Journal of Workplace Behavioral Health最新文献

英文中文

Development of the Workplace Health Promotion Perception Scale 工作场所健康促进知觉量表的编制

Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-05-29 DOI: 10.1080/15555240.2023.2218095

Serdar Yener, Sereena Dargan, Aykut Arslan, Julie Aitken Schermer

AbstractIn this study, we developed a scale to assess employee perceptions of the presence of workplace health promotion (WHP) programs within their organizational environment. After reviewing the literature and following the social-ecological model of health, 14 scale items were generated and initially tested with university staff and students. From these analyses and feedback from reviewers, six items were removed. The remaining eight items were completed by an independent sample of employees in various companies. A two-factor model fit the data well, assessing the perceived support provided by the organization, such as financial support for health improvements at work, and the strategic approach of the organization in addressing workplace health, such as holding meetings and training about improving health. The sub-scales and total score were found to be internally consistent/reliable (α = 0.85 and 0.79, respectively), and correlated significantly with a work performance measure in one of the samples. The new Workplace Health Promotion Perception (WHPP) scale demonstrates initially sound measurement properties for use in organizations, although further research is suggested, and examples provided.Keywords: Health and safetyhealth cultureworkplace Ethical approvalThe study was conducted in accordance with the Declaration of Helsinki, and approved by the Institutional Review Board (or Ethics Committee) of Sinop University Ethics approval date and number: 30-2020. Informed consent was obtained from all subjects involved in the study.Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementData is available from the first and third authors.

摘要:在本研究中，我们开发了一个量表来评估员工对其组织环境中工作场所健康促进(WHP)计划存在的看法。在回顾文献的基础上，遵循健康的社会生态模型，生成了14个量表项目，并在大学教职员工和学生中进行了初步测试。从这些分析和审稿人的反馈中，删除了六个项目。剩下的8个问题是由来自不同公司的独立员工完成的。一个双因素模型很好地拟合了数据，评估了该组织提供的感知支持，例如为改善工作场所健康提供的财政支持，以及该组织在解决工作场所健康问题方面的战略方针，例如举行关于改善健康的会议和培训。子量表和总分被发现是内部一致/可靠的(α分别= 0.85和0.79)，并与其中一个样本的工作绩效测量显着相关。新的工作场所健康促进感知(WHPP)量表初步证明了在组织中使用的良好测量特性，尽管建议进一步研究，并提供了示例。关键词:健康与安全健康文化工作场所伦理审批本研究根据赫尔辛基宣言进行，并经Sinop大学机构审查委员会(或伦理委员会)批准，伦理批准日期和编号:30-2020。所有参与研究的受试者都获得了知情同意。披露声明作者未报告潜在的利益冲突。数据可用性声明数据可从第一作者和第三作者处获得。

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引用次数: 0

A systematic review of the relationship between burnout and coping strategies in emergency workers 急救人员职业倦怠与应对策略关系的系统评价

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-05-24 DOI: 10.1080/15555240.2023.2215444

Shannon Diggin, Leonie Smith, R. Kirkpatrick, M. Dempster

Abstract This systematic review investigates the association between coping strategies and burnout in emergency workers. Three electronic databases were searched. Eleven eligible articles were extracted, and quality assessed. Findings were integrated through narrative synthesis, highlighting clear methodological issues around conceptualizing, and measuring coping strategies and burnout with agreed upon tools. This review found no convincing evidence to suggest coping strategies have a meaningful relationship with burnout in emergency workers, questioning the evidence base for psychological interventions focusing on modifying coping strategies to target burnout. To understand the true impact of coping strategies on burnout, more longitudinal designs, and an agreed, validated measure for coping is needed.

摘要本系统综述调查了急救人员的应对策略与倦怠之间的关系。搜索了三个电子数据库。提取了11篇符合条件的文章，并对其质量进行了评估。研究结果通过叙事综合进行整合，突出围绕概念化的明确方法论问题，并使用商定的工具衡量应对策略和倦怠。这篇综述没有发现令人信服的证据表明应对策略与急救人员的倦怠有着有意义的关系，对专注于修改应对策略以针对倦怠的心理干预的证据基础提出了质疑。为了了解应对策略对倦怠的真正影响，需要更多的纵向设计，以及一个商定的、经过验证的应对措施。

引用次数: 0

Older workers’ work attitudes and behaviors during COVID-19 pandemic: A mediational model 新冠肺炎大流行期间老年工人的工作态度和行为：一个中介模型

