Pub Date : 2023-12-07DOI: 10.1080/15555240.2023.2289429
Randall Martin, Jennifer Frias, Blerita Mulliqi, Vena Budhan, Maddy Schier, Robin Brody, Nili Solomonov, Christina Bueno, Dora Kanellopoulos
The COVID-19 pandemic led to an unprecedented need for mental health support for hospital employees. To address these rising needs, members of the Psychiatry Department of Weill Cornell Medicine/Ne...
{"title":"Employee assistance program for healthcare workers in the post-COVID era: Program development, challenges, and future directions","authors":"Randall Martin, Jennifer Frias, Blerita Mulliqi, Vena Budhan, Maddy Schier, Robin Brody, Nili Solomonov, Christina Bueno, Dora Kanellopoulos","doi":"10.1080/15555240.2023.2289429","DOIUrl":"https://doi.org/10.1080/15555240.2023.2289429","url":null,"abstract":"The COVID-19 pandemic led to an unprecedented need for mental health support for hospital employees. To address these rising needs, members of the Psychiatry Department of Weill Cornell Medicine/Ne...","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"1 1","pages":""},"PeriodicalIF":1.5,"publicationDate":"2023-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138547479","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-22DOI: 10.1080/15555240.2023.2284698
AbdulMuminu Isah, Samuel C. Ofili, Azeez B. Aina, Jude E. Ogbonna, Chisom S. Ibenekwu, Victor C. Amaechi, Malunwanne B. Ohagwu, Arinze A. Okeke, Christian C. Ohama, Samuel C. Okenwa, Rita N. Oparaocha, Blessing O. Ukoha-Kalu
This study examined the factors affecting the quality of work life and job satisfaction among early-career pharmacists in Nigeria. This was a cross-sectional survey conducted across the six geopoli...
{"title":"Quality of work life and job satisfaction among early-career pharmacists in Africa’s most populous country: A nationwide survey in Nigeria","authors":"AbdulMuminu Isah, Samuel C. Ofili, Azeez B. Aina, Jude E. Ogbonna, Chisom S. Ibenekwu, Victor C. Amaechi, Malunwanne B. Ohagwu, Arinze A. Okeke, Christian C. Ohama, Samuel C. Okenwa, Rita N. Oparaocha, Blessing O. Ukoha-Kalu","doi":"10.1080/15555240.2023.2284698","DOIUrl":"https://doi.org/10.1080/15555240.2023.2284698","url":null,"abstract":"This study examined the factors affecting the quality of work life and job satisfaction among early-career pharmacists in Nigeria. This was a cross-sectional survey conducted across the six geopoli...","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"57 1","pages":""},"PeriodicalIF":1.5,"publicationDate":"2023-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138531844","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-20DOI: 10.1080/15555240.2023.2284691
Decha Dechawatanapaisal
The study aims to investigate the mediating effect of life satisfaction in the relationship between perceived social isolation and job embeddedness and whether personal resilience moderates this me...
