria
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Boyas JF, Moore D, Duran MY, Fuentes J, Woodiwiss J, McCoy L, Cirino A. Exploring the health of child protection workers: A call to action. Health Promot Perspect 2022; 12:381-390. [PMID: 36852203 PMCID: PMC9958233 DOI: 10.34172/hpp.2022.50] [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: 11/28/2022] [Accepted: 12/20/2022] [Indexed: 02/22/2023] Open
Abstract
Background: This exploratory study determined if a relationship exists between secondary traumatic stress (STS) related to health status, health outcomes, and health practices among child protection workers in a Southern state. Methods: This study used a cross-sectional survey research design that included a non-probability sample of child protection workers (N=196). Data were collected face-to-face and online between April 2018 and November 2019 from multiple county agencies. A self-administered questionnaire was completed focused on various health behaviors, outcomes, and workplace perceptions. Results: Results of the zero-order correlations suggest that higher levels of STS were significantly associated with not having visited a doctor for a routine checkup (r=-0.17, P=0.04), more trips to see a doctor (r=0.16, P=0.01), and increased number of visits to emergency room (ER) (r=0.20, P=0.01). Lower levels of STS were associated with better self-rated health (SRH) (r=-0.32, P≤0.001), higher perceptions of health promotion at work (r=-0.29, P≤0.001), frequent exercise (r=-0.21, P=0.01), and by avoiding salt (r=-0.20, P≤0.031). T-test results suggest that workers who did not have children (µ=45.85, SD=14.02, P=0.01) and non-Hispanic white workers (µ=51.79, SD=11.62, P≤0.001) reported significantly higher STS levels than workers who had children (µ=39.73, SD=14.58) and self-identified as Black (µ=39.01, SD=14.38). Conclusion: Findings show that increased interpersonal trauma was linked to unhealthy eating, general physical health problems, and health care utilization. If not addressed, both STS and poor health and health outcomes can have unfavorable employee outcomes, such as poor service delivery.
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Affiliation(s)
- Javier F. Boyas
- Troy University, School of Social Work and Human Services, 112A Wright Hall, Troy, AL, 36082, USA,Corresponding Author: Javier F. Boyas,
| | - Debra Moore
- Troy University, School of Social Work and Human Services, 112A Wright Hall, Troy, AL, 36082, USA
| | - Maritza Y. Duran
- University of Georgia, School of Social Work, 279 Williams St., Athens, GA, 30602, USA
| | - Jacqueline Fuentes
- University of Georgia, School of Social Work, 279 Williams St., Athens, GA, 30602, USA
| | - Jana Woodiwiss
- University of Georgia, School of Social Work, 279 Williams St., Athens, GA, 30602, USA
| | - Leah McCoy
- University of Georgia, School of Social Work, 279 Williams St., Athens, GA, 30602, USA
| | - Antonella Cirino
- University of Georgia, School of Social Work, 279 Williams St., Athens, GA, 30602, USA
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Shan G, Wang W, Wang S, Zhang Y, Guo S, Li Y. Authoritarian leadership and nurse presenteeism: the role of workload and leader identification. BMC Nurs 2022; 21:337. [PMID: 36461043 PMCID: PMC9717413 DOI: 10.1186/s12912-022-01119-2] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2022] [Accepted: 11/21/2022] [Indexed: 12/03/2022] Open
Abstract
BACKGROUND Nurses' health in the workplace is crucial for ensuring the quality of healthcare. However, presenteeism, the behavior of working in a state of ill health, is widespread in the nursing industry. Considering that the origin of authoritarian leadership and the prevalence of presenteeism are inseparable from Chinese workplace culture, this study aimed to explore the impact and mechanism of authoritarian leadership on presenteeism. METHODS A total of 528 nurses were recruited from four grade III level A hospitals in the present survey, which was distributed across 98 nursing teams. Participants were required to complete self-report measures on authoritarian leadership, presenteeism, workload, and leader identification. Description, correlation, and multilevel linear regressions were applied for data analysis. RESULTS The present study found that presenteeism was significantly related to participants' demographic characteristics, such as marital status, educational level, technological title, and general health. There was a positive relationship between authoritarian leadership and presenteeism, and workload acted as a mediator in authoritarian leadership and presenteeism. Furthermore, leader identification moderated the relationship between authoritarian leadership and workload. When nurses were under high leader identification, the positive impact of authoritarian leadership on workload was reinforced. CONCLUSIONS This study revealed the potential antecedents and mechanisms of nurse presenteeism from the perspective of workplace culture. Results indicated that the excessive authoritarianism of leaders and the heavy workload faced by nurses may be the significant triggers for nurses' presenteeism. The role of leader identification is not always protective, which may heighten the relationship between dark leadership and its outcomes. These observations contribute to enriching research on presenteeism and authoritarian leadership, and provide valuable insights for cultivating healthy working behaviors.
