Pub Date : 2021-08-06DOI: 10.1108/ijwhm-08-2020-0136
Eyvind Helland, M. Christensen, S. T. Innstrand, K. Nielsen
PurposeThis paper explores line managers' proactive work behaviors in organizational interventions and ascertains how their management of their middle-levelness by aligning with the intervention, or not, influences their proactive work behaviors.Design/methodology/approachThe authors’ findings are based on thematic analysis of 20 semi-structured interviews of university heads of departments responsible for managing organizational interventions.FindingsThe authors found that line managers engaged in a range of proactive work behaviors to implement the organizational intervention (i.e. “driving proactive behaviors”). Furthermore, line managers tended to engage in driving proactive behaviors when they aligned with the organizational intervention, but not to when unconvinced of the intervention's validity.Practical implicationsThese findings highlight the importance of senior management and HR investing sufficient time and quality in the preparation phase to ensure all actors have a shared understanding of the organizational interventions' validity.Originality/valueThis is the first study to explore line managers' proactive work behaviors to implement an organizational intervention, and how the line managers' management of their middle-levelness influence these proactive work behaviors.
{"title":"Line managers' middle-levelness and driving proactive behaviors in organizational interventions","authors":"Eyvind Helland, M. Christensen, S. T. Innstrand, K. Nielsen","doi":"10.1108/ijwhm-08-2020-0136","DOIUrl":"https://doi.org/10.1108/ijwhm-08-2020-0136","url":null,"abstract":"PurposeThis paper explores line managers' proactive work behaviors in organizational interventions and ascertains how their management of their middle-levelness by aligning with the intervention, or not, influences their proactive work behaviors.Design/methodology/approachThe authors’ findings are based on thematic analysis of 20 semi-structured interviews of university heads of departments responsible for managing organizational interventions.FindingsThe authors found that line managers engaged in a range of proactive work behaviors to implement the organizational intervention (i.e. “driving proactive behaviors”). Furthermore, line managers tended to engage in driving proactive behaviors when they aligned with the organizational intervention, but not to when unconvinced of the intervention's validity.Practical implicationsThese findings highlight the importance of senior management and HR investing sufficient time and quality in the preparation phase to ensure all actors have a shared understanding of the organizational interventions' validity.Originality/valueThis is the first study to explore line managers' proactive work behaviors to implement an organizational intervention, and how the line managers' management of their middle-levelness influence these proactive work behaviors.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44840169","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 : 2021-08-03DOI: 10.1108/IJWHM-06-2020-0104
Rahul Jain, K. B. Rana, M. L. Meena
PurposeThe COVID-19 pandemic is spreading in India and different parts of the world. The outbreak delivered not only the condition of dying from infection but also forced people (especially office workers and students) to perform all working (office work, classes, assignments, etc.) and non-working activities (leisure activities such as social media, gaming, etc.) at home using handheld devices (HHDs). In this situation, HHD usage for longer durations is mainly responsible for work-related health issues. Therefore, the paper aims to explore HHD usage patterns and musculoskeletal disorders (MSDs) amongst HHD users during homestay and the impact of individual and HHD usage–related factors on MSDs.Design/methodology/approachFrom different states of India, 651 people (especially HHD users from universities and industries) were sampled by using systematic cluster random sampling. In addition, an online questionnaire was used to collect data on the prevalence and risk factors of MSDs. Finally, mean comparisons and chi-square analysis was used to analyse the collected data.FindingsThe prevalence rate of MSDs was higher in upper body parts as compared to the lower body parts. The association of gender with MSDs in various body parts was substantial. The time spent on various working and non-working activities using HHDs was significantly associated with MSDs in upper body parts.Practical implicationsHomestay work may be used as an alternative working arrangement, and the risk factors that have the most significant impact on the health of HHD users may be identified by organizations. The findings suggest the proper use of HHDs as per their essential need with intermediate recreational activities.Originality/valueIt is observed that the musculoskeletal health of office workers and university students is a cause for concern during homestay. The current study provides the prevalence of MSDs experienced by HHD users and the association of individual and HHD usage factors with MSDs.