本研究旨在探讨生活满意度在感知社会孤立和工作嵌入之间的中介作用，以及个人弹性是否调节了这一关系。
{"title":"How can online remote workers’ retention be predicted?: Understanding the moderating role of personal resilience","authors":"Decha Dechawatanapaisal","doi":"10.1080/15555240.2023.2284691","DOIUrl":"https://doi.org/10.1080/15555240.2023.2284691","url":null,"abstract":"The study aims to investigate the mediating effect of life satisfaction in the relationship between perceived social isolation and job embeddedness and whether personal resilience moderates this me...","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"180 1","pages":""},"PeriodicalIF":1.5,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138531843","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-26DOI: 10.1080/15555240.2023.2274075
Lauren H. K. Stanley, Sophia Lutz, B. Crim Sabuncu, Lisa Magruder, Dina J. Wilke
AbstractChild welfare workers experience high levels of emotional and physical health problems stemming from their work. Though self-care among social services professionals is often encouraged, only recently have scholars begun to examine the self-care behaviors of child welfare workers. Despite plentiful research on the positive impact of self-care in reducing stress and burnout, limited research with child welfare workers shows only modest engagement in self-care practices. The present study used closed and open-ended survey responses to explore the type and frequency of self-care activities of a cohort of child welfare workers in Florida (n = 1006), and the impact of those activities on workers’ health and well-being, to include measures of burnout, secondary traumatic stress, job satisfaction, and work-life balance. Workers’ responses to open-ended survey questions were analyzed for themes across physical, emotional, and spiritual self-care domains. Chi-square tests determined differences in physical and emotional health ratings for workers who regularly engaged in self-care practices. Linear regression results showed that physical and motional self-care practices were associated with workers’ well-being. The overwhelming participation in self-care activities among child welfare workers and their impact on their health and well-being suggests the importance of an organizational approach to self-care and well-being in the workplace.Keywords: Child welfare workforceself-carehealth and well-beingburnoutwork-life balancejob satisfaction Disclosure statementNo potential conflict of interest was reported by the author(s).Additional informationFundingThis work was supported by The Florida Institute of Child Welfare (Project #037181).
{"title":"Child welfare workers’ self-care activities and impacts on health and well-being","authors":"Lauren H. K. Stanley, Sophia Lutz, B. Crim Sabuncu, Lisa Magruder, Dina J. Wilke","doi":"10.1080/15555240.2023.2274075","DOIUrl":"https://doi.org/10.1080/15555240.2023.2274075","url":null,"abstract":"AbstractChild welfare workers experience high levels of emotional and physical health problems stemming from their work. Though self-care among social services professionals is often encouraged, only recently have scholars begun to examine the self-care behaviors of child welfare workers. Despite plentiful research on the positive impact of self-care in reducing stress and burnout, limited research with child welfare workers shows only modest engagement in self-care practices. The present study used closed and open-ended survey responses to explore the type and frequency of self-care activities of a cohort of child welfare workers in Florida (n = 1006), and the impact of those activities on workers’ health and well-being, to include measures of burnout, secondary traumatic stress, job satisfaction, and work-life balance. Workers’ responses to open-ended survey questions were analyzed for themes across physical, emotional, and spiritual self-care domains. Chi-square tests determined differences in physical and emotional health ratings for workers who regularly engaged in self-care practices. Linear regression results showed that physical and motional self-care practices were associated with workers’ well-being. The overwhelming participation in self-care activities among child welfare workers and their impact on their health and well-being suggests the importance of an organizational approach to self-care and well-being in the workplace.Keywords: Child welfare workforceself-carehealth and well-beingburnoutwork-life balancejob satisfaction Disclosure statementNo potential conflict of interest was reported by the author(s).Additional informationFundingThis work was supported by The Florida Institute of Child Welfare (Project #037181).","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136376371","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-23DOI: 10.1080/15555240.2023.2261629
Amy Lopez, Merlin Ariefdjohan, Omri H. Johnson, Amanda Millar, Lily N. Berkowitz, Steven J. Berkowitz
AbstractThe COVID-19 pandemic created worldwide upheaval, with K-12 educators among those who had to quickly adapt to new teaching methods which caused increased stress. In response, supportive mental health services, including a call/text support line, group workshops, and a self-paced online program, were offered to educators. At the end of the use of services, the mental health providers compiled notes about the educators’ experiences. The notes from these services and follow up surveys were analyzed qualitatively, comparing the experience of pandemic teaching across two academic years. Results indicate that initially, educators were overwhelmed by the rapid adjustments required, but tried to meet student needs. As the pandemic continued, stressors changed to feeling unsupported impacts on their personal lives, and thoughts of quitting. As educators attempt to navigate classrooms and lives that have been disrupted by the pandemic, they may benefit from both community support and systemic changes as well as ongoing mental health care to support their well-being.Keywords: Educator well-being and mental healthpandemic teaching Disclosure statementNo potential conflict of interest was reported by the author(s).Additional informationFundingThis project was sponsored by the Colorado Office of Behavioral Health; the Colorado Department of Public Health and Environment through SAMHSA and FEMA; the Colorado State Legislature; and the Colorado Education Association.
