Pub Date : 2023-07-20DOI: 10.1108/ijwhm-03-2023-0041
E. Nöhammer, W. Fischmann
PurposePreventing diseases and promoting health is most effective in large settings like the workplace. Digital workplace health promotion (DWHP) became more popular during the SARS-CoV-2 pandemic. While e-health appliances have received research interest, little is known regarding the target populations' perspective on and potentials of the DWPH.Design/methodology/approachAn online pilot study was done in Germany in June 2021. The study is representative regarding age, gender and education. The user perspective on DWHP was investigated using 12 quantitative and 2 qualitative items.FindingsThe majority of the 690 participants perceives DWHP as valid long-term addition to regular workplace health promotion. Nearly 55.7% use DWHP when available, but most (65.4%) do not use these offers more than regular ones. Spontaneous participation is relevant for about 55%. Problems occur due to technical equipment (29.4%) and premises (36.3%). Open remarks highlight specifics to be observed in offer design, for example, data security issues.Research limitations/implicationsTo conclude, DWHP has a high potential to improve health at the workplace initiatives regarding participation rates, outcomes and costs. Challenges can be overcome by ensuring data protection and skills, which can be transferred to other life domains, improving population health. The potentials of DWHP for population health via spillover effects, employee well-being and employer branding have not yet been reached.Originality/valueThe aim of this study is giving a first overview of employee views on and use of DWHP.
{"title":"Digital workplace health promotion: a pilot study during the SARS-CoV-2 pandemic in Germany","authors":"E. Nöhammer, W. Fischmann","doi":"10.1108/ijwhm-03-2023-0041","DOIUrl":"https://doi.org/10.1108/ijwhm-03-2023-0041","url":null,"abstract":"PurposePreventing diseases and promoting health is most effective in large settings like the workplace. Digital workplace health promotion (DWHP) became more popular during the SARS-CoV-2 pandemic. While e-health appliances have received research interest, little is known regarding the target populations' perspective on and potentials of the DWPH.Design/methodology/approachAn online pilot study was done in Germany in June 2021. The study is representative regarding age, gender and education. The user perspective on DWHP was investigated using 12 quantitative and 2 qualitative items.FindingsThe majority of the 690 participants perceives DWHP as valid long-term addition to regular workplace health promotion. Nearly 55.7% use DWHP when available, but most (65.4%) do not use these offers more than regular ones. Spontaneous participation is relevant for about 55%. Problems occur due to technical equipment (29.4%) and premises (36.3%). Open remarks highlight specifics to be observed in offer design, for example, data security issues.Research limitations/implicationsTo conclude, DWHP has a high potential to improve health at the workplace initiatives regarding participation rates, outcomes and costs. Challenges can be overcome by ensuring data protection and skills, which can be transferred to other life domains, improving population health. The potentials of DWHP for population health via spillover effects, employee well-being and employer branding have not yet been reached.Originality/valueThe aim of this study is giving a first overview of employee views on and use of DWHP.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46591708","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 : 2023-07-17DOI: 10.1108/ijwhm-10-2022-0156
S. Reynolds, Brian Manata
PurposeIn this manuscript, the authors argue that those suffering from depressive symptoms are prone to experiencing bouts of unproductivity. The authors argue further that such conditions promote instances of self-disclosure regarding related symptoms in the interest of procuring workplace support, i.e. the effect of depressive symptomology on workplace support is mediated by both unproductivity and self-disclosure, in turn.Design/methodology/approachTwo different online investigations were implemented to assess the accuracy of this prediction. Moreover, two different samples of organizational employees from numerous organizations were procured, such that one sample contained diagnosed individuals, whereas the other contained undiagnosed individuals (total N = 756). In general, the main analyses consisted of confirmatory factor analysis and path analysis.FindingsSubstantial statistical support was obtained for the authors' four-variable path model. Specifically, across two different investigations, a model was found in which those with depressive symptoms were unproductive, which prompted self-disclosure and thus subsequent manifestations of workplace support. Moreover, this was generally true for both diagnosed and undiagnosed individuals. Correlation coefficients and model fit indices are reported in the manuscript.Originality/valueThis work contributes substantially to the understanding of how depressive symptomology, self-disclosure and workplace support are interrelated within organizations. In addition, having examined these relationships using a sample of undiagnosed individuals, new insights were gained regarding a subset of the population that remains vastly understudied.