{"title":"Association of individual and device usage factors with musculoskeletal disorders amongst handheld devices users during homestay due to pandemic","authors":"Rahul Jain, K. B. Rana, M. L. Meena","doi":"10.1108/IJWHM-06-2020-0104","DOIUrl":"https://doi.org/10.1108/IJWHM-06-2020-0104","url":null,"abstract":"PurposeThe COVID-19 pandemic is spreading in India and different parts of the world. The outbreak delivered not only the condition of dying from infection but also forced people (especially office workers and students) to perform all working (office work, classes, assignments, etc.) and non-working activities (leisure activities such as social media, gaming, etc.) at home using handheld devices (HHDs). In this situation, HHD usage for longer durations is mainly responsible for work-related health issues. Therefore, the paper aims to explore HHD usage patterns and musculoskeletal disorders (MSDs) amongst HHD users during homestay and the impact of individual and HHD usage–related factors on MSDs.Design/methodology/approachFrom different states of India, 651 people (especially HHD users from universities and industries) were sampled by using systematic cluster random sampling. In addition, an online questionnaire was used to collect data on the prevalence and risk factors of MSDs. Finally, mean comparisons and chi-square analysis was used to analyse the collected data.FindingsThe prevalence rate of MSDs was higher in upper body parts as compared to the lower body parts. The association of gender with MSDs in various body parts was substantial. The time spent on various working and non-working activities using HHDs was significantly associated with MSDs in upper body parts.Practical implicationsHomestay work may be used as an alternative working arrangement, and the risk factors that have the most significant impact on the health of HHD users may be identified by organizations. The findings suggest the proper use of HHDs as per their essential need with intermediate recreational activities.Originality/valueIt is observed that the musculoskeletal health of office workers and university students is a cause for concern during homestay. The current study provides the prevalence of MSDs experienced by HHD users and the association of individual and HHD usage factors with MSDs.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42900417","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 : 2021-07-29DOI: 10.1108/ijwhm-11-2020-0197
Brandon T. McDaniel, K. O’Connor, M. Drouin
PurposeThe purpose of this study is to examine whether work-related technology use outside of work and around family members could produce technoference or phubbing, where time spent with family members is interrupted by or intruded upon by technology use. The authors also examined its impact on work-to-family spillover, feelings of overload, life satisfaction and job satisfaction for workers.Design/methodology/approachVia an online survey, the authors assessed the frequency of technoference due to work, work-to-family spillover, feelings of overload, life satisfaction and job satisfaction. The authors’ analytic sample included US parents (95 fathers and 88 mothers) who worked for pay and experienced technoference in their relationships, which was at least sometimes due to work.FindingsResults reveal possible impacts of technoference related to work on employee feelings of work-to-family spillover, greater feelings of overload, lower life satisfaction and lower job satisfaction.Research limitations/implicationsData are from a cross-sectional online survey, and results are correlational. Although the authors have theoretical/conceptual evidence for the impacts of technoference, it is possible that the direction of effects could be reversed or even bidirectional. Experimental/intervention work could further examine whether changes in technology use at home due to work improve employee well-being.Practical implicationsThe authors’ findings suggest that organizational policies which promote healthy boundaries and work-life balance are likely fundamental to employee well-being and that employers should be mindful of employees' work-related technology use at home.Originality/valueThis study examines technoference and phubbing due to work while at home, as opposed to focusing on the at-work context.
{"title":"Work-related technoference at home and feelings of work spillover, overload, life satisfaction and job satisfaction","authors":"Brandon T. McDaniel, K. O’Connor, M. Drouin","doi":"10.1108/ijwhm-11-2020-0197","DOIUrl":"https://doi.org/10.1108/ijwhm-11-2020-0197","url":null,"abstract":"PurposeThe purpose of this study is to examine whether work-related technology use outside of work and around family members could produce technoference or phubbing, where time spent with family members is interrupted by or intruded upon by technology use. The authors also examined its impact on work-to-family spillover, feelings of overload, life satisfaction and job satisfaction for workers.Design/methodology/approachVia an online survey, the authors assessed the frequency of technoference due to work, work-to-family spillover, feelings of overload, life satisfaction and job satisfaction. The authors’ analytic sample included US parents (95 fathers and 88 mothers) who worked for pay and experienced technoference in their relationships, which was at least sometimes due to work.FindingsResults reveal possible impacts of technoference related to work on employee feelings of work-to-family spillover, greater feelings of overload, lower life satisfaction and lower job satisfaction.Research limitations/implicationsData are from a cross-sectional online survey, and results are correlational. Although the authors have theoretical/conceptual evidence for the impacts of technoference, it is possible that the direction of effects could be reversed or even bidirectional. Experimental/intervention work could further examine whether changes in technology use at home due to work improve employee well-being.Practical implicationsThe authors’ findings suggest that organizational policies which promote healthy boundaries and work-life balance are likely fundamental to employee well-being and that employers should be mindful of employees' work-related technology use at home.Originality/valueThis study examines technoference and phubbing due to work while at home, as opposed to focusing on the at-work context.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45242842","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 : 2021-07-27DOI: 10.1108/ijwhm-06-2020-0103