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Affiliation(s)
- Geyan Shan
- grid.256922.80000 0000 9139 560XBusiness School, Henan University, Kaifeng, China ,grid.256922.80000 0000 9139 560XInstitute of Psychology and Behavior, Henan University, Kaifeng, China
| | - Wei Wang
- grid.256922.80000 0000 9139 560XInstitute of Psychology and Behavior, Henan University, Kaifeng, China
| | - Shengnan Wang
- grid.256922.80000 0000 9139 560XInstitute of Psychology and Behavior, Henan University, Kaifeng, China ,grid.414011.10000 0004 1808 090XDepartment of Outpatient, Henan Provincial People’s Hospital, People’s Hospital of Zhengzhou University, Zhengzhou, China
| | - Yongjun Zhang
- grid.256922.80000 0000 9139 560XBusiness School, Henan University, Kaifeng, China
| | - Shujie Guo
- grid.256922.80000 0000 9139 560XInstitute of International Education, Henan University of Animal Husbandry and Economy, Zhengzhou, China
| | - Yongxin Li
- grid.256922.80000 0000 9139 560XInstitute of Psychology and Behavior, Henan University, Kaifeng, China
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Relationship Between Support for Workers With Illness and Work Functioning Impairment in Japan During the COVID-19 Pandemic. J Occup Environ Med 2022; 64:e279-e283. [DOI: 10.1097/jom.0000000000002500] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Schwatka NV, Jaramillo D, Dally M, Krisher L, Dexter L, Butler-Dawson J, Clancy R, Fisher GG, Newman LS. Latin American Agricultural Workers' Job Demands and Resources and the Association With Health Behaviors at Work and Overall Health. Front Public Health 2022; 10:838417. [PMID: 35462804 PMCID: PMC9021611 DOI: 10.3389/fpubh.2022.838417] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Accepted: 03/17/2022] [Indexed: 11/13/2022] Open
Abstract
In the present study, we describe the job demands and job resources (JD-R) experienced by agricultural workers in three Latin American countries and their relationship to proactive health behaviors at work and overall health. Following previous research on the JD-R model, we hypothesized that job demands (H1) would be negatively related to agricultural workers' self-reported overall health. On the other hand, we hypothesized that job resources (H2) would be positively related to agricultural workers' overall health. Furthermore, we hypothesized (H3) that workers' engagement in jobsite health promotion practices via their proactive health behaviors at work would partially mediate the relationship between workers' job resources and job demands and overall health. We also had a research question (R1) about whether there were differences by type of job held. The sample of workers who participated in this study (N = 1,861) worked in Mexico, Guatemala, and Nicaragua for one large agribusiness that produces sugar cane. They worked in two distinct areas: company administration and agricultural operations. We administered employee health and safety culture surveys using survey methods tailored to meet the needs of both types of workers. Stratified path analysis models were used to test study hypotheses. In general, we found support for hypotheses 1 and 2. For example, operations workers reported more physically demanding jobs and administrative workers reported more work-related stress. Regardless, the existence of high job demands was associated with poorer overall health amongst both types of workers. We found that workers in more health-supportive work environments perform more proactive health behaviors at work, regardless of their role within the organization. However, hypothesis 3 was not supported as proactive health behaviors at work was not associated with overall health. We discuss future research needs in terms of evaluating these hypotheses amongst workers employed by small- and medium-sized agribusinesses as well as those in the informal economy in Latin America. We also discuss important implications for agribusinesses seeking to develop health promotion programs that meet the needs of all workers.