{"title":"A step toward understanding the association between depressive symptoms and workplace support: documenting the mediating roles of unproductivity and self-disclosure","authors":"S. Reynolds, Brian Manata","doi":"10.1108/ijwhm-10-2022-0156","DOIUrl":"https://doi.org/10.1108/ijwhm-10-2022-0156","url":null,"abstract":"PurposeIn this manuscript, the authors argue that those suffering from depressive symptoms are prone to experiencing bouts of unproductivity. The authors argue further that such conditions promote instances of self-disclosure regarding related symptoms in the interest of procuring workplace support, i.e. the effect of depressive symptomology on workplace support is mediated by both unproductivity and self-disclosure, in turn.Design/methodology/approachTwo different online investigations were implemented to assess the accuracy of this prediction. Moreover, two different samples of organizational employees from numerous organizations were procured, such that one sample contained diagnosed individuals, whereas the other contained undiagnosed individuals (total N = 756). In general, the main analyses consisted of confirmatory factor analysis and path analysis.FindingsSubstantial statistical support was obtained for the authors' four-variable path model. Specifically, across two different investigations, a model was found in which those with depressive symptoms were unproductive, which prompted self-disclosure and thus subsequent manifestations of workplace support. Moreover, this was generally true for both diagnosed and undiagnosed individuals. Correlation coefficients and model fit indices are reported in the manuscript.Originality/valueThis work contributes substantially to the understanding of how depressive symptomology, self-disclosure and workplace support are interrelated within organizations. In addition, having examined these relationships using a sample of undiagnosed individuals, new insights were gained regarding a subset of the population that remains vastly understudied.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42933396","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 : 2023-07-14DOI: 10.1108/ijwhm-09-2022-0141
A. Cebulla, Zygmunt Szpak, G. Knight
PurposeArtificial Intelligence (AI) systems play an increasing role in organisation management, process and product development. This study identifies risks and hazards that AI systems may pose to the work health and safety (WHS) of those engaging with or exposed to them. A conceptual framework of organisational measures for minimising those risks is proposed.Design/methodology/approachAdopting an exploratory, inductive qualitative approach, the researchers interviewed 30 experts in data science, technology and WHS; 12 representatives of nine organisations using or preparing to use AI; and ran online workshops, including with 12 WHS inspectors. The research mapped AI ethics principles endorsed by the Australian government onto the AI Canvas, a tool for tracking AI implementation from ideation via development to operation. Fieldwork and analysis developed a matrix of WHS and organisational–managerial risks and risk minimisation strategies relating to AI use at each implementation stage.FindingsThe study identified psychosocial, work stress and workplace relational risks that organisations and employees face during AI implementation in a workplace. Privacy, business continuity and gaming risks were also noted. All may persist and reoccur during the lifetime of an AI system. Alertness to such risks may be enhanced by adopting a systematic risk assessment approach.Originality/valueA collaborative project involving sociologists, economists and computer scientists, the study relates abstract AI ethics principles to concrete WHS risks and hazards. The study translates principles typically applied at the societal level to workplaces and proposes a process for assessing AI system risks.