M. Junaedi, Fenika Wulani
PurposeThe purpose of this paper is to examine the relationship between job stress and deviant behaviors, which include organizational and frontline deviance, and the moderating effect of person–organization (P-O) fit on these relationships.Design/methodology/approachThe sample consists of 259 frontline employees working in Surabaya, Indonesia. Respondents were asked to complete a questionnaire distributed by survey assistants. This present study conducts partial least squares structural equation modeling to examine hypotheses.FindingsThe results indicate that job stress has positive correlations with organizational and frontline deviance. P-O fit has a moderating effect on the relationship between job stress and frontline deviance; the lower the P-O fit, the stronger the relationship between job stress and frontline deviance. P-O fit does not moderate the relationship between job stress and organizational deviance.Practical implicationsCompanies must be more careful in the recruitment and selection process and continuously perform activities to communicate their values and norms to employees.Originality/valueThis study introduces the moderating effect of P-O fit on the relationship between job stress and frontline employees' deviant behaviors, which has not been revealed in previous studies. It provides an understanding of the importance of considering the compatibility between individual and organizational values as one of the company's efforts to reduce stressed employees' responses by engaging in workplace deviance.
{"title":"The moderating effect of person–organization fit on the relationship between job stress and deviant behaviors of frontline employees","authors":"M. Junaedi, Fenika Wulani","doi":"10.1108/ijwhm-06-2020-0103","DOIUrl":"https://doi.org/10.1108/ijwhm-06-2020-0103","url":null,"abstract":"PurposeThe purpose of this paper is to examine the relationship between job stress and deviant behaviors, which include organizational and frontline deviance, and the moderating effect of person–organization (P-O) fit on these relationships.Design/methodology/approachThe sample consists of 259 frontline employees working in Surabaya, Indonesia. Respondents were asked to complete a questionnaire distributed by survey assistants. This present study conducts partial least squares structural equation modeling to examine hypotheses.FindingsThe results indicate that job stress has positive correlations with organizational and frontline deviance. P-O fit has a moderating effect on the relationship between job stress and frontline deviance; the lower the P-O fit, the stronger the relationship between job stress and frontline deviance. P-O fit does not moderate the relationship between job stress and organizational deviance.Practical implicationsCompanies must be more careful in the recruitment and selection process and continuously perform activities to communicate their values and norms to employees.Originality/valueThis study introduces the moderating effect of P-O fit on the relationship between job stress and frontline employees' deviant behaviors, which has not been revealed in previous studies. It provides an understanding of the importance of considering the compatibility between individual and organizational values as one of the company's efforts to reduce stressed employees' responses by engaging in workplace deviance.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43100014","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 : 2021-07-27DOI: 10.1108/ijwhm-01-2020-0010
Nur Khairlida Muhamad Khair, Khai Ern Lee, M. Mokhtar, C. T. Goh, Harminder Singh, Pek Wan Chan
PurposeThe Responsible Care programme was first introduced in Canada in 1985 and now is implemented worldwide as one of the chemical industries' commitments to improve the industries' public image as well as their performance in health, safety and environmental aspects. In Malaysia, the Responsible Care programme has been implemented since 1994 with a current total of 148 companies pledged to implement it in their company; however, the effectiveness of the programme remains unknown. Hence, this paper aims to assess the effectiveness of the Responsible Care programme in improving performance in the environment, health and safety in terms of documentation, training, selection processes and stakeholders' engagement for the sustainability of chemical industries.Design/methodology/approachA survey was administered to the Responsible Care signatory companies in Malaysia. Of these, a total of 132 member companies either produced or provided services related to chemical products.FindingsThe majority of signatory companies agreed that the Responsible Care programme did improve their performance in the environment, health and safety. Besides that, the signatory companies were also keeping up their commitment to ensuring documentation, training, selection process and stakeholders' engagement run smoothly in line with Responsible Care's mission.Originality/valueAfter more than two decades of implementation in Malaysia, it is important to assess the Responsible Care programme's effectiveness. As an increasing number of chemical firms, without good management, it will possibly pose a danger to the environment and human health and safety. Through assessment, advances in Responsible Care management practices will considerably increase programme effectiveness in terms of environmental health and safety.