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Affiliation(s)
- Natalie V. Schwatka
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Diana Jaramillo
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Miranda Dally
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Lyndsay Krisher
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Lynn Dexter
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Jaime Butler-Dawson
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
| | - Rebecca Clancy
- Department of Psychology, Colorado State University, Fort Collins, CO, United States
| | - Gwenith G. Fisher
- Department of Psychology, Colorado State University, Fort Collins, CO, United States
| | - Lee S. Newman
- Department of Environmental & Occupational Health, Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
- Department of Epidemiology, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, Aurora, CO, United States
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Transtornos mentais comuns em profissionais de enfermagem de serviços de emergência. ACTA PAUL ENFERM 2022. [DOI: 10.37689/acta-ape/2022ao03032] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
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Ferreira AI, Mach M, Martinez LF, Miraglia M. Sickness Presenteeism in the Aftermath of COVID-19: Is Presenteeism Remote-Work Behavior the New (Ab)normal? Front Psychol 2022; 12:748053. [PMID: 35153891 PMCID: PMC8830031 DOI: 10.3389/fpsyg.2021.748053] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/27/2021] [Accepted: 12/13/2021] [Indexed: 12/25/2022] Open
Abstract
Due to the confinement imposed by the COVID-19 pandemic situation, companies adopted remote work more than ever. The rapid rise of remote work also affected local life and many employers introduced or extended their telework activities because of the associated advantages. However, despite the evident positive benefits, some employees were pressured to work remotely while ill. This evidence brought new challenges to the presenteeism literature. This article investigates how individual, economic/societal, and organizational/sectorial/supervisory-related variables can moderate the role of a contagious disease, such as the COVID-19, in explaining presenteeism behavior. Moreover, the current research presents a multi-level conceptual model (i.e., organizational, individual, supervisory factors) to describe how a new construct of remote-work presenteeism behavior mediates the relationship between different post pandemic health conditions (e.g., allergies, back pain, depression, anxiety) and future cumulative negative consequences. The authors suggested that the widespread pervasive adoption of remote work because of COVID-19 has important implications for the presenteeism literature and opens avenues for further research.
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Affiliation(s)
- Aristides I Ferreira
- Business Research Unit, Iscte - Instituto Universitário de Lisboa, Lisbon, Portugal
| | - Merce Mach
- Faculty of Economics and Business, University of Barcelona, Barcelona, Spain
| | - Luis F Martinez
- NOVA School of Business and Economics, Universidade NOVA de Lisboa, Lisbon, Portugal
| | - Mariella Miraglia
- Management School, Faculty of Humanities & Social Sciences, University of Liverpool, Liverpool, United Kingdom
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14
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Hander NR, Gulde M, Klein T, Mulfinger N, Jerg-Bretzke L, Ziegenhain U, Gündel H, Rothermund E. Group-Treatment for Dealing with the Work-Family Conflict for Healthcare Professionals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:11728. [PMID: 34770242 PMCID: PMC8583074 DOI: 10.3390/ijerph182111728] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/08/2021] [Revised: 10/31/2021] [Accepted: 11/03/2021] [Indexed: 11/16/2022]
Abstract
Healthcare professionals' exposure to work-family conflict negatively affects the health and well-being of the whole family and organizational outcomes. Specified workplace interventions are lacking. Therefore, the aim of the study was to evaluate the feasibility of a two-day group-treatment specifically designed for the needs of healthcare professionals with family responsibilities concerning participation, satisfaction with the intervention and family- and individual-related outcome variables. 24 mostly female (85.7%) participants of a community hospital in southern Germany attended the treatment. Data were collected at baseline (T0), directly after the treatment (T1) and two months later (T2). A two-factor analysis of variance with repeated measures showed a statistically significant time x group effect for self-efficacy (F = 5.29, p = 0.011). Contrasts displayed substantial pre-post (T1-T0, T2-T0) increases of self-efficacy in the intervention group as compared with the control group. Non-parametric Mann-Whitney-U tests are in line with these findings. The results indicate that the group-treatment adapted to the needs of healthcare professionals has the potential to boost self-efficacy among healthcare professionals and that participants were predominantly satisfied. Perspectives for future research and practical implications are discussed in the light of the manifest lack of healthcare professionals.