{"title":"Preparing to work with artificial intelligence: assessing WHS when using AI in the workplace","authors":"A. Cebulla, Zygmunt Szpak, G. Knight","doi":"10.1108/ijwhm-09-2022-0141","DOIUrl":"https://doi.org/10.1108/ijwhm-09-2022-0141","url":null,"abstract":"PurposeArtificial Intelligence (AI) systems play an increasing role in organisation management, process and product development. This study identifies risks and hazards that AI systems may pose to the work health and safety (WHS) of those engaging with or exposed to them. A conceptual framework of organisational measures for minimising those risks is proposed.Design/methodology/approachAdopting an exploratory, inductive qualitative approach, the researchers interviewed 30 experts in data science, technology and WHS; 12 representatives of nine organisations using or preparing to use AI; and ran online workshops, including with 12 WHS inspectors. The research mapped AI ethics principles endorsed by the Australian government onto the AI Canvas, a tool for tracking AI implementation from ideation via development to operation. Fieldwork and analysis developed a matrix of WHS and organisational–managerial risks and risk minimisation strategies relating to AI use at each implementation stage.FindingsThe study identified psychosocial, work stress and workplace relational risks that organisations and employees face during AI implementation in a workplace. Privacy, business continuity and gaming risks were also noted. All may persist and reoccur during the lifetime of an AI system. Alertness to such risks may be enhanced by adopting a systematic risk assessment approach.Originality/valueA collaborative project involving sociologists, economists and computer scientists, the study relates abstract AI ethics principles to concrete WHS risks and hazards. The study translates principles typically applied at the societal level to workplaces and proposes a process for assessing AI system risks.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44644011","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 : 2023-07-14DOI: 10.1108/ijwhm-10-2022-0161
Sara Willermark, Karin Högberg, P. Nilsson
PurposeIn this study, the authors explore teachers' experiences of work during the pandemic using the analytic lens of technostress. More specifically, the authors investigate how the sudden transition to distance education induces technostress among teachers in relation to their teaching practice.Design/methodology/approachThe data gathering method constitutes a questionnaire that explores how teachers' work situation was affected by shifting to distance education. 286 Swedish teachers answered the open-ended questionnaire.FindingsThe results demonstrate how technostress creators, technostress strains and teachers' coping strategies are expressed in teaching practice during an extreme case of digitalization.Originality/valueThe authors contribute to the work on technostress by suggesting the theoretical concept of “technorest” to shed light on alternative effects of the digitalization of work practice. Furthermore, the authors give examples of technorest creators which the authors term “techno-shields” and “techno-security”. The results could be interesting to enhance the understanding of the digitalization of work practices and cultivate a more favorable work situation.
{"title":"Exploring technostress in disruptive teaching practices","authors":"Sara Willermark, Karin Högberg, P. Nilsson","doi":"10.1108/ijwhm-10-2022-0161","DOIUrl":"https://doi.org/10.1108/ijwhm-10-2022-0161","url":null,"abstract":"PurposeIn this study, the authors explore teachers' experiences of work during the pandemic using the analytic lens of technostress. More specifically, the authors investigate how the sudden transition to distance education induces technostress among teachers in relation to their teaching practice.Design/methodology/approachThe data gathering method constitutes a questionnaire that explores how teachers' work situation was affected by shifting to distance education. 286 Swedish teachers answered the open-ended questionnaire.FindingsThe results demonstrate how technostress creators, technostress strains and teachers' coping strategies are expressed in teaching practice during an extreme case of digitalization.Originality/valueThe authors contribute to the work on technostress by suggesting the theoretical concept of “technorest” to shed light on alternative effects of the digitalization of work practice. Furthermore, the authors give examples of technorest creators which the authors term “techno-shields” and “techno-security”. The results could be interesting to enhance the understanding of the digitalization of work practices and cultivate a more favorable work situation.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47538037","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 : 2023-07-03DOI: 10.1108/ijwhm-10-2022-0158
C. Bond, M. J. Stochkendahl, K. Søgaard, Lotte Nygaard Andersen
PurposeHealth ambassadors are co-workers assigned to facilitate healthy choices amongst the ambassadors'' colleagues and are increasingly used in workplace health promotion. In a municipality in the southern region of Denmark, occupational health and safety (OHS) representatives were appointed as health ambassadors to facilitate the development of healthy lifestyle initiatives at the ambassadors' workplace and the uptake of various health offers from the municipality's workplace health programme amongst the ambassadors' colleagues. The aim of this study was to understand how employees and managers from the municipality experienced the health ambassador-facilitated implementation of the health programme.Design/methodology/approachThe study was designed as an interview study with (n = 13) semi-structured interviews. Using purposeful sampling, the authors invited participants who held different positions (e.g. managers and regular employees) on two different work teams in the municipality. The work teams (a construction team and a healthcare team) differed in gender profile and work tasks but were both categorised as physically heavy work. Malterud's systematic text condensation was used to devise the strategy for the analysis.FindingsThe authors' findings show that the employees considered health a private matter that the workplace should not interfere with, and this challenged the implementation of the health programme. Secondly, the health ambassadors were not properly trained to facilitate health initiatives amongst the ambassadors' colleagues; instead, the managers were the driving force in the implementation of health initiatives.Originality/valueThe study provides useful insights into the processes of implementing health in the workplace and emphasises the importance of involving employees in design and planning of initiatives for workplace health promotion.