{"title":"Assessing Responsible Care implementation for sustainability in Malaysian chemical industries","authors":"Nur Khairlida Muhamad Khair, Khai Ern Lee, M. Mokhtar, C. T. Goh, Harminder Singh, Pek Wan Chan","doi":"10.1108/ijwhm-01-2020-0010","DOIUrl":"https://doi.org/10.1108/ijwhm-01-2020-0010","url":null,"abstract":"PurposeThe Responsible Care programme was first introduced in Canada in 1985 and now is implemented worldwide as one of the chemical industries' commitments to improve the industries' public image as well as their performance in health, safety and environmental aspects. In Malaysia, the Responsible Care programme has been implemented since 1994 with a current total of 148 companies pledged to implement it in their company; however, the effectiveness of the programme remains unknown. Hence, this paper aims to assess the effectiveness of the Responsible Care programme in improving performance in the environment, health and safety in terms of documentation, training, selection processes and stakeholders' engagement for the sustainability of chemical industries.Design/methodology/approachA survey was administered to the Responsible Care signatory companies in Malaysia. Of these, a total of 132 member companies either produced or provided services related to chemical products.FindingsThe majority of signatory companies agreed that the Responsible Care programme did improve their performance in the environment, health and safety. Besides that, the signatory companies were also keeping up their commitment to ensuring documentation, training, selection process and stakeholders' engagement run smoothly in line with Responsible Care's mission.Originality/valueAfter more than two decades of implementation in Malaysia, it is important to assess the Responsible Care programme's effectiveness. As an increasing number of chemical firms, without good management, it will possibly pose a danger to the environment and human health and safety. Through assessment, advances in Responsible Care management practices will considerably increase programme effectiveness in terms of environmental health and safety.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48207332","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 : 2021-07-27DOI: 10.1108/ijwhm-02-2020-0019
A. Cohen, Emrah Özsoy
PurposeThe purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and perceived career success among employees in Turkey. Additionally, the study examined the effects of four situational variables: perceived organizational politics, transparency, psychological contract breach, and accountability.Design/methodology/approachData were collected from 156 employees across five service organizations in Sakarya, Turkey, using the survey method.FindingsThe regression analysis findings showed that the three traits of the DTP, Machiavellianism, and psychopathy were significantly related to both organizational and interpersonal dimensions of the CWB. Narcissism was not related to any of the dimensions of CWB. The findings showed no significant relationship between any of the four situational variables and the two forms of CWB. However, three of the situational variables were related to perceived career success, while the three dimensions of DTP were not.Research limitations/implicationsThe main limitations of this study are its cross-sectional design and the self-reported measures of the dependent variables. Interestingly, the study showed that having high levels of DTP does not necessarily promote their careers.Originality/valueThis study contributes to examining career success as a dependent variable in addition to CWB. The findings showed that situational variables are related to career success, and DTP is related to CWB. This finding has both conceptual and practical implications.