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-05-17 DOI: 10.1080/15555240.2023.2212910

Alper Kayaalp, Filip Viskupič, David L. Wiltse, Lisa W. Sublett

Abstract The coronavirus (COVID-19) pandemic has brought about employment uncertainty and various unique stressors for workers, underlining the critical need to understand the implications of the pandemic on workers. Prior research documented the adverse effects of job insecurity and job demands on the well-being, work attitudes, and behavioral outcomes of workers; however, less is known about the effects of these factors on older workers during the COVID-19 pandemic. To this end, we surveyed 330 workers over the age of 55 in a U.S. Midwestern state. Results of partial least square structural equation modeling (PLS-SEM) analysis showed that the COVID-19-related stressors (i.e., job insecurity, job demands) are related to lower work engagement, increased turnover intent, and presenteeism behavior. The practical and theoretical implications are discussed.

摘要冠状病毒（新冠肺炎）大流行给工人带来了就业的不确定性和各种独特的压力，强调了理解大流行对工人的影响的迫切需要。先前的研究记录了工作不安全感和工作需求对工人的幸福感、工作态度和行为结果的不利影响；然而，在新冠肺炎大流行期间，人们对这些因素对老年工人的影响知之甚少。为此，我们调查了美国中西部一个州330名55岁以上的工人。偏最小二乘结构方程模型（PLS-SEM）分析结果表明，与COVID-19相关的压力源（即工作不安全感、工作需求）与工作投入度降低、离职意愿增加和出勤行为有关。讨论了实际意义和理论意义。

引用次数: 0

Al Mal Tiempo, Buena Cara (keeping a good face during bad times): Differential psychosocial and health profiles between Hispanic and non-Hispanic public-school teachers in Texas Al Mal Tiempo，Buena Cara

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-04-05 DOI: 10.1080/15555240.2023.2196428

Millie Cordaro, A. Meca, Arlen J. Garcia, S. Ramos, Krista J. Howard

引用次数: 0

Personality diversity in the workplace: A systematic literature review on introversion 职场人格多样性：关于内向性的系统文献综述

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-04-03 DOI: 10.1080/15555240.2023.2192504

Juliet Herbert, L. Ferri, B. Hernández, Isaias Zamarripa, Kimberly Hofer, M. Fazeli, Iryna Shnitsar, Kald Abdallah

Abstract Up to half of the population have introverted personalities. Workplace diversity can lead to increased productivity, creativity and problem-solving. Understanding introversion in relation to workplace performance and creativity and how to encourage inclusion of introverts would benefit employers and employees. We describe the evidence defining and evaluating introversion, prevalence of introversion across groups, and strategies for promoting workplace inclusion of introverts. We searched MEDLINE®, Embase, and PsycINFO up to February 11, 2021. Of 2,724 records, 21 studies were included. Introversion definitions were generally negative and dated. Robust prevalence data were unavailable, and no studies aimed to test strategies for promoting workplace inclusion of introversion. Nevertheless, literature suggests that employees who identify with modern definitions of introversion may benefit from individualized workplace strategies such as flexible working environments, work/home-life boundaries, varied team composition, provision of social support, and relaxation training. Further empirical studies in the industrial setting with robust designs using modernized personality definitions are warranted to support the development of effective strategies to increase inclusion of different personalities in the workplace.

多达一半的人性格内向。工作场所的多样性可以提高生产力、创造力和解决问题的能力。了解内向与工作场所绩效和创造力的关系，以及如何鼓励包容内向的人，将使雇主和员工受益。我们描述了对内向定义和评估的证据，对内向在群体中的流行程度，以及促进工作场所包容内向者的策略。我们检索了截至2021年2月11日的MEDLINE®、Embase和PsycINFO。在2724份记录中，包括了21项研究。内向的定义通常是消极的和过时的。没有可靠的流行数据，也没有研究旨在测试促进职场包容内向的策略。然而，文献表明，认同现代内向定义的员工可能会受益于个性化的工作场所策略，如灵活的工作环境、工作/家庭生活界限、多样化的团队组成、提供社会支持和放松训练。有必要在工业环境中进行进一步的实证研究，采用现代人格定义的稳健设计，以支持制定有效的策略，以增加工作场所对不同人格的包容。

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引用次数: 3

Healthy universities: Exploring the relationship between psychosocial needs and work-related health among university employees. 健康大学：探讨大学员工的心理社会需求与工作健康之间的关系