{"title":"“Does anyone know? Can you get any help?” Experiences from an ambassador-facilitated health programme: insights from a qualitative study","authors":"C. Bond, M. J. Stochkendahl, K. Søgaard, Lotte Nygaard Andersen","doi":"10.1108/ijwhm-10-2022-0158","DOIUrl":"https://doi.org/10.1108/ijwhm-10-2022-0158","url":null,"abstract":"PurposeHealth ambassadors are co-workers assigned to facilitate healthy choices amongst the ambassadors'' colleagues and are increasingly used in workplace health promotion. In a municipality in the southern region of Denmark, occupational health and safety (OHS) representatives were appointed as health ambassadors to facilitate the development of healthy lifestyle initiatives at the ambassadors' workplace and the uptake of various health offers from the municipality's workplace health programme amongst the ambassadors' colleagues. The aim of this study was to understand how employees and managers from the municipality experienced the health ambassador-facilitated implementation of the health programme.Design/methodology/approachThe study was designed as an interview study with (n = 13) semi-structured interviews. Using purposeful sampling, the authors invited participants who held different positions (e.g. managers and regular employees) on two different work teams in the municipality. The work teams (a construction team and a healthcare team) differed in gender profile and work tasks but were both categorised as physically heavy work. Malterud's systematic text condensation was used to devise the strategy for the analysis.FindingsThe authors' findings show that the employees considered health a private matter that the workplace should not interfere with, and this challenged the implementation of the health programme. Secondly, the health ambassadors were not properly trained to facilitate health initiatives amongst the ambassadors' colleagues; instead, the managers were the driving force in the implementation of health initiatives.Originality/valueThe study provides useful insights into the processes of implementing health in the workplace and emphasises the importance of involving employees in design and planning of initiatives for workplace health promotion.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44089779","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 : 2023-06-29DOI: 10.1108/ijwhm-09-2022-0145
M. Karanika-Murray, Z. Whysall, Y-L Liu-Smith, Ceri Feltbower, Emma Challans-Rasool
PurposeComplex and sudden change that healthcare organizations often have to respond to, such as during the recent pandemic, can create major disruptions and a prolonged state of alert. Although the impact of such crises can be predominantly negative, rapid adjustments during this time can also yield positive change that can support organizational response to crisis, if managed well. Using insights from organizational learning and organizational change theory, the aim of this study was to understand organizational learning during sudden change. Specifically, the authors aimed to understand the experiences and types of gains and losses in the processes of complex and disruptive change in one large healthcare organization in the UK.Design/methodology/approachFocus group data were used from 23 focus group discussions with 575 participants representing all functions and departments in one Healthcare Trust.FindingsThe participants revealed the rich gains, losses, and lessons experienced in response to sudden change that can promote organizational learning. Perceived losses are more likely to drive a desire to refreeze “back to normal” and perceived gains more likely to lead to an emphasis on embedding gains and changing to better. Therefore, on balance, the substantial, in number and variety, gains and learnings point to a learning organization. This is an essential attribute for responding to disruptive change successfully and facilitating organizational recovery in a post-pandemic world.Practical implicationsThe findings highlight the importance of timely harnessing of the organizational learning emerging from crises and how this can inform a more resilient organization, as well as supporting sustainable organizational cross-learning.Originality/valueBy extending these insights on workers’ adaptation to sudden change, the findings can help to advance the science and practice of organizational learning and support organizational recovery, especially as they describe the new status in UK healthcare organizations.