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Affiliation(s)
- Nicole Rosalinde Hander
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, 89081 Ulm, Germany; (T.K.); (N.M.); (H.G.)
| | - Manuela Gulde
- Department of Child and Adolescent Psychiatry/Psychotherapy, Ulm University Medical Center, 89075 Ulm, Germany; (M.G.); (U.Z.)
| | - Thomas Klein
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, 89081 Ulm, Germany; (T.K.); (N.M.); (H.G.)
| | - Nadine Mulfinger
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, 89081 Ulm, Germany; (T.K.); (N.M.); (H.G.)
| | - Lucia Jerg-Bretzke
- Department of Psychosomatic Medicine and Psychotherapy, Medical Psychology, Ulm University Medical Centre, 89075 Ulm, Germany;
| | - Ute Ziegenhain
- Department of Child and Adolescent Psychiatry/Psychotherapy, Ulm University Medical Center, 89075 Ulm, Germany; (M.G.); (U.Z.)
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, 89081 Ulm, Germany; (T.K.); (N.M.); (H.G.)
| | - Eva Rothermund
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, 89081 Ulm, Germany; (T.K.); (N.M.); (H.G.)
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15
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Aubouin-Bonnaventure J, Fouquereau E, Coillot H, Lahiani FJ, Chevalier S. Virtuous Organizational Practices: A New Construct and a New Inventory. Front Psychol 2021; 12:724956. [PMID: 34721186 PMCID: PMC8548739 DOI: 10.3389/fpsyg.2021.724956] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2021] [Accepted: 09/10/2021] [Indexed: 12/29/2022] Open
Abstract
Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees' psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association's model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.
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Affiliation(s)
| | - Evelyne Fouquereau
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
| | - Hélène Coillot
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
| | | | - Séverine Chevalier
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
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16
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Sustainable Human Resource Management and Generational Diversity: The Importance of the Age Management Pillars. SUSTAINABILITY 2021. [DOI: 10.3390/su13158496] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The issue of population aging is currently highly topical. In the context of population aging, age management comes to the fore. It addresses the management of human resources with regard to the age and potential of employees. The main aim of the article is to present the results of research focused on the importance of age management pillars from the perspective of employees from different generational groups in industrial enterprises in Slovakia. Based on established research questions and the research hypothesis, we can state that the perceived importance of age management pillars differs depending on the affiliation to the generational group. The research hypothesis was confirmed, and we conclude that there is a dependence between generational groups of employees from industrial enterprises in Slovakia and the importance of the age management pillars (the number of designations in a pairwise comparison). As a data collection tool, a research questionnaire was created. Collected data were evaluated based on a pairwise comparison of the perceived importance of age management pillars for employees. The research sample consisted of N = 384 respondents (employees of large industrial enterprises in Slovakia). When considering the research results, the use allows approaching the management of different generations of employees directly within the framework of sustainable human resource management. The research problem is also supported by resources and theoretical background.