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-03-18 DOI: 10.1080/15555240.2023.2194026

S T Innstrand, C Banks, C Maslach, C Lowenstein

The present study explores psychosocial needs among university employees and the extent to which these needs influence employee perceptions of how work positively or negatively affects their health. Structural equation modeling (SEM) analyses among Norwegian faculty members (N = 11,533) suggest that needs differ in importance to the two work-related health outcomes. Multi-group analyses suggest gender differences in the level of these needs and in their degree of relationship with positive/negative work-related health. Among women, the strongest predictors of positive and negative work-related health are work engagement and autonomy, respectively. Among men, the strongest predictors of positive and negative work-related health are meaning and social community, respectively. Although significant differences were found in the level of the psychosocial needs across different university groups (faculty, PhD students, administrative/technical staff), their predictive value for how work affects their health positively or negatively is basically equivalent across groups. Study findings raise two implications: (1) the mechanisms and characteristics of the work environment that promote versus detract from health in the university setting do not appear to be two sides of the same coin and suggest different sets of interventions for improving employee health, and (2) gender differences should be taken into account in designing interventions to improve health and well-being in universities.

摘要本研究探讨了大学员工的心理社会需求，以及这些需求在多大程度上影响员工对工作如何积极或消极影响他们健康的看法。挪威教员的结构方程建模（SEM）分析（N = 11533）表明，需求对两种与工作相关的健康结果的重要性不同。多组分析表明，这些需求的水平以及与积极/消极工作健康的关系程度存在性别差异。在女性中，积极和消极的工作健康预测因素分别是工作参与度和自主性。在男性中，积极和消极的工作相关健康的最强预测因素分别是意义和社会社区。尽管不同大学群体（教师、博士生、行政/技术人员）的心理社会需求水平存在显著差异，但他们对工作如何积极或消极影响健康的预测价值在不同群体中基本相同。研究结果提出了两个启示：（1）在大学环境中，促进和减损健康的工作环境的机制和特征似乎不是一枚硬币的两面，并提出了改善员工健康的不同干预措施，（2）在设计干预措施以改善大学的健康和福祉时，应考虑到性别差异。

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引用次数: 0

Physical activity, sedentary behaviour and mental health outcomes in firefighters: A cross-sectional study 消防员的身体活动、久坐行为和心理健康结果:一项横断面研究

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-03-17 DOI: 10.1080/15555240.2023.2191203

D. Vancampfort, E. De Soir, R. van Winkel, Q. Louw, Grace McKeon, S. Rosenbaum, S. Seedat, Carlos Pelayo Ramos-Sanchez

引用次数: 1

Association between reasons for not working and reporting of major depression and anxiety symptoms among U.S. adult population during the COVID-19 pandemic. 在 COVID-19 大流行期间，美国成年人不工作的原因与报告的严重抑郁和焦虑症状之间的关系。

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-02-25 DOI: 10.1080/15555240.2023.2181178

Abay Asfaw

COVID-19 continues to take a large toll on the mental health of the not working population, particularly of those who were unable to work. This study, using the Household Pulse Survey, estimated the association between reasons for not working and major depression and anxiety symptoms (MDAS). The lowest MDAS was reported by retirees. Individuals who were unable to work because of transportation problems, layoffs, COVID-19 concerns, and sickness or disability reported the highest MDAS. Mediation analysis showed that the direct and indirect effects of reasons for not working were much higher for those individuals who were unable to work than for individuals who were working or decided not to work.

COVID-19 继续对无工作人口的心理健康造成巨大损失，尤其是那些无法工作的人。这项研究利用家庭脉搏调查，估算了不工作的原因与重度抑郁和焦虑症状（MDAS）之间的关联。退休人员的抑郁和焦虑症状最低。因交通问题、裁员、COVID-19、疾病或残疾而无法工作的人报告的抑郁和焦虑症状最高。中介分析表明，对于无法工作的人来说，不工作原因的直接和间接影响远远高于正在工作或决定不工作的人。

引用次数: 0

Organizational belonging – proposing a new scale and its relationship to demographic, organization, and outcome variables 组织归属——提出一个新的量表及其与人口统计、组织和结果变量的关系

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-02-24 DOI: 10.1080/15555240.2023.2178448