{"title":"Understanding organizational learning in a healthcare organization during sudden and disruptive change","authors":"M. Karanika-Murray, Z. Whysall, Y-L Liu-Smith, Ceri Feltbower, Emma Challans-Rasool","doi":"10.1108/ijwhm-09-2022-0145","DOIUrl":"https://doi.org/10.1108/ijwhm-09-2022-0145","url":null,"abstract":"PurposeComplex and sudden change that healthcare organizations often have to respond to, such as during the recent pandemic, can create major disruptions and a prolonged state of alert. Although the impact of such crises can be predominantly negative, rapid adjustments during this time can also yield positive change that can support organizational response to crisis, if managed well. Using insights from organizational learning and organizational change theory, the aim of this study was to understand organizational learning during sudden change. Specifically, the authors aimed to understand the experiences and types of gains and losses in the processes of complex and disruptive change in one large healthcare organization in the UK.Design/methodology/approachFocus group data were used from 23 focus group discussions with 575 participants representing all functions and departments in one Healthcare Trust.FindingsThe participants revealed the rich gains, losses, and lessons experienced in response to sudden change that can promote organizational learning. Perceived losses are more likely to drive a desire to refreeze “back to normal” and perceived gains more likely to lead to an emphasis on embedding gains and changing to better. Therefore, on balance, the substantial, in number and variety, gains and learnings point to a learning organization. This is an essential attribute for responding to disruptive change successfully and facilitating organizational recovery in a post-pandemic world.Practical implicationsThe findings highlight the importance of timely harnessing of the organizational learning emerging from crises and how this can inform a more resilient organization, as well as supporting sustainable organizational cross-learning.Originality/valueBy extending these insights on workers’ adaptation to sudden change, the findings can help to advance the science and practice of organizational learning and support organizational recovery, especially as they describe the new status in UK healthcare organizations.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41887573","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 : 2023-06-16DOI: 10.1108/ijwhm-06-2023-232
U. Gensby, D. Van Eerd, Benjamin C. Amick, Hans Jørgen Limborg, Johnny Dyreborg
{"title":"Editorial: Knowledge transfer and exchange through interactive research: a new approach for supporting evidence-informed occupational health and safety (OHS) practice","authors":"U. Gensby, D. Van Eerd, Benjamin C. Amick, Hans Jørgen Limborg, Johnny Dyreborg","doi":"10.1108/ijwhm-06-2023-232","DOIUrl":"https://doi.org/10.1108/ijwhm-06-2023-232","url":null,"abstract":"","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43470980","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 : 2023-05-23DOI: 10.1108/ijwhm-01-2022-0005
J. Hassard, Weiwei Wang, Lana Delic, Ieva Grudyte, Vanessa Dale-Hewitt, Louise Thomson
PurposeIn this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).Design/methodology/approachThe paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).FindingsThe authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.Practical implicationsThis paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.Originality/valueThis is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.
{"title":"Pregnancy-related discrimination and expectant workers' psychological well-being and work engagement: understanding the moderating role of job resources","authors":"J. Hassard, Weiwei Wang, Lana Delic, Ieva Grudyte, Vanessa Dale-Hewitt, Louise Thomson","doi":"10.1108/ijwhm-01-2022-0005","DOIUrl":"https://doi.org/10.1108/ijwhm-01-2022-0005","url":null,"abstract":"PurposeIn this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).Design/methodology/approachThe paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).FindingsThe authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.Practical implicationsThis paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.Originality/valueThis is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48365078","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 : 2023-05-23DOI: 10.1108/ijwhm-01-2023-0010
O. Okun, K. Arun
PurposeThis research aims to reveal the relationship between ingroup favoritism, seen as a theoretical cause of workplace violence experienced by physicians, with pre-violence, the moment of violence and post-violence, and the role of psychological resilience in coping with workplace violence.Design/methodology/approachA descriptive, cross-sectional design was applied in the research. First, data was gathered via structured questionnaire surveys to the 169 physicians and 321 patients with appointments using the simple random sampling method in three public hospitals in the province of Sanliurfa-Turkey between June 3, 2020, and January 1, 2021. The data was then examined through variance-based structural equation modeling and regression analysis.FindingsResults indicate that the psychological resilience of physicians is essential in coping with workplace violence. The causes of favoritism behaviors were stated as a desire to protect the individuals they are with, increase their power, gain interest and cover their incompetence. It was determined that favoritism behaviors increase violence, but psychological resiliency decreases violence.Originality/valueSome unobservable markers that impose priority for a patient from one's primary group, favoritism, may predict behaviors including violence. Contrary to popular belief, violence against physicians may be prevented by hospital management and social psychology practices rather than taking legal actions or increasing physical safety procedures. Moreover, the simultaneous collection of the data used in the study from physicians and patients with an appointment makes the study more meaningful and unbiased.