{"title":"From “I don’t know what I’m doing” to “I can’t do this anymore.” A qualitative comparison of the psychological impact of the COVID-19 pandemic among K-12 educators across two academic years","authors":"Amy Lopez, Merlin Ariefdjohan, Omri H. Johnson, Amanda Millar, Lily N. Berkowitz, Steven J. Berkowitz","doi":"10.1080/15555240.2023.2261629","DOIUrl":"https://doi.org/10.1080/15555240.2023.2261629","url":null,"abstract":"AbstractThe COVID-19 pandemic created worldwide upheaval, with K-12 educators among those who had to quickly adapt to new teaching methods which caused increased stress. In response, supportive mental health services, including a call/text support line, group workshops, and a self-paced online program, were offered to educators. At the end of the use of services, the mental health providers compiled notes about the educators’ experiences. The notes from these services and follow up surveys were analyzed qualitatively, comparing the experience of pandemic teaching across two academic years. Results indicate that initially, educators were overwhelmed by the rapid adjustments required, but tried to meet student needs. As the pandemic continued, stressors changed to feeling unsupported impacts on their personal lives, and thoughts of quitting. As educators attempt to navigate classrooms and lives that have been disrupted by the pandemic, they may benefit from both community support and systemic changes as well as ongoing mental health care to support their well-being.Keywords: Educator well-being and mental healthpandemic teaching Disclosure statementNo potential conflict of interest was reported by the author(s).Additional informationFundingThis project was sponsored by the Colorado Office of Behavioral Health; the Colorado Department of Public Health and Environment through SAMHSA and FEMA; the Colorado State Legislature; and the Colorado Education Association.","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135959727","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-22DOI: 10.1080/15555240.2023.2256981
Maria Undine Kottwitz, Kathleen Otto, Benjamin Pascal Frank
AbstractDepression and along-going sick leave negatively influence employees and organizations. Organizations, however, may also contribute to employees’ depression and sick leave by imposing a high workload. We therefore examined whether resource-providing supervisors may buffer the impact of employees’ workload on depression and subsequent sick leave. We analyzed longitudinal data from Germany of 276 employees in female-dominated industries and their 90 supervisors. The results of the multilevel analyses revealed that employees’ workload indirectly affected sick leave via an increase in depression, replicating existing evidence. If supervisors provided sufficient resources, this indirect effect vanished. Thus, organizations may counteract their contribution to employees’ depression and sick leave by assuring that supervisors provide sufficient resources.Keywords: Depressionsick leaveworkloadsupervisorresourcesmulti-level analysisjob demands-resources model Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author, BPF, upon reasonable request.Notes1 Given that perceived or actual workload may be increased in the presence of depression, we excluded mild cases of depression at time 1 from the analyses (n = 17), in line with the suggestion of Zadow et al. (Citation2021). While for the simple mediation hypothesis (Hypothesis 1: γ = 0.276, p = 0.104) did not reach significance for the reduced sample, the results still support a moderation of the first pathway by resource-oriented leadership (Hypothesis 2: γ = –0.316, p = 0.039). Specifically, we found an indirect effect of employee workload on their sick leave via depression (Hypothesis 3) when the amount of resources provided by the supervisor is low (γ = 0.481, p = 0.026), but not when it is moderate (γ = 0.255, p = 0.116) or high (γ = 0.028, p = 0.889).Additional informationFundingThis study was supported by Grant F 2199 in the context of NEW OSH ERA (New and Emerging Risks in Occupational Safety and Health) within the European Commission Sixth Framework Programme (ERA-NET scheme).