G. Blau, D. Goldberg, Diana Kyser

Abstract In view of its absence, a literature review covering Organizational Belonging (OB) and related constructs was done, and indicated the lack of a perceived OB scale, codified under one measure. OB was defined as “experiencing an acknowledgment of one’s talents, interests and experiences, and finding whole acceptance of one’s self expression of these.” Using a sample of 141 employees, twenty-seven OB items were adapted from three sources: prior quantitative work, prior qualitative work, and a survey on Diversity and Inclusion (American Institute for Certified Professional Accountants). Factor analytic support was found for a four-scale, 16-item OB measure. The four scales were labeled Be Myself (seven items), Acceptance (four items), Value Diversity (three items) and Connection (two items). Additional open-item analyses corroborated the validity of these scales. All four OB scales demonstrated sufficient reliability and distinctiveness from each other. These results validated the OB definition. After controlling for demographic and organizational variables, Be Myself had a significant impact on productivity and Acceptance had a significant impact on intent to stay. Future research testing this OB scale is needed, given the recent changes in the workplace, including remote work, retaining current staff, and hiring for unfilled positions.

摘要鉴于其缺乏，我们对组织归属（OB）和相关结构进行了文献综述，并指出缺乏一个可感知的OB量表，该量表被编纂为一个衡量标准。OB被定义为“体验对自己才能、兴趣和经验的认可，并完全接受自己对这些的表达。”使用141名员工的样本，27个OB项目从三个来源进行了调整：先前的定量工作、先前的定性工作、，以及一项关于多样性和包容性的调查（美国注册专业会计师协会）。因子分析支持四量表，16项OB测量。四个量表分别标记为“做自己”（七个项目）、“接受”（四个项目），“价值多样性”（三个项目）和“联系”（两个项目）。额外的开放项目分析证实了这些量表的有效性。所有四个OB量表都显示出足够的可靠性和彼此的独特性。这些结果验证了OB的定义。在控制了人口统计学和组织变量后，Be Myself对生产力有显著影响，而Acceptance对留下来的意愿有显著影响。考虑到最近工作场所的变化，包括远程工作、留住现有员工和招聘空缺职位，未来需要对这种OB量表进行测试。

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引用次数: 1

Staff burnout in the Children and Young People Secure Estate (CYPSE) in England 工作人员倦怠在儿童和青少年安全地产(CYPSE)在英格兰

IF 1.5 Q3 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH

Journal of Workplace Behavioral Health

Pub Date : 2023-02-23 DOI: 10.1080/15555240.2023.2181177

R. Lane, Angelika Labno, Sophie D’Souza, R. Ullman, Rosie Singleton, D. Bevington, Duncan Law, A. Rogers, J. Jacob, J. Edbrooke‐Childs

Abstract Staff working in secure settings tend to experience elevated levels of work stress and burnout, with most of the evidence emerging from studies conducted in adult prison settings in the United States. There is a general lack of research on staff working in the Children and Young People Secure Estate (CYPSE) in England. The present study examined levels of burnout in a range of staff groups across CYPSE settings using data collected between October 2018 and March 2019. Findings revealed moderate burnout levels across a sample of 383 staff from 17 sites. Frontline operational staff in Young Offender Institutions (YOIs) had significantly higher burnout levels than operational support staff, health staff, and non-disclosed staff, but their burnout profile did not significantly differ from residential, operational management, and education staff, according to the Copenhagen Burnout Inventory (CBI). Our findings indicate YOI frontline operational staff may be a particularly vulnerable group for whom workplace support is essential to reduce burnout rates, as are other frontline staff with a considerable amount of direct interaction with young people in secure settings, such as teachers and residential staff.

摘要在安全环境中工作的工作人员往往会经历更高程度的工作压力和倦怠，大多数证据来自在美国成人监狱环境中进行的研究。英国普遍缺乏对儿童和青少年安全庄园（CYPSE）工作人员的研究。本研究使用2018年10月至2019年3月期间收集的数据，调查了CYPSE环境中一系列员工群体的倦怠水平。调查结果显示，来自17个地点的383名员工的倦怠程度适中。根据哥本哈根倦怠量表（CBI），青年罪犯机构（YOIs）的一线操作人员的倦怠水平明显高于操作支持人员、卫生人员和未披露的人员，但他们的倦怠状况与住宿、操作管理和教育人员没有显著差异。我们的研究结果表明，YOI一线运营人员可能是一个特别脆弱的群体，对他们来说，工作场所的支持对于降低倦怠率至关重要，其他在安全环境中与年轻人有大量直接互动的一线员工也是如此，如教师和住宿员工。

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