{"title":"Dark triad and situational variables and their relationship to career success and counterproductive work behaviors among employees in Turkey","authors":"A. Cohen, Emrah Özsoy","doi":"10.1108/ijwhm-02-2020-0019","DOIUrl":"https://doi.org/10.1108/ijwhm-02-2020-0019","url":null,"abstract":"PurposeThe purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and perceived career success among employees in Turkey. Additionally, the study examined the effects of four situational variables: perceived organizational politics, transparency, psychological contract breach, and accountability.Design/methodology/approachData were collected from 156 employees across five service organizations in Sakarya, Turkey, using the survey method.FindingsThe regression analysis findings showed that the three traits of the DTP, Machiavellianism, and psychopathy were significantly related to both organizational and interpersonal dimensions of the CWB. Narcissism was not related to any of the dimensions of CWB. The findings showed no significant relationship between any of the four situational variables and the two forms of CWB. However, three of the situational variables were related to perceived career success, while the three dimensions of DTP were not.Research limitations/implicationsThe main limitations of this study are its cross-sectional design and the self-reported measures of the dependent variables. Interestingly, the study showed that having high levels of DTP does not necessarily promote their careers.Originality/valueThis study contributes to examining career success as a dependent variable in addition to CWB. The findings showed that situational variables are related to career success, and DTP is related to CWB. This finding has both conceptual and practical implications.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44560825","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 : 2021-07-21DOI: 10.1108/ijwhm-02-2021-0030
S. Hemming, H. McDermott, F. Munir, K. Burton
PurposeLong-term health conditions are a significant occupational and global burden and can undermine people's ability to work. Workplace support for self-management of long-term conditions has the potential to minimise adverse work effects, by enhancing health and work outcomes. No data exist about employers' views concerning supporting workers with long-term conditions to self-manage.Design/methodology/approachThe exploration of employers' views involved recruiting 15 participants with responsibilities for workplace health, well-being and safety responsibilities, who participated in a semi-structured interview about self-management and support. Data were analysed using a qualitative six-stage thematic analysis technique.FindingsSelf-management support is not purposely provided to workers with long-term conditions. Support in any form rests on workers disclosing a condition and on their relationship with their line-manager. While employers have considerable control over people's ability to self-manage, they consider that workers are responsible for self-management at work. Stigma, work demands and line-manager behaviours are potential obstacles to workers' self-management and support.Practical implicationsWorkplace discussions about self-managing long-term conditions at work should be encouraged and opened up, to improve health and work outcomes and aligned with return-to-work and rehabilitation approaches. A wider biopsychosocial culture could help ensure workplaces are regarded as settings in which long-term conditions can be self-managed.Originality/valueThis study highlights that employer self-management support is not provided to workers with long-term conditions in a purposeful way. Workplace support depends on an employer knowing what needs to be supported which, in turn, depends on aspects of disclosure, stigma, work demands and line management.
{"title":"Employer perspectives concerning the self-management support needs of workers with long-term health conditions","authors":"S. Hemming, H. McDermott, F. Munir, K. Burton","doi":"10.1108/ijwhm-02-2021-0030","DOIUrl":"https://doi.org/10.1108/ijwhm-02-2021-0030","url":null,"abstract":"PurposeLong-term health conditions are a significant occupational and global burden and can undermine people's ability to work. Workplace support for self-management of long-term conditions has the potential to minimise adverse work effects, by enhancing health and work outcomes. No data exist about employers' views concerning supporting workers with long-term conditions to self-manage.Design/methodology/approachThe exploration of employers' views involved recruiting 15 participants with responsibilities for workplace health, well-being and safety responsibilities, who participated in a semi-structured interview about self-management and support. Data were analysed using a qualitative six-stage thematic analysis technique.FindingsSelf-management support is not purposely provided to workers with long-term conditions. Support in any form rests on workers disclosing a condition and on their relationship with their line-manager. While employers have considerable control over people's ability to self-manage, they consider that workers are responsible for self-management at work. Stigma, work demands and line-manager behaviours are potential obstacles to workers' self-management and support.Practical implicationsWorkplace discussions about self-managing long-term conditions at work should be encouraged and opened up, to improve health and work outcomes and aligned with return-to-work and rehabilitation approaches. A wider biopsychosocial culture could help ensure workplaces are regarded as settings in which long-term conditions can be self-managed.Originality/valueThis study highlights that employer self-management support is not provided to workers with long-term conditions in a purposeful way. Workplace support depends on an employer knowing what needs to be supported which, in turn, depends on aspects of disclosure, stigma, work demands and line management.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43288381","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 : 2021-07-21DOI: 10.1108/ijwhm-01-2021-0004
Suzanne Nobrega, Cesar Morocho, Michelle M Robertson, Alicia Kurowski, Serena Rice, Robert A Henning, Laura Punnett
Purpose –: Total Worker Health® (TWH) programs, which represent a holistic approach for advancing worker safety, health and well-being, require an employer to adapt programmatic coordination and employee involvement in program design and delivery. Organizational readiness for such measures requires competencies in leadership, communication, subject expertise and worker participation. In the absence of documented methods for TWH readiness assessment, the authors developed a process to prospectively identify implementation facilitators and barriers that may be used to strengthen organizational competencies and optimize the organizational "fit" in advance.
Design/methodology/approach –: The mixed-method baseline assessment instruments comprised an online organizational readiness survey and a key leader interview; these were administered with key organizational and labor leaders in five US healthcare facilities. Findings about organizational resources, skills available and potential implementation barriers were summarized in a stakeholder feedback report and used to strengthen readiness and tailor implementation to the organizational context.