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17
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Kava CM, Passey D, Harris JR, Chan KCG, Hannon PA. The Workplace Support for Health Scale: Reliability and Validity of a Brief Scale to Measure Employee Perceptions of Wellness. Am J Health Promot 2021; 35:179-185. [PMID: 32808553 PMCID: PMC7870498 DOI: 10.1177/0890117120949807] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE To examine the reliability and validity of a brief measure (the Workplace Support for Health [WSH] scale) to assess employees' perceived support for a healthy lifestyle. DESIGN Repeated cross-sectional surveys. SETTING We collected employer- and employee-level survey data from small, low-wage workplaces in King County, WA enrolled in a randomized controlled trial. SAMPLE We analyzed data from 68 workplaces that had 2,820 and 2,640 employees complete surveys at baseline and 15 months, respectively. MEASURES The WSH scale consisted of five items. To assess validity, we examined associations between the WSH scale and employer implementation of evidence-based interventions for health promotion, employee self-rated health, and job satisfaction. ANALYSIS We performed an exploratory factor analysis to assess the unidimensionality of the WSH scale items, and produced Cronbach's alpha coefficients to examine scale reliability. We ran regression models using generalized estimating equations to examine validity. RESULTS The factor analysis indicated one factor, which accounted for 59% of the total variance in the workplace support for health items. The scale had good reliability at baseline (α = 0.82) and 15 months (α = 0.83). Employer evidence-based intervention implementation was positively associated with WSH. WSH was also associated with higher self-rated health and job satisfaction. These associations indicate good concurrent validity. CONCLUSION The WSH scale is a reliable and valid measure of perceived workplace support for health. Employers can use the scale to identify gaps in support and create a plan for improvement.
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Affiliation(s)
- Christine M. Kava
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Debbie Passey
- Division of Epidemiology, Department of Internal Medicine, University of Utah, Salt Lake City, UT
| | - Jeffrey R. Harris
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Kwun C. Gary Chan
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
| | - Peggy A. Hannon
- Health Promotion Research Center, Department of Health Services, University of Washington, Seattle, WA
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18
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Liu B, Lu Q, Zhao Y, Zhan J. Can the Psychosocial Safety Climate Reduce Ill-Health Presenteeism? Evidence from Chinese Healthcare Staff under a Dual Information Processing Path Lens. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E2969. [PMID: 32344791 PMCID: PMC7215888 DOI: 10.3390/ijerph17082969] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Revised: 04/15/2020] [Accepted: 04/21/2020] [Indexed: 11/25/2022]
Abstract
Because of heavy workloads, non-transferable responsibilities, and shift systems, healthcare staff are prone to ill-health presenteeism. Based on social information processing theory, this study explored the influence of the psychosocial safety climate (PSC) on ill-health presenteeism. The mediating effects of perceived instrumental support and perceived emotional support and the moderating effect of organic structure in this process were observed. Using a time-lagged research design, data from 386 healthcare staff were gathered and multiple regression and bootstrapping were used to test each hypothesis. The results showed that: (1) PSC negatively relates to ill-health presenteeism. (2) Both perceived instrumental support and perceived emotional support mediate the relationship between PSC and ill-health presenteeism. The affective information processing path is more effective than the cognitive information processing path, but they do not convey a positive interaction effect on ill-health presenteeism. (3) The organic structure moderates the mediating effect of perceived emotional support but does not exert a significant moderating effect on the mediating process of perceived instrumental support. This study particularly identified PSC as a contextual antecedent of ill-health presenteeism. By combining organizational, work-related, and person-related factors, a more comprehensive theoretical framework for the understanding of ill-health presenteeism is developed, thus informing health promotion management.