摘要抑郁症和长期病假对员工和组织都有负面影响。然而，组织也可能通过强加高工作量来促成员工的抑郁和病假。因此，我们研究了提供资源的主管是否可以缓冲员工工作量对抑郁和随后的病假的影响。我们分析了来自德国女性主导行业的276名员工及其90名主管的纵向数据。多层次分析的结果显示，员工的工作量通过增加抑郁间接影响病假，重复了现有的证据。如果监管者提供足够的资源，这种间接影响就会消失。因此，组织可以通过确保主管提供足够的资源来抵消他们对员工抑郁和病假的贡献。关键词:抑郁症病假工作量主管资源多层次分析工作需求-资源模型披露声明作者未报告潜在利益冲突。数据可用性声明支持本研究结果的数据可根据合理要求从通讯作者BPF处获得。注1考虑到抑郁可能会增加感知或实际工作量，我们根据Zadow等人(Citation2021)的建议，从分析中排除了时间1的轻度抑郁病例(n = 17)。虽然简单的中介假设(假设1:γ = 0.276, p = 0.104)在减少的样本中没有达到显著性，但结果仍然支持资源导向型领导对第一条途径的调节(假设2:γ = -0.316, p = 0.039)。具体而言，我们发现，当主管提供的资源量较低(γ = 0.481, p = 0.026)时，员工工作量通过抑郁对病假产生间接影响(假设3)，但当主管提供的资源量适中(γ = 0.255, p = 0.116)或较高(γ = 0.028, p = 0.889)时，则不会产生间接影响。本研究在欧洲委员会第六框架计划(ERA- net计划)的新职业安全与健康风险(新出现的风险)背景下得到了f2199基金的支持。
{"title":"The protecting effect of resource-providing supervisors on the relationship between workload, depression and sick leave: A multi-level moderated mediation analysis","authors":"Maria Undine Kottwitz, Kathleen Otto, Benjamin Pascal Frank","doi":"10.1080/15555240.2023.2256981","DOIUrl":"https://doi.org/10.1080/15555240.2023.2256981","url":null,"abstract":"AbstractDepression and along-going sick leave negatively influence employees and organizations. Organizations, however, may also contribute to employees’ depression and sick leave by imposing a high workload. We therefore examined whether resource-providing supervisors may buffer the impact of employees’ workload on depression and subsequent sick leave. We analyzed longitudinal data from Germany of 276 employees in female-dominated industries and their 90 supervisors. The results of the multilevel analyses revealed that employees’ workload indirectly affected sick leave via an increase in depression, replicating existing evidence. If supervisors provided sufficient resources, this indirect effect vanished. Thus, organizations may counteract their contribution to employees’ depression and sick leave by assuring that supervisors provide sufficient resources.Keywords: Depressionsick leaveworkloadsupervisorresourcesmulti-level analysisjob demands-resources model Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author, BPF, upon reasonable request.Notes1 Given that perceived or actual workload may be increased in the presence of depression, we excluded mild cases of depression at time 1 from the analyses (n = 17), in line with the suggestion of Zadow et al. (Citation2021). While for the simple mediation hypothesis (Hypothesis 1: γ = 0.276, p = 0.104) did not reach significance for the reduced sample, the results still support a moderation of the first pathway by resource-oriented leadership (Hypothesis 2: γ = –0.316, p = 0.039). Specifically, we found an indirect effect of employee workload on their sick leave via depression (Hypothesis 3) when the amount of resources provided by the supervisor is low (γ = 0.481, p = 0.026), but not when it is moderate (γ = 0.255, p = 0.116) or high (γ = 0.028, p = 0.889).Additional informationFundingThis study was supported by Grant F 2199 in the context of NEW OSH ERA (New and Emerging Risks in Occupational Safety and Health) within the European Commission Sixth Framework Programme (ERA-NET scheme).","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136060563","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-19DOI: 10.1080/15555240.2023.2258555
Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani, Evelyne Fouquereau
AbstractIn the occupational field, the post-COVID-19 era is characterized by a deterioration of employees’ psychological health, and the “Great Resignation,” or “Big Quit,” leading to labor shortages in some activity sectors. In this context, identifying the factors of workers’ psychological health and staff retention on which organizations can act is therefore a crucial issue. The new integrative construct of virtuous organizational practices offers promising prospects to address this issue. The aims of this study were twofold. The first was to explore the relationships between virtuous organizational practices on the one hand, and employees’ need for recovery and turnover intentions on the other. The second was to test the mediating role of work ability between them. We conducted an empirical study with a sample of 521 individuals working in French organizations. Consistent with our assumptions, structural equation modeling revealed that virtuous organizational practices were negatively associated with employees’ need for recovery and turnover intentions. Resampling analyses showed that virtuous organizational practices could provide a protective effect by promoting work ability, which in turn could decrease the need for recovery and turnover intentions. Theoretical contributions, limitations, and practical implications are discussed.Keywords: Virtuous organizational practicesneed for recoveryturnover intentionwork ability Consent statementParticipants then signed an informed consent form. In this way, the study was designed in compliance with the Helsinki Declaration on Research Involving Human Beings (World Medical Association, Citation2013).Disclosure statementThe authors have no conflicts of interest to declare that are relevant to the content of this article.Ethics approval statementThe study protocol was also approved by the Tours-Poitiers Ethics Committee for Research of University of Tours (CER-TP n° 2019-09-04).Data availability statementDatasets used for this study are available on request to the corresponding author.