Findings –: The research team was able to leverage organizational strengths such as leaders' commitment and willingness to address nontraditional safety topics to establish new worker-led design teams. Information about program barriers (staff time and communication) enabled the research team to respond with proactive tailoring strategies such as training on participant roles, extending team recruitment time and providing program communication tools and coaching.
Originality/value –: A new method has been developed for prospective organizational readiness assessment to implement a participatory TWH program. The authors illustrate its ability to identify relevant organizational features to guide institutional preparation and tailor program implementation.
{"title":"A mixed-method approach to tailor the implementation of a participatory Total Worker Health<sup>®</sup> program.","authors":"Suzanne Nobrega, Cesar Morocho, Michelle M Robertson, Alicia Kurowski, Serena Rice, Robert A Henning, Laura Punnett","doi":"10.1108/ijwhm-01-2021-0004","DOIUrl":"https://doi.org/10.1108/ijwhm-01-2021-0004","url":null,"abstract":"<p><strong>Purpose –: </strong>Total Worker Health<sup>®</sup> (TWH) programs, which represent a holistic approach for advancing worker safety, health and well-being, require an employer to adapt programmatic coordination and employee involvement in program design and delivery. Organizational readiness for such measures requires competencies in leadership, communication, subject expertise and worker participation. In the absence of documented methods for TWH readiness assessment, the authors developed a process to prospectively identify implementation facilitators and barriers that may be used to strengthen organizational competencies and optimize the organizational \"fit\" in advance.</p><p><strong>Design/methodology/approach –: </strong>The mixed-method baseline assessment instruments comprised an online organizational readiness survey and a key leader interview; these were administered with key organizational and labor leaders in five US healthcare facilities. Findings about organizational resources, skills available and potential implementation barriers were summarized in a stakeholder feedback report and used to strengthen readiness and tailor implementation to the organizational context.</p><p><strong>Findings –: </strong>The research team was able to leverage organizational strengths such as leaders' commitment and willingness to address nontraditional safety topics to establish new worker-led design teams. Information about program barriers (staff time and communication) enabled the research team to respond with proactive tailoring strategies such as training on participant roles, extending team recruitment time and providing program communication tools and coaching.</p><p><strong>Originality/value –: </strong>A new method has been developed for prospective organizational readiness assessment to implement a participatory TWH program. The authors illustrate its ability to identify relevant organizational features to guide institutional preparation and tailor program implementation.</p>","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":"14 4","pages":"409-425"},"PeriodicalIF":2.2,"publicationDate":"2021-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9727953/pdf/nihms-1849414.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10333687","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-07DOI: 10.1108/IJWHM-01-2021-0010
George Ouma Ochieng'a, M. Ogada
Purpose Good health is important for the happiness and productivity of employees of any organization and a nation. With the declining government funding for public Universities in Kenya, providing health cover for employees is a real challenge. Thus, the universities have to explore widely acceptable and sustainable options. This study aims to explore the correlations of employee preferences for health care schemes and evaluated the cost implications of each of the available Schemes.Design/methodology/approach The study applied a multinomial probit analysis on cross-sectional data from Taita Taveta University (TTU) in Kenya's coastal region. Cost-benefit analysis was used to rank alternative healthcare schemes. For triangulation of information, individual interviews were supplemented with key informant interviews.Findings Two sets of factors, personal attributes of employees and the attributes of the health care provider, were found to drive employee preferences for health care schemes. Thus, the universities need to consider these attributes in their choice sets of health care schemes to gain employee support.Research limitations/implications The study was based on a cross-sectional survey that may not capture the dynamic elements in institutional management. Thus, future research may build panel data on the current one for further analysis.Practical implications The study found that household characteristics and the perceived attributes of the healthcare providers are key drivers of the preferences. Thus, it is important to consider the characteristics of the employees (for example, age, family sizes, etc.) and attributes of healthcare providers before selecting a healthcare scheme for the workersOriginality/value This is a pioneer study on the choice of healthcare scheme for institutions of higher learning in Kenya. Universities are made aware of what informs employee's preferences for health schemes. This is important for tailoring health care schemes to match employee preferences for greater satisfaction.