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Affiliation(s)
- Beini Liu
- School of Business, Beijing Technology and Business University, Beijing 100048, China
| | - Qiang Lu
- School of E-Business and Logistics, Beijing Technology and Business University; Beijing 100048, China
| | - Yue Zhao
- School of Labor Economics, Capital University of Economics and Business; Beijing 100070, China
| | - Jing Zhan
- School of Labor Economics, Capital University of Economics and Business; Beijing 100070, China
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19
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Ruhle SA, Breitsohl H, Aboagye E, Baba V, Biron C, Correia Leal C, Dietz C, Ferreira AI, Gerich J, Johns G, Karanika-Murray M, Lohaus D, Løkke A, Lopes SL, Martinez LF, Miraglia M, Muschalla B, Poethke U, Sarwat N, Schade H, Steidelmüller C, Vinberg S, Whysall Z, Yang T. “To work, or not to work, that is the question” – Recent trends and avenues for research on presenteeism. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1704734] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- S. A. Ruhle
- Faculty of Business Administration and Economics, Heinrich-Heine-University Düsseldorf, Düsseldorf, Germany
| | - H. Breitsohl
- Human Resources, Leadership, and Organization, University of Klagenfurt, Klagenfurt, Austria
| | - E. Aboagye
- Institute of Environmental Medicine, Karolinska Institute, Stockholm, Sweden
| | - V. Baba
- DeGroote School of Business, McMaster University, Hamilton, Canada
| | - C. Biron
- Department of Management, Laval University, Québec, Canada
| | - C. Correia Leal
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - C. Dietz
- Faculty of Life Sciences, Leipzig University, Leipzig, Germany
| | - A. I. Ferreira
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - J. Gerich
- Institute for Sociology, Johannes Kepler Universitat Linz, Linz, Austria
| | - G. Johns
- John Molson School of Business, Concordia University, Montreal, Canada
- Sauder School of Business, University of British Columbia, Vancouver, Canada
| | | | - D. Lohaus
- Department of Business Psychology, University of Applied SciencesDarmstadt, Darmstadt, Germany
| | - A. Løkke
- Department of Management, Aarhus University, Aarhus, Denmark
| | - S. L. Lopes
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | - L. F. Martinez
- Nova School of Business and Economics, Universidade Nova de Lisboa, Carcavelos, Portugal
| | - M. Miraglia
- University of Liverpool Management School, University of Liverpool, Liverpool, UK
| | - B. Muschalla
- Technische Universität Braunschweig, Braunschweig, Germany
| | - U. Poethke
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - N. Sarwat
- Institute of Management Sciences, Bahauddin Zakariya University, Multan, Pakistan
| | - H. Schade
- Department of Psychology, Chemnitz University of Technology, Chemnitz, Germany
| | - C. Steidelmüller
- Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - S. Vinberg
- Department of Health Sciences, Mid Sweden University, Sundsvall, Sweden
| | - Z. Whysall
- Nottingham Business School, Nottingham Trent University, Nottingham, UK
| | - T. Yang
- Faculty of Organization and Human Resource, Beijing Institute of Technology, Beijing, China
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20
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Silva AF, Robazzi MLDCC, Dalri RDCDMB, Silveira-Monteiro CA, Mendes AMOC. Presenteeism in multiprofessional team workers in the Adult Intensive Care Unit. Rev Bras Enferm 2019; 72:96-104. [PMID: 30942350 DOI: 10.1590/0034-7167-2017-0779] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2017] [Accepted: 03/09/2018] [Indexed: 11/22/2022] Open
Abstract
OBJECTIVE To analyze the occurrence of presenteeism in multiprofessional team workers of an Adult Intensive Care Unit, relating it to sociodemographic and labor characteristics. METHOD It is an analytical cross-sectional qualitative study, which used a questionnaire for sociodemographic data collection, and Stanford Presenteeism Scale(SPS-6) to assess presenteeism. RESULTS There was predominance of women (75.9%), nursing workers (66.7%), mean age of 39.81 years, and 6 to 10 years (31.6%) of experience in the labor market. Regarding presenteeism, 48.7% presented work impairment and 31.8% presentedperformance and completion of tasks altered by this phenomenon. CONCLUSION Expressive numbers of general presenteeism were identified, with results indicating impairment in completing work. When connecting presenteeism to sociodemographic and labor characteristics, the variables sex, dependent children and absence from work presented values with statistical significance among the studied workers.