{"title":"Preventing workers’ need for recovery and turnover intentions: The protective effect of virtuous organizational practices through work ability","authors":"Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani, Evelyne Fouquereau","doi":"10.1080/15555240.2023.2258555","DOIUrl":"https://doi.org/10.1080/15555240.2023.2258555","url":null,"abstract":"AbstractIn the occupational field, the post-COVID-19 era is characterized by a deterioration of employees’ psychological health, and the “Great Resignation,” or “Big Quit,” leading to labor shortages in some activity sectors. In this context, identifying the factors of workers’ psychological health and staff retention on which organizations can act is therefore a crucial issue. The new integrative construct of virtuous organizational practices offers promising prospects to address this issue. The aims of this study were twofold. The first was to explore the relationships between virtuous organizational practices on the one hand, and employees’ need for recovery and turnover intentions on the other. The second was to test the mediating role of work ability between them. We conducted an empirical study with a sample of 521 individuals working in French organizations. Consistent with our assumptions, structural equation modeling revealed that virtuous organizational practices were negatively associated with employees’ need for recovery and turnover intentions. Resampling analyses showed that virtuous organizational practices could provide a protective effect by promoting work ability, which in turn could decrease the need for recovery and turnover intentions. Theoretical contributions, limitations, and practical implications are discussed.Keywords: Virtuous organizational practicesneed for recoveryturnover intentionwork ability Consent statementParticipants then signed an informed consent form. In this way, the study was designed in compliance with the Helsinki Declaration on Research Involving Human Beings (World Medical Association, Citation2013).Disclosure statementThe authors have no conflicts of interest to declare that are relevant to the content of this article.Ethics approval statementThe study protocol was also approved by the Tours-Poitiers Ethics Committee for Research of University of Tours (CER-TP n° 2019-09-04).Data availability statementDatasets used for this study are available on request to the corresponding author.","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135014897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Expressive writing is a well-structured written emotional disclosure intervention for processing stressful experiences. Despite its origins in clinical psychology, studies with occupational samples show positive effects on personal resources and well-being. According to the PRISMA guidelines (Moher et al., 2009 Moher, D., Liberati, A., Tetzlaff, J., Altman, D. G., & PRISMA Group*. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269. doi:10.7326/0003-4819-151-4-200908180-00135[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), a systematic literature review was conducted in Scopus, Web of Science, Business Source Ultimate, and PsycINFO. Thirteen studies were conclusively reviewed. Nine showed significant positive effects on mental health variables (e.g., depressive symptoms), personal resources (e.g., self-efficacy), or organizational variables (e.g., job satisfaction). Based on this, we examined the implementation protocols used, sought to identify critical factors for the effectiveness in an occupational context, and derived a recommendation for evidence-based implementation conditions. Participants benefit from writing four times over a 20-minute period in which they are guided by written instructions to engage with a stressful work-specific experience cognitively and emotionally. However, the effectiveness varies for different groups, especially regarding baseline stress. Expressive writing had a more beneficial effect on individuals with lower resources and higher stress levels. Practical use cases in occupational health and human resource management are discussed. The results are limited in the restricted choice of databases and search terms and the ambiguous definition of the evaluation criteria.