{"title":"Financing employee healthcare: fusing the preferences of employees in decision-making","authors":"George Ouma Ochieng'a, M. Ogada","doi":"10.1108/IJWHM-01-2021-0010","DOIUrl":"https://doi.org/10.1108/IJWHM-01-2021-0010","url":null,"abstract":"Purpose Good health is important for the happiness and productivity of employees of any organization and a nation. With the declining government funding for public Universities in Kenya, providing health cover for employees is a real challenge. Thus, the universities have to explore widely acceptable and sustainable options. This study aims to explore the correlations of employee preferences for health care schemes and evaluated the cost implications of each of the available Schemes.Design/methodology/approach The study applied a multinomial probit analysis on cross-sectional data from Taita Taveta University (TTU) in Kenya's coastal region. Cost-benefit analysis was used to rank alternative healthcare schemes. For triangulation of information, individual interviews were supplemented with key informant interviews.Findings Two sets of factors, personal attributes of employees and the attributes of the health care provider, were found to drive employee preferences for health care schemes. Thus, the universities need to consider these attributes in their choice sets of health care schemes to gain employee support.Research limitations/implications The study was based on a cross-sectional survey that may not capture the dynamic elements in institutional management. Thus, future research may build panel data on the current one for further analysis.Practical implications The study found that household characteristics and the perceived attributes of the healthcare providers are key drivers of the preferences. Thus, it is important to consider the characteristics of the employees (for example, age, family sizes, etc.) and attributes of healthcare providers before selecting a healthcare scheme for the workersOriginality/value This is a pioneer study on the choice of healthcare scheme for institutions of higher learning in Kenya. Universities are made aware of what informs employee's preferences for health schemes. This is important for tailoring health care schemes to match employee preferences for greater satisfaction.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48584011","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 : 2021-06-25DOI: 10.1108/ijwhm-10-2019-0136
Frances Lorenz, Lisa Whittaker, Julia Tazzeo, Allison Williams
PurposeThe purpose of this scoping review was to identify the availability of caregiver-friendly workplace policies (CFWPs) from January 2015 to June 2019.Design/methodology/approachIn order to determine changes over time, the present review is consistent with the methodology used in a scoping review of CFWPs conducted by the same research group five years earlier. This included applying an iterative database search to identify relevant articles, applying inclusion-exclusion criteria and performing qualitative thematic analysis on eligible articles. Both academic literature and literature that is not peer-reviewed were considered.FindingsA total of 80 papers were included, with 82 unique workplaces identified. Three main qualitative themes were discussed: (1) inclusivity, (2) generosity and (3) culture. The finance, education, healthcare and technology industries were most generous. The most common CFWPs offered were support services; paid leave; backup adult care and flexible work arrangements.Practical implicationsThis review narrows the gap in the literature by providing a comprehensive synthesis of CFWPs availability to better understand how workplaces are currently supporting caregiver-employees (CEs) while providing recommendations on how to support CEs moving forward.Originality/valueThis paper discusses significant differences from the first scoping review undertaken by the same research group five years ago, suggesting that progress has been made in the workplace culture needed to accommodate carer-employees.
{"title":"Availability of caregiver-friendly workplace policies: an international scoping review follow-up study","authors":"Frances Lorenz, Lisa Whittaker, Julia Tazzeo, Allison Williams","doi":"10.1108/ijwhm-10-2019-0136","DOIUrl":"https://doi.org/10.1108/ijwhm-10-2019-0136","url":null,"abstract":"PurposeThe purpose of this scoping review was to identify the availability of caregiver-friendly workplace policies (CFWPs) from January 2015 to June 2019.Design/methodology/approachIn order to determine changes over time, the present review is consistent with the methodology used in a scoping review of CFWPs conducted by the same research group five years earlier. This included applying an iterative database search to identify relevant articles, applying inclusion-exclusion criteria and performing qualitative thematic analysis on eligible articles. Both academic literature and literature that is not peer-reviewed were considered.FindingsA total of 80 papers were included, with 82 unique workplaces identified. Three main qualitative themes were discussed: (1) inclusivity, (2) generosity and (3) culture. The finance, education, healthcare and technology industries were most generous. The most common CFWPs offered were support services; paid leave; backup adult care and flexible work arrangements.Practical implicationsThis review narrows the gap in the literature by providing a comprehensive synthesis of CFWPs availability to better understand how workplaces are currently supporting caregiver-employees (CEs) while providing recommendations on how to support CEs moving forward.Originality/valueThis paper discusses significant differences from the first scoping review undertaken by the same research group five years ago, suggesting that progress has been made in the workplace culture needed to accommodate carer-employees.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2021-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48453808","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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