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Affiliation(s)
- Andressa Fernanda Silva
- Universidade de São Paulo, Ribeirão Preto College of Nursing. Ribeirão Preto, São Paulo, Brazil
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21
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Sanduvete-Chaves S, Lozano-Lozano JA, Chacón-Moscoso S, Holgado-Tello FP. Development of a Work Climate Scale in Emergency Health Services. Front Psychol 2018; 9:10. [PMID: 29403417 PMCID: PMC5786539 DOI: 10.3389/fpsyg.2018.00010] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2017] [Accepted: 01/04/2018] [Indexed: 11/13/2022] Open
Abstract
An adequate work climate fosters productivity in organizations and increases employee satisfaction. Workers in emergency health services (EHS) have an extremely high degree of responsibility and consequent stress. Therefore, it is essential to foster a good work climate in this context. Despite this, scales with a full study of their psychometric properties (i.e., validity evidence based on test content, internal structure and relations to other variables, and reliability) are not available to measure work climate in EHS specifically. For this reason, our objective was to develop a scale to measure the quality of work climates in EHS. We carried out three studies. In Study 1, we used a mixed-method approach to identify the latent conceptual structure of the construct work climate. Thus, we integrated the results found in (a) a previous study, where a content analysis of seven in-depth interviews obtained from EHS professionals in two hospitals in Gibraltar Countryside County was carried out; and (b) the factor analysis of the responses given by 113 EHS professionals from these same centers to 18 items that measured the work climate in health organizations. As a result, we obtained 56 items grouped into four factors (work satisfaction, productivity/achievement of aims, interpersonal relationships, and performance at work). In Study 2, we presented validity evidence based on test content through experts' judgment. Fourteen experts from the methodology and health fields evaluated the representativeness, utility, and feasibility of each of the 56 items with respect to their factor (theoretical dimension). Forty items met the inclusion criterion, which was to obtain an Osterlind index value greater than or equal to 0.5 in the three aspects assessed. In Study 3, 201 EHS professionals from the same centers completed the resulting 40-item scale. This new instrument produced validity evidence based on the internal structure in a second-order factor model with four components (RMSEA = 0.079, GFI = 0.97, AGFI = 0.97, CFI = 0.97; NFI = 0.95, and NNFI = 0.97); absence of Differential Item Functioning (DIF) in 80% of the items; reliability (α = 0.96); and validity evidence based on relations to other variables, specifically the test-criterion relationship (ρ = 0.680). Finally, we discuss further developments of the instrument and its possible implications for EHS workers.
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Affiliation(s)
| | - José A Lozano-Lozano
- Departamento de Psicología, Universidad Autónoma de Chile, Santiago de Chile, Chile
| | - Salvador Chacón-Moscoso
- Departamento de Psicología Experimental, Universidad de Sevilla, Seville, Spain.,Departamento de Psicología, Universidad Autónoma de Chile, Santiago de Chile, Chile
| | - Francisco P Holgado-Tello
- Departamento de Metodología de las Ciencias del Comportamiento, Universidad Nacional de Educación a Distancia, Madrid, Spain
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22
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Converso D, Sottimano I, Guidetti G, Loera B, Cortini M, Viotti S. Aging and Work Ability: The Moderating Role of Job and Personal Resources. Front Psychol 2018; 8:2262. [PMID: 29367848 PMCID: PMC5767849 DOI: 10.3389/fpsyg.2017.02262] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/20/2017] [Accepted: 12/13/2017] [Indexed: 11/13/2022] Open
Abstract
Objective: Demographic changes involving western countries and later retirements due to the recent pension reforms induce a gradual aging of the workforce. This imply an increasing number of workers with health problems and a decreasing of ability to work. In this direction, the present study aims at examining the role of job and personal resources between age and work ability within nurses. Method: The study was cross-sectional and not randomized; data were collected by a self-report questionnaire during a multi-center survey conducted in two Italian hospitals in 2016. In this way, 333 nurses were reached. Results: Multiple linear regression showed that age is significantly and negatively associated to work ability, and that job resources (e.g., decision authority and meaning of work) and personal resources (e.g., hope and resilience) moderate the relationship between age and work ability. Discussion: These results highlight that investing in work and personal resources to support WA is even more relevant for those professions where high physical effort is required.
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Affiliation(s)
- Daniela Converso
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Ilaria Sottimano
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Gloria Guidetti
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Barbara Loera
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Michela Cortini
- Department of Psychological Sciences, Università degli Studi "G. d'Annunzio" Chieti - Pescara, Chieti, Italy
| | - Sara Viotti
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
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