表达性写作是一种结构良好的书面情感表露干预，用于处理压力体验。尽管它起源于临床心理学，但对职业样本的研究表明，它对个人资源和幸福感有积极影响。根据PRISMA指南(Moher et al.， 2009) Moher, D.， Liberati, A.， Tetzlaff, J.， Altman, D. G.， & PRISMA Group*。(2009)。系统评价和荟萃分析首选报告项目:PRISMA声明。内科医学年鉴，151(4)，264-269。doi:10.7326/0003-4819-151-4-200908180-00135[Crossref]， [PubMed]， [Web of Science®]，[Google Scholar])，在Scopus, Web of Science, Business Source Ultimate和PsycINFO上进行系统文献综述。对13项研究进行了结论性审查。其中9个对心理健康变量(如抑郁症状)、个人资源(如自我效能)或组织变量(如工作满意度)有显著的积极影响。基于此，我们检查了所使用的实施方案，试图确定在职业背景下有效性的关键因素，并得出了基于证据的实施条件的建议。参与者可以在20分钟内写四次，在书面说明的指导下，在认知和情感上参与到压力工作的具体经历中。然而，不同群体的有效性不同，特别是在基线压力方面。表达性写作对资源较低、压力较大的人有更有利的影响。讨论了在职业健康和人力资源管理中的实际用例。由于数据库和检索条件的选择有限，评价标准定义不明确，结果受到限制。
{"title":"Expressive writing as a practice against work stress: A literature review","authors":"Kimberly Lukenda, Sandra Sülzenbrück, Christine Sutter","doi":"10.1080/15555240.2023.2240512","DOIUrl":"https://doi.org/10.1080/15555240.2023.2240512","url":null,"abstract":"Expressive writing is a well-structured written emotional disclosure intervention for processing stressful experiences. Despite its origins in clinical psychology, studies with occupational samples show positive effects on personal resources and well-being. According to the PRISMA guidelines (Moher et al., 2009 Moher, D., Liberati, A., Tetzlaff, J., Altman, D. G., & PRISMA Group*. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269. doi:10.7326/0003-4819-151-4-200908180-00135[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), a systematic literature review was conducted in Scopus, Web of Science, Business Source Ultimate, and PsycINFO. Thirteen studies were conclusively reviewed. Nine showed significant positive effects on mental health variables (e.g., depressive symptoms), personal resources (e.g., self-efficacy), or organizational variables (e.g., job satisfaction). Based on this, we examined the implementation protocols used, sought to identify critical factors for the effectiveness in an occupational context, and derived a recommendation for evidence-based implementation conditions. Participants benefit from writing four times over a 20-minute period in which they are guided by written instructions to engage with a stressful work-specific experience cognitively and emotionally. However, the effectiveness varies for different groups, especially regarding baseline stress. Expressive writing had a more beneficial effect on individuals with lower resources and higher stress levels. Practical use cases in occupational health and human resource management are discussed. The results are limited in the restricted choice of databases and search terms and the ambiguous definition of the evaluation criteria.","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135826576","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-12DOI: 10.1080/15555240.2023.2256977
Shaun Prentice, Jill Benson, Penny Need, Michelle Pitot, Taryn Elliott
Value fulfillment has recently been proposed as fundamental to the development and prevention of burnout, although this remains untested. The present study distributed a survey to Australian General Practitioners (primary care physicians), yielding a sample of 1,157 individuals. Participants were asked about their burnout and wellbeing levels, autonomy, personal values and value fulfillment, and professional diversification. Value fulfillment was moderately, negatively correlated with burnout (r = .53), with post-hoc tests noting each level of wellbeing was associated with a higher degree of value fulfillment. A hierarchical regression showed that value fulfillment predicted a further 10% of variance in burnout levels after controlling for professional autonomy and satisfaction. These results suggest value fulfillment may represent an important avenue for further theoretical and interventional research to prevent burnout and promote wellbeing. The results support a holistic, rather than professionally-bound, conceptualization of burnout.