{"title":"The relationship between physicians' ingroup favoritism to patients and workplace violence: regulatory role of physicians' psychological resilience","authors":"O. Okun, K. Arun","doi":"10.1108/ijwhm-01-2023-0010","DOIUrl":"https://doi.org/10.1108/ijwhm-01-2023-0010","url":null,"abstract":"PurposeThis research aims to reveal the relationship between ingroup favoritism, seen as a theoretical cause of workplace violence experienced by physicians, with pre-violence, the moment of violence and post-violence, and the role of psychological resilience in coping with workplace violence.Design/methodology/approachA descriptive, cross-sectional design was applied in the research. First, data was gathered via structured questionnaire surveys to the 169 physicians and 321 patients with appointments using the simple random sampling method in three public hospitals in the province of Sanliurfa-Turkey between June 3, 2020, and January 1, 2021. The data was then examined through variance-based structural equation modeling and regression analysis.FindingsResults indicate that the psychological resilience of physicians is essential in coping with workplace violence. The causes of favoritism behaviors were stated as a desire to protect the individuals they are with, increase their power, gain interest and cover their incompetence. It was determined that favoritism behaviors increase violence, but psychological resiliency decreases violence.Originality/valueSome unobservable markers that impose priority for a patient from one's primary group, favoritism, may predict behaviors including violence. Contrary to popular belief, violence against physicians may be prevented by hospital management and social psychology practices rather than taking legal actions or increasing physical safety procedures. Moreover, the simultaneous collection of the data used in the study from physicians and patients with an appointment makes the study more meaningful and unbiased.","PeriodicalId":45766,"journal":{"name":"International Journal of Workplace Health Management","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44708431","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 : 2023-05-11DOI: 10.1108/ijwhm-07-2022-0106
Jordan Platts, I. Coyne, Samuel Farley
PurposeResearch comparing offline and cyberbullying is relatively sparse, with scholars suggesting the need for empirical investigations to clarify whether cyberbullying and offline bullying are similar or different constructs.Design/methodology/approachUsing an experimental vignette methodology, the current study of 163 working participants obtained via social media examines the effect of medium (offline vs cyberbullying), type (person-related vs work-related) and the interaction between medium and type on perceptions of definitional criteria (severity, frequency, power and intent) and outcomes (negative emotion, fairness, job satisfaction and turnover intention).FindingsSignificant differences between offline and cyberbullying were seen only for ratings of severity, job satisfaction and turnover intention, with cyberbullying perceived as more severe and as having a more detrimental impact on job satisfaction and turnover intention. Stronger effect sizes emerged for type of bullying, with person-related bullying having a stronger negative impact on definitional criteria and outcomes than work-related bullying. Moreover, interaction effects suggested differences between the two media were dependent on type of act – with person-related/cyberbullying acts seen more negatively than other acts.Originality/valueThis paper is the first to use a vignette approach to test the similarity or difference hypothesis between offline and cyberbullying. Overall, limited support is seen for the notion that offline bullying and cyberbullying are perceived as different constructs, with type of behaviour suggesting a more complex relationship between the two.
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