{"title":"Personal value fulfillment predicts burnout and wellbeing amongst Australian General Practitioners","authors":"Shaun Prentice, Jill Benson, Penny Need, Michelle Pitot, Taryn Elliott","doi":"10.1080/15555240.2023.2256977","DOIUrl":"https://doi.org/10.1080/15555240.2023.2256977","url":null,"abstract":"Value fulfillment has recently been proposed as fundamental to the development and prevention of burnout, although this remains untested. The present study distributed a survey to Australian General Practitioners (primary care physicians), yielding a sample of 1,157 individuals. Participants were asked about their burnout and wellbeing levels, autonomy, personal values and value fulfillment, and professional diversification. Value fulfillment was moderately, negatively correlated with burnout (r = .53), with post-hoc tests noting each level of wellbeing was associated with a higher degree of value fulfillment. A hierarchical regression showed that value fulfillment predicted a further 10% of variance in burnout levels after controlling for professional autonomy and satisfaction. These results suggest value fulfillment may represent an important avenue for further theoretical and interventional research to prevent burnout and promote wellbeing. The results support a holistic, rather than professionally-bound, conceptualization of burnout.","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135826757","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-07DOI: 10.1080/15555240.2023.2253376
D. Varshney
Abstract The COVID-19 situation has adversely affected society and companies worldwide in many unforeseen and unpredictable ways, and the Millennial workforce has experienced the volatile pandemic phase. Millennial workforce psychology has been stereotyped over the years as a digitally proficient generation aiming for flexibility and the proverbial rebel who wants things according to their unique ways in the workplace. The research examined the Millennial workforce’s perceptions before, particularly during, and after the COVID-19 pandemic. The research highlights how the familiar viewpoints concerning the workers’ generation are gradually changing, especially during the post COVID-19 phase. Semi-structured interviews were conducted with Millennial employees. It was found that the Millennials are a more mature, resilient, and engaged workforce that seeks stability during contingent times.
{"title":"Millennial workforce perception of the workplace: COVID-19 and after: A qualitative study","authors":"D. Varshney","doi":"10.1080/15555240.2023.2253376","DOIUrl":"https://doi.org/10.1080/15555240.2023.2253376","url":null,"abstract":"Abstract The COVID-19 situation has adversely affected society and companies worldwide in many unforeseen and unpredictable ways, and the Millennial workforce has experienced the volatile pandemic phase. Millennial workforce psychology has been stereotyped over the years as a digitally proficient generation aiming for flexibility and the proverbial rebel who wants things according to their unique ways in the workplace. The research examined the Millennial workforce’s perceptions before, particularly during, and after the COVID-19 pandemic. The research highlights how the familiar viewpoints concerning the workers’ generation are gradually changing, especially during the post COVID-19 phase. Semi-structured interviews were conducted with Millennial employees. It was found that the Millennials are a more mature, resilient, and engaged workforce that seeks stability during contingent times.","PeriodicalId":45287,"journal":{"name":"Journal of Workplace Behavioral Health","volume":" ","pages":""},"PeriodicalIF":1.5,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45